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HR Excellence in Research

Edge Hill University has recently been re-awarded the European Commission’s ‘HR Excellence in Research Award’.

The award acknowledges alignment with the principles of the European Charter for Researchers and Code of Conduct for researcher recruitment. The process incorporates both the QAA Code of Practice for Research Degree Programmes and the Concordat to Support the Career Development of Researchers.

To gain the HR Excellence in Research Award Edge Hill University undertook  a comprehensive Gap Analysis exercise in order to generate a 2-year action plan (2018-2020), based on the Concordat Principles, to enable continuation of good practice and facilitate improvement in areas identified as needing development. This exercise was recently repeated to generate an action plan for 2021-2023.

The Gap analyse exercise, led by HR, has been undertaken in collaboration with key stakeholders across the University using a blend of focus and special interest working groups and 121’s involving; the Pro-Vice Chancellor for Research, the Research Office, Centre for Teaching and Learning, Deans of Faculty and research active staff at early to mid-career.

The subsequent action plan has been aligned with staff policies and will be fully integrated into the University’s forthcoming Human Resources Strategy. The University’s Academic Career Development Working Group will oversee the implementation of the action plan.

Download the Action Plan

What are the Concordat principles?

The Concordat sets standards for the career management and conditions of employment of researchers employed by HEIs on fixed-term or similar contracts and funded through research grants or analogous schemes. It has been used as a general reference point for good practice across the UK higher education sector. The Concordat is based on 7 principles, which the University must demonstrate.

  • Principle 1:Recognition of the importance of recruiting, selecting and retaining researchers with the highest potential to achieve excellence in research.
  • Principle 2:Researchers are recognised and valued by their employing organisation as an essential part of their organisation’s human resources and a key component of their overall strategy to develop and deliver world-class research.
  • Principle 3:Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment.
  • Principle 4:The importance of researchers’ personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career.
  • Principle 5:Individual researchers share the responsibility for and need to pro-actively engage in their own personal and career development, and lifelong learning.
  • Principle 6:Diversity and equality must be promoted in all aspects of the recruitment and career management of researchers.
  • Principle 7:The sector and all stakeholders will undertake regular and collective review of their progress in strengthening the attractiveness and sustainability of research careers in the UK.
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