Professional Documents
Culture Documents
Uni Action Plan
Uni Action Plan
Uni Action Plan
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Ethical & Professional Aspects Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Director Research
Examine potential mechanisms to assist researchers Support
in understanding commonly used contractual terms Services/Systems *
and conditions, such as guideline documents, help- Administrator
1.6 desk services, etc. 5(b), 5© Open Research
Explore mechanisms to streamline researcher
processes, including those relating to accountability Director Research *
1.7 and authorisation. 6(c) Open Support Services
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Evaluate effectiveness of implementation of the HR Director / HR
PDRS system for the research community, including Officer Research / HR
PI involvement in this system. PDRS system should Officer Training, *
include focus on future career development of Learning &
1.15 researchers. 11 (a), 11 (b) Open Development
VPResearch / HR
Identify mechanisms/opportunities to reward Director / HR Officer *
1.16 outstanding research performance. 11© Open Research
This document reflects the University of Limerick's Instiutional HR Stragegy and Action Plan based on analysis of the University of Limerick's practicies against the European Charter for
Researchers and the Code of Conduct of Recruitment of Researchers.
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Gap Anylysis
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(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Recruitment Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Review advertisements to ensure that requirements
are in line with the role, ensuring that they are
correctly labelled and in line with appropriate salary *
2.5 scales. 13 (b) Open HR Officer Research
Working Conditions & Social Security
Develop the recognition of researchers by reviewing
the access researchers have to participate in
relevant decision making bodies within the 22 (b); 35 (a); VPResearch / HR *
University of Limerick. Take appropriate action as a 35 (b); 35 (c); Director / HR Officer
3.1 result of this review. 36 (e) Open Research
Ensure all relevant policies/research support
initiatives are communicated clearly to research
staff and PI’s through a series of briefing
sessions/training initiatives. Review policies
annually, taking best international practice into
account.
o Research Careers & Development Framework
o Research Contract Management Policy *
o Job Evaluation for Researchers 13. (c) ; 21 (b);
o Research Role Profiles 21 (d); 22 (c);
o Career Support Seminars / 1-1 Career Coaching 25 (d); 25 (e); HR Officer Research /
o Research Recruitment Policies 28 (a); 28 (d); HR Officer Training,
o Performance Development Review Process 30 (a); 30 (c) ; Learning &
o Intellectual Property Rights 31 (c); 33 (a); Development /
o Dignity & Respect Training 34 (d) Director Technology
3.2 Open Transfer Office
HR Officer Health &
Continue review of health and safety as part of the Safety / HR Officer *
3.3 HR Division’s ISO quality system 23 (a) Open Research
This document reflects the University of Limerick's Instiutional HR Stragegy and Action Plan based on analysis of the University of Limerick's practicies against the European Charter for
Researchers and the Code of Conduct of Recruitment of Researchers.
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Training Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
As a follow on from the Research Careers
Framework implement training to support both the HR Officer Research /
researcher and the supervisor in their roles. This 36 (a); 37 (a); HR Training, Learning *
should outline their roles/responsibilities and 38 (e); 40(a); & Development
4.1 supports available to them. 40 (d) Open Officer
HR Officer Research /
HR Training, Learning
Develop a mentoring/coaching scheme for 28 (g); 28(h); & Development *
4.2 researchers, particularly for early stage researchers. 36 (d); 37 (c ) Open Officer
HR Officer Research /
Provide training for PI’s in mentoring and managing HR Training, Learning
post-docs. Develop a briefing document for PhD & Development
*
supervisors to act as a guide in relation to Officer / Director
frequency of meetings, level of support required Research Support
4.3 etc. 40 (c ) Open Services
HR Officer Research /
Consider possibility of support for discipline-specific Director Research
4.4 training for researchers 23 (e) Open Support Services
Director Technology
Provide ongoing IP management training to Transfer Office/
research staff. Consider introducing specialist Director Research *
induction for social sciences / humanities including Support Services / HR
4.5 application of IP policies and rights. 31 (b) Open Officer Research
This document reflects the University of Limerick's Instiutional HR Stragegy and Action Plan based on analysis of the University of Limerick's practicies against the European Charter for
Researchers and the Code of Conduct of Recruitment of Researchers.
Gap Anylysis
Source
(Principal
Action Number and
Item Action
Number Action Item Reference) Dependancy Status Owner Year 1 Year 2 Year 3 Year 4 Year 5
Support the continued professional development of
research staff by developing and promoting a
comprehensive training schedule. Encourage
research staff to consider and plan for their future HR Officer Research, *
careers via the careers support seminars, one-to- HR Officer Training,
one coaching, PDR process and other initiatives as 38 (a); 38 (b); Learning &
4.6 may be deemed appropriate. 38 (c); 38 (g) Open Development
Review international research training initiatives HR Officer Research,
and adopt key learnings of this. Identify creative HR Officer Training,
ways to actively advertise and encourage take up of Learning & *
4.7 training initiatives. 23 (c ); 28 (f) Open Development