26 September 2012

1. Research and Innovation PortfolioResearch Support & Performance Team – Implementing Positioning for Growth Recommendations – Response to Staff Feedback 26 September 2012

2. Link to achievement of the R&I Plan The Research Support & Performance Team aids the achievement of the R&I Plan by supporting: • the attraction of research income from a diverse range of sources – as traditional sources of research income reduce in size and become more competitive, RMIT needs to capitalise on its industry links and applied nature to build research income. External research income provides additional resources to fund the research effort, both human and equipment • research invoicing and monitoring of compliance to research agreements through simple, academic-friendly processes ensures research funds are able to be collected and used promptly • the building of academic capability by planning and coordinating research specific professional development activities. With increased academic capability comes increased quality and quantity of research outputs, which increases University reputation and ability to attract external funding.

3. Research Support & Performance Team – draft service catalogue • Pre-Award • identification and communication of funding opportunities • liaison with funding bodies & communication of requirements • checking applications meet funding body requirements • management of submission processes • recording and reporting of application data • Post-Award • facilitate the review and execution of funding agreements/contracts • manage the process for formal acceptance & variations • record & monitor project data including milestones and deliverables • facilitate research invoicing • process variations

4. Research Support & Performance Team – draft service catalogue • Professional Development (PD) & Special Projects • coordinate the collection of College specific research-related PD plans • develop a complementary University-wide research-related PD plan • develop PD offerings for professional staff supporting research • work with the Organisational Development Unit to implement the above plans • coordinate researcher networks eg ECRs and Fellows • manage & review internal support schemes & initiatives • profile the services provided by the Team • Across all functions • data and recordsmanagement • review and reporting • continuous improvement of processes

5. Funding Manager (ARC & NHMRC) Funding Manager (Intern’t & Industry) Funding Officer (Intern’t & Industry Post-Award Officer (Grants) Intern’t & Industry Funding Schemes ARC, NHMRC, health & medical Schemes Funding Officer (ARC & NHMRC) Post-Award Officer (Contracts) Research Support & Performance Team - current team structure Director, Research Services Principal Coordinator, Research Services Research Administrative Officer Projects/ PD / Administration

6. Feedback received and response 1. Are there services that should be provided by the Team that have not been included in the Service Catalogue? What are they?

7. Feedback received and response 2. The proposed structure has been designed to support achievement of Portfolio and University research strategy. Suggest any further changes that would improve this support.

8. Feedback received and response 3. Research Project Services Team has been suggested as a new Team name. Does this reflect the services provided by the Team? Suggest other Team names that would reflect these services.

9. Feedback received and response 4. Any other comments/questions

10. Feedback received and response 4. Any other comments/questions (continued)

11. Senior Coordinator, Post-Award Services Senior Coordinator, Pre-Award Services Principal Coordinator, Research Services Pre-Award Services Coordinator Research Services Officer Pre-Award Services Officer Projects/ Professional Development Post-Award Pre-Award Post-Award Services Officer Post-Award Services Officer Research Project Support Team - confirmed team structure Director, Research Services

12. Why change? Refining and communicating the services provided by the Team will: • clarify the support provided by the Team for Academics, College and School staff and other Research Office Teams • confirm that Colleges (and not R&I) are responsible for development and quality assurance of funding applications • provide clear ownership of processes and responsibility for continuous improvement The new structure will: • align resources with research strategy ie diversifying funding sources • provide a single point of entry for enquiries for the Team • clarify which sub-teams are responsible for specific tasks ie pre & post award • increase resourcing to post-award services to allow for improved services • allow for back up support during peak periods

13. Next Steps Next week • Mapping of four staff into roles at current level and skill set • Individual meetings with all staff • Mapped staff to receive letters confirming new positions and new PD’s • Staff in positions identified as being redundant, options explored • Team meeting to confirm outcomes for whole Team

14. Next Steps Next month • Communication of the changes to the Research leadership & all staff • Recruitment to three new positions • Backfill arranged for Post-Award part-time staff and role to be responsible for most of the duties in the Principal Coordinator role to March 2013 • New structure implemented – 1 November 2012 End 2012, beginning 2013 • When new team in place, visits to Schools & Colleges • Implement team building and professional development program

15. Resources & Support • Employee Assistance Program (EAP) – is an independent, professional, free and confidential counselling service for any staff who feel they need support. The program maintains total confidentiality and your privacy. They can be contacted on: 1300 786 860 or email them at reception@cac.com.au • For more information about change processes go to: Managing Major Change Policy http://www.rmit.edu.au/browse;ID=9v5vj529y1691