Research job family

First Appointment

The entry level is Associate Research Fellow (grade E). The expectations of staff at this level are summarised in the role profile for Associate Research Fellow.

Where there is a requirement for a candidates to have completed a PhD, Schools may advertise for a Postdoctoral Research Position. (The letter of appointment will refer to ‘Associate Research Fellow’). For research appointments in grade E, the starting salary will normally be at point 23, although appointments may be made above point 23 to reflect relevant experience and qualifications, recognising that a PhD is evidence of research competence as an independent researcher.  Please see the Salary scales for further information.

Progression to Grade F

The local Agreement for the implementation of the Framework Agreement at the University of Exeter includes the following provision for research appointments in grade E:

• It is recognised that grade E is an entry point for many people starting careers in universities. There will therefore be a focus on career development for future as well as current members of staff appointed to such roles in this grade with the aim of ensuring where possible that they have the opportunity for progression to grade F within a target period of 3 years. The normal expectation will be to progress incrementally through grade E to the contribution threshold of grade F within the development of the role referenced to job evaluation.

This means that Schools should be working with Associate Research Fellows, through the Performance and Development Review Scheme, supported by the University’s training programmes for researchers (which implement the University’s commitments under the Research Careers Initiative) to develop the competence and contribution of these staff so that, at the end of three years, they should be ready for consideration for roles at grade F or progression/promotion to grade F.

The Dean of College should assess whether the member of staff is ready for progression/promotion to a grade F role by reference to the Academic Role Profiles for staff in the Research Job Family. Deans are reminded that, under the agreement with the UCU, there is an expectation that staff fully meeting the role profile would be demonstrating an ability to perform at a higher level and they would be seeking promotion.  This means that staff should be fully meeting the requirements of the grade E profile and demonstrating a potential to undertake a grade F role. It is not necessary for a member of staff to be undertaking all of the duties in the grade F role profile before they progress to that grade. Similarly, account should only be taken of the range of activities which the member of staff is expected to undertake in their role .

If the Dean is satisfied that they should submit a written case for progression/promotion to grade F to their HR Business Partner (using form PD126) for consideration by the Director of Personnel & Staff Development. If the Director of Personnel & Staff Development is satisfied that the member of staff should progress to grade F, the employee will be re-graded to grade F. Normally these decisions should be taken to be effective from 1 August; if the progression/promotion is approved mid-year it will be effective from the 1st of the following month.

Appointment at Grade F

Experienced researchers may be appointed as Research Fellow (grade F). The expectations of staff at this level are summarised in the role profile for Research Fellow.

In preparing grant submissions, Colleges and Principal Investigators should be clear whether they are seeking to recruit an individual to their first postdoctoral appointment, in which case grade E would be the appropriate grade, or a more experienced researcher who is able to undertake a grade F role. Guidance on preparing grant submissions to allow for career and grade progression is available from Research Accounting in Finance Services.

Progression to Grade G

The Research Career Path (RCP) mirrors the performance measures of the Professional Development Programme for staff in grade F and acts as a gateway to progression/promotion to Senior Research Fellow (grade G). The ‘Initial Milestone’ indicates the level which a full-time Research Fellow (grade F) will normally be expected to have achieved three years following appointment to the grade. The ‘Further Milestone’ indicates the performance levels which a Research Fellow (grade F) will be expected to have demonstrated through sustained performance over a number of years for promotion to the grade of Senior Research Fellow (grade G). A full-time Research Fellow (grade F) will normally be expected to have achieved these targets five years following appointment to the grade. A Research Fellow (grade F) must have achieved both the initial and the final milestones for consideration for promotion. Where permanent appointments were made, the milestones form a career path for promotion to Senior Research Fellow (grade G); for fixed term appointments the milestones show the criteria for promotion in the event that the appointment is extended.

The Dean of College should assess whether the member of staff is ready for progression/promotion to a grade G role by reference to the Academic Role Profiles for staff in the Research Job Family and the Research Career Path. Heads are reminded that, under the agreement with the UCU, there is an expectation that staff fully meeting the role profile would be demonstrating an ability to perform at a higher level and they would be seeking promotion. This means that staff should be fully meeting the requirements of the grade F profile and demonstrating a potential to undertake a grade G role. It is not necessary for a member of staff to be undertaking all of the duties in the grade G role profile before they progress to that grade. Similarly, account should only be taken of the range of activities which the member of staff is expected to undertake in their role.

If the Dean is satisfied that they should submit a written case for progression/promotion to grade G to their HR Business Partner (using form PD126) for consideration by the line manager Deputy Vice-Chancellor. If the DVC is satisfied that the member of staff should progress to grade G, the employee will be re-graded to grade G and be re-titled Senior Research Fellow. Normally these decisions should be taken to be effective from 1 August; if the progression/promotion is approved mid-year it will be effective from the 1st of the following month.

Appointment at Grade G

Exceptionally, an appointment may be made at Senior Research Fellow (grade G) level (subject to funding approval via the SR1 process) provided the preferred candidate has satisfied the requirements of the Research Career Path. In such cases, the Dean of College should send the CV of the preferred candidate to the line manager Deputy Vice-Chancellor for approval to appoint at this grade.

Appeals

Employees in grades E and F may make an individual application for progression/promotion to their Dean of College, to be considered in accordance with the procedures outlined above. Where an individual application for progression/promotion is not supported following the application of these procedures, the employee may appeal. The appeal will be considered by a panel nominated by the University, normally comprising the Director of Research for the employee’s own College and two Directors of Research from other Colleges.

Progression to Grade H

For further details of the arrangements for progression/promotion to Associate Professor (grade H) and for making new appointments at this grade, please visit the Promotion Critera for Associate Professor.