1 / 11

22 February 2012

Research and Innovation Portfolio Positioning for Growth: Research support services for academic staff and HDR students Alignment of Research Support Services Project. 22 February 2012. Research & Innovation Plan 2011-2015.

savannah-sargent
Download Presentation

22 February 2012

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Research and Innovation PortfolioPositioning for Growth: Research support services for academic staff and HDR studentsAlignment of Research Support Services Project 22 February 2012

  2. Research & Innovation Plan 2011-2015 Our Vision – “RMIT research and research training is global, partnered, embedded in the urban environment and making an impact on the world” RMIT has committed to significantly growing the scale and quality of research and research training over the next five years.

  3. Project summary to date • Project launch – Sept 2011 • Collection of information – Sept/Oct • Feedback from staff • Information regarding roles and responsibilities • Feedback from stakeholders • Communication to staff and stakeholders - Sept/Nov • Website • Newsletters, Emails & Articles • Development of ideas – Oct/Nov • Working Group meetings • Steering Committee meetings • Decision making – Jan/Feb 2012

  4. Feedback Staff and stakeholder consultation and feedback identified the following: Issues • lack of clarity relating to process • Processes too complicated or layered • unsure where they can get assistance • inequity between what is support is provided • academic leadership • management of research Positives • dedicated staff • initiatives egHDR Conference & travel funds, workshops • support for writing funding applications • increased awareness of ethics approval requirements

  5. Intended outcomes of this project Objectives • To provide high quality, streamlined and efficient research support to staff and HDR students. • To provide a high quality research services structure to professional staff. Outcomes Define and implement: • standard business processes for research support services • research support service level standards; and • clear and standardised research support staffing structure.

  6. Key decisions Research and research training related administrative processes owned by Research Office and SGR Research Office to: • identify best practice administrative business processes for research services support • clearly define, document and communicate central processes and service levels • Resource appropriately SGR to: • identify best practice administrative business processes for research training support • Clearly define, document and implement processes and service levels in conjunction with Colleges and Schools • Resource appropriately

  7. Key decisions Colleges will: • articulate their administrative support processes and service levels in response to the central processes • support the research leadership of Colleges Deputy PVCs (R&) through an administrative team HR will: • support the implementation of consistent accountabilities and classification where staff are undertaking similar functions. Research Office, SGR and Colleges together will: • implement a new Management Committee • strengthen/develop new informal networks

  8. What does this mean? • Lots of work identifying good practice, documenting and communicating business processes • Meeting with your colleagues to discuss and resolve shared issues • Review of Team structures • Review and update of position descriptions to ensure consistency and match to role requirements • Potential for a small number of changes in reporting line • Support for professional development Any changes to staffing will be made in accordance to HR policy

  9. Timelines DATE PROCESS

  10. Project governance Steering Committee DVC R&I and Vice-President, Daine Alcorn (chair) College Deputy PVCs R&I , Brian Corbitt, Denise Meredyth, Irena Cosic (Felicity Roddick) Dean SGR, Denise Cuthbert Executive Director – RO, Lois Fitz-Gerald Project Working Group Executive Director – RO, Lois Fitz-Gerald (chair) Director Research Support and Performance Adela McMurray College Senior Managers Research Tania Tambiah, Lorraine Bridger, Caroline Northwood Senior Manager, SGR, Susanne Tzamouranis Senior Advisor - Planning June Anderson

  11. Resources For information about the Project go to: http://www.rmit.edu.au/staff/research/ For more information about change processes go to: Managing Major Change Policy http://www.rmit.edu.au/browse;ID=9v5vj529y1691

More Related