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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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Potential to mentor less experienced research staff successfully

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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