Supporting Research Staff

Local induction at School / Department level

• This may be an organised programme, or a thorough introduction to the School / Department research environment, key personnel, and facilities from your manager.
• Local induction checklist

University Induction module specifically for research staff 

• This helpful on-line module (that takes around 40 minutes) will provide key information on:
• The wider university research environment and community,
• The Researcher Development Concordat, which sets out your entitlements and responsibilities as a member of research staff at the University,
• Performance management, including progress reviews, reward and promotion pathways,
• Support for your professional and wider career development.

Central University Induction for all new staff   

Get to know more about the University; its history, strategic plan, organisation, staff networks and key people. 

Probation

• All newly appointed research staff will, unless otherwise agreed, be subject to six-months probation.
• This to ensure you are aware of what is expected of you and that any issues that arise are resolved at an early stage.
• Your PI / manager will meet with you to discuss and agree probationary objectives.

Expected Behaviours  

• The University's Values for Working Together and the Professional Behaviours explain the ways in which we can most productively work together.
• Visit our values and behaviours page.

Research Integrity

• Quality, ethics and good governance are firmly embedded in our research ethos and culture. Our commitment to these values is set out in the University's Code of Good Practice in Research. 
• An important aspect of good research practice is rigorous research data management.  More information can be found on our Research Data Management page.
• The University is also a signatory to Universities UK's Concordat to Support Research Integrity which seeks to provide a comprehensive national framework for good research conduct and its governance.
• More can be found at our research integrity page.

Performance Development Review (PDR)

• The PDR is an annual review process, which is underpinned by on-going dialogue during the year between you and your line manager,
• It should provide clarity on what’s expected of you, review your contribution, and consider your professional and career development plans, ensuring you strike a balance between the immediate needs of the research project and your career development planning.
• More information about the Performance and Development Review.

Reward & Promotion

• The University encourages, recognises and values the commitment and achievements of all staff. Read more about the variety of reward and recognition opportunities.
• The University is keen to promote staff who have consistently performed well to encourage staff motivation, engagement, and retention.
• There are specific criteria for research staff for promotion from Grade 6 to 7. 
  • In particular, the proposal should detail the ways in which the candidate has demonstrated independence as a researcher.  
  • Post holders will have demonstrated a degree of independence as a researcher and be expected to make significant contributions to the writing of grant proposals;
  • Post holders will be making significant contributions to research outputs of international quality and will contribute to gaining substantial external research funds;
  • Post holders are normally expected to manage research projects and supervise teams, including other researchers, technicians, clerical staff and research students, providing expert advice and guidance;
  • Post holders may be expected to make a significant and sustained contribution to strategic developments in science of national/international importance. 
  • For further information see the HR web site.
  • Research Staff on Grade 7 seeking promotion to Grade 8 see Academic Promotions.
    
    
• Promotion does not depend on funding being available in the research grant funding your salary.  If funding is not available, the salary increase must be covered by the School or central University.  
• Promotion from Grade 7 to Grade 8 is achieved through the Personal Titles process.

Wider Research Community

Research at the University is led by the Pro-Vice-Chancellors for Research and Innovation - Professor Parveen Yaqoob and Professor Dominik Zaum.

• There are four Research Deans, who oversee each of the four research themes: 
  -       Agriculture, Food and Health
  -       Environment
  -       Heritage and Creativity
  -       Prosperity and Resilience
  
  
• Under these themes sit 36 research divisions.
• Talk to your PI about joining a research division, and about details of other School-based networks, seminars and forums. 
• Reading has approximately 350 research staff (postdocs, research fellows, research assistants).
• You can also get involved in the wider research staff community by joining the Research Staff Committee (RSC), which provides a forum for issues of general concern to all research staff. 
• The Chair of RSC attends key committees, giving research staff the opportunity to shape research policy and raise key matters. 
• More information about the Research Staff Committee.

End of Contract

• The University has specific legal duties in regard to termination of fixed-term contracts.  You should speak with your PI / Manager or your School HR Advisor about these.
• When your contract is in the later stages, you can register for relevant Jobalerts, which are advertised on the University website.

Entitlements and responsibilities under the Researcher Development Concordat

Research staff need time, opportunity and support to enable them to develop to their full potential through:

• A minimum of 10 days professional development, pro rata, per year,
• Further time to enable you to develop your research identity and broader leadership skills,
• Professional advice on career management, across a breadth of careers
• You should take advantage of these opportunities in order to take ownership of your career 

Examples of professional development 

• Less experienced researchers might benefit from training on topics such as specific research methodologies, University research best practice, seeking funding for research, or managing one’s digital presence. You can sign up for a range of research specific courses on UoRLearn, by browsing through the RESEARCH category.
• More experienced researchers might present at specialist summer schools, lead research group meetings, be seconded to other research groups / non-academic organisations, or participate in public engagement, knowledge exchange, and/or commercialisation activities.
• To further develop research identity, researchers might engage in teaching, conference organisation, writing and submitting grant proposals, and managing budgets, as well as broader leadership development programmes. The University runs a leadership programme specifically for people who lead projects, collaborations, groups or initiatives, without having formal line management responsibility, which is called Leading Through Influence. 

Further development opportunities

• Mentoring

– If you are new to the University, mentoring can help you to become effective by helping you understand the context of your role within your School and wider University.

– It can also help to support your broader career aspirations by providing encouragement and advice for your research career plans and activities.

Aims for mentoring new Research Staff:

• To provide a confidential professional relationship to support researchers through their induction period.
• To enable them to develop into independent researchers.
• To provide a source of help and advice on all aspects of their professional role.
• To help in identifying and planning personal development.
• To provide a 'critical friend' outside the management framework.
• To help them to achieve an acceptable balance between meeting the demands of their current post and developing their career.

Your School should operate a mentoring scheme for Research Staff.  Contact your Senior Academic Lead for Research Staff or Executive Support within your School if you have not been offered a mentor.