Researcher Culture & Development
Researcher Culture and Development
Embed the principles of positive research culture across the organisation
Purpose:
- Actively contribute to building a research team culture, which fosters collaboration; inclusion, diversity and belonging; team empowerment; equity of growth opportunity
- Actively contribute to building a positive research culture across the institution, which fosters cross-function collaboration; inclusion, diversity and belonging; shared vision for the future of research; equity of recognition and career progression opportunities for all research-related functions
Activity:
- Utilise a solid working knowledge of the importance, and constituents of positive research culture as defined by the leading organisations in the UK and globally
- Act as good role models and demonstrate fair, collaborative and supportive behaviour towards all stakeholders
- Effective cross-team and cross-departmental collaboration
- Understand wider and overlapping team and departmental agendas within the institution
- Live the values central to a positive research culture: equity, diversity and inclusion (EDI), ethical and sustainable research; equitable access to recognition and career progression for all research enabling staff; belonging, mutual respect and collaboration
Core Skills
- Critical analysis and implementation; inclusive communication; rigorous approach
- Effective collaboration and teamwork
- Effective cross- function communication. Build trust within a broader community
- Critical analysis and implementation. Inclusive communication
- Effectively navigate diverse perspectives. Rapport and trust building.
- Independent learning; critical analysis and implementation.
- Reflection.
Underpinning Knowledge
- Research culture principles
- Research excellence framework (REF)
- People, culture and environment (PCE)
- EDI strategy and policies
- Wider knowledge of overlapping strategic agendas and systems (EDI and research; PCE and research)
- Good understanding of the research landscape within your field
Examples of behaviour:
- Role modelling of fair, inclusive and sustainable approaches to all aspects of research administration and to all relevant stakeholders
- Communicate, share data and support stakeholders in ways that are inclusive,
- Transparent, timely and have the shared purpose in mind
- Carry out tasks and make decisions that are directly informed by the relevant EDI policies
- Engage in EDI training reflect on protocols and practices through the EDI lens and suggest changes where relevant
- Take part in discussions about the broader institutional and sector context; engage with relevant CPD
Purpose:
- Actively facilitate team research culture, which fosters collaboration, inclusion and belonging; facilitate inclusive behaviours; team empowerment; equity of access to reward and progression
- Seek opportunities to build a positive research culture across the institution, which fosters cross-function collaboration; inclusion, diversity and belonging; shared vision for the future of research; equity of recognition and career progression opportunities for all research-related functions
Activity:
- Role model fair, collaborative and supportive behaviour towards all stakeholders
- Manage and lead teams in ways that promote inclusion, belonging, psychological safety and trust
- Communicate across teams, departments and functions in ways that are driven by the sense of shared purpose
- Operationalise relevant research and EDI sector-wide and institutional strategies, policies and standards
- Act as a broker, bridging gaps in multi-disciplinary and cross-function spaces
- Hold multiple overlapping agendas within university and research spaces, with a view to achieve a common purpose
- Build and sustain effective relationships
- Advocate for collegiality and recognition of the role, and impact of rmas and other research enablers on research culture and research impact
- Provide physical and virtual spaces for effective and sustainable research collaboration
Core Skills
- Critical analysis and implementation; ability to consolidate policies, strategies and directives into operational plans and workloads
- Collaboration – cross-team and cross-disciplinary working
- Ability to manage diverse teams in ways that are inclusive, fair, empowering and equitable. Effective communication, conflict resolution and facilitation of team dynamics
- Inclusive team and project management. Inclusive empowering communication. Inclusive talent and performance development.
Underpinning Knowledge
- Research culture and its principles
- REF people, culture and environment
- Strong knowledge of EDI strategy and policies
- Research landscape and overlapping strategic agendas and systems (EDI and research; people, culture and environment in research)
- Inclusive leadership and management practices and expectations (individuals, teams and projects)
Examples of behaviour:
- Develop and deliver team plans that are clearly linked to, and informed by the research culture agenda and guidance.
- Create clear team/ project processes, that enable each team member to be contributing to building a positive research culture.
- Collaborate with HR and other relevant functions to ensure all RMAs and research enablers can equitably contribute, and be recognised for their expertise in building a research culture
- Demonstrate rigour in inclusive recruitment, retention and staff engagement practices.
- Effectively manage diverse teams, in ways that are underpinned by relevant and up-to-date training. Ensure the team’s knowledge and training is up-to-date
- Establish regular and effective processes for ensuring the project team has sufficient understanding of broader context, to deliver the project outcomes, in line with the research culture principles and expectations
- Encourage diverse perspectives. Create dedicated time and space for open dialogue. Undertake relevant training and share it with the team. Embed and clearly signpost inclusivity objectives in project plans and performance development. Support cross-function and reverse mentoring. Actively seek feedback from all team members.
Purpose:
- Lead on building a positive research culture of inclusion, diversity, equality and equity, which aims to promote belonging, collaboration and ethical research
- Make active steps to bridging agendas and connecting cross-function expertise to achieve shared purpose
- Forge collaborations to deliver the shared research culture vision and its constituents
- Lead on elevating and recognising the role of RMAs and other research enablers in the research community, institutionally, nationally and globally
Activity:
- Develop forward-looking policies and enabling infrastructures in collaboration with multiple stakeholders
- Challenge, review and redesign standards and processes, which are no longer fit for purpose
- Forge strong partnerships and collaborations with the key stakeholders in the research space
- Build strong multidisciplinary and cross-function teams and communities, break down silos
- Actively advocate for equitable approaches to the recognition and reward of the expertise and contribution of professional services in research
Core Skills
- Critical analysis and systems thinking. Ability to see gaps and opportunities, in order to maximise impact and drive positive change.
- Agility and being able to adapt new ways of leading, in order to role model and promote culture of inclusion, diversity, equality and equity. Being able to stay open and curious.
- Strategic thinking – ability to develop and hold clear strategic vision, while holding and serving a number of overlapping priorities. Astute judgement and rigour. Ability to recognise and navigate complexity and uncertainty. Data interpretation. Resource allocation.
- Influencing– communicate the shared vision to others. Ability to build and lead diverse teams, including cross-function and multi-disciplinary teams and projects.
Underpinning Knowledge
- Expert knowledge of research culture and its principles
- REF
- Researcher development concordat
- Researcher experiences
- Expert knowledge of EDI strategies and policies
- Strong vision, and insight into the research landscape, current and future strategic agendas (EDI and research; PCE and research; responsible research; sustainability and impact; technological advances and legal implications)
- Strong understanding of overlapping, sometimes competing priorities that drive research culture
- Strong understanding of complex data and how research culture transformation can be evidenced
- Expert knowledge of current and emerging leadership trends in the research field, as well as in the wider related contexts (higher education; funders’ culture; global trends)
Examples of behaviour:
- Develop and embed policies, initiatives and expectations aimed at building a positive research culture
- Communicate clearly the value of a positive research culture and ways in which teams can collaboratively achieve this
- Actively advocate for the role and expertise of professional staff in research
- Actively role model inclusive leadership behaviours and inclusive language in communication. Undertake necessary training and engage in EDI initiatives.
- Define clear objectives aligned with organisational goals. Identify potential research areas with high impact and high sustainability factor. Develop and effectively communicate vision and strategic plans, to engage stakeholders.
- Develop robust mechanisms of evidencing steps towards building a positive culture change, in collaboration with other functions and in line with organisation’s strategic objectives.
- Develop and implement mechanisms that encourage collaborative activity among team members. Actively communicate progress. Provide skilled mentorship and guidance. Champion innovation, curiosity and rigour. Regularly engage in CPD.
Support Postgraduate and Early Career Researchers
Purpose:
- Help the institution recruit and support the progression of postgraduate researchers (PGR)
- Identify and secure funding for PGR
- Provide administrative support for PGR and early career researcher (ECR) progression, examination and graduation systems
- Engage in relevant quality assurance activities
Activity:
- Source funding, advertising studentships and filtering enquiries
- Assist with PGR and ECR admissions/ recruitment and onboarding
- Ensure compliance with immigration / visa requirements and provide training
- Advise colleagues on PGR regulations
- Check fee status of EU/home staff and assisting with payments
- Monitor supervision arrangements
- Oversee withdrawals, maternity leave, transfers etc.
- Feed information into the higher education student data (HESA) returns
- Provide REF data
- Assist with relevant PGR and ECR surveys
- Coordinate and provide PGR and ECR training programmes
Core Skills
- Interpersonal communication – advising students and academics
- Accuracy and rigour – managing student records
- Problem solving
- Numeracy – reconciling expenditure
- Cultural sensitivity and ability to understand diverse perspectives
- Training and advising
Underpinning Knowledge
- QAA code of practice
- Institutional systems and key stakeholders
- Funders’ rules and regulations, including EU (e.g. Virement)
- Relevant policies (research; HR)
- Immigration requirements
- EDI policies, guidelines and expectations
- Researcher development concordat
- REF
Examples of behaviour:
- Tailoring communication to meet customer’ needs
- Delivering consistent service standards
- Sharing information and keeping others informed
- Recognising and respecting the roles, responsibilities, interests and concerns of colleagues and stakeholders
- Identifying the information and knowledge people need and why they need it
Purpose:
- Oversee and assure quality of provision and support for postgraduate and early career researchers
- Monitor and respond to external changes in PGR and ECR policy and ensure the team’s knowledge and skills are up-to-date
Activity:
- Establish doctoral training grant processes
- Ensure compliance with institutional regulations/QAA guidance
- Oversee annual monitoring process and produce reports for relevant committees
- Interpret and act on PGR and ECR guidance from research council and other bodies
- Co-ordinate PGR and ECR enrolment and induction processes
- Oversee research student finance (e.G. Bursary payments, training allowances)
- Manage large doctoral training awards (financial and student management)
- Oversee preparation of large institutional doctoral training applications
Core Skills
- Analytical – interpreting guidelines
- Communication – producing reports
- Administrative – supporting relevant committees
- Networking- sharing ideas and good practice
- Interpersonal– co-ordinating large institutional bids, induction, enrolment etc.
- Training, coaching and mentoring
Underpinning Knowledge
- Course design principles
- UK/EU HR policies (redundancy, fixed term directive, equal opportunities etc.)
- Institutional HR policies (salary scales, maternity pay, sick leave, notice period etc.)
- Relevant EDI policies and guidelines
- Immigration requirements
- Researcher experience
- Researcher development concordat
Examples of behaviour:
- Embed processes that enable cross-departmental knowledge and practice exchange
- Stay abreast of latest and emerging trends in the field, and ensure the team is informed
- Lead on compliance issues
- Review and redesign PGR onboarding processes to ensure alignment with EDI policy and guidelines
- Ensure the team has access to up-to-date training and information
Purpose:
- Provide leadership with regard to institutional provision for postgraduate and early career researchers
- Set targets for postgraduate and early career research provision
Activity:
- Draft PGR and ECR policies
- Actively champion the PGR and ECR agenda
- Act as director of a doctoral Training Centre
- Establish management information systems to capture research student data
- Develop partnerships with other institutions for recruitment and programme delivery
- Lead Research Council bids
- Ensure the strategic direction of PGR programmes is aligned with the organisation’s vision and plans
- Share insights and good practice cross-departmentally and sector-wide
Core Skills
- Effective Communication – drafting policy, presenting internally and externally, preparing specifications for new systems
- Collaboration– building alliances and partnerships
- Influencing – presenting ideas to the senior management team
- Horizon Scanning – identifying changes that might impact on the institution
- Management Information systems – managing complex data sets
Underpinning Knowledge
- Management Information systems
- Research culture, REF and PCE
- HE Sector environment
- Sector benchmarking
- Research Council guidelines
- PGR and ECR journey and challenges
- Researcher Development Concordat
Examples of behaviour:
- Create and articulating a vision for own area of responsibility
- Identify and pursuing opportunities to work in partnership with external organisations to generate and develop ideas and maximise impact
- Translate top-level organisational strategy into operational plans and specific team deliverables
- Share learning and experience to facilitate others’ decision making
Additional Resources
