Managers of Researchers

There are three levels of induction for new research staff:

• Local School / Department – using the induction checklist 
• Online induction module for all new research staff 
• University central induction

All newly appointed research staff will, unless otherwise agreed, be subject to a six-month probation, to ensure they know what is expected of them and to resolve any issues that arise.

You should meet with your new researcher and agree appropriate probationary objectives, preferably within two weeks of their start date.

Managing performance

• Feedback on performance should be provided on an ongoing basis (rather than waiting for annual reviews).  If a researcher is deemed to be under-performing you should consult your School HR advisor.
• All research staff should be offered an annual Performance Development Review (PDR)
• It should provide clarity on what’s expected, review their contribution, and consider their professional and career development plans, ensuring a balance between their career development planning and the immediate needs of the research project.

Further information about the Performance Development Review (PDR).

Reward and promotion 

• The University recognises and values the commitment and achievements of all staff, including research staff.
• There are specific criteria for research staff for promotion from Grade 6 to 7. 
• 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.  

Supporting researcher health and safety and well-being 

It is important that you support the health and safety and well-being of your research staff.

Further information on health and safety can be found here;

• safety@reading.ac.uk
• Health and Safety website
• General information on supporting well-being
• Specific information on supporting research staff well-being  

You should also inform them about the Employee Assistance Programme

End of Contract

The University has specific legal duties with regard to termination of fixed-term contracts. You should speak with your School HR Advisor about these.

Obligations 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 them to develop their research identity and broader leadership skills,
• Professional advice on career management, across a breadth of careers.

Supporting Research Staff Professional Development and Career Development

You need to encourage and allow time for your research staff to undertake professional development activities and to develop their research identity and broader leadership skills, and help them to consider what activities would be most appropriate in terms of their ongoing research and broader career goals.

Examples of professional development activities:

Less experienced researchers might benefit from training on topics such as specific research methodologies, use of technical equipment, University research best practice, seeking funding for research, or managing one’s digital presence.  

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.  

Further career development

TBC