Action taken as a result of previous surveys
You said |
We did |
| Fixed term contracts are a source of anxiety. | We expanded the NDS Training Fund to include provision for staff who were coming to the end of their contracts to support them in securing their next role. We are also looking to launch our new fixed-term contracts policy in 2026. |
| The split-site nature of the department hinders communication and integration. | We ran the NDS logo competition to strengthen departmental identity and created the new staff gateway, where all departmental information can be easily accessed. We have also introduced free lunches on the first Tuesday and Wednesday of every month to encourage people across our sites to come together. |
| The department needs to offer more career development support. |
We created the career development section of the staff gateway and compiled resources on regrading, training and mentoring information. We've delivered events such as the In Dicussion with Funders panel discussion and developed. We've established grant application panels to support researchers in strengthening their funding proposals. We've developed a series of 'skill share' sessions to support the continued development of skills within the department. The department established the ASCEND Network, a cross-divisional network support women in mid- and senior-level research roles to develop and progress in their careers. |
| "Revamp PDR exercises to make it more attractive and useful to both parties doing the exercise." | We have launched a new CDR process in 2026 that aims to support more focused and effective career conversations for staff. |
| "[More] line management skills and experience." | We have developed a bespoke people-centred management course, delivered by Aspire Leadership. The pilot, which ran in 2025, received overwhelmingly positive reviews. The programme is now in its second year and is being delivered jointly by NDS and RDM. |
| "Facilitate more cross-departmental interactions." | More work has been undertaken with Oncology, including the cross-departmental mentoring scheme (which has resulted in over 40 mentoring matches) and the Wellbeing Support Service. |
| Multiple expressions of interest in mentoring and further career development support. | In 2021, only 22% had been mentored. Since then, we've launched our mentoring scheme, RECOGNISE. One participant said of the scheme: 'I just feel more motivated to find what is best for me moving forward and not what is better for everyone else.' Approximately 40% of staff have reported being mentored in the 2024 survey. |
| "[P]rovide more opportunities for researchers and early career investigators to […]develop their own research program." | We've launched grants and fellowships panels, which provide feedback to researchers on applications they're looking to submit. |
The 2026 survey is currently open and will close on Friday 8 May. Look out for your link to complete the survey from Jisc Surveys.