Re-engaging with research

Here you will find some example development objectives that we think will support you at this stage. They have been developed by a working group of diverse, multi-disciplinary colleagues. The themes were raised by colleagues in a cross-University survey about researcher needs, and are mapped to external benchmarks and sector good practice (e.g. Vitae), plus relevant internal strategies and policies.

The objectives identify some key actions for you to complete. Staff needs are likely to be different as the research career progresses, but progression is not always linear and different forms of objectives and support may be required at different times. You may want to adapt them to your own needs, in consultation with your line manager, mentor or research lead.

Developing identity as a researcher

Meet with your line manager or research leader to create a ‘re-induction’ plan. This may involve the identification of a buddy or mentor within the University to support you to re-connect with research in ways that suit your wants and needs. Reflect on previous experiences, identifying areas of strength and areas for development in terms of research.

Broadening your research knowledge (skills) and experience

Schedule some time to consider your research development needs now. Speak with supportive colleagues to identify opportunities to (re)engage and broaden your research knowledge, skills and experiences.

Review development sessions available that work for you and speak with your line manager about how these fit with your current responsibilities and workload. Identify research leads and key staff relevant to your research.

Identify your research skills development requirements now. Identify skills training and development streams, inside and outside UON

Equality, diversity and inclusion

Actively (re)engage with the equality, diversity and inclusion (EDI) agenda, identifying avenues of support for your needs. Consider how your own experiences might help to support the inclusion of others. Explore and learn about the importance of EDI in research through attending relevant research centre/institute seminars or Graduate School workshops. Plan these into your diary and agree attendance through your scholarly leave (or equivalent) with your line manager.

Organisational expectations/vision

Work with your research leader/manager or a mentor to define a research-focused development plan. Meet with your Research Lead to develop your understanding of research updates and learn new processes, identifying development opportunities in the process.

Developing networks, partnerships/collaborations

(Re)connect with others – consider setting up an employee community group or joining an existing community within the University. Contact the leads of relevant research centres to find out about their work and identify opportunities for you to get involved. Identify opportunities to connect with other research networks in your area of interest.

Colleagues and line managers have asked for guidance on setting Performance and Development Review (PDR) objectives relating to research. We have provided some example PDR objectives for colleagues below. Examples can be selected and adapted to suit individual development priorities.

1. Attend and/or contribute to research centre events, the annual UON Research or L&T Conference

• Focusing on research
• Building relationships

2. Seek to re-establish relationships with industry or other external partner and identify mutually beneficial outcomes

• Achieving social impact
• Building relationships
• Delivering high quality performance
• Focusing on income and advancement

3. Join an ongoing research project or enterprising activity and contribute to its completion

• Focusing on research

4. Arrange a research networking session for your team to share their current research activities and consider inviting some external speakers to help everyone develop these further.

• Focusing on research
• Building relationships

We want to empower researchers to explore their strengths and areas for future development. There is information for managers of researchers, to which you can also signpost your manager, to help you underpin discussions about getting involved in research. Some topics for discussion might include:

• Is there anyone who could act as a buddy or mentor to support your transition back to being an active researcher?
• How can you, alongside your manger, identify protected time to engage in research-related activity as you transition back to work?
• What other research is being done within your team, and how can you link in?
• How can your research interests make a positive difference within your team (for example via research-informed teaching, research methods delivery or pedagogical developments)?

If you or your manager would like support with these discussions, please contact your research lead, or the lead of a relevant research centre. The following section also provides some examples of good practice in this area.

In this section we have provided some examples of development activities [login required for staff intranet],, top tips and good practice. UON colleagues have found these activities helpful, and we hope they will be useful to you at this stage.

We will continue to update this section with examples and activities. Please share any feedback, or other examples you have found useful, using this research development feedback form. These fall under four categories, and you can ‘pick and mix’ according to your needs and development objectives:

• Information, policies and guidance for researchers at UON;
• Existing resources via recorded sessions previously held at UON, or offered via development platforms that we have a license for, including LinkedInLearning and SAGE research methods;
• Forthcoming development sessions hosted by the University of Northampton;
• Case studies of support, mentoring and protecting research time for you to develop your own ideas of the support mechanisms you need.

A big part of building our research community is developing supportive links between different individuals and teams. We really want to you to feel supported as you progress your research aspirations, whatever those aspirations might be.

Here, you will find a list of the people/teams/centres who are there to support you. They are a good first port of call for you to seek support and guidance and can signpost you to others if they aren’t able to help directly.

Faculty research leads

• Faculty of Health, Education and Society: John Horton
• Faculty of Arts, Science and Technology: Will Wise
• Faculty of Business and Law: Ed Johnston

Postgraduate Research leads

Faculty of Health, Education and Society: Cristina Devecchi for education subjects, Michelle Pyer for health and society subjects; Faculty of Business and Law: Nadeem Aftab (DBA); Faculty of Arts, Science and Technology: Paul Jackson for arts subjects, Michael Apoku Agyeman for science and technology subjects

Research Institutes and Centres | University of Northampton 

Thinking about the future, now is the time to think about your next steps in terms of research. This might be consolidating your learning from this step, or you might want to develop your research skills and experience further. When you feel ready, take a look at the other steps on the pathway and see which fits your current needs most closely.