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Research Staff Annual Review Handbook
(including salary awards and promotions)
Contents 1. Support for research staff ....................................................................................................... 2
2. Promotions and salary awards– an overview ....................................................................... 3
3. Definitions ..................................................................................................................................... 3
3.1. Promotion ................................................................................................................................ 3
3.2. Special Increment ................................................................................................................. 4
3.3. Discretionary Increment ....................................................................................................... 5
3.4. Ex-Gratia Payment ................................................................................................................ 5
4. Annual Review process for Research Staff .......................................................................... 7
4.1. Promotion ................................................................................................................................. 7
4.2. Salary review ........................................................................................................................... 7
4.3. Personal Submissions ............................................................................................................ 8
5. Am I entitled to apply for promotion? ............................................................................... 10
6. Eligibility requirements for promotion and salary award ................................................ 11
Appendix ........................................................................................................................................... 12
Indicative Job Descriptors for Research Staff .................................................................... 12
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1. Support for Research Staff
1.1. UEA recognises that delivering research excellence relies on attracting,
developing and retaining high-achieving research staff. UEA’s aim is to support
the development of all research staff and to nurture our early career researchers.
1.2. In 2020 there are approximately 400 research staff working in 25 Schools
spread amongst four Faculties. Each Faculty has an Associate Dean for Research
who works to support the development of the research environment and who is a
member of the University's Research Executive, chaired by the Pro-Vice
Chancellor for Research and Innovation.
1.3. In addition to the support that is currently available for research staff, the aim of
this document is to provide an overview of the routes to, and process for, promotion
and salary awards. Documentation and further information can be found here
1.4. Each School is expected to appoint a Research Staff Co-ordinator, who
provides information and advice on the support available to School research staff
at a local and University level.
1.5. UEA has a Code of Practice for the Management of Research Staff which
provides guidance to research staff, Heads of Schools, Principal Investigators and
other research managers, and Research Staff Co-ordinators on how they can
create an appropriately managed and supportive environment in which research
staff can work effectively in pursuit of their project goals and to develop their
careers. UEA has also introduced Guidelines for Research Managers, providing
an overview of the HR processes that will enable PIs and other research managers
to be effective line managers for research staff.
1.6. The University has produced specific guidance on Appraisal for Researchers,
Guidance for the Appraiser, along with some Frequently Asked Questions on
appraisals for researchers.
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2. Promotions and Salary Awards – An Overview
2.1. Applications for promotion and salary awards are made through the
Promotions Committee process, either as a management case, or where not
supported by management, as a Personal Submission. This process is known as
the Annual Review process.
2.2. Strong performance within a role can be rewarded by special increments,
discretionary awards and ex-gratia payments. A special (within scale) or
discretionary (above scale) increment is a permanent increase to salary, which is
designed to reward an individual who has performed above the expected level, and
to encourage continuing performance at that level. An ex-gratia payment is a one-off
payment based on a specific contribution, project or other similar finite piece of work.
2.3. Recommendations for promotion are considered at the Spring Promotions
Committee round, which usually takes place in February (this will change to the
autumn round from Academic Year 20/21). Recommendations for special
increments, discretionary awards and ex-gratia payments are considered at the
summer round, which usually takes place in May.
2.4. All awards are effective from 1st August each year.
2.5. Researchers are notified of the Promotions Committee decisions by letter
from HR. Heads of School will provide either written or oral feedback, specific to
the case, to all applicants, whether they are successful or not so as to support the
further advancement of their career.
2.6. The Annual Review process for Research Staff is set out below. Application
forms and supporting information can be found here.
3. Definitions
3.1. Promotion
3.1.1. Promotion is merit-based and recognises progression in the researcher’s
skills, experience and/or level of responsibility.
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3.1.2. Promotion takes place when the researcher’s progression has been
assessed and confirmed at a higher grade, using the Indicative Job Descriptors for
Research Staff.
3.1.3. The Indicative Job Descriptors set out the expected levels of skills,
experience, responsibility and contribution at each research grade. They can be
used to guide researchers on assessing whether to apply for promotion, ideally as
part of the annual appraisal discussion.
3.1.4. The Indicative Job Descriptors summarise the levels of experience and
responsibility needed for entry into a particular research grade level and the
typical responsibilities expected of role holders at each level. It is unlikely that any
single researcher will exercise all these responsibilities at any one time, but he or
she would typically be expected to operate at the levels of responsibility described.
It is also recognised that the complex nature of the University means that not all
these descriptors are necessarily relevant to researchers in each School.
3.2. Special Increment
3.2.1. A Special Increment is the term used to describe the award of a salary
increment in addition to the normal annual incremental progression. A Special
Increment can be awarded to researchers who are on a salary point below the
penultimate point on the salary scale.
3.2.2. Special Increments are usually considered in recognition of excellent work
performance, for example:
job performance (thoroughness, speed, accuracy);
disposition and attitude (teamwork and co-operation);
judgement and resourcefulness (related to supervision received);
aptitude and ability to comprehend (adaptability and breadth of understanding).
3.2.3. In addition, Special Increments can also be considered to increase a
researcher’s salary to a specific point on the scale because of a need to correct a
salary anomaly (for instance, where there appears to be an anomalous range of
salaries between individuals within the same grade in a particular work area).
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3.3. Discretionary Increment
3.3.1. Discretionary Increments are awarded through the Annual Review process.
They can be awarded to individuals who are at or near the top of the normal salary
scale; or to individuals who are already in the discretionary range.
3.3.2. Discretionary Increments may be considered in recognition of excellent work
performance, for example:
researchers who have highly developed and specific experience, of
particular importance to the University;
researchers who take on additional tasks or responsibilities which do not
warrant regrading, but which are valued by the University, e.g. staff who act
as ‘informal supervisors’ amongst a group of equals because of their
personal qualities, experience or expertise;
researchers who have a wide range of duties and are flexible in their approach
to their work, e.g. a willingness to accept new tasks and challenges appropriate
to the grade of the post;
researchers who contribute to the effectiveness of the area in which they work
through a consistently high level of performance.
3.3.3. Discretionary Increments may also be considered to reflect specific market
factors, for example, researchers with specialist skills which may be particularly
attractive to other employers or who have developed a range of skills through
progressive training and experience which equips them to move to employment
outside the University; or researchers in posts where past recruitment difficulties have
been encountered.
3.4. Ex-Gratia Payment
3.4.1. An ex-gratia payment is a retrospective, one-off payment, rather than an
addition to salary, and will be based on a specific contribution, project or other similar
finite piece of work which will normally be completed, where this is above the normal
expectations of the role. The involvement of the researcher will be on-going only at a
significantly reduced level in the future or will have finished completely.
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3.4.2. Ex-gratia payments may be made on the grounds of a particular achievement,
exceptional contribution or assumption of a significant responsibility, above the level
normally expected, and usually for a period of at least 3 months. The defining feature
is that the particular circumstances are finite, are not rewarded by another
mechanism, and would not merit reward by a Special or Discretionary Increment.
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4. Annual Review process for Research Staff
The Annual Review process is split into two parts – Promotion and Salary Review.
4.1. Promotion
The Promotion process is initiated by the Human Resources Division as part of the
spring round of School, Faculty and University Promotions Committee meetings
(n.b. this will change to the autumn round in Academic Year 20/21).
4.1.1. A notification from Human Resources is issued inviting recommendations from
Heads of School for promotion of research staff. The notification triggers internal
communication within each School, setting a timetable and process for submission of
cases for consideration by the School Promotion Committee. A separate notification
is sent by Human Resources to all research staff.
4.1.2. Heads of School are asked to ensure that researchers are aware that they can
bring to the attention of the Head of School any information relevant to the year in
question which they believe should be taken into account. Heads of School are
expected to consider all researchers in the Annual Review process.
4.1.3. Applications for Promotion are submitted using the Application Form for RA
Promotions or Special Increments and Discretionary Awards in accordance with local
School instructions for consideration by the School Promotions Committee. The
Promotions Committee will use the Indicative Job Descriptions as the benchmark
for grading decisions.
4.1.4. Where approved, the Head of School will submit the application to the Human
Resources Manager, by the date specified in the notification from Human Resources.
4.1.5. Cases for promotion to grades 7 to 10 are considered at the Faculty Promotions
Committees. Cases for promotion to Grades 9 and 10 are considered by both the
Faculty and University Promotions Committees.
4.1.6. Where cases for promotion are not supported by the School, Personal
Submissions can be made. See Section 4.3.
4.1.7. Individuals are notified of the outcome at the conclusion of the Promotions
Committee process. Where approved, promotion will take place on 1st August of the
same calendar year.
4.2. Salary Review
The process for salary review is initiated by the Human Resources Division as part
of the summer round of School, Faculty and University Promotions Committee
meetings.
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4.2.1. Human Resources invite recommendations from Heads of School in February
for the award of a Special Increment, Discretionary Award or Ex-gratia
payment. The HR notification triggers internal communication within each
School, setting out a timetable and process for submission of cases for
consideration by the School Promotions Committee. A separate notification is
sent by Human Resources to all research staff.
4.2.2. Heads of School must invite researchers to bring to their attention any
information relevant to the year in question which the researcher believes
should be taken into account. Heads of School are asked to consider all
researchers in the Annual Review process.
4.2.3. Cases for the award of a Special Increment or Discretionary Award are
submitted by the researcher using the Application Form for RA Promotions or
Special Increments and Discretionary Awards, in accordance with local School
instructions, for consideration by the School Promotions Committee. Where
approved, the application will be submitted to the Human Resources Manager
by the Head of School by the date specified in the notification from Human
Resources.
4.2.4. Where approved, applications progress for further consideration and approval
by the Faculty Promotions Committees and the outcome will be formally
notified to the researcher in writing at the completion of the Committee process,
usually in July.
4.2.5. Applications for the award of Ex Gratia payments are submitted using the
Annual Review - Ex Gratia Payment Form in accordance with local School
instructions for consideration by the School Promotions Committee. Where
approved by the Committee, applications are submitted to the Human
Resources Manager by the Head of School by the date specified in the
notification from Human Resources. The Human Resources Manager will
assess the case. Where necessary, the line manager concerned may be asked
to provide additional information about individual cases. The outcome will be
formally notified in writing at the completion of the assessment process.
4.2.6. Personal submissions may also be made, where cases for Incremental,
Discretionary or Ex-Gratia applications are not supported by the School
Promotions Committee. See Section 4.3.
4.3. Personal Submissions
4.3.1. Should a researcher who is not to be recommended by the School Promotions
Committee wish to be considered for promotion, or for a special increment,
discretionary award or ex-gratia payment, s/he should complete the relevant
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form and send it to the Human Resources Manager before the date specified
in the notification from Human Resources.
4.3.2. The Human Resources Manager will forward a copy of the submission to the
Head of School and request from them a formal statement on the content. The
formal statement from the Head of School will be copied to the researcher for
information. For promotions, special increment or discretionary awards,
applications are sent for further consideration by the Faculty Promotions
Committees. The outcome will be formally notified in writing to the researcher
at the completion of the Committee process. For Ex Gratia payments, the
Human Resources Manager will assess the case. Where necessary, the line
manager concerned may be asked to provide additional information about
individual cases. The outcome will be formally notified in writing to the
researcher at the completion of the assessment process.
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5. Am I Entitled to Apply for Promotion?
5.1. Yes – all members of staff are entitled to submit an application for promotion as
part of the Annual Review process. However, please bear in mind that promotion to a
higher grade is not automatic; once you reach the top of the salary scale there is no
entitlement to automatically progress to the next grade.
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6. Eligibility Requirements for Promotion and Salary Award
6.1. UEA processes for salary awards and promotion apply to all research staff,
regardless of contract type and length. The decision tree below outlines key aspects
to consider when applying for promotion or salary awards.
6.3. It is not possible to detail here the different arrangements in place for each funding
body; however the School RIN Project Officer will be able to confirm the arrangements
in place for a particular grant and supporting RA appointment.
6.4. Line managers should check and receive confirmation from RIN on whether the
proposed award can be supported by the funder.
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Appendix
Indicative Job Descriptors for Research Staff
Research Associate Grade 6
Role Summary
Role holders at this level will be working under supervision/direction from a
more experienced PI, who will ultimately be responsible for the project. They
will draw on their experience of postgraduate research or equivalent work
experience to conduct studies which contribute to the research work of others.
This may typically be a training grade or first post-graduate research
appointment.
They will generally be involved in data generation and/or collection and
interpretation using standard and well-defined methods developed by others,
or developed by them with support/direction from an experienced colleague.
Role holders will be provided with academic and pastoral support (including
guidance on realistic career opportunities) within the School and training will
be available designed to develop their competencies and ability to take on a
wider range of responsibilities.
Role Responsibilities
Contribute effectively to the research programme of the School under the
guidance of a more experienced academic PI.
Use their initiative and creativity to analyse and interpret research data and
draw conclusions on the outcomes.
Co-ordinate their own work with that of others, deal with problems which
may affect the achievement of research objectives and contribute to the
planning of the project(s).
Present information on research progress and outcomes to groups
overseeing the research project and in wider School-based fora such as
research seminars.
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Write up results from their own research activity and contribute to the
research project’s dissemination, in whatever form (report, papers,
chapters, book, conference posters and presentations).
Ensure that personal knowledge in relevant fields of study is kept up to date.
May participate in activities to achieve engagement with research and/or
impact beyond academia.
Use research resources (including, where required, laboratories,
workshops and specialist equipment) appropriately.
May provide advice and demonstrate techniques to students in their
discipline.
May work with other researchers in a team and actively participate in the
work of the team.
Will liaise with research colleagues and support staff on day-to-day issues.
May provide help and guidance as required to any support staff and/or
research students assisting with the research.
Will be starting to develop internal and external contacts with researchers
in related areas of study, in order to assist the work of their research
project(s).
Person Specification
Criteria Essential Desirable
Education, Experience and
Achievements
Graduate level qualifications in relevant subject with subject knowledge in the relevant area and some research experience.
A relevant postgraduate research degree or equivalent professional qualification/experience or be working towards one.
Skills and Knowledge
Demonstrable communication
skills in English language.
Good IT skills in Microsoft
Excellent report writing and
presentation skills.
Good time management and
organisational skills.
Good interpersonal skills.
Ability to interpret results
gathered by others
Advanced skills directly
related to their research
project
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Well-developed analytical and
practical skills in subject area
Sufficient breadth and depth
of specialist knowledge in the
discipline to work within their
own area.
Personal Attributes
Ability to communicate complex information clearly, both orally and in writing Ability to work collaboratively with colleagues and students Ability to use initiative, and apply creativity, to solve problems that are encountered in the research context Ability to organise their own time and work, to meet deadlines, and manage competing priorities
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Senior Research Associate Grade 7
Role Summary
Role holders at this level will be experienced professional researchers and subject
specialists, drawing upon knowledge gained from postgraduate research and/or
working within a Grade 6 RA role. They will be line managed by a more experienced
member of the School, normally the Principal Investigator. Posts at this grade will differ
from those at Grade 6 principally by the degree of responsibility involved and/or the
amount of academic initiative expected. The work is likely to produce independent,
original contributions to the subject area.
They will be associated with a particular project (or projects) and will contribute ideas,
and/or enhancement of techniques or methodologies. They will be expected to do
some writing for dissemination as appropriate to the role. While working under
supervision, they will also be expected to plan and manage own research activity in
collaboration with others and take significant initiatives in their work, consulting with
the Principal Investigator over the details of the project.
They may contribute to the School’s teaching, through supervision of projects,
overseeing practical classes, or taking small group tutorial classes. They may work
within teams and should contribute to the academic life of the School through
participation in research seminars and contribution to appropriate School meetings.
They will be provided with academic and pastoral support within the School (including
guidance on realistic career opportunities) and training and development activities will
be available. These will be designed to develop their competencies and ability to take
on a wider range of responsibilities.
Role Responsibilities
Although working under the general guidance of a more experienced
academic or Principal Investigator, they will contribute ideas, including
enhancements to the technical or methodological aspects of the study, to
the research project, thus providing substantial ‘added value’.
Determine and deploy appropriate methodologies for research, with advice
and support.
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Assess research findings in relation to the need/scope for further
investigations.
Write up their own research work for publication, with appropriate support,
in respected journals or equivalent and/or contribute as a team member to
more significant/important publications.
Present research findings, either at conferences or seminars appropriate to
the discipline.
Contribute to grant applications submitted by others, or as CO-I
May (consonant with the terms of their funding) contribute to the teaching
of students in the School, usually within their own field of expertise and
knowledge of research methods.
May be involved in the supervision, with guidance, of final year
undergraduate/taught postgraduate research projects as well as the day-
to-day supervision of PhD students.
May be responsible for the supervision of Grade 6 Researchers, or
technical staff.
May (consonant with the terms of their funding) identify personal research
objectives, develop a plan for personal research and initiate research that
leads to the development of knowledge and theoretical understanding.
Begin to write, with appropriate support, bids for individual research
funding.
May begin to referee for external bodies.
Participate effectively in activities to achieve engagement with research,
and/or impact beyond academia.
Where the research topic permits, begin to develop entrepreneurial or
collaborative links either with external organisations or with in-house
companies.
Where appropriate, and with support from RIN, register patents to protect
intellectual property.
Actively develop their own research network with researchers in other
institutions, nationally and internationally.
Communicate with users of, and communities relevant to, the research and,
as appropriate, the subjects of their research.
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For career development purposes, before considering promotion to Grade 8, a fully
competent researcher at Grade 7 is likely to be able to demonstrate the following:
ability to make original and independent contributions to research projects;
ability to provide services to clients across a wide range of application areas if
appropriate;
ability to organise and supervise a project team, if appropriate;
ability to provide advice to colleagues in the research specialism;
ability to prepare proposals and negotiate contracts with little supervision,
where relevant/appropriate to the subject area;
effective participation in policy matters related to own research setting - ability
to communicate effectively the results of his/her own research to both
specialists and non-specialists.
Person Specification
Criteria Essential Desirable
Education, Experience
and Achievements
A relevant postgraduate
research degree or equivalent
professional experience in the
research area
Proven post-graduate
knowledge of the discipline
Significant previous
experience of independent
research
Presentations at conferences
and some publications in
respected journals or
equivalent in the field
A relevant postgraduate research degree or equivalent professional qualification/experience.
Skills and Knowledge
Demonstrable communication
skills in English language.
Good IT skills in Microsoft.
Excellent report writing and
presentation skills.
Advanced skills directly
related to their research
project
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Good time management and
organisational skills.
Good interpersonal skills.
Initiative in planning research
Detailed subject knowledge in
the research area.
Specialist knowledge and
practical skills capable of
leading to independent,
original contributions to the
subject area.
High-level analytical skills.
Full awareness of the ethical
issues involved in the
research.
Personal Attributes
Ability to communicate complex information clearly, both orally and in writing.
Ability to stimulate and encourage the commitment to learn in others.
Ability to use initiative, and apply creativity, to solve problems that are encountered in the teaching and/or research context.
Ability to work collaboratively with colleagues and students.
Ability to organise their own time and work, to meet deadlines, and manage competing priorities.
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Research Fellow Grade 8
Role Summary
Role holders at this level will have substantial experience of research. They will initiate
and take responsibility for some research projects and may themselves be Principal
Investigators. They will be involved in administration relevant to their projects (e.g.
helping to prepare bids for research funding), managing, and training, mentoring and
supporting other researchers and monitoring research budgets.
They will be expected to undertake research individually and/or collectively and to
advance the state of knowledge and understanding within their particular area of
expertise. They will be publishing regularly in high quality outlets. They are likely to
provide some teaching support for the School (consonant with the terms of their
funding).
They will be expected to be establishing an emerging reputation within their particular
research field and academic discipline and be developing and demonstrating
intellectual independence.
The principal distinctions from Grade 7 to Grade 8 are likely to be an emerging
external reputation for research at a national and perhaps international level, and the
ability to negotiate and attract funding, alone or within teams, as appropriate to the
discipline
Role Responsibilities
May supervise research associates and/or senior research associates and will
help to co-ordinate the research projects within the School.
May be an external examiner for research students and are likely to interact
with their own students’ external examiners.
Likely to operate across the Faculty (or cognate Faculties) to help build strong
interdisciplinary research alongside other academic staff.
Contribute to research objectives and potential funding sources, and write bids
for funding.
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Play a leading role in research teams to which they belong, including
progressively larger and/or more complex projects, or as an individual
researcher in their specific research area.
Play a major part in the successful dissemination of their (or the team’s)
research findings, presenting at conferences and contributing substantially to
publications.
Produce publications of at least national quality and with some evidence of
potential international quality, as appropriate to the discipline.
Ensure intellectual rigor and adherence to ethical standards in the projects for
which they are responsible.
Help colleagues to interpret data, to manage competing priorities, and to
develop their own research skills.
Ensure that knowledge and methodological/technical skills in their own, and
related, areas of scholarship are extended and inform research activities.
Monitor and, where appropriate, manage research resources (e.g. time,
materials, finance, laboratory space, equipment) effectively.
May play an effective leadership role in mentoring early career colleagues and
co-ordinating the work of research and other staff.
May effectively supervise research students to graduation, and take
responsibility for their training.
May, where appropriate, participate in the selection of staff working on their
own projects, take on some specific management responsibilities within the
School and become involved in University governance (e.g. hearing complaints
from research students, representing the School on Faculty committees).
Actively engage in the daily working life of the School, behaving as a role model
for others.
Contribute (consonant with the terms of their funding) to the teaching of the
School (e.g. giving lectures in their specialist area, supervising final-year
undergraduate projects and doctoral students, taking small group classes,
participating in short course teaching or workshops to update professionals).
Play an active part in research networks, develop contacts with external bodies
including funding bodies, and actively seek out and develop opportunities for
interdisciplinary research.
Referee grant proposals for external bodies.
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Present at leading /international conferences and invited talks.
Contribute to School meetings.
Contribute to the development of activities to achieve engagement with
research, and/or impact beyond academia.
Takes a leading role in developing entrepreneurial or collaborative links either
with external organisations or with in-house companies, where appropriate.
Person Specification
Criteria Essential Desirable
Education, Experience
and Achievements
A relevant postgraduate research degree or equivalent professional qualification/experience In-depth subject knowledge in their areas of scholarship with well-developed technical and methodological skills Strong publication record for the discipline, showing evidence of work of national quality.
Skills and Knowledge
Experience in designing and delivering research projects.
Personal Attributes
Ability to assess and evaluate concepts/theories in order to develop original solutions and particular knowledge of, and expertise in, research methodologies appropriate to their area of scholarship. Ability to provide effective leadership to small research teams. Ability to contribute to broader organisational and management processes and to provide leadership, co-ordinating the work of other staff, and supervising the work of research students and/or final year undergraduate projects.
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Senior Research Fellow Grade 9
Role Summary
Role holders at this level will have extensive experience in research and research
management. They will normally be Principal Investigators, leading collaborative
research bids and research teams or driving forward innovative research themselves.
They may be involved in scholastic projects (e.g. editing journals and academic
books), and/or be making a significant leadership and/or management contribution
within their school or the wider University, and be participating in national/international
academic networks and conferences.
Role holders at this level will be independent researchers and will have an
international or established national reputation within their academic discipline
generally and research field in particular combined with the proven ability to manage
large-scale projects.
They may have direct line management responsibility for research staff, and often
some technical/professional services staff. They will play an active part in their
national discipline groups and possibly in the operation of the appropriate Research
Council(s) or other funding bodies.
Role Responsibilities
Proactively identify research projects to be carried out individually or with
collaborative partners.
Take responsibility, either individually or in collaboration with others, for
preparing bids for research funding.
Contribute to the development of research strategies within the School/Centre.
Oversee and manage research projects, providing leadership, resolving
disagreements, and taking responsibility for their overall success.
Take a leading role in the international dissemination of research findings,
taking primary responsibility for the writing up of research for publication and
exploring opportunities to demonstrate research impact.
Be lead author of publications of international quality.
Help to create networks of researchers and opportunities for less experienced
colleagues, advising them on possible sources of research funding, providing
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expert advice on their projects, and generally overseeing the development of
their careers.
Take an active role within specialist networks outside the University and share
their expertise with the wider academic community.
Actively participate in the development of the School’s research strategy,
making a significant contribution to its research reputation and income.
Where appropriate, take a leading role in developing entrepreneurial or
collaborative links either with external organisations or with in-house
companies.
Take on administrative duties and participating fully in the daily working life of
the School, behaving as a role model for others.
Contribute to the professional development of other staff.
Contribute to School planning and development processes.
Take on and deliver leadership roles within the School or Faculty (consonant
with the terms of the funding).
Be knowledgeable about, and play a part in, wider University structures beyond
the School (e.g. on Faculty committees, Senior Adviser, Research Director).
Effectively represent the School in external relations as required.
Participate, as appropriate, as a subject expert in consultancy and advisory
arrangements, and/or legal proceedings.
Are likely to sit on national grant awarding bodies or research committees.
May undertake some teaching relevant to their specialism.
Person Specification Criteria Essential Desirable
Education, Experience and
Achievements
A relevant postgraduate research degree Extensive experience of successfully initiating, designing and implementing research projects. Extensive specialist knowledge in their areas of scholarship Nationally recognised authority in subject area
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Lead author of publications that are of international quality. An international reputation for the quality of their research with clear evidence of progress. Evidence of their effective support for less experienced researchers (e.g. through mentoring, group leadership, providing encouragement to others in their research area). Collaborations with scholars outside the School and University.
Skills and Knowledge
Experience in designing and delivering research projects successfully.
Personal Attributes
Ability to assess and evaluate concepts/theories in order to develop original solutions and particular knowledge of, and expertise in, research methodologies appropriate to their area of scholarship. Ability to provide effective leadership to research teams. Ability to contribute to broader organisational and management processes and to provide leadership, co-ordinating the work of other staff, and supervising the work of research students and final year undergraduate projects. Experience of successfully developing/mentoring less experienced research staff.
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Professorial Research Fellow Grade 10
Role Summary
Role holders at this level will have evidence of their outstanding, distinguished
contribution to the discipline through publications, creative work and other
appropriate forms of scholarship along with substantial experience of research
leadership and related management/administration. Their expertise will be widely
recognised within the academic community internationally and they will have
made recognised and significant contributions to the developing knowledge and
understanding of their research area. Possession of a world-class reputation and
University-wide research management remit are likely.
Professorial Research Fellows will have responsibilities for the initiation,
development and overall management of significant research programmes and
be seen as leading figures in their field, and on a par with Academic colleagues
at Professorial level. This role will typically require significant leadership or
management contributions, usually within the School but sometimes in the
University more widely (consonant with the terms of the funding).
Professorial Research Fellows and will be in contact with academic staff within
the School and beyond on a regular basis. They will have significant contacts
with senior members of the Faculty and/or University, both academic and
professional services and will represent the University with external research
bodies such as government agencies, research funders, and industrial partners.
Role Responsibilities
Plan and lead the successful implementation of research activities and
programmes of international repute in their subject area ensuring that
outputs meet School and/or Faculty expectations.
Manage effectively the teams and other resources needed to deliver their
approved research plan.
Lead major funding bids, which successfully develop and sustain research
support for their research area.
Advance the reputation of the School and University in their research area.
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Provide effective intellectual leadership in acquiring, analysing and
interpreting research data, using techniques, models and methods selected,
developed, refined or devised for this purpose.
Publish research results making international impact.
Provide expert advice, mentoring, motivation and support on research
issues for other academic staff within the School.
Participate actively in the development of the School’s research strategy,
specifically in the area of their expertise and/or more generally.
Lead successful research/collaborative partnerships with other educational
institutions or other relevant bodies.
Contribute effectively to School/Faculty/University committees and/or
working groups.
Take positions of responsibility within the School/Faculty/University.
Lead significant initiatives to achieve engagement with research, and/or
impact beyond academia.
Membership of international research committees and policy making bodies
Undertaking teaching relevant to their specialism, where appropriate.
Person Specification Criteria Essential Desirable
Education, Experience and
Achievements
A relevant postgraduate
research degree.
Extensive experience of
successfully initiating,
designing and implementing
research projects.
Extensive specialist knowledge
in their areas of research.
Internationally recognised
authority in subject area.
Lead author of publications
that are of international quality.
Possession of a world class
reputation for the quality and
significance of their research
work.
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Skills and Knowledge
Ability to assess and evaluate concepts/theories in order to develop original solutions and particular knowledge of, and expertise in, research methodologies. Ability to provide effective leadership of research teams. Ability to contribute to broader organisational and management processes and to provide leadership, co-ordinating the work of other staff, and supervising the work of research students. Depth and breadth of knowledge in their academic discipline, which supports the development of new knowledge and understanding in the field. Experience of managing research funding or other resources (as appropriate for the discipline). Knowledge of University policies and procedures and of the issues in the higher education, research and political context.
Personal Attributes
Ability to act as a professional role model to other staff, in relation to research and/or management activity. Ability to lead and motivate colleagues effectively.
Issue date December 2020
Status Final
Review frequency Bi-annual
Next review date December 2022
Equality impact assessment undertaken n/a
Author J Evans
Document reference Research Staff Annual Review Handbook
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