Concordat to support the career development of researchers

The University of Leicester has taken a number of concrete steps to implement the principles of the Concordat to Support the Career Development of Researchers, and review of progress against our Concordat Action Plan is now firmly embedded within core structures and practices.

The University was awarded the European Commission ‘HR Excellence in Research’ award in recognition of its commitment to its 2011-2013, 2013-2015, and 2015-2017 Action Plans. From March until September 2017, the University of Leicester conducted an internal review of current provision against the principles of the Concordat. The review of progress against the University of Leicester Concordat Action Plan 2015-2017 has been undertaken via a number of consultation mechanisms and strategic interventions, including:

  • Task and Finish Groups
  • data from the Staff Survey (2016), the Careers in Research Online Survey 2017 (CROS), and the Principal Investigators and Research Leaders Survey 2017 (PIRLS)
  • feedback from workshops and attendance at departmental meetings throughout 2015-2017
  • qualitative data from focus groups throughout 2015-2017
  • the Doctoral College briefing meeting for research staff in June 2017
  • briefings to all academic departments on the implementation plan for the Doctoral College over Spring and Summer 2017

Concordat Action Plan 2017-2019

Our focus for the period 2017-2019 is co-ordinated by the Doctoral College and will:

  • identify fellowships and other routes to research independence
  • support the embedding of appraisal and emphasise its role in career planning
  • diversify the availability of careers support through coaching, mentoring, peer support, PI development and web resources
  • disaggregate research staff only data from emergent initiatives
  • maintain an evidence-based approach to researcher development

Success measures

Our success measures will be:

  • the number of early career researchers starting and developing their research career at Leicester on fellowships and strategic investments (at least ten per year)
  • 70% of Staff Survey respondents implement a development plan and managers assist in addressing learning and development needs
  • 90% of Staff Survey understand expected standards of behaviour and performance
  • 75% of CROS 2019 respondents agree that staff are treated fairly across the protected characteristics, and have the same opportunity to develop as other staff groups
  • 5% increase in recognition and value across a range of professional contributions
  • 60% of Staff Survey respondents are able to contribute their views at a departmental level
  • evidence of the transferability of researchers’ skills in academic and non-academic environments
  • retention of the HR Excellence in Research Award
  • a strong Environment Statement in REF 2021
  • success in gaining and retaining Athena SWAN accreditation and other EDI Charters as appropriate

Concordat documentation