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[null,null,"HREiR Action plan template (2023-2026)"]
[null,null,null,"Details"]
[null,null,"Institution name:","University of Exeter",null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
[null,null,"Cohort number:",3,null,null,null,"Audience (direct beneficiaries of the action plan)",null,"Number of","Comments"]
[null,null,"Date of submission:","22nd September 2023",null,null,null,"Research staff",null,"1,011 (905FTE)","Research Staff numbers have remained fairly constant but with very slightly a higher proportion of full-time staff since 2021 (by 0.2%)."]
[null,null,"Institutional context:","The University of Exeter is a Russell Group University.\n\nOur research and innovation activities are critical to solving the world’s biggest challenges, and through fostering a supportive and interdisciplinary research culture, we aim to ensure our researchers are able to thrive and make a difference. In May 2023, we were rewarded with an outstanding performance in the Research Excellence Framework 2021, which showed that more than 99% of our research is of international quality, ranking Exeter 18th in the UK for research power, up from 21st in 2014. Highlighting the real world difference we make, 94% of our research has internationally excellent impact, ranking us 11th in the UK for impact, up from 48th in 2014, the largest gain of any Russell Group university. These results have contributed to a £10m increase in our quality-related research grant for 2022/23, a powerful recognition of the quality and impact of the work of our academic teams.",null,null,null,"Postgraduate researchers",null," 2,200 (1,750 FTE)","PGRs are beneficiaries of this action plan mainly through access to the Researcher Development Programme, University PGR Liaison Forums and, training and support across the University"]
[null,null,null,null,null,null,null,"Research and teaching staff",null," 1,323 (1,251FTE)","Research and teaching staff have increased by 6% since 2021. They are beneficiaries of this action plan through access to the Researcher Development Programmes, Teaching (LTHE), University ECR Liaison Forums, training and support across the University, and participation in CEDARS. "]
[null,null,null,null,null,null,null,"Teaching-only staff",null," 1,536 (648FTE)","Teaching-only staff have increased by 22% since 2021. They are beneficiaries of this action plan through access to the Researcher Development Programme, Teaching (LTHE) University and Departmental Forums, training and support across the University and participation in CEDARS."]
[null,null,null,null,null,null,null,"Technicians",null,"252 (234FTE)","Technicians have increased by 7% since 2021. They are beneficiaries of this action plan through access to the Researcher Development Programmes (Essentials), University and Departmental Forums, training and support across the University and participation in CEDARS."]
[null,null,null,null,null,null,null,"Clinicians",null," Not easily identifiable","Clinicians are beneficiaries of this action plan through access to the Researcher Development Programmes (Essentials), University and Departmental Forums, training and support across the University and participation in CEDARS."]
[null,null,null,null,null,null,null,"Professional support staff",null,"3,374 (3,004FTE)","Professional support staff have increased by 12% since 2021. They are beneficiaries of this action plan through access to the University and Departmental Forums, training and support across the University and participation in CEDARS."]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):",null,"252 (234FTE)","Technicians have increased by 7% since 2021. They are beneficiaries of this action plan through access to the Researcher Development Programmes (Essentials), University and Departmental Forums, training and support across the University and participation in CEDARS."]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers."]
[null,"ECI1","Ensure all relevant staff are aware of the Concordat.","Concordat and principles are described at Induction.","No","Sept, 2023","RD&RC","100% of researchers are aware of the Concordat (measured by CEDARS -Q45). Increase from 30% in 2022."]
[null,null,null,"A new online resource is created that explains the Concordat and highlights key areas where researchers can get involved.","No","Dec, 2023","L&D advisor with oversight from Head of PD and Head of RD&RC",">80% of researchers are aware of the Concordat (measured by CEDARS -Q45). Increase from 30% in 2022."]
[null,null,null,"A slide pack is prepared for distribution to DoRs to use in their Depts. that highlights most important topics.","No","Dec, 2023","PD\nRD&RC",">80% of researchers are aware of the Concordat (measured by CEDARS -Q45). Increase from 30% in 2022."]
[null,null,null,"Work with Assistant Director for Culture and Inclusion to investigate measures beyond CEDARS. Concordat awareness will also be raised via newly established research culture Yammer community.","No","May, 2024","RD&RC","Awareness of concordat confirmed by other measures (e.g. yammer page)."]
[null,"ECI2","Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers.","Review and identify relevant policies for monitoring.","No","Feb, 2024","SG will engage with the review by assistant director for culture and inclusion","CEDARS scores to improve\n(Questions: 14 & 40)\n"]
[null,null,null,"Review and identify how these are communicated to ECRs and PGRs and their managers.","No","Feb, 2024","SG","CEDARS scores to improve\n(Questions: 14 & 40)\n"]
[null,null,null,"Feedback on this obligation to be specifically sought from ECRNs","No","Feb, 2024","ECR reps on concordat SG\nRD ","CEDARS scores to improve\n(Questions: 14 & 40)\n"]
[null,null,null,"Engage with Inclusivity groups and EDI colleagues to address any challenges and opportunities arising from investigations.","No","Feb-July 2024","SG","CEDARS scores to improve\n(Questions: 14 & 40)\n","See Action 1 in ‘Live Action Plan’ table"]
[null,null,null,"Use CEDARS results to evaluate trends and create actions.","No","Ongoing\nData to SG within one month of receiving CEDARS results\nPublished on Concordat action plan site within 3 mths","L&D advisor to collate data for SG presentation and publish to SharePoint","CEDARS scores to improve\n(Questions: 14 & 40)\n","See Action 2 in ‘Live Action Plan’ table"]
[null,"ECI6","Regularly review and report on the quality of the research environment and culture, including seeking feedback from researchers, and using the outcomes to improve institutional practices.","Monitor departmental research culture action plans.","No","Ongoing\nPlans assessed annually","RD&RC\nPD","Each department will be assessed against their individual Research Culture Action Plans as part of our Annual Research Monitoring process.","See Action 3 in ‘Live Action Plan’ table"]
[null,null,null,"Gather, interpret and report on feedback from LFs.","Yes","\nBAU - already happening","RD&RC\nPD","All relevant feedback from the LFs will be taken to RIEC for discussion/action/approval, via a pre-meeting with the DVC R&I.","See Action 4 in ‘Live Action Plan’ table"]
[null,null,null,"Gather, interpret and report on PRES and CEDARS surveys. Use results to evaluate trends and create actions.","No","In annual cycle\nData to SG within one month of receiving survey results\nPublished on Concordat action plan site within 3 mths","L&D advisor to collate data for SG presentation and publish to SharePoint","Maintain response rates to both surveys and establish Academic SG’s to advise on interpretation and focus of interim ‘Pulse Check’ surveys.","See Action 2 in ‘Live Action Plan’ table"]
[null,null,null,"Minimise and reduce the proportion of FTCs to Permanent contracts","Yes","Ongoing as part of Fair Employment For All (FEFA) activities underway led by HR\n","HR (leading FEFA activities)","See at least average 4% move in contracts over three years.","See Action 5 in ‘Live Action Plan’ table"]
[null,"ECR1","Encourage researchers to actively contribute to the development and maintenance of a supportive, fair and inclusive research culture and be a supportive colleague, particularly to newer researchers and students.","Continue, and expand where possible, the GW4 Connect programme.","No","To GW4 timescale","RD&RC","Aim for at least 25% participation is from Exeter based candidates. "]
[null,null,null,"Investigate viability of micro-mentoring scheme, ECR mentoring and PGR Buddying to deliver and improve where possible. ","Yes","Review in 2023, action in 2024","PD (as part of new mentoring and coaching strategy)\nRD&RC","New schemes established where viable with the aim of engaging at least 25% ECRs and PGRs.","See Action 6 in ‘Live Action Plan’ table"]
[null,null,null,"Continue with new researcher Induction programme, evaluating effectiveness.","No","\nBAU - already in place","Delivered by AD\nRD&RC","All new researchers (including PGRs and ECRs) attend bespoke inductions. Which will be continuously evaluated.","See Action 7 in ‘Live Action Plan’ table\nCEDARS Q20"]
[null,null,null,"Launch and promote our new Research Culture SharePoint site and associated Research Culture in Grants Toolkit.","No","Launch 2023, promote regularly as a ongoing action","RS, RD&RC","Monitor analytics to measure engagement. Research community to advise on additons/ammendments."]
[null,null,null,"Monitor the new PGR Supervisors programme to ensure this is covered.","No","\nLaunch target Sept. 2023 Monitor with aim to report termly","AD\nRD&RC","Program is launched and evaluations are satisfactory. Engagement will be monitored and reported back to DoPGRs."]
[null,"Wellbeing and mental health"]
[null,"The aims of these obligations are to champion positive wellbeing amongst researchers, both through appropriate training and enabling new ways of working."]
[null,"ECI3","Promote good mental health and wellbeing through the effective management of workloads and people.","Review how such services are promoted and check the reach is effective.","No","Dec, 2023","Wellbeing\nwith SG engagment","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS.","CEDARS Q38"]
[null,null,null,"Monitor outputs of Workload Allocation Review and see how this can be fed into the lives of Researchers where there are no obvious direct impacts.","No","Sept, 2023","Wellbeing\nwith SG engagment","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS.","See Action 8 in ‘Live Action Plan’ table"]
[null,null,null,"Promote the impact for researchers at WICC, monitoring topics covered and outputs from WICC to ensure best practice and liaison with appropriate services.","No","Ongoing\nCulture index review termly","Wellbeing Team\nwith SG engagment","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS."]
[null,null,null,"Ensure relevant opportunities to understand good mental health and wellbieng are provided to researchers and their managers.","Yes","Ongoing\nCulture index review termly ","SG\nRD&RC","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS."]
[null,null,null,"Gather, interpret and report on PRES and CEDARS surveys. Use results to evaluate trends and create actions.","Cross over with a previous obligation, see action 2 in live action plan table. (Line 30 above)",null,null,null,"CEDARS Q38\nPRES 12.3\n"]
[null,"ECI4","Ensure managers of researchers are effectively trained in relation to wellbeing and mental health.","Ensure all managers of research staff complete the ‘Managing the mental wellbeing of your team’ online training module.","Yes","BAU - Monitoring already in place. Collate data termly","Wellbeing monitor, reports from MI team\nPD can report.","Improve completion to 50% (7% in 2023). ","See Action 9 in ‘Live Action Plan’ table"]
[null,null,null,"Monitor and report on uptake and completion of new PGR supervisor training, which includes mental health support","No","Ongoing\n(as above - line 36)","AD lead on this","All new PGR supervisors complete the training. "]
[null,null,null,"Maintain and enhance relevant content at induction","No","\nBAU - Induction in place ","RD&RC deliver","Number of engaged PGRs."]
[null,"ECM3","Ensure managers promote a healthy working environment that supports researchers' wellbeing and mental health.","Monitor Research Culture Action Plans for this aspect.","Cross over with a previous obligation, see action 3 in live action plan table. (Line 28 above)"]
[null,null,null,"Ensure all managers of research staff complete the ‘Managing the mental wellbeing of your team’ online training module. ","Cross over with a previous obligation, see action 9 in live action plan table. (Line 44 above)"]
[null,null,null,"Ensure managers are aware of services and support through diverse means (e.g. PDR training, integration into Leadership and management development, induction)","No","Training runs on an annual cycle (academic year) ","PD\nRD&RC","Feedback from various forums\nCEDARS Q39\n"]
[null,"ECM4","Ensure managers consider fully flexible working requests and other appropriate arrangements to support researchers.","Monitor attendance of new and existing managers at induction and people management relevant training","No","Ongoing throughout period\nCollect data yearly (June) to assess trends","PD (L&M training)\nRD&RC","Numbers attending Induction for People Managers (target 100% of new managers) and associated workshops (performance management, Absence etc.). Also relevant CEDARS questions","See Action 10 in ‘Live Action Plan’ table"]
[null,null,null,"Create research managers induction checklist.","No","Dec, 2023","PD (L&D Manager) with input from \nRD&RC","All managers receive the induction checklist. ","See Action 10 in ‘Live Action Plan’ table"]
[null,null,null,"Gather, interpret and report on feedback from LFs.","Cross over with a previous obligation, see action 4 in live action plan table. (Line 30 above)"]
[null,"ECR3","Ensure researchers take positive action towards maintaining their wellbeing and mental health.","Monitor outputs of Workload Allocation Review and see how this can be fed into the lives of Researchers where there are no obvious direct impacts.","Cross over with a previous obligation, see action 8 in live action plan table. (Line 40 above)"]
[null,null,null,"Review provision of relevant training and services for researchers to check on relevance and suitability","No","Term 1, 2024","SG with Wellbeing Team","Relevant services and courses address needs of our researchers.\nEngagement with PGR welfare services is appropriate. Also relevant CEDARS questions."]
[null,null,null,"Increase attendance at relevant training (work with Wellbeing, AD and RD&RC to ensure relevant training is in place).","No","To be monitored annually","SG\nRD&RC (monitors and reviews)","Attendance at relevant courses (increase in relevant and accessible training)\nEngagement with PGR welfare services is appropriate. Also relevant CEDARS questions."]
[null,null,null,"Continue existing initiatives such as monthly PGR coffee and cake conversations and increase engagement.","No","\nBAU - currently in place","RD&RC","Engagement in these events continues and increases. Also relevant CEDARS questions."]
[null,null,null,"Maintain and enhance where possible links to relevant support and services on DC and ECR Hub websites.","No","\nBAU - already in place, review over period ","RD&RC","Use of services as reported through LFs and related networks (possibly by exception – i.e. where problems are identified and these are addressed otherwise assume all OK)"]
[null,"Bullying and harassment"]
[null,"The aims of these obligations are to eliminate bullying and harassment in the research system, tackled through progressive policies and secure mechanisms to address incidents."]
[null,"ECI3","Promote a healthy working environment through effective policies and practice for tackling discrimination, bullying and harassment, including providing appropriate support for those reporting issues.","Ensure progress updates from the Research and EDI working group are fed into Concordat SG","No","Review at first meeting of new SG","SG to review with Assistant Director of Research and Impact (Strategy, Policy & Performance) ","Status known and targets idenified as needed.","Some of this will come out in other areas (WICC and related)"]
[null,null,null,"Maintain profile of researchers at Faculty WICCs and at central WICC - check membership includes researcher representation","No","Before first meeting in new acedemic year 2023/24","RD&RC\nwith chair of SG","ECRs and other Researchers are prominent in Faculty WICCs"]
[null,null,null,"Encourage greater engagement with mandatory training through diverse methods.","Yes","July, 2025","SG to work with Faculty WICCs","Communication campaign leads to increased compliance. \nImproved compliance with EDI mandatory training (currently 78% compared to uni wide 83%).","See Action 11 in ‘Live Action Plan’ table"]
[null,null,null,"Reinforce signposting at Induction, on DC web and RD&RC web (review where we are now and test effectiveness)","No","Sept, 2025","RD&RC","Communication campaign leads to increased engagement. ","See Action 17 in ‘Live Action Plan’ table"]
[null,null,null,"Monitor uptake/feedback of new pastoral training","No","From Sept, 2023","AD\nSG","Satisfaction is good or higher and uptake is maximised. "]
[null,null,null,"Peakon Culture Index survey - Report against E&R and R job roles and analyse outcomes.","No","CI tool used termly, action plans after each use","Monitoring via SG","Ensure actions are in place that will increase Culture Index survey score.\nThis is via local/team action plans for improvement (as highlighted in Peakon dashboard)","See Action 18 in ‘Live Action Plan’ table"]
[null,"ECM3","Ensure managers encourage reporting and addressing incidents of discrimination, bullying and harassment.","Reinforce signposting at Induction, on DC web and RD&RC web (review where we are now and test effectiveness)","Cross over with a previous obligation, see action 17 in live action plan table. (Line 63 above)"]
[null,null,null,"Ensure people management training includes these topics and has sufficient prominence (involve EDI team to test)","No","Dec, 2023","EDI\nPD\nRD&RC","Topics comprehensively covered in management training. "]
[null,null,null,"Encourage greater engagement with mandatory training through diverse methods.","Cross over with a previous obligation, see action 11 in live action plan table."]
[null,null,null,"Explore the role of Faculty WICCs in addressing this.","No","July, 2025","SG","Dependent on results of exploration. "]
[null,"ECR4","Ensure researchers use available mechanisms to report staff who fail to meet the expected standards of behaviour in relation to discrimination, harassment and bullying.","Reinforce signposting at Induction, on DC web and RD&RC web (review where we are now and test effectiveness)","Cross over with a previous obligation, see action 17 in live action plan table. (Line 63 above)",null,null,null,"CEDARS Q42&44"]
[null,null,null,"Peakon Culture Index survey - Report against E&R and R job roles and analyse outcomes.","Cross over with a previous obligation, see action 18 in live action plan table. (Line 65 above)"]
[null,"Equality, diversity and inclusion"]
[null,"The aims of these obligations are to ensure managers and researchers are trained in-, aware of- and adopt practices enhancing equality, diversity and inclusion."]
[null,"ECI4 / ECM1","Ensure managers undertake relevant training and development opportunities related to equality, diversity and inclusion, and put this into practice in their work.","Encourage greater engagement with mandatory training through diverse methods.","Cross over with a previous obligation, see action 11 in live action plan table. (Line 62 above)"]
[null,null,null,"Maintain and develop Research and EDI SharePoint site.","No","BAU - already in place, monitor impact","EDI\nRD&RC","CEDARS, PRES, \nCulture Index survey all report satisfactory results. (CEDARS Qs 27 [Managers only], 34 and 41. PRES Q28.4)\n"]
[null,null,null,"Support Faculty WICCS and WICC for relevant discussions and actions","No","Ongoing\nWellbing focussed SG meetings twice yearly","DC\nRD&RC\nSG","Problems, challenges and opportunities arising are resolved"]
[null,"ECR2","Ensure researchers act in accordance with employer and funder policies related to equality, diversity and inclusion.","Encourage greater engagement with mandatory training through diverse methods.","Cross over with a previous obligation, see action 11 in live action plan table. (Line 62 above)"]
[null,null,null,"Gather, interpret and report on feedback from forums.","Cross over with a previous obligation, see action 4 in live action plan table. (Line 30 above)",null,null,null,"CEDARS improvements  (Q26, 27 for managers, 34, 38, 41-44)"]
[null,null,null,"Explore the role of Faculty WICCs in addressing this.","No","July, 2024","SG","Dependent on results of exploration. "]
[null,"Research Integrity"]
[null,"The aims of these obligations are to ensure managers and researchers are trained in-, aware of- and maintain high standards of research integrity, and are able to report infringements or misconduct."]
[null,"ECI5 / ECM2","Ensure researchers and their managers are aware of, and act in accordance with, the highest standards of research integrity and professional conduct.","Launch revised version of Research Integrity mandatory training initiatives and encourage engagement.","Yes","By end of reporting period","Head of Research Governance, Ethics and Compliance\nRD&RC\nPD","75% compliance","PRES 14.4\nCEDARS Q27, 34, 38 & 43\n"]
[null,null,null,"Implement initiatives to support wider research ethics training.","No","By end of reporting period","Head of Research Governance, Ethics and Compliance\nRD&RC\nPD","75% compliance","See Action 22 in live action plan table."]
[null,null,null,"Will be encapsulated within the R&I strategy 2030.","No","By end of reporting period","RS\nDirector of RS and DVC R&I","Researchers follow the strategy guidelines. \nCompliance will be measured via RIEC, CEDARS and pulse check surveys.\n"]
[null,"ECM3","Ensure managers report and address incidents of poor research integrity.","Bespoke training provided via RD and RC","Yes","BAU - Already in place but more on its way","RD&RC","Regular monitoring and evaluation. "]
[null,null,null,"Training on research integrity and professional conduct and wider research ethics are part of mandatory induction training (online).","Yes","BAU - Already in place but more on its way","RD&RC","Regular monitoring and evaluation. "]
[null,"ECR2","Ensure researchers act in accordance with employer and funder policies related to research integrity.","Monitor compliance rate of E&R and R only staff for new mandatory research integrity course "," No"," Annually ","PD"," 75% compliance."]
[null,"ECR4","Ensure researchers use available mechanisms to report staff who fail to meet the expected standards of behaviour in relation to research misconduct.","Gather, interpret and report on PRES and CEDARS surveys. Use results to evaluate trends and create actions.","Cross over with a previous obligation, see action 2 in live action plan table. (Line 30 above)",null,null,null,"CEDARS Q43&44+B82:I94"]
[null,"Policy development"]
[null,"The aims of these obligations are to encourage all researchers to actively contribute to the development of policies driving positive change at their institution."]
[null,"EI7","Consider researchers and their managers as key stakeholders within the institution and provide them with formal opportunities to engage with relevant organisational policy and decision-making.","PGRs and ECRS are represented at dedicated RIEC meetings.","Yes ","BAU - already happens","RS ","PGR and ECR views are raised and discussed at RIEC to ensure the communities are engaged and supported with a view to implementing agreed outcomes. ","Action 56 in live action table"]
[null,null,null,"Research Culture has been discussed with each department to develop dedicated RC action plans","Yes","BAU - already in place, monitor impact","RS","Departmental RC action plans are being monitored and evaluated as part of the annual Research monitoring exercise. "]
[null,null,null,"Develop a ‘get involved’ section of the ECR hub and a newly created bespoke yammer community. ","No","Develop by March 2024 and then ongoing updates","RS","Success (increased engagement) will be measured via RIEC."]
[null,"ECM5","Encourage managers to engage with opportunities to contribute to policy development aimed at creating a more positive research environment and culture within their institution.","Ensure departmental RC action plans include this as an explicit target."," No","Ongoing\nReviewed annually","RS","Departmental RC action plans are being monitored and evaluated as part of the annual Research monitoring exercise."]
[null,null,null,"Create research managers induction that includes this as a target.","No","Sept, 2024","PD, RD&RC","Included in training and engagement.","Tie in with Action 10 on live table."]
[null,"EM5","Engage with opportunities to contribute to relevant policy development within their institution.","PGRs and ECRS are represented at dedicated RIEC meetings.","Cross over with a previous obligation, see action 56 in live action plan table. (Line 91 above)"]
[null,"ECR5","Encourage researchers to consider opportunities to contribute to policy development aimed at creating a more positive research environment and culture within their institution.","Through concerted communications effort and increased involvement of Research community via our liaison forums we will maintain or increase our sector leading CEDARS and PRES response rates  (27% CEDARS in 2021, PRES 53% in 2023)"," No","Before next round of surveys (2024/25)","PD, RD&RC","30% for CEDARS, 50% for PRES"]
[null,"ER4","Recognise and act on their role as key stakeholders within their institution and the wider academic community.","ECRs and PGRs will continue to be encouraged to actively engage with networks, liaison forums and the concordat SG"," Yes","BAU - constant support and encouragement to be given","RS/DC","Ensure that engagement in the LFs is proportionate and dispersed across all University campuses"]
[null,null,null,"ECR liaison forums help Reps to promote the concordat and improve the response rate to CEDARS and PRES through promotion at network events","No","Ongoing\nPromote annually/bi-annually prior to surveys opening","RS/DC"]
[null,"Employment"]
[null,"Recruitment and induction"]
[null,"The aims of these obligations are to ensure recruitment of researchers is open and fair and researchers receive effective inductions into the organisation."]
[null,"EI1","Ensure open, transparent and merit-based recruitment, which attracts excellent researchers, using fair and inclusive selection and appointment practices.","Implement recommendations of Exeter Academic Review (e.g. building Responsible metrics into recruitment and promotion, more consistent criteria). "," No","Sept, 2023 review recommendations received. Timeline to be stated once actions known.","HR (Recruitment team)\n","Recommendations are consistently implemented. Evaluate responses from relevant CEDARS questions to measure impact","See Action 13 in ‘Live Action Plan’ table"]
[null,null,null,"Ensure all recruiting managers are trained in mandatory module and follow-on selection panel training. Selection panel training is developed.","Yes","2024-07-01","HR (Recruitment team for training; Systems team for report)","Mandatory training module Compliance 100%. Evaluate responses from relevant CEDARS questions to measure impact","See Action 12 in 'Live Action Plan' Table"]
[null,"EI2","Provide an effective induction, ensuring that researchers are integrated into the community and are aware of policies and practices relevant to their position.","Continue with successful induction already in place (ongoing evaluation to ensure relevance and quality)","Crossover with previous obligation, see action 7 in live action plan table. (Line 34 above)",null,null,null,"PRES 8.1, CEDARS Q20\n"]
[null,"Recognition, reward and promotion"]
[null,"The aims of these obligations are to ensure the fair and inclusive recognition of researchers as part of their career progression."]
[null,"EI3","Provide clear and transparent merit-based recognition, reward and promotion pathways that recognise the full range of researchers' contributions and the diversity of personal circumstances.","Implement recommendations of Exeter Academic Review (e.g. building Responsible metrics into recruitment and promotion, more consistent criteria). ","Cross over with previous obligation, see action 13 in live action plan table. (Line 103 above)"]
[null,null,null,"Research technicians will be encouraged to become a part of the concordat SG. They are also able to join ECRNs. The Technician’s Commitment working group is working on a ‘research technician’s career pathway’ and alignment between this group and the concordat SG will be encouraged. ","No","Join SG once SG review complete (by Dec 2023)","Technician commitment working group and Concordat SG","Research technicians engage in both. "]
[null,"EM3","Managers commit to, and evidence, the inclusive, equitable and transparent recruitment, promotion and reward of researchers.","Ensure all recruiting managers are trained in mandatory module and follow-on selection panel training. Selection panel training is developed","Cross over with a previous obligation, see action 13 in live action plan table. (Line 104 above)"]
[null,null,null,"Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement and recording of training hours","No","Post-review (target reporting Sept 2023)","PD (review training) HR (possibly for measure of engagement)","Improved process and training to lead to more engagement with PDRs and better outcomes (measure of engagement and outcomes are part of Review)","See Action 16 in ‘Live Action Plan’ table"]
[null,"Responsibilities and reporting"]
[null,"The aims of these obligations are to ensure that researchers and their managers understand and act on their obligations and responsibilities."]
[null,"EM2","Managers familiarise themselves, and work in accordance with, relevant employment legislation and codes of practice, institutional policies, and the terms and conditions of grant funding.","Monitor attendance of new and existing managers at induction and people management relevant training","Cross over with a previous obligation, see action 10 in 'Live Action Plan' table. (Line 50 above) "]
[null,null,null,"PGR Supervision programme launches Sept 2023. Ensure all new PGR supervisors attend new program.","No","BAU\nAnnually monitored ","AD","Program to be reviewed annually by the PGR supervisory SG","See Action 14 in 'Live Action Plan' table"]
[null,null,null,"Ensure Directors (DoRI) are familiar through Engage programme.","No ","Sept, 2024","PD","Engagement by DoRIs"]
[null,"ER1","Researchers ensure that they work in accordance with, institutional policies, procedures and employment legislation, as well as the requirements of their funder.","Reinforce signposting at Induction, on DC web and RD&RC web (review where we are now and test effectiveness)","Cross over with a previous obligation, see action 17 in 'Live Action Plan' table. (Line 63 above)"]
[null,null,null,"Researcher Manager Induction programme and Checklist","Cross over with a previous obligation, see action 10 in 'Live Action Plan' table. (Line 50 above) "]
[null,"ER2","Researchers understand their reporting obligations and responsibilities.","See actions in ER1 above"]
[null,"People management"]
[null,"The aims of these obligations are to ensure that researchers are well-managed and have effective and timely performance reviews."]
[null,"EI4","Provide effective line and project management training opportunities for managers of researchers, heads of department and equivalent.","Researcher Manager Induction programme and Checklist","Cross over with a previous obligation, see action 10 in 'Live Action Plan' table. (Line 50 above) "]
[null,null,null,"PGR Supervision programme launches Sept 2023. Ensure all new PGR supervisors attend new program","Cross over with a previous obligation, see action 14 in 'Live Action Plan' table. (Line 115 above)"]
[null,null,null,"Increase awareness of opportunities through DoRI engagement program","No","Sept, 2024","PD","Sessions run in forums.","See Action 15 in ‘Live Action Plan’ table"]
[null,"EI5","Ensure that excellent people management is championed throughout the organisation and embedded in institutional culture, through annual appraisals, transparent promotion criteria, and workload allocation.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement and recording of training hours","No ","Post-review (target reporting Sept 2023)","PD (review training) HR (possibly for measure of engagement)","Improved process and training to lead to more engagement with PDRs and better outcomes (measure of engagement and outcomes are part of Review)","See Action 16 in ‘Live Action Plan’ table"]
[null,null,null,"Implement recommendations of Exeter Academic Review (e.g. building Responsible metrics into recruitment and promotion, more consistent criteria). ","Cross over with a previous obligation, see action 13 in live action plan table. (Line 103 above)"]
[null,"EM1","Managers undertake relevant training and development opportunities so that they can manage researchers effectively and fulfil their duty of care.","Researcher Manager Induction programme and Checklist","Cross over with a previous obligation, see action 10 in 'Live Action Plan' table. (Line 50 above) "]
[null,null,null,"PGR Supervision programme launches Sept 2023. Ensure all new PGR supervisors attend new program.","Cross over with a previous obligation, see action 14 in 'Live Action Plan' table. (Line 115 above)"]
[null,null,null,"Increase awareness of opportunities through DoRI engagement program","Cross over with a previous obligation, see action 15 in 'Live Action Plan' table. (Line 124 above)"]
[null,"EM4","Managers actively engage in regular constructive performance management with their researchers.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement and recording of training hours","Cross over with a previous obligation, see action 16 in 'Live Action Plan' table. (Line 132 below)"]
[null,"ER3","Researchers positively engage with performance management discussions and reviews with their managers.","Engage in revised PDR process","No","March 2025","HR","60% PDR Completion","CEDARS, PRES, Culture Index"]
[null,null,null,"Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement and recording of training hours","Cross over with previous obligation, see action 16 in 'Live Action Plan' table. (Line 133 above)"]
[null,"Job security"]
[null,"The aim of this obligation is to improve the job security of researchers."]
[null,"EI6","Seek to improve job security for researchers, for example through more effective redeployment processes and greater use of open-ended contracts, and report on progress.","Continue to move FTCs to Permanent Contracts.","Cross over with previous obligation, see action 5 in 'Live Action Plan' table. (Line 31 above)."]
[null,null,null,"Make use of mechanisms to increase job security (e.g. bridge funds)","No","2025-07-01","HR","Scheme expanded beyond LSI.","See Action 19 in ‘Live Action Plan’ table"]
[null,"Professional and Career Development"]
[null,"Championing professional development"]
[null,"The aims of these obligations are to promote the importance of professional development and ensure researchers have the time to engage in it."]
[null,"PCDI1","Provide opportunities, structured support, encouragement and time for researchers to engage in a minimum of 10 days professional development pro rata per year, recognising that researchers will pursue careers across a wide range of employment sectors.","Open up more researcher development courses to members of technical services."," No","Ongoing - build on existing\n","RD&RC, RS","To see increases in engagement from the technical community. "]
[null,null,null,"Newly established research networks (which are separate to the ECRNs) provide opportunities for both researchers and technicians to discuss professional development and career choices. ","No","Ongoing - build on existing\n","RD&RC, RS","Engagement will be monitored via DoRI forums. ","CEDARS Q29, 31, 36"]
[null,null,null,"Looking into providing workload allocation models for ECRs involvd in representitive roles (e.g. RIEC) to help them allocate sufficient time for this activity.","No ","Before next review.","DVC R&I","Some method of mangaing workload time allocation (e.g. SWARM hours). "]
[null,"PCDI6","Monitor, and report on, the engagement of researchers and their managers with professional development activities.","Data on attendance/ completion of staff development courses by R only and E&R staff will be gathered and analysed for trends. "," No "," Annually (June)"," PD ","Engagement remains strong, evidenced by attendance figures. Development needs are met, evidenced by evaluation scores"]
[null,null,null,"Data on attendance/ completion of researcher development courses by ECRs and PGRs will be gathered and analysed for trends. ","No ","Annually (June)","RD&RC","Engagement remains strong, evidenced by attendance figures. Development needs are met, evidenced by evaluation scores"]
[null,null,null,"Reports of the above two actions will be reported to the PG Board (PGRs), RIEC (ECRs) and PDDG","Yes","Termly (short reports/updates) and full reports at the end of each academic year","PD, RD&RC","Engagement remains strong, evidenced by attendance figures. Development needs are met, evidenced by evaluation scores"]
[null,"PCDM3","Managers allocate a minimum of 10 days pro rata per year, for their researchers to engage with professional development, supporting researchers to balance the delivery of their research and their own professional development.","PGR TNA data on 10 days CPD will be monitored and fed back to supervisors. "," No ","Annually as part of Research monitoring process"," RD"," All PGR researchers have TNA conversations and actions from meetings with their supervisors."]
[null,"PCDR1","Researchers take ownership of their career, identifying opportunities to work towards career goals, including engaging in a minimum of 10 days professional development pro rata per year.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement, evaluation of effectiveness and recording of training hours","Cross over with a previous obligation, see action 16 in 'Live Action Plan' table. (Line 132 above)",null,null,null,"CEDARS Q29,31, 36"]
[null,"Career development reviews"]
[null,"The aims of these obligations are to ensure researchers and their managers are engaging in productive career development reviews."]
[null,"PCDI2","Provide training, structured support, and time for managers to engage in meaningful career development reviews with their researchers.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement, evaluation of effectiveness and recording of training hours","Cross over with previous obligation, see action 16 in 'Live Action Plan' table. (Line 132 above)",null,null,null,"CEDARS Q26 managers are confident in ‘ability to manage review process effectively’"]
[null,"PCDI6","Monitor, and report on, the engagement of researchers and their managers with researcher career development reviews.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement, evaluation of effectiveness and recording of training hours","Cross over with previous obligation, see action 16 in 'Live Action Plan' table. (Line 132 above)"]
[null,"PCDM1","Managers engage in regular career development discussions with their researchers, including holding a career development review at least annually.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement, evaluation of effectiveness and recording of training hours","Cross over with previous obligation, see action 16 in 'Live Action Plan' table. (Line 132 above)"]
[null,null,null,"Gather, interpret and report on PRES and CEDARS surveys. Use results to evaluate trends and create actions.","Cross over with previous obligation, see action 2 in 'Live Action Plan' table. (Line 30 above)",null,null,null,"CEDARS Q21a, Q29, PRES 2.4"]
[null,"PCDR4","Researchers positively engage in career development reviews with their managers.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement, evaluation of effectiveness and recording of training hours.","Cross over with previous obligation, see action 16 in 'Live Action Plan' table. (Line 132 above)",null,null,null,"PRES 16.4 CEDARS Q29, 31, 36"]
[null,"Career development support and planning "]
[null,"The aims of these obligations are to promote researchers' career development planning through tailored support and gathering evidence of professional experience."]
[null,"PCDI3","Ensure that researchers have access to professional advice on career management, across a breadth of careers.","Data on engagement with the new combined ECR and PGR career advice service will be gathered to identify any trends and actions "," No"," Annually (June) "," RD&RC, SEAS","Trends are identifed and actions derived.","CEDARS Q31, PRES 18"]
[null,null,null,"Continue to deliver existing career support for a breadth of careers","Yes","BAU - already in place","RD&RC, SEAS","Engagement meets or succeeds current levels and satisfaction remains high."]
[null,"PCDR3","Researchers maintain an up-to-date professional career development plan and build a portfolio of evidence demonstrating their experience, that can be used to support job applications.","Explore options for CPD record and portfolio development with PGR/ECR careers coach.","No","July, 2025","RD&RC, SEAS","Recommendations are made and adopted. Ratified by PGR board and RIEC.","CEDARS Q31, PRES 18"]
[null,"Research identity and leadership "]
[null,"The aims of these obligations are to provide researchers with opportunity to progress in their careers by developing their research identity and leadership capabilities."]
[null,"PCDI4","Provide researchers with opportunities, and time, to develop their research identity and broader leadership skills.","Continue to deliver RLDP","Yes","BAU - already in place, being enhanced","RD&RC","Engagement levels are maintained","Action 77 in 'Live Action Plan' table"]
[null,null,null,"Include more Researcher specific development in leadership landscape and encourage participation in all leadership development","No ","New landscape published Sept 2023, evaluated July 2024","PD","The needs of our research leaders are met by a comprehensive range of development opportunities in our wider Leadership Landscape (attendance numbers and evaluation scores)"]
[null,"PCDM4","Managers identify opportunities, and allow time (in addition to the 10 days professional development allowance), for their researchers to develop their research identity and broader leadership skills, and provide appropriate credit and recognition for their endeavours.","Develop a new programme to induct Managers of Researchers alongside a new Induction Checklist that includes this specifically.","Cross over with a previous obligation, see action 10 in 'Live Action Plan' table. (Line 50 above) "]
[null,null,null,"Implement outcomes of Exeter Academic Review (the role of citizenship in promotion and progression).","No ","Outcomes published Sept 2023","RD&RC, PD","(Data on colleagues moving up grades and into roles with more responsibility and/seniority.)","Tie in with Action 13 in Live Action Plan table"]
[null,null,null,"Gather, interpret and report on PRES and CEDARS surveys. Use results to evaluate trends and create actions.","Cross over with previous obligation, see action 2 in 'Live Action Plan' table. (Line 30 above)",null,null,null,"CEDARS Q14-16, 29, 34, 36"]
[null,"PCDM5","Managers engage in leadership and management training to enhance their personal effectiveness, and to promote a positive attitude to professional development.","Diverse methods are used to promote opportunities and engage managers in training."," No ","Ongoing\nAttendance to be monitored termly to check on track for 2025 target"," RD&RC, PD","Aim to get 90% of Researchers managing and leading others to attend one of these leadership and management development opportunities by 2025"," CEDARS Q26-27"]
[null,"PCDR5","Seek out, and engage with, opportunities to develop their research identity and broader leadership skills"," RDLP continues","Cross over with a previous obligation, see action 77 in 'Live Action Plan' table. (Line 162 above) "]
[null,"Diverse careers"]
[null,"The aims of these obligations are to recognise, value and prepare researchers for the wide range of career options available to them within and beyond research."]
[null,"PCDI5","Recognise that moving between, and working across, employment sectors can bring benefits to research and researchers, and support opportunities for researchers to experience this.","LTHE enrolment versus completion data to be monitored following a decline in completion during online delivery. ","No","Data to be collected yearly during reporting period","LTHE admin","All researchers involved in teaching undertake relevant training."]
[null,null,null,"Careers sessions for ECRs and PGRs fully recognise diverse employment opportunities.","No","ongoing","RD&RC, SEAS","Continued engagement and feedback via PRES, CEDARS and Graduate outcomes survey"]
[null,"PCDM2","Managers support researchers in exploring and preparing for a diversity of careers, for example, through the use of mentors and careers professionals, training, and secondments.","Create research managers induction","Cross over with a previous obligation, see action 10 in 'Live Action Plan' table. (Line 50 above) "]
[null,"PCDR2","Researchers explore and prepare for a range of employment options across different sectors, such as by making use of mentors, careers professionals, training and secondments.","Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement and recording of training hours","Cross over with a previous obligation, see action 16 in 'Live Action Plan' table. (Line 132 above)"]
[null,null,null,"Investigate viability of micro-mentoring scheme, ECR mentoring and PGR Buddying to deliver and improve where possible. ","Cross over with a previous obligation, see action 6 in 'Live Action Plan' table. (Line 33 above)"]
[null,null,null,"Report on progress of new public engagement with research training plans "," No","2024-05-01","Engaged research manager (IIB)"," Engagement monitored and feedback."," PRES 6.3"]
[null,null,null,"Aim to develop training in this area (with IIB) linked to the new DC strategy.","No","By next review","Engaged research manager (IIB) and careers coach (RD&RC)"," Engagement monitored and feedback."]
[null,"PCDR6","Researchers consider opportunities to develop their awareness and experience of the wider research system through, for example, knowledge exchange, policy development, public engagement and commercialisation.","Seek funding to develop cyclical training program on policy engagement from level 1- 4. ","No ","2023-09-01","Policy@exeter (IIB)","Funding successful and training provided. "]
[]
[]
[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan.  These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
[]
[]
[null,"Further hyperlinks and supplementary information (more rows can be added)",null,null,null,null,"Abbreviations and glossary  (more rows can be added)"]
[null,1,"Old structure ",null,null,null,"ECR","Early career researcher "]
[null,2,"New structure",null,null,null,"PGR","Postgraduate research student"]
[null,3,"Staff resource supporting'!A1",null,null,null,"ECRN","ECR network"]
[null,4,null,null,null,null,"LFs","Liaison forums"]
[null,5,null,null,null,null,"RIEC","Research & Impact Executive Committee"]
[null,6,null,null,null,null,"DC","Doctoral College "]
[null,7,null,null,null,null,"EDI","Equality, diversity and inclusion "]
[null,8,null,null,null,null,"PDR","Performance Development Review "]
[null,9,null,null,null,null,"DVC ","Deputy Vice-Chancellor "]
[null,10,null,null,null,null,"RD&RC","Researcher Development & Research Culture team  "]
[null,11,null,null,null,null,"PD","People Development team"]
[null,12,null,null,null,null,"IIB","Innovation, Impact & Business division"]
[null,13,null,null,null,null,"RIME","Research & Impact Management Environment  "]
[null,14,null,null,null,null,"DoPGRs","Director of PGRs "]
[null,15,null,null,null,null,"DoRI","Director of Research & Impact "]
[null,16,null,null,null,null,"WICC","Wellbeing, Inclusion and Culture Committee "]
[null,17,null,null,null,null,"AD","Academic Development team"]
[null,18,null,null,null,null,"FTC","Fixed term contracts "]
[null,19,null,null,null,null,"LD","Leadership Difference development programme"]
[null,20,null,null,null,null,"LA","Leadership Academy development programme"]
[null,null,null,null,null,null,"PDDG","People Development Directors Group"]
[null,null,null,null,null,null,"LTHE","Learning and Teaching in Higher Education"]
[null,null,null,null,null,null,"RS","Research Services division"]
[null,null,null,null,null,null,"R&I","Research and Impact"]
[null,null,null,null,null,null,"RDLP","Researcher Development Leaders Programme"]
[null,null,null,null,null,null,"SEAS","Student Employability and Academic Success"]
[null,null,null,null,null,null,"BAU","To become 'business as usual' but will still track as part of concordat obligation"]

{"sheet":"Staff resource supporting","index":1,"n_rows":5,"n_cols":2,"rows_kept":5,"cut":false,"hidden":false,"merged":[]}
["Service","Approx. number of key colleagues who provide direct support for Concordat obligations (time commitment varies significantly depending on activity and topic) "]
["RD&RC",6]
["PD",4]
["AD",5]
["RS and DC Leadership Team",5]

{"sheet":"Live Action Table","index":2,"n_rows":85,"n_cols":8,"rows_kept":85,"cut":false,"hidden":false,"merged":[]}
["Action number","Action details","Obligation","Responsible Person","Due date","Measurses","Updates","Obligation2"]
[1,"Engage with Inclusivity groups and EDI colleagues to address any challenges and opportunities arising from investigations.","ECI2 (ECM3)","SG","Feb-Jul 2024 and ongoing","CEDARS scores to improve (Questions: 14 & 40)"]
[2,"Gather, interpret and report on PRES and CEDARS surveys. Use results to evaluate trends and create actions.","ECI2, ECI3, ECI6, PCDM1, PCDM4","SG","In annual cycle","To see at least a 2-5% improvement in response rates to both surveys and establish Academic SG’s to advise on interpretation and focus of interim ‘Pulse Check’ surveys."]
[3,"Monitor departmental Research Culture action plans. \n(including ECM3 focus)","ECI6, ECM3 (Healthy working enviroment), ECI5/ECM2?","PD, RD&RC","Ongoing","Each department will be assessed against their individual Research Culture Action Plans as part of our Annual Research Monitoring process."]
[4,"Gather, interpret and report on feedback from LFs. ","ECI6, ECM4, ECR2","PD, RD&RC, SG","Ongoing","All relevant feedback from the LFs will be taken to RIEC for discussion/action/approval, via a pre-meeting with the DVC R&I"]
[5,"Minimise and reduce the proportion of FTCs to Permanent contracts. ","ECI6, EI6","HR","Ongoing","See at least average 4% move in contracts over three years."]
[6,"Investigate viability of micro-mentoring scheme, ECR mentoring and PGR Buddying to deliver and improve where possible. ","ECR1, PCDR2 ","PD, RD&RC","Review 2023, action 2024","New schemes established where viable with the aim of engaging at least 25% ECRs and PGRs."]
[7,"Continue with new researcher Induction programme, evaluating effectiveness. ","ECR1, EI2, (EI2, ECI4 different wording but inductions) ","AD, RD&RC","Ongoing","All new researchers (including PGRs and ECRs) attend bespoke inductions. Which will be continuously evaluated."]
[8,"Monitor outputs of Workload Allocation Review and see how this can be fed into the lives of Researchers where there are no obvious direct impacts. As no SWARM ","ECI3, ECR3 ","SG","Sep, 2023","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS."]
[9,"Ensure all managers of research staff complete the ‘Managing stress within your team’ online training module ","ECI4, ECM3","PD, wellbeing","Ongoing","Improve completion to 50% (7% in 2023). \nand feedback from various forums around mental wellbeing"]
[10,"Monitor attendance of new and existing managers at induction and people management relevant training. \nAnd create research managers induction (Including engagement with policy development and PCDM4 points)","ECM4, ECM5, EM2, EI4, EM1, PCDM4 , ER1 ","PD, RD&RC","Ongoing","Numbers attending Induction for People Managers (target 100% of new managers) and associated workshops (performance management, Absence etc)\nNew checklist created and used. "]
[11,"Encourage greater engagement with mandatory training through diverse methods.\n\nImprove compliance with EDI mandatory training (manager as well as all job family compliance data also to be collected)","ECI3, ECM3, ECI4/ECM1, ECR2 ","Faculty WICCs via DVC R&I","July, 2025","Communication campaign leads to increased compliance. \nImprove compliance with EDI mandatory training (currently 78% compared to uni wide 83%).\n"]
[12,"Ensure all recruiting managers are trained in mandatory module and follow-on selection panel training. Selection panel training is developed.","EI1, EM3","HR (report)","Ongoing","Mandatory training module compliance is 100%\nAttendance by panellists on follow-on training is 100%\n"]
[13,"Implement recommendations of Exeter Academic Review (e.g. building Responsible metrics into recruitment and promotion, more consistent criteria). ","EI1, EI3, EI5","HR","Sept, 2023 review recommendations received.\nTimeline to be stated once actions known.","Recommendations are consistently implemented."]
[14,"PGR Supervision programme launches Sept 2023. Ensure all new PGR supervisors attend new program.","EM2, EI4, EM1 ","AD","Ongoing","Program to be reviewed annually by the PGR supervisory SG"]
[15,"Increase awareness of opportunities through DoRI engagement program. ","EI4, ECM3, ECI5/ECM2, EM1 ","PD","Sept, 2024","Sessions run in forums"]
[16,"Support implementation of PDR Review recommendations, especially with regards training for reviewers, monitoring of engagement, evaluation of effectiveness and recording of training hours","EM3, EI5, EM4, ER3, PCDR1, PCDR2, PCDM1","PD (review training)\nHR (possibly for measure of engagement)\n","Post-review (target reporting Sept 2023)","Improved process and training to lead to more engagement with PDRs and better outcomes (measure of engagement and outcomes are part of Review)"]
[17,"Reinforce signposting at Induction, on DC web and RD&RC web (with regard: discrimination, bullying, harassment). Review where we are now and test effectiveness.","ECM3, ECI3","RD&RC","Sept, 2025","Communication campaign leads to increased engagement. ",null,"Promote a healthy working environment through effective policies and practice for tackling discrimination, bullying and harassment, including providing appropriate support for those reporting issues."]
[18,"Peakon Culture Index survey - Report against E&R and R job roles and analyse outcomes","ECR4, ECR5","Monitoring via Concordat SG","Tool used termly, action plans after each use","Ensure actions are in place that will increase Culture Index survey score. \n\nThis is via local/team action plans for improvement (as highlighted in Peakon dashboard)"]
[19,"Make use of mechanisms to increase job security (e.g. bridge funds) ","EI6","HR","July, 2025 ","Scheme expanded beyond LSI"]
[20,"Encourage the DORI Engage forums to support this obligation","ECI5/ECM2, ECR4","Engage forum","Ongoing","DoRIs are engaged in supporting researchers with this obligation"]
[21,"Departmental RC action plans are followed.","ECI5/ECM2, ECR4","RS","Ongoing","Compliance is monitored via the annual research monitoring. "]
[22,"Implement other initiatives to support wider research ethics training.","ECI5/ECM2, ECR2","RD&RC\nCompliance & Risk\nPD","By end of reporting period","75% compliance"]
[23,"Explore the role of Faculty WICCs in addressing this.","ECR2","Concordat SG","July, 2024","Dependent on results of exploration. "]
[24,"Concordat and principles are described at Induction. ","ECI1","RD&RC","Sept, 2023","100% of researchers are aware of the Concordat (measured by CEDARS -Q45). Increase from 30% in 2022"]
[25,"A new online resource is created that explains the Concordat and highlights key areas where researchers can get involved. ","ECI1","PD, RD&RC","Dec, 2023","100% of researchers are aware of the Concordat (measured by CEDARS -Q45). Increase from 30% in 2022"]
[26,"A slide pack is prepared for distribution to DoRs to use in their Depts that highlights most important topics. ","ECI1","PD, RD&RC","Dec, 2023","100% of researchers are aware of the Concordat (measured by CEDARS -Q45). Increase from 30% in 2022"]
[27,"Set up termly pulse check surveys to investigate measures beyond CEDARS including awareness of the concordat. Concordat awareness will also be monitored via newly established research culture yammer community. ","ECI1","RD&RC","May, 2024","Awareness of concordat confirmed by other measures (pulse check surveys and yammer page)."]
[28,"Review and identify relevant policies for monitoring.","ECI2","SG","Feb, 2024","CEDARS scores to improve (Questions: 14 & 40)",null,"Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers."]
[29,"Review and identify how these are communicated to ECRs and PGRs and their managers.","ECI2","SG","Feb, 2024","CEDARS scores to improve (Questions: 14 & 40)",null,"Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers."]
[30,"Feedback on this obligation to be specifically sought from ECRNs.","ECI2","SG","Feb, 2024","CEDARS scores to improve (Questions: 14 & 40)",null,"Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers."]
[31,"Continue, and expand where possible, the GW4 Connect programme.","ECR1","RD&RC","GW4 timescale","Aim for at least 25% participation is from Exeter based candidates. "]
[32,"Monitor the new PGR Supervisors programme to ensure this is covered.","ECR1","RD&RC","Ongoing","Program is launched and evaluations are satisfactory. Engagement will be monitored and reported back to DoRIs.",null,"Encourage researchers to actively contribute to the development and maintenance of a supportive, fair and inclusive research culture and be a supportive colleague, particularly to newer researchers and students."]
[33,"Review how such services (wellbeing) are promoted and check the reach is effective.","ECI3","SG","Dec, 2023","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS."]
[34,"Promote the world of Researchers at WICC, monitoring topics covered and outputs from WICC to ensure best practice.","ECI3","SG","Ongoing","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS."]
[35,"Ensure relevant development opportunities are provided.","ECI3","SG, RD&RC","Ongoing","Culture index outcomes reviewed and actions arising implemented. Also monitored PRES and CEDARS.",null,"Promote good mental health and wellbeing through the effective management of workloads and people."]
[36,"Monitor and report on uptake and completion of new PGR supervisor training, which includes mental health support","ECI4","AD","Ongoing","All new PGR supervisors complete the training. "]
[37,"Maintain and enhance relevant content at induction (managers trained in relation to wellbeing)","ECI4","RD&RC","Ongoing","Number of engaged PGRs",null,"Ensure managers of researchers are effectively trained in relation to wellbeing and mental health."]
[38,"Ensure managers are aware of (wellbeing) services and support through diverse means (eg PDR training, integration into Leadership and management development, induction)","ECM3","PD, RD&RC","Ongoing","Feedback from various forums"]
[39,"Conduct audit of provision of relevant training and services for researchers (wellbeing and mental health)","ECR3","SG","Term 1 2024","Relevant services and courses address needs of our researchers\nEngagement with PGR welfare services is appropriate.\n",null,"Ensure researchers take positive action towards maintaining their wellbeing and mental health."]
[40,"Increase attendance at relevant training (work with Wellbeing, AD and RD&RC to ensure relevant training is in place).","ECR3","RD&RC, Concordat SG (monitors and reviews)","Ongoing","Attendance at relevant courses (increase in relevant and accessible training)\nEngagement with PGR welfare services is appropriate.\n",null,"Ensure researchers take positive action towards maintaining their wellbeing and mental health."]
[41,"Continue existing initiatives such as monthly PGR coffee and cake conversations and increase engagement.","ECR3","RD&RC","Ongoing","Engagement in these events continues and increases."]
[42,"Maintain and enhance where possible links to relevant support and services on DC and ECR Hub websites.","ECR3","RD&RC","Ongoing","Use of services as reported through LFs and related networks (possibly by exception – i.e. where problems are identified and these are addressed otherwise assume all OK)",null,"Ensure researchers take positive action towards maintaining their wellbeing and mental health."]
[43,"Ensure progress updates from the Research and EDI working group are fed into Concordat SG","ECI3","R&EDI working group and Concordat SG ","Review at first meeting of new SG","What is progress – what needs to happen still, what are likely impacts of progress"]
[44,"Maintain profile of researchers at WICC (membership)","ECI3","RD&RC with Chair Concordat SG","Before first meeting of new academic year 2023/24","ECRs and other Researchers are prominent in WICC"]
[45,"Maintain profile of researchers at Faculty WICCs (membership)","ECI3","RD&RC with Chair Concordat SG","Before first meetings of new academic year 2023/24","ECRs and other Researchers are prominent in Faculty WICCs"]
[46,"Monitor uptake/feedback of new pastoral training",null,"Concordat SG \nAD\n","From Sept 2023","Satisfaction is good or higher and uptake is maximised. "]
[47,"Ensure people management training includes these topics (bullying, etc.) and has sufficient prominence (involve EDI team to test)","ECM3","PD, RD, RC, EDI","Dec, 2023","Topics comprehensively covered in management training. ",null,"Ensure managers encourage reporting and addressing incidents of discrimination, bullying and harassment."]
[null,"Explore the role of Faculty WICCs in addressing this.","ECM3","Concordat SG","July, 204","Dependent on results of exploration. "]
[48,"Maintain and develop Research and EDI SharePoint site.","ECI4/ECM1","RD&RC","Ongoing","CEDARS, PRES, Culture Index survey all report satisfactory results. (CEDARS Qs 27 [Managers only], 34 and 41. PRES Q28.4)"]
[49," Support Faculty WICCs and WICC for relevant discussions and actions","ECI4/ECM1","SG, RD&RC","Ongoing","Problems, challenges and opportunities arising are resolved"]
[50,"Launch revised version of Research Integrity mandatory training","ECI5/ECM2","RD&RC\nCompliance & Risk\nPD","By end of reporting period","75% compliance."]
[51,"Implement other initiatives to support wider research ethics training.","ECI5/ECM2","RD&RC\nCompliance & Risk\nPD","By end of reporting period","75% compliance."]
[52,"Encapsulated within the R&I strategy 2030.","ECI5/ECM2","RS","By end of reporting period","Researchers follow the strategy guidelines. \nCompliance will be measured via RIEC, CEDARS and pulse check surveys.\n"]
[53,"Bespoke training provided via RD and RC","ECM3","RD&RC","Ongoing","Regular monitoring and evaluation. "]
[54,"Training on research integrity and professional conduct are part of mandatory induction training (online).","ECM3","RD&RC","Ongoing","Regular monitoring and evaluation."]
[55,"Monitor compliance rate of E&R and R only staff for new mandatory research integrity course ","ECR2","PD","Annually","75% compliance."]
[56,"PGRs and ECRS are represented at dedicated RIEC meetings.","EI7, EM5","RS","Ongoing","PGR and ECR views are raised and discussed at RIEC to ensure the communities are engaged and supported."]
[57,"Research Culture has been discussed with each department to develop dedicated RC action plans","EI7","RS","Ongoing","Departmental RC action plans are being monitored and evaluated as part of the annual Research monitoring exercise. "]
[58,"Develop a ‘get involved’ section of the ECR hub and a newly created bespoke yammer community. ","EI7","RS","Ongoing","Success (increased engagement) will be measured via RIEC."]
[59,"Ensure departmental action plans include this (contribution to policy engagement) as an explicit target.","ECM5","RS","Ongoing","Departmental RC action plans are being monitored and evaluated as part of the annual Research monitoring exercise."]
[60,"Create research managers induction that includes this (contribution to policy) as a target.","ECM5","PD, RD&RC","Sept, 2024","Included in training and engagement."]
[61,"Explore how to obtain numbers of R only staff engaged in policy development at the University. ","EM5","Concordat SG ","July, 2025","Numbers are reported."]
[62,"Maintain or increase our sector leading CEDARS and PRES response rates through concerted communications effort and increased involvement of Research community (27% CEDARS in 2021, PRES 53% in 2023)","EM5","PD, RD&RC","Before next round of surveys (2024/25)","30% for CEDARS\n50% for PRES\n"]
[63,"ECRs and PGRs will continue to be encouraged to actively engage with networks, liaison forums and the concordat SG","ER4","RS/DC","Ongoing","Ensure that engagement in the LFs is proportionate and dispersed across all University campuses"]
[64,"ECR liaison forums help\nReps to promote the concordat and improve the response rate to CEDARS and PRES through promotion at network events","ER4","RS/DC","Ongoing","Ensure that engagement in the LFs is proportionate and dispersed across all University campuses"]
[65,"Research technicians will be encouraged to become a part of the concordat SG. They are also able to join ECRNs.\nThe Technician’s Commitment working group is working on a ‘research technician’s career pathway’ and alignment between this group and the concordat SG will be encouraged. ","Ei3","TC working group, concordat SG","Ongoing","Research technicians engage in both. "]
[66,"Ensure Directors (DoRI) are familiar through Engage programme.","EM2","PD","Sept, 2024","Engagement by DoRIs"]
[67,"Engage in revised PDR process.","ER3","HR","March, 2025","60% PDR completion.",null,"Encourage managers to engage with opportunities to contribute to policy development aimed at creating a more positive research environment and culture within their institution."]
[68,"Open up more researcher development courses to members of technical services.","PCDI1","RD&RC, RS","Ongoing","To see increases in engagement from the technical community. "]
[69,"Newly established research networks (which are separate to the ECRNs) provide opportunities for both researchers and technicians to discuss professional development and career choices. ","PCDI1","RD&RC, RS","Ongoing","Engagement will be monitored via DoRI forums. "]
[70,"Data on attendance/completion of staff development courses by R only and E&R staff will be gathered and analysed for trends. ","PCDI6","PD","Annually (June)","Engagement remains strong, evidenced by attendance figures. Development needs are met, evidenced by evaluation scores"]
[71,"Data on attendance/completion of researcher development courses by ECRs and PGRs will be gathered and analysed for trends.","PCDI6","RD&RC","Annually (June)","Engagement remains strong, evidenced by attendance figures. Development needs are met, evidenced by evaluation scores"]
[72,"Reports of the above two actions will be reported to the PG Board (PGRs), RIEC (ECRs) and PDDG","PCDI6","PD, RD&RC","Termly (short reports/updates) and full reports at the end of each academic year"]
[73,"PGR TNA data on 10 days CPD will be monitored and fed back to supervisors. ","PCDM3","RD","Annually as part of annual research monitoring process"]
[74,"Data on engagement with the new combined ECR and PGR career advice service will be gathered to identify any trends and actions ","PCDI3 ","RD&RC\nSEAS","Annually (June)","Trends are identifed and actions derived."]
[75,"Continue to deliver existing career support for a breadth of careers","PCDI3","RD&RC\nSEAS","Ongoing","Engagement meets or succeeds current levels and satisfaction remains high."]
[76,"Explore options for CPD record and portfolio development with PGR/ECR careers coach.","PCDR3","RD&RC\nSEAS","July, 2025","Recommendations are made and adopted. Ratified by PGR board and RIEC."]
[77,"Continue to deliver RDLP","PCDI4","RD&RC","ongoing","Engagement levels are maintained"]
[78,"Include more Researcher specific development in leadership landscape and encourage participation in all leadership development","PCDI4","PD","New landscape published Sept 2023, evaluated July 2024","The needs of our research leaders are met by a comprehensive range of development opportunities in our wider Leadership Landscape (attendance numbers and evaluation scores)"]
[79,"Diverse methods are used to promote opportunities and engage managers in training.","PCDM4","RD&RC\nPD","ongoing","90% of Researchers managing and leading others have attended one these leadership and management development opportunities by 2025"]
[80,"LTHE enrolment versus completion data to be monitored following a decline in completion during online delivery. ","PCDI5","LTHE admin","During reporting period","All researchers involved in teaching undertake relevant training."]
[81,"Careers sessions for ECRs and PGRs fully recognise diverse employment opportunities.","PCDI5","RD&RC\nSEAS","ongoing","Continued engagement and feedback via PRES, CEDARS and Graduate outcomes survey"]
[82,"Report on progress of new 'public engagement with research' training plans","PCDR6","Engaged research manager (IIB)","June, 2024","Engagement monitored and feedback."]
[83,"Seek funding to develop cyclical training program on policy engagement from level 1- 4","PCDR6","Policy@exeter (IIB)","Sept, 2023","Funding successful and training provided. "]

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[null,null,"HREiR Action plan template (add dates)",null,null,null,null,null,null,"Add institutional logo"]
[null,null,null,"Details"]
[null,null,"Institution name:",null,null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
[null,null,"Cohort number:",null,null,null,null,"Audience (direct beneficiaries of the action plan)",null,"Number of","Comments"]
[null,null,"Date of submission:",null,null,null,null,"Research staff"]
[null,null,"Institutional context:",null,null,null,null,"Postgraduate researchers"]
[null,null,null,null,null,null,null,"Research and teaching staff"]
[null,null,null,null,null,null,null,"Teaching-only staff"]
[null,null,null,null,null,null,null,"Technicians"]
[null,null,null,null,null,null,null,"Clinicians"]
[null,null,null,null,null,null,null,"Professional support staff"]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):"]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers."]
[null,"ECF1","Including requirements which promote equitable, inclusive and positive research cultures and environments in relevant funding calls, terms and conditions, grant reporting, and policies"]
[null,"Wellbeing and mental health"]
[null,"The aims of these obligations are to champion positive wellbeing amongst researchers, both through appropriate training and enabling new ways of working."]
[null,"ECF2","Consider how funding opportunities and policies can facilitate different patterns and ways of working, and promote the wellbeing and mental health of researchers"]
[null,"Equality, diversity and inclusion"]
[null,"The aims of these obligations are to ensure managers and researchers are trained in-, aware of- and adopt practices enhancing equality, diversity and inclusion."]
[null,"ECF3","Ensure that funding call requirements and selection processes offer equality of opportunity between different groups of researchers, recognise personal contexts, and promote positive research cultures and working conditions"]
[null,"Employment"]
[null,"Job security"]
[null,"The aims of these obligation are to improve the job security of early career researchers."]
[null,"EF1","Include requirements which support the improvement of working conditions for researchers, in relevant funding calls, terms and conditions, grant reporting, and policies"]
[null,"EF2","Review the impact of relevant funding call requirements on researchers' employment, particularly in relation to career progression and lack of job security"]
[null,"EF3","Support institutions to develop policies and frameworks to promote sustainable employment arrangements and enhance job security, and provide opportunities for career progression"]
[null,"EF4","Consider the balance of their relevant funding streams in providing access to research funding and its impact at all career levels"]
[null,"Professional and Career Development"]
[null,"Championing professional development"]
[null,"The aims of these obligations are to promote the importance of professional development and ensure researchers have the time to do so."]
[null,"PCDF1","Incorporate specific professional development requirements in relevant funding calls, terms and conditions, grant reporting, and policies. This should include researchers' engagement in a minimum of 10 days' professional development pro rata per year, and evidence of effective career development planning"]
[null,"PCDF2","Embed the Concordat Principles and researcher development into research assessment strategies and processes"]
[null,"Diverse careers"]
[null,"The aims of these obligations are to recognise, value and prepare researchers for the wide range of career options available to them within and beyond research."]
[null,"PCDF3","Acknowledge that a large proportion of the researchers they fund will move on to careers beyond academia, and consider how they can encourage and support this within their remit"]
[]
[]
[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan.  These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
[]
[]
[null,"Further hyperlinks and supplementary information (more rows can be added)",null,null,null,null,"Abbreviations and glossary  (more rows can be added)"]
[null,1]
[null,2]
[null,3]
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[null,7]
[null,8]
[null,9]
[null,10]
[null,11]
[null,12]
[null,13]
[null,14]
[null,15]
[null,16]
[null,17]
[null,18]
[null,19]
[null,20]

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[null,null,"HREiR Action plan template (add dates)",null,null,null,null,null,null,"Add institutional logo"]
[null,null,null,"Details"]
[null,null,"Institution name:","Enter relevant information",null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
[null,null,"Cohort number:","Enter relevant information",null,null,null,"Audience (direct beneficiaries of the action plan)",null,"Number of","Comments"]
[null,null,"Date of submission:","Enter relevant information",null,null,null,"Research staff",null,null,"These are your primary beneficiaries, and should be prioritised across the action plan - both by being targeted with actions and evaluated through success measures."]
[null,null,"Institutional context:","Enter relevant information that helps frame the action plan and the intended institutional audience.\nFor example, this box can be used to disclose the research intensiveness of the institution, providing a justification for the breadth/depth of the actions disclosed.",null,null,null,"Postgraduate researchers"]
[null,null,null,null,null,null,null,"Research and teaching staff"]
[null,null,null,null,null,null,null,"Teaching-only staff"]
[null,null,null,null,null,null,null,"Technicians"]
[null,null,null,null,null,null,null,"Clinicians"]
[null,null,null,null,null,null,null,"Professional support staff"]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):"]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers."]
[null,"ECI1","Ensure all relevant staff are aware of the Concordat."]
[null,"ECI2","Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers."]
[null,"ECI6","Regularly review and report on the quality of the research environment and culture, including seeking feedback from researchers, and using the outcomes to improve institutional practices.","Describe here your actions/interventions for meeting the obligation, referring to actions elsewhere in the action plan if preferred.","Has the action been carried forward from a previous action plan?\n\"yes\" / \"no\"","Indicate a month and year","Name all parties responsible for the action(s) and success measure(s)","Describe here your success measure(s), used to report against the intended impact for researchers and incorporating researchers' views wherever possible. ","Describe here any supplementary information.","Describe here a written summary of the progress made against the obligation, taking a broad view of the people and/or organisational development that may have occurred.","Provide evidence that directly reports against all success measures described previously.","Indicate the next steps for the action from the following options:\n\"ongoing\"\n\"carried forward\"\n\"no further action\""]
[null,"ECR1","Encourage researchers to actively contribute to the development and maintenance of a supportive, fair and inclusive research culture and be a supportive colleague, particularly to newer researchers and students."]
[null,"ECF1","Including requirements which promote equitable, inclusive and positive research cultures and environments in relevant funding calls, terms and conditions, grant reporting, and policies","Institutions planning actions for specific funders' obligations can insert these obligations into the relevant section of the institution template."]
[]
[]
[]
[]
[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan. These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
[]
[]
[null,"Further hyperlinks and supplementary information (more rows can be added)",null,null,null,null,"Abbreviations and glossary  (more rows can be added)"]
[null,1,"Use these spaces to provide links and references for information provided in the action plan.",null,null,null,null,"Use these spaces to describe abbreviations and"]
[null,2,null,null,null,null,null,"terms used in the action plan."]
[null,3]
[null,4]
[null,5]
[null,6]
[null,7]
[null,8]
[null,9]
[null,10]
[null,11]
[null,12]
[null,13]
[null,14]
[null,15]
[null,16]
[null,17]
[null,18]
[null,19]
[null,20]

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[null,null,"HREiR Action plan template (add dates)",null,null,null,null,null,null,"Add institutional logo"]
[null,null,null,"Details"]
[null,null,"Institution name:",null,null,null,null,"The institutional audience* for this action plan includes (only include direct beneficiaries; complete or delete, as appropriate):"]
[null,null,"Cohort number:",null,null,null,null,"Audience (direct beneficiaries of the action plan)",null,"Number of","Comments"]
[null,null,"Date of submission:",null,null,null,null,"Research staff",null,null,"Only include institutional audiences considered to directly benefit from the action plan, remembering that research staff should be prioritised."]
[null,null,"Institutional context:",null,null,null,null,"Postgraduate researchers"]
[null,null,null,null,null,null,null,"Research and teaching staff"]
[null,null,null,null,null,null,null,"Teaching-only staff"]
[null,null,null,null,null,null,null,"Technicians"]
[null,null,null,null,null,null,null,"Clinicians"]
[null,null,null,null,null,null,null,"Professional support staff"]
[null,null,null,null,null,null,null,"Other (please provide numbers and details):"]
[]
[null,"Complete for submission",null,null,null,null,null,null,null,"To be completed only when reporting on action plan"]
[null,null,"Obligation","Action","Carried over from previous action plan?","Deadline","Responsibility","The targeted impact of the action\n(success measure)","Comments (optional)","Progress update","The actual impact of the action (reporting against the success measure)","Outcome (ongoing/carried forward/no further action)"]
[null,"Environment and Culture"]
[null,"Awareness and engagement"]
[null,"The aims of these obligations are to work towards an open and inclusive research culture, and to ensure broad understanding and awareness of this amongst researchers.\n\nOur internal evaluation revealed that researchers feel the university strategic priorities do not reflect their own (62% in a consultation said that they felt disconnected from the university's recent 'Strategy 2030').\nHeads of Faculties also report from conversations at committee meetings that researchers feel the university's strategic priorities are not entirely aligned with the reality felt in specific research disciplines.\n\nOptional: Institutions can use this space (if desired) to discuss the context that frames the actions and success measures disclosed."]
[null,"ECI1","Ensure all relevant staff are aware of the Concordat"]
[null,"ECI2","Ensure institutional policies and practices relevant to researchers are inclusive, equitable and transparent, and are well-communicated to researchers and their managers.","Providing actions for every obligation is not mandatory, although action plans should aim to target those in their priority areas and/or those highlighted by researchers during the internal evaluation."]
[null,"ECI6","Regularly review and report on the quality of the research environment and culture, including seeking feedback from researchers, and using the outcomes to improve institutional practices.","Host programme of Faculty- and institution-wide workshops on research culture, capturing local and broader views on key themes in research and reflecting these with the institution's 'Strategy 2030' priorities.\n\n\n\n\n\n\n\n\n\n\n\nGather a comprehensive range of anonymous views from research staff on how they feel their Faculty research environment compares to the institution as a whole through quarterly Faculty pulse surveys.","no\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\nyes","Jul-23\n\nBeing specific (rather than only stating \"ongoing\" or \"annually\") indicates that reporting has been properly scheduled and that actions are timebound.\n\n\nMay-23\n\n","• RCWG\n• Heads of Faculties\n• PVC-RI\n\n\n\n\n\n\n\n\n\n\n\n\n\n• Faculty-HR\n• RCWG\n\nBroad and specific responsibility can show a joined-up approach to working, connects institutional stakeholders around the Researcher Development Concordat and also shares the workload.","• Host quarterly workshops for each Faculty, and biannual institutional workshops.\nSuccess measures like this (i.e., \"action completed\") are acceptable but should be complemented by other measures that  show the impact of the action.\n\n• Drafting of workshop reports led by research staff attendees, and reports instated as a standing agenda item at Faculty committee meetings.\n• At least 30 research staff attendance (on average) at Faculty workshops. Positive post-event feedback from at least 80% of research staff attendees.\n\n• At least 40% of research staff (on average) across all 5 Faculties respond to Faculty pulse surveys.\n\nSuccess measures like these allow institutions to qualitatively and quantitatively assess progress against the obligation. Note the words underlined in the obligation and consider how the success measures could align with these. Setting numerical (i.e., SMART) targets can provide an unambiguous benchmark to report progress against in the future.",null,"Programme of workshops conducted digitally due to ongoing COVID restrictions (1). Attendance was encouraging, with a good number of research staff joining and contributing to both discussions and the chat function. Research staff were less engaged in the reporting of the workshops than hoped, partially attributed to the less stimulating setting of online events.\nFeedback from research staff attendees was very positive, and both this feedback and the workshop discussion points were fed into Faculty committee meetings. In one instance, this prompted a Head of Faculty to set up focus groups to explore one particular issue more closely.\n\nFaculty pulse survey engagement was  encouraging, albeit variable across the Faculties. The findings and trends will help inform future Concordat action plans and the university's Research Culture manifesto.\n\nBy describing the action's progress in narrative form, institutions can explain success in greater detail, or mitigate challenges experienced, by providing helpful contextual information. ","• All 5 Faculties' workshops held quarterly, as well as two workshops held at an institutional level.\n\n• Workshop reporting only partially led by research staff across the Faculties. All Faculty committees successfully instated research culture reports as an agenda item.\n\n• 34 research staff attended each workshop on average. 86% of research staff attendees gave positive post-event feedback, with 84% saying they \"found the workshop to be helpful\".\n\n\n• 38±3% of research staff responded to pulse surveys across all Faculties, although some only received 35% research staff response rates.\n\nEnsuring you report against all success measures provides a better assessment of the impact achieved and shows commitment to researchers that the institution cares about their views and behaviour.\n","no further action\n\n(action now considered normal business)\n\nAfter selecting from one of the set responses in the column header, institutions can briefly indicate the rationale for this decision (e.g., \"action successfully embedded\" or \"action delayed, partially completed\")."]
[null,"ECR1","Encourage researchers to actively contribute to the development and maintenance of a supportive, fair and inclusive research culture and be a supportive colleague, particularly to newer researchers and students.","Even if no action is intended/needed, it is encouraged to include success measures that show how different stakeholders engage with/benefit from other actions. ",null,"Jul-23\n","• RCWG","At least 70% of research staff answering CEDARS q42.4 (\"feel included in your immediate research environment/group\") agree or strongly agree (CEDARS 2021: 62%)","Survey response rate in 2021: 16% research staff (n=147)\n\nOptional: This space can be used to provide details not suitable for the other columns. For example, you can add information relevant to an action and/or a success measure to help demonstrate feasibility. ","CEDARS response rate improved considerably after a campaign of targeted communications. This coincided with less positive responses for q42.4 than anticipated, suggesting that the university is now successfully reaching a previously 'silent' yet dissatisfied group of research staff with the survey.","64% of research staff responded agree/strongly agree for CEDARS q42.4.\n\n22% of all research staff (n=202) responded to CEDARS."]
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[null,null,"* The Researcher Development Concordat defines researchers as individuals whose primary responsibility is to conduct research and who are employed specifically for this purpose by a higher education institution or research institute. The primary audience is research staff, e.g. postdoctoral researchers, research fellows, research assistants. The Researcher Development Concordat encourages institutions to include other groups who actively engage in research as beneficiaries of their Concordat action plan.  These could be postgraduate researchers; staff on teaching and research, or teaching contracts; clinicians; professional support staff; technicians.  "]
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[null,"Further hyperlinks and Supplementary Information (more rows can be added)",null,null,null,null,"Abbreviations and Glossary  (more rows can be added)"]
[null,1,"www.university.ac.uk/researchculture/researchcultureworkshops/summary",null,null,null,"PVC-RI","Pro-Vice Chancellor for Research & Innovation"]
[null,2,"Using these spaces can help keep the main body of the action plan as concise as possible.",null,null,null,"RCWG","Research Culture Working Group"]
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