Bangor University Concordat Action Plan
Bangor is committed to implementing the Principles of the Concordat to support its researchers and achieve the priorities outlines in the University’s Strategy 2015–2020.
The Concordat to Support the Career Development of Researchers
The 2008 Concordat to Support the Career Development of Researchers is an agreement between the funders and employers of researchers in the UK which sets out the expectations and responsibilities of researchers, their managers, employers and funders in relation to principles of researcher’s career development. The Concordat principles can be found here.
How is the Research Concordat implemented at Bangor?
The University, through regular review and consultation with staff identifies key actions to address the needs of its researchers. The University’s Researcher Development and Research Concordat Group is the group responsible for consulting with the Colleges and staff and following the consultation, prioritising the University’s strategy and activities in this area.
This Group also consults with and reports to the Human Resources Task Group, the University Research Strategy Task Group and through those Task Groups to the University Executive. Information regarding the membership, terms of reference and objectives of this group can be found here.
The Group is also responsible for reviewing the on-going progress of the University’s Concordat Action Plan and reviewed the feedback from the CROS and PIRLS surveys in 2013, 2015 and 2017. The Group also has an advisory role for many researcher development activities in the University such as the content of the University’s Researcher Development Programmes
The 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 by applying for the European Commission’s HR Excellence in Research Award. Bangor University first successfully applied for HR Excellence in Research award in 2012 and recognised the University’s adherence to the Charter and Code. The regular reviews undertaken by the University is linked to the internal and external review as required by the European Commission’s HR Excellence in Research Award.
Bangor University Concordat Action Plans and Reviews
Every two years the University must publish its Concordat Action Plan that outlines future action to support researchers. Every four years this review is an external review.
6 Year Review 2018 and Research Concordat Action Plan 2018–2020
An internal evaluation of the University’s HR Excellence in Research Award was undertaken in 2018 to assess the performance of the University in meeting its obligations under the Concordat and to gauge progress against actions arising from the 4 year review and Action Plan agreed in 2016.
HR Excellence in Research Award Submission 2018
The 6 year internal review was undertaken by the Researcher Development and Research Concordat Group and the Strategic Concordat Group. The Researcher Development and Research Concordat Group is responsible for overseeing the consultation process and advising on how best to support ECRs in the University. The Strategic Concordat Group was established in 2017 and is responsible for taking a strategic view on how best to support researchers in the University – particularly in the context of the University’s overall strategic objectives and overseeing the University’s Research Concordat Plan. The membership of the Strategic Concordat Group includes; the PVC for Research and Enterprise, Director of Research and Enterprise, Dean of the Doctoral School, HR Director, Deputy Director HR (Development), Athena SWAN and Research Concordat Manager and a UCU representative.
To support this consultation the University held the CROS survey in 2017 and held focus groups with research staff to inform the four year external review and the further development of the University’s Four Year Concordat Action Plan. The findings and resulting Action Plan were discussed and agreed by the Researcher Development and Concordat Group and the Task Groups noted above.
Four-year review and Research Concordat Action Plan 2016–2020 (2016)
The four year evaluation was held by the Researcher Development and Concordat Group, the Human Resources Task Group, the Pro Vice Chancellor for Research and Enterprise and the University’s Executive Team. There was considerable consultation with staff in the Schools for their opinions regarding progress and what they felt should be the University’s key objectives for the next four years.
To support this consultation the University held the CROS and PIRLS survey in 2016 and held focus groups with research staff to inform the four year external review and the development of the University’s Four Year Concordat Action Plan. The findings and resulting action plan were discussed and agreed by the Researcher Development and Concordat Group and the Task Groups noted above.
Two-year interim review (2014)
The 2 year internal review and progress report – this outlines how the internal review was undertaken, key achievements, next steps and the main focus as outlined for 2014–2016.
Action plan 2014–2016
This contains the Action Plan and progress to date against the original actions.
Original action plan (2012)
The HR Excellence in Research award was first awarded to Bangor University in 2012, based on the creation of the original HR Excellence in Research action plan, which was updated in 2014.
If you wish to send any opinions or comment to the Researcher Development and Concordat Group please send your views to email@example.com