1. A shifting employment landscape for HE Research Staff Christian Carter, Personnel Manager (Policy Development)

2. What might be influencing this changing environment?

3. University Strategy

4. UK Funding strategy

5. UK political opinion

6. European Union

7. Researchers: You

8. “Respond to (and influence) the employment landscape for the benefit of the University of Bristol and UK HE” My job description

9. Employment landscape 30,000 RS in UK HEI’s (1200 at Bristol) 1996 Research employment ‘Concordat’ 1997 Research Careers Initiative work 2002 Sir Gareth Roberts government review ‘SET For Success’ 2002 House of Commons Science enquiry into short term contracts in Science

10. Employment background cont … 2002 EU FTC Legislation introduced 2002 HM Treasury Report ‘Investing in Innovation: A Strategy for Science, Engineering and Technology’ (Part of 2002 Spending Review) 2003 Final report of the Research Careers Initiative 2003 Launch of Funders Forum 2004 Roberts Review funds begin! 2004 Launch of Research Careers Government Committee 2005 Launch of European Charter for Researchers 2006 FTC legislation effective

11. Lots of talk and policy but how much action is possible locally?

12. RS actions happening now Careers Advice Training Web site Annual Conference Communication & Reps

13. Why do this? - University Strategy

14. Why do this? – University strategy Our mission The University of Bristol is a world-class institution that contributes to society by advancing knowledge and developing creative graduates, and through its cultural, social, economic and environmental activities. Supporting the Mission (one of 10 key objectives) Implement the next phases of its strategy to develop a more united and motivated workforce - one that is well led, well informed, properly rewarded and provided with a positive work environment

15. Why do this? – HR Strategy RS featured in two of the eight key HR objectives…. Objective 5: Positive Work Environment Continued action to establish a positive work environment for all staff, including equal opportunities and diversity, dignity at work, working hours, fitness to work, communication, participation and partnership and improvements in the physical and social environment. Objective 6: Governance and Policy Review Actions to review and update our governance and policy framework, in particular those statutes, ordinances, policies and procedures covering grievance, conduct, performance and ill-health, the use of fixed-term contracts, redundancy arrangements and the management of “atypical staff”.

16. OK, so what’s the impact? ?

17. Impact so far 2003 - 2007

18. The university is committed to training and developing its staff (agree) (PWE 2007)

19. The university demonstrates it cares about people it employs (PWE 2007)

20. “I think Bristol is doing a great job here” “Bristol has an extensive program for Research Staff. I feel a lot is being done for fixed term contractors” “I think the university really values research staff and the conditions and opportunities available to them has increased immensely in the 10 years since I started here” Some feedback………(positive)

21. “Lack of job stability is THE main problem still” “We still don't have job security” “I believe the University as an institution is addressing issues RS face; however, I think PIs believe it is all a waste of time as we are here to participate in research only” Some feedback………(needs work)

22. Plenty of work to be done…. Sarah Musson, Career Coaching Manager Dr Alison Leggett, Research Staff Development Manager

23. Research Staff Training and Development Alison Leggett Research Staff Development Manager

24. Training 2008/2009 Departmental Project fund Research Staff Reps

25. Training Various short workshops Piloting several new workshops and events Speed reading, memory skills, public engagement, enterprise skills Longer-term programmes: Management diploma Plans to develop the training pages of the RS website (www.bris.ac.uk/researchstaff)www.bris.ac.uk/researchstaff Details of course and trainers Feedback from previous attendees

26. RS Careers Courses Academic/non-academic c.v.s Where am I going? Working towards a lectureship Research Skills Papers, rapid, focused first draft Writing message-driven books Rapid reading Memory skills Teaching and learning Presenting with confidence and flair Grant writing and funding Effective networking Creative problem solving Personal development/ effectiveness Memory skills Effective networking Personal impact Managing research relationships PDP and staff review Management diploma Statistics Public Engagement and Enterprise Enterprise skills training Intro to the media Why engage? Communicating to non- specialists Writing for the public Volunteers event

27. What do you want?

28. Departmental Project fund To help develop leadership and transferable skills through projects which originate from RS ideas and/or local needs and which benefit UoB researchers: Develop transferable skills of RS Improve the morale/motivation of RS Improve departmental practices with regard to RS Improve communication within or between departments Any member of RS staff can apply (individually or as a group) Max £5000 Bids assessed by a panel Written report or presentation to rep committee following project Next Deadline: 2 September 2008 Success stories Vascular…conference at DHB (now gained external funding) Biology – seminar series Chemistry – new staff library

29. Research Staff representatives Each department/unit should have at least one rep who will: Represent the views of departmental RS at the University RS Reps Committee and thereby inform decision-making: Reward FTC/redundancy (READ NICK’s E-MAIL and expand) To help inform research staff of University-wide developments that may have an impact on their role or career aspirations. To provide information and support to new RS in their department.

30. Research Staff Communication Process Individual Research Staff in departments Departmental Representatives Research Staff Representative Committee (3 meetings per year) 3 Departmental Representatives Research Staff Working Party (3 meeting per year) University Personnel & Staff Development Committee And University Research Committee e-mail and face to face communication Department research staff meetings Meeting with Head of Department/ Research Director Agenda and notes on RS Web site Annual Report (October) Agenda and notes on RS Web site Annual Report (March)

31. More reps needed! Civil Engineering Computer Science Electrical & Electronic Engineering Engineering Mathematics Medical Physics Obstetrics & Gynaecology Cardiac, Anaesthetic and Radiological Sciences Medical Postgraduate Unit Leverhulme Centre for Market and Public Organisation Centre for Deaf Studies Economics School for Policy Studies Oncology Centre for Ethics in Medicine Avon Longitudinal Study of Parents and Children Dental Postgraduate Unit Department of Oral & Dental Science Physiology Earth Sciences Mathematics School of Law Management Research Centre Politics Sociology

32. Staff Career Coaching Why? What? How?

33. Why? Never chose, fell into, offered FT funding Lectureship Enjoyment Don’t want to lead a group Want to identify new opportunities

40. Self-awareness Opportunity awareness Reflect / review Decision making

41. So we will… Reflect on where you’ve come from Jigsaw puzzle Explore assumptions Self-limiting beliefs Give exercises Whole life

42. career-coaching@bristol.ac.uk Clare Brophy Jo Hutchings Sarah Musson