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CROS provides greater knowledge and understanding of the views of research staff, of their experiences, career aspirations and career development opportunities to inform the implementation of the Concordat to Support the Career Development of Researchers.
In 2013, 8216 complete responses were received from research staff in 68 UK higher education institutions, representing a response rate of about 26%. The summary conclusions are:
Institutions should identify any sub-populations of researchers who do not feel integrated into their departmental or institutional communities and help them to explore career development strategies.
Research staff should be encouraged to engage more actively in career development planning, using the experience of their managers, staff developers and careers advisors.
Institutions should increase and promote the provision of information and advice about careers, career progression and application processes within and outside academia.
Researchers need to be proactive in seeking out sources of information and advice in relation to career progression and employment, many of which exist already within institutions. There may be scope for career specialists and staff developers to promote the opportunities they offer more widely.
Institutions should review their policies for unjustified inequalities between research staff and lecturers, particularly in promotion and progression and in participation in departmental and institutional decision-making processes.