Support for researchers

Welcome

The University has an international reputation for excellence in research, and our research staff make a significant contribution to the strategic ambitions of the University. Within our diverse and international community, we help our researchers reach their potential and make a difference globally. We are strongly committed to supporting the well-being and professional development of our research staff, viewing researcher development as a partnership and so we encourage all research staff to take responsibility for their own personal, professional and career development. Supported by your manager, professional development colleagues and mentors, your development and career progression is in your hands and we encourage you to gain the additional skills and experience that are offered to you and that will allow you to reach your full potential and achieve your ambitions.

These webpages will provide you with all the key information that you need to know about the University and the support that we provide. Please take time to become familiar with them.

I wish you a productive, rewarding and enjoyable time here, and every success in your future career.

Professor Adrian Williams, Dean.

Useful links

Information for managers of researchers

Researcher Development Concordat

HR Excellence in Research

Induction

The University is committed to helping you to make a productive start in your new role, through an induction programme that covers three levels.

Local induction at School / Department level

This may be an organised programme, or a thorough introduction to the School / Department research environment, key personnel, and facilities from your manager.
Local induction checklist

University Induction module specifically for research staff

This helpful on-line module (that takes around 40 minutes) will provide key information on:
The wider university research environment and community,
The Researcher Development Concordat, which sets out your entitlements and responsibilities as a member of research staff at the University,
Performance management, including progress reviews, reward and promotion pathways,
Support for your professional and wider career development.

Central University Induction for all new staff

Get to know more about the University; its history, strategic plan, organisation, staff networks and key people.

Read more about induction

Reward and promotion

The University of Reading has numerous opportunities for reward and promotion available to researchers.

Probation

All newly appointed research staff will, unless otherwise agreed, be subject to six-months probation.
This to ensure you are aware of what is expected of you and that any issues that arise are resolved at an early stage.
Your PI / manager will meet with you to discuss and agree probationary objectives.

Expected Behaviours

The University's Values for Working Together and the Professional Behaviours explain the ways in which we can most productively work together.
Visit our values and behaviours page.

Research Integrity

Quality, ethics and good governance are firmly embedded in our research ethos and culture. Our commitment to these values is set out in the University's Code of Good Practice in Research.
An important aspect of good research practice is rigorous research data management. More information can be found on our Research Data Management page.
The University is also a signatory to Universities UK's Concordat to Support Research Integrity which seeks to provide a comprehensive national framework for good research conduct and its governance.
More can be found at our research integrity page.

Performance Development Review (PDR)

The PDR is an annual review process, which is underpinned by on-going dialogue during the year between you and your line manager,
It should provide clarity on what’s expected of you, review your contribution, and consider your professional and career development plans, ensuring you strike a balance between the immediate needs of the research project and your career development planning.
More information about the Performance and Development Review.

Reward & Promotion

The University encourages, recognises and values the commitment and achievements of all staff. Read more about the variety of reward and recognition opportunities.
The University is keen to promote staff who have consistently performed well to encourage staff motivation, engagement, and retention.
There are specific criteria for research staff for promotion from Grade 6 to 7.
- In particular, the proposal should detail the ways in which the candidate has demonstrated independence as a researcher.
- Post holders will have demonstrated a degree of independence as a researcher and be expected to make significant contributions to the writing of grant proposals;
- Post holders will be making significant contributions to research outputs of international quality and will contribute to gaining substantial external research funds;
- Post holders are normally expected to manage research projects and supervise teams, including other researchers, technicians, clerical staff and research students, providing expert advice and guidance;
- Post holders may be expected to make a significant and sustained contribution to strategic developments in science of national/international importance.
- For further information see the HR web site.
- Research Staff on Grade 7 seeking promotion to Grade 8 see Academic Promotions.
Promotion does not depend on funding being available in the research grant funding your salary. If funding is not available, the salary increase must be covered by the School or central University.
Promotion from Grade 7 to Grade 8 is achieved through the Personal Titles process.

Wider Research Community

Research at the University is led by the Pro-Vice-Chancellors for Research and Innovation - Professor Parveen Yaqoob and Professor Dominik Zaum.

There are four Research Deans, who oversee each of the four research themes:
- Agriculture, Food and Health
- Environment
- Heritage and Creativity
- Prosperity and Resilience
Under these themes sit 36 research divisions.
Talk to your PI about joining a research division, and about details of other School-based networks, seminars and forums.
Reading has approximately 350 research staff (postdocs, research fellows, research assistants).
You can also get involved in the wider research staff community by joining the Research Staff Committee (RSC), which provides a forum for issues of general concern to all research staff.
The Chair of RSC attends key committees, giving research staff the opportunity to shape research policy and raise key matters.
More information about the Research Staff Committee.

End of Contract

The University has specific legal duties in regard to termination of fixed-term contracts. You should speak with your PI / Manager or your School HR Advisor about these.
When your contract is in the later stages, you can register for relevant Jobalerts, which are advertised on the University website.

Managing your career

You are under pressure to deliver your research, write papers, be published, present at conferences and supervise students, amongst other things. The last thing you have time for is to plan your career. However if you have the ambition to make it to the top in research then you need to plan your career in advance. If you aren't sure that academia is your future, you need to plan a change of career at least a year before your contract ends. This section gives you some options to help you manage your career.

You can use this Career Support for Research Staff handout to help you think about your career goals and identify the actions that you can take in order to achieve those goals.

The many skills you develop in your work as a University researcher are valuable for your future employability. You can document new skills as you acquire them, and seek out new training and development opportunities. Vitae's Researcher Development Framework is a great resource to use to map your skills and work out how to develop them further

Research Staff Committee

The University of Reading Research Staff Committee (RSC) provides formal representation for research staff within the University. We meet once a term to discuss issues raised by research staff and act as a forum for issues of general concern to all Research Staff. The Chair of the RSC sits on the University Research Committee (URC) and the University Board for Research and Innovation (UBRI). The RSC therefore has a route directly into these influential committees to raise matters salient to Research Staff. Recent RSC activity includes contributing to the development and implementation of the action plan for our accreditation for the HR Excellence in Research Award (HREiR), which the University has held since the introduction of the award in 2010. It also organises the Research Staff Conference in collaboration with People Development.

Any member of the University's Research Staff can propose agenda items via committee members. Whilst we cannot necessarily champion individual issues, we can offer advice on appropriate sources of help and information. The aim of the RSC is to have representation from each School. Membership is on a self-elected basis, where a member of Research Staff has expressed an interest in joining.

Training and Professional Development

There are many professional development opportunities for researchers at Reading.

Entitlements and responsibilities under the Researcher Development Concordat

Research staff need time, opportunity and support to enable them to develop to their full potential through:

A minimum of 10 days professional development, pro rata, per year,
Further time to enable you to develop your research identity and broader leadership skills,
Professional advice on career management, across a breadth of careers
You should take advantage of these opportunities in order to take ownership of your career

Examples of professional development

Less experienced researchers might benefit from training on topics such as specific research methodologies, University research best practice, seeking funding for research, or managing one’s digital presence. You can sign up for a range of research specific courses on UoRLearn, by browsing through the RESEARCH category.
More experienced researchers might present at specialist summer schools, lead research group meetings, be seconded to other research groups / non-academic organisations, or participate in public engagement, knowledge exchange, and/or commercialisation activities.
To further develop research identity, researchers might engage in teaching, conference organisation, writing and submitting grant proposals, and managing budgets, as well as broader leadership development programmes. The University runs a leadership programme specifically for people who lead projects, collaborations, groups or initiatives, without having formal line management responsibility, which is called Leading Through Influence.

Further development opportunities

Mentoring

– If you are new to the University, mentoring can help you to become effective by helping you understand the context of your role within your School and wider University.

– It can also help to support your broader career aspirations by providing encouragement and advice for your research career plans and activities.

Aims for mentoring new Research Staff:

To provide a confidential professional relationship to support researchers through their induction period.
To enable them to develop into independent researchers.
To provide a source of help and advice on all aspects of their professional role.
To help in identifying and planning personal development.
To provide a 'critical friend' outside the management framework.
To help them to achieve an acceptable balance between meeting the demands of their current post and developing their career.

Your School should operate a mentoring scheme for Research Staff. Contact your Senior Academic Lead for Research Staff or Executive Support within your School if you have not been offered a mentor.

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Supporting Research Staff