Career Progression and Support for staff
Promotion within NDORMS
NDORMS promotion procedure aims to ensure that the Department and University offer promotion opportunities to staff taking account of the individual’s career profile and pathway.
Reward and Recognition Scheme
This annual scheme is for both Academic-Related and Support Staff and has two elements:
- An annual gathered field review, the ‘Awards for Excellence Scheme’, at departmental level, awarding incremental payments within a simplified framework (a non-pensionable lump sum to the value of one increment, or a pensionable advancement to the next point on the incremental scale);
- A ‘Recognition Scheme’, under which smaller, more timely awards (£200 before tax in all cases) can be made at departmental level to recognise ‘one-off’, outstanding contributions at any time of the year.
The purpose of the Awards for Excellence Scheme is to recognise staff contributions to the work of the University/Department and to reward exceptional individual contributions.
The scheme recognises contributions over and above your normal responsibilities and rewards employees who have performed well in all the key areas of their jobs, and have consistently demonstrated exceptional performance, significantly above that which might reasonably have been expected for their grade.
The purpose of the Recognition Scheme is to reward one-off contributions or examples of high performance by individuals or teams at any time (e.g. the delivery of an important departmental initiative, or an idea that leads to a saving or service improvement).
Nominations for the recognition scheme should be made by managers and consist of a brief case to the Head of Department.
For more information regarding the Reward and Recognition Scheme please contact the Personnel Team.
Regrading applications may be submitted at any time in the year. The request to regrade a post may arise from either the department or an individual. The documentation for all regrading applications should be agreed with the Head of Administration or equivalent prior to submission. The regrading process is the same for all staff currently in grades 1 - 9. Regradings for staff in grade 10 are considered by the Senior Appointments Panel.
Recognition of Distinction
Recognition of Distinction is a promotion exercise that takes place annually and invites academic and senior research staff to apply for the title of Professor. The exercise is announced on the website, staff bulletin and in the University Gazette.
The University also confers the title of Associate Professor (since 2014) and University Research Lecturer (URL) on senior postdoctoral scientists or fellows who have the academic standing expected of an Associate Professor.
For further information regarding the above exercises please contact the Personnel Team.
Support for Staff
Medical Sciences Division established a programme of peer mentoring circles in 2014. The scheme involves the formation of peer mentoring circles which will meet with a senior mentor four times a year and aims to support the development of Postdoctoral and Early Career Researchers across the Division by:
- encouraging self-reflection
- increasing networking opportunities through peer circles
- providing access to senior staff members outside of the researchers’ home department.
Mentoring is focused on long-term career development e.g. planning for the next stage for those on fixed term contracts. However, mentees are encouraged to consider all areas of their lives and if the mentees request focus on a particular area e.g. balancing childcare, we will attempt to facilitate this in our selection of peer circles.
If you are interested in joining the scheme please contact our Equality and Diversity Advisor.
The NDORMS Mentoring Scheme was implemented to support our academic staff in their career progression, specifically postdoctoral researchers. Mentoring is therefore an all-inclusive description of support for mentees orientation and professional development. More information about the scheme can be found here.
Personal Development Reviews (PDRs) offer an opportunity for all staff to step back from day-to-day pressures to discuss their role and responsibilities, reflect on the previous year's achievements and explore career progression. The annual PDR discussion is also a chance to gain feedback, identify objectives and priorities for the coming year, and consider development needs.
We hope that all staff find the PDR scheme a positive and valuable means of integrating your personal career development aspirations with the objectives of the Department and the wider University.
More information about PDR scheme can be found here.
Bullying and Harassment
We all have the responsibility and commitment to treat others with dignity and respect. My commitment as well as the Department's is to foster a zero tolerance policy on bullying and harassment, and I genuinely believe this to be the way toward a healthy, inclusive and supportive workplace.
To make all staff and students aware of our policy, we are improving information in the bulletin and our website regarding reporting systems on bullying and harassment; NDORMS has 5 B&H advisors who will listen and give support to anyone who feels they are being bullied or harassed.
You all have my full support and commitment to fight back against bullying and harassment.
With all good wishes,
Professor Andrew Carr
See the NDORMS Bullying and Harassment policy here.