How are we implementing the Concordat Principles at LJMU?
In recognising and supporting the Principles of the Concordat, a Concordat Task Group (CTG) has been established to oversee and advise on embedding the Concordat within LJMU. The CTG is chaired by the University's Pro Vice Chancellor for Research, Scholarship and Knowledge Transfer and includes researcher representation alongside staff from the Graduate School, People and Organisational Development, Research and Innovation Services and the Leadership and Development Foundation. The CTG reports directly to the University's Research, Scholarship and Knowledge Transfer Committee.
The following documents show the evolution of the activities of the CTG and its strategy for 2016-18:
- LJMU Concordat Action Plan and Implementation Strategy 2016-2018
- LJMU HR Excellence in Research Award 4-year institutional review (August 2016)
- LJMU Review of the Concordat Implementation Plan 2014-2016 (August 2016)
- LJMU Research Concordat Implementation Plan 2014-2016
- LJMU Concordat Implementation Summary and Action Plan 2010
Further information on the Concordat
The Concordat to Support the Career Development of Researchers can be downloaded from the Vitae website.
Vitae have also developed a series of targeted briefing papers aimed at higher education professionals involved in implementing the Concordat principles. Senior managers, People and Organisational Development specialists, senior managers, career specialists, research managers and researchers can download the briefing papers.
For further information on the work of the Concordat Task Group please contact Dr Victoria Sheppard.
Principles of the Concordat: provide a framework of good practice for the management of all researchers and their careers
Recruitment and selection
1. Recognition of the importance of recruiting, selecting and retaining researchers with the highest potential to achieve excellence in research.
Recognition and value
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.
Support and career development
3. Researchers are equipped and supported to be adaptable and flexible in an increasingly diverse, mobile, global research environment.
4. The importance of researchers' personal and career development, and lifelong learning, is clearly recognised and promoted at all stages of their career.
5. Individual researchers share the responsibility for and need to pro-actively engage in their own personal and career development, and lifelong learning.
Diversity and equality
6. Diversity and equality must be promoted in all aspects of the recruitment and career management of researchers.
Implementation and review
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.