In this section you can find information about other relevant issues for ECARS (mentorship, HR-related issues, etc). If the information you require is not present, please contact us (email@example.com
Other Early Career committees in the University
If you are interested in the activities of the other committees for early career staff in the University, you can find a link to their websites:
Every new member of staff at UoB is assigned a Mentor who will support them in identifying and working towards their personal goals and priorities for career development. Mentoring is a pastoral activity, separate from progress reviews, personal development, probation or any such issues. It is a space in which you can share any issues or areas of concern you may have about your work, and work with your Mentor to identify practical and constructive ways to address those concerns. Some of the benefits of mentoring are:
For the Mentee:
- preparation for the future, identification of career advancement opportunities, and heightened career aspirations
- better time management and increased motivation
- personal and professional development, including increased job-related wellbeing, self-esteem and confidence, and better work-life balance
- developed networking skills
For the Mentor:
- career rejuvenation
- increased confidence and leadership skills
- personal fulfilment, particularly satisfaction from seeing junior staff progress
For the institution:
- increased employee productivity, motivation, retention and commitment
- increased knowledge of, and support for, other equality initiatives
As an early career academic/researcher you are strongly encouraged to use the mentoring system to support you in your early career stage, but it is not compulsory. If you have not been assigned a Mentor, we would encourage you to flag this up to your Line Manager (including suggestions for who you may like your Mentor to be).
People and Organisational Development (POD) offers individual coaching sessions for University staff. Learn more about coaching.
Support for mental health and wellbeing is available through the Wellbeing teams in CoSS and CAL. The UoB Employee Assistance Programme also offers some counselling and therapy sessions, and every school has a Mental Health First Aider.
UoB Staff also have free access to Downdog, a meditation and exercise app.
The College and University have compiled a host of useful information and links to help ease your induction into the University of Birmingham and your colleges. This includes information regarding local induction from CAL and CoSS and information on central University induction on the Intranet.
Information for researchers
The University has collated information for the Birmingham Researcher, that is, “individuals whose primary responsibility is to conduct research and who are employed for this purpose”. The staff intranet contains information on the systems that are in place to support your research (including funding sources and ethical guidance) as well as advice on managing your career. The Birmingham Academic and The Concordat also highlight what is expected of academics and researchers at the University of Birmingham and how the University is committed to supporting them.
It is likely that academic staff, especially teaching staff, will have a probationary period at the beginning of their appointment. For academic teaching staff this is usually three years but can be extended up to five. For academic non-teaching staff probation is normally around one to two years.
Guidance on the probationary period including information on the process and access to the relevant forms are available on the staff intranet. For wider information on HR processes, consult the University’s HR information page.
The annual Probationary Personal Development Plan (PPDP) guidance and performance development review (PDR) protocol and guidance can be found in the HR section of the CoSS website
as well as on the staff intranet
. Guidance is also offered by People and Organisational Development (POD)
The intranet also offers guidance on academic promotions. Useful pages include advice about the process itself
and how job roles can be regraded
. Also of interest will be the generic role descriptions that are outlined for each Grade and Role
. More information will be available through HR
Fixed-Term Contracts and Redeployment
Information about policies for staff on fixed-term contracts and the redeployment process can be found on the Human Resources page