The Concordat to support the career development of researchers
The Concordat to Support the Career Development of Researchers was launched in 2008 by a range of organisations with an interest in the development of Higher Education research and researchers, a full list of organisations is available here. The Concordat outlines the seven principles that universities are expected to address in relation to the management of contract research staff, these principles are also outlined here. In the Concordat researchers are defined as individuals whose primary responsibility is to conduct research and who are employed for this purpose.
2016 External Review documents
Queen’s Response to the Concordat
A working group consisting of the Pro-Vice-Chancellor (Research, Enterprise and Postgraduates), Director of Human Resources and a range of other staff involved in the management and support of researchers conducted a gap analysis of Queen’s provision for research staff alongside the Concordat Principles. The Queen’s Researcher Career Development Booklet is an outcome of this analysis and represents one of the University’s responses to the Concordat.
A further stage in the implementation of the Concordat was addressed through the drafting of a Concordat Implementation Action Plan in October 2011. This built on the work of the Concordat Working Group and has also been informed by the views of Queen’s research staff gathered through the Careers in Research Online Survey (2009 and 2011). Further consultation was conducted in discussions at the Contract Research Staff Development Working Group, meetings with post-doc/research societies and others involved in the management of researchers. These groups have continued to be involved in the implementation on the Concordat at Queen’s.
A copy of the 2012 Concordat Implementation Action Plan can be downloaded here.
Queens established the Concordat Implementation Review Group (CIRG) in January 2013 to co-ordinate, monitor and review the Concordat Implementation Action Plan. The membership of CIRG includes academic staff, researchers and professional support staff who bring expertise from their individual roles to the group. This group seeks to influence issues in relation to the Concordat action plan and act collectively to monitor, recommend, develop and implement initiatives in the Institutional action plan.
European Commission’s HR Excellence in Research Award
In implementing the Concordat Principles UK universities can demonstrate that they meet the requirements of the European Commission’s Charter and Code on Management of Researchers. In so doing Queen’s successfully applied for the European Commission’s HR Excellence in Research award (January 2012), which recognises adherence to the Charter and Code.
Implementation of the Concordat by individual universities will be externally reviewed every four years by a national body. Universities holding the award are expected to conduct an internal review every two years, which should demonstrate progress to date and update the action plan based on developments in the University. Queen’s conducted this internal review and a progress report was produced and the action plan updated, which are available below.
In advance of the external review, January 2016, the Staff Training and Development Unit has co-ordinated a consultation process with staff. This has included conducting the Careers in Research Online Survey (2015), Principal Investigators/Research Leaders Survey and meeting with a range of staff. Members of the Concordat Implementation Review Group have meet with research staff to discuss the concordat action plan, attending a meeting of the new University Post-Doc Forum. Senior managers have also been included in this consultation process in order to gain agreement on the range of actions included in the updated Concordat Action Plan. Alongside the updated action plan a Progress Report has been produced, these are available at the links below:
Staff will be kept informed of progress on the implementation of the Concordat during 2016-18. Information will be available on this website and will be circulated via other methods.
Further information is available at the Concordat to support the Career Development of Researchers.
Established in January 2013 the CIRG brings together staff from across the University with knowledge of and responsibility for the management and development of Queen’s Research Staff. The group is responsible for co-ordinating and monitoring the implementation of the Concordat to support the career development or researchers by Queen’s. The University’s Concordat Implementation Plan forms the basis for the actions of this group. The CIRG terms of reference are listed below. In January 2012 the University successfully applied for the European Commission’s HR Excellence in Research Award, with the Concordat Implementation Plan forming the basis of this application. CIRG has co-ordinated the 2-year internal review and preparations for the 4-year external review of the Concordat Implementation Plan.
Membership includes academic, academic-support staff and importantly research staff. These research staff representatives are members of school-based research staff societies and forums. They provide a researcher perspective on the issues and how to progress the actions in the implementation plan.
A number of members of the CIRG are also SWAN champions within University schools. This has enabled the sharing of information on career development initiatives undertaken as part of the Queens Gender Initiative and the researcher development programme. Many of the best practice examples gathered by CIRG are based on initiatives which have a SWAN focus but have developed into resources available to all research staff.
In order to raise awareness about the Concordat and in preparation for the review of the HR Excellence in Research Award, members of CIRG meet with a range of staff across the University, e.g. Directors of Research and Research Staff Societies and Forums.