# data[].attributes.body
% of research-active staff who achieve their contracted/allocated research hours

(CEDARS Q9,10)

(Ambition 1)

# data[].attributes.body
% time dedicated to research in workload model

(Ambition 1 & 2)

e.g. 50% for ambition 2/equal to teaching for amibtion 2

# data[].attributes.body
% staff reporting that institution values all ‘research activities’ at least equal to ‘teaching and lecturing’

(CEDARS Q17,18)

(Ambition 2)

# data[].attributes.body
% report “access to a good range of seminars in their research area”

(PRES)

(Ambition 3)

# data[].attributes.body
Attendance at LU seminar series
(not currently measured)

(Ambition 3)

# data[].attributes.body
% "familiar with their institutions mechanisms to report incidents of research misconduct"

(CEDARS; Currently 52%)

(Ambition 4)

# data[].attributes.body
Awareness of “current initiatives to improve levels of research integrity”

(CEDARS; currently 33% unaware)

(Ambition 4)

# data[].attributes.body
% "personally feeling pressured into compromising their research standards or integrity"

(CEDARS; Currently 7% report yes)

(Ambition 4)

# data[].attributes.body
% “personally felt bullied or harassed"
(CEDARS q50.3; currently 20% yes)

(Ambition 4)

# data[].attributes.body
# Uni-level & School level committees hitting EDI policy targets (which are 40% female members and 15% BAME)

(Ambition 5)

# data[].attributes.body
Increased % feeling they receive fair “opportunities to participate in decision-making processes” and see no difference for minoritised groups (CEDARS)

(Currently 55% agree overall)

(Ambition 5)

# data[].attributes.body
% agree they are treated fairly in relation to "career advancement opportunities" (CEDARS)

(Currently 50% agree, 44% disagree)

(Ambition 6)

# data[].attributes.body
We have clear data on the career backgrounds and destinations of doctoral researchers and research-active and -enabling(?) staff.
(not currently available)

(Ambition 6)

# data[].attributes.body
# of outputs, case studies, grant applications or partnerships with international collaborators

(Ambition 17)

# data[].attributes.body
% agreeing “there is good co-operation between different parts of the University with which I work” (Staff Survey, currently 36%)

(Ambition 17)

# data[].attributes.body
% “feel valued and recognised for the work that they do”, with no differences between research-active and –enabling (Staff Survey. Currently 47% overall)

(Ambition 16)

# data[].attributes.body
% “proud to say I work for the University”, with no differences between research-active and –enabling (Staff Survey. Currently 73% overall)

(Ambition 16)

# data[].attributes.body
% agree “institution values their contributions” is at least [threshold] % for [X or more] of the listed research activities (CEDARS q17.1–17.7)

(Ambition 16)

# data[].attributes.body
# of assessment initiatives piloted and reported publicly

(Ambition 14)

# data[].attributes.body
% agreed “the University is well led” (Staff Survey; currently 52%)

(Ambition 13)

# data[].attributes.body
% agreed “their School or Service is well led” (Staff Survey; currently 55%)

(Ambition 13)

# data[].attributes.body
% “feel comfortable reporting any incidents of research misconduct” (CEDARS q49,2, currently: 66%)

(Ambition 13)

# data[].attributes.body
% agree that “see the University’s values being upheld in the behaviours of others” (Staff Survey)
(Currently 41%)

(Ambition 13)

# data[].attributes.body
# CRediT statements on outputs

(Ambition 9)

# data[].attributes.body
% of researchers have done "training on open research" (CEDARS q40.9)

(Ambition 9)

# data[].attributes.body
% “making the process of doing research more open” (CEDARS q46.4)

(Ambition 9)

# data[].attributes.body
#/% of data management plans

(Ambition 11)

# data[].attributes.body
# of datasets in repository

(Ambition 11)

# data[].attributes.body
# on Short-term contracts (or %)

(Ambition 8)

# data[].attributes.body
% agree they have "fair access to training and development opportunities"
(CEDARS q14.8) (HREiR Target: 70%, Currently: 78%)

(Ambition 7)

# data[].attributes.body
Reminder: Aim is to create a long list of potential indicators that we’ll then explore further in our January workshop.

At this stage, please:

In each column, review the pinned post to see the draft R&I Culture Ambitions and any initial suggestions for indicators already underneath.

Click the "+" at the top of the section to add a new suggested indicator.

Where relevant, note the number of the ambition the suggestion relates to, the potential data source (existing or new), and, if you wish, suggest a suitable target for that indicator.

Suggested indicators are needed for all ambitions, but more for starred ones (⭐) are especially welcome.

Optional: Browse other suggestions and use comments or 👍👎 to refine, endorse or provide context or feedback on other suggested indicators. (Note: This will be done in more depth during the PROBE workshop).

# data[].attributes.body
% agree "managers encourage personal, career development, and diverse career options; institution offers career support; formal CPD records are maintained" (CEDARS q31.1, q31.2, q31.3, q31.6)

(HREiR Target: 70%, Currently: 37-71%)

(Ambition 7)

# data[].attributes.body
% agree they have "time to develop research identity” and “leadership skills" (CEDARS q31.7, q31.8) (HREiR Target: 70%, Currently: 46-49%)
(if possible, breakdown by research active and enabling colleagues)

(Ambition 7)

# data[].attributes.body
% feel "comfortable reporting an incident of bullying or harassment" (CEDARS q48.2 ; currently: 65%)

(Ambition 13)

# data[].attributes.body
% trust "institution will investigate reported incidents of bullying and harassment fairly and take appropriate action" (CEDARS q48.3 ; currently: 60%)

(Ambition 13)

# data[].attributes.body
% “trust my institution to investigate any reported incidents of research misconduct fairly and take appropriate action” (CEDARS q49,3, currently 70%)

(Ambition 13)

# data[].attributes.body
Draft Ambitions

17. Collaborate more internationally and internally, including between Schools and with the Research and Innovation Office (RIO).

18. ⭐Develop meaningful relationships with our local, national and international partners to ensure mutually beneficial collaborations.⭐

19. ⭐Promote a collaborative culture of sharing intelligence on the partners we work with - within RIO, other professional services and the academic community.⭐

# data[].attributes.body
Draft Ambitions

14. Pilot new and responsible forms of research and innovation assessment that value quality over quantity.

15. Enable and reward a wider range of contributions from a wider range of staff.

16. ⭐Improve parity of esteem between research-active and research-enabling colleagues.⭐

# data[].attributes.body
Draft Ambitions

12. All involved in R&I at Loughborough lead by example and model best practices in research culture.

13. Leaders are trusted to address problematic behaviours and misconduct within our R&I communities, effectively and respectfully.

# data[].attributes.body
Draft Ambitions

9. Adhere to ethical publishing practices when communicating about our research and innovation.

10. ⭐Embed Equity, Diversity, and Inclusion (EDI) considerations into all research proposals and planning.⭐

11. ⭐Ensure all our research is easy to find, access, use and reproduce by others and, where applicable, machines (i.e. extending FAIR principles beyond data).⭐

# data[].attributes.body
Draft Ambitions

6. Recognise and accommodate flexible career pathways for individuals.

7. Provide high-quality and authentic career and professional development opportunities for all roles and aspirations.

8. ⭐Replace reliance on precarious short-term contracts with more permanent and long-term positions.⭐

# data[].attributes.body
Collate data on # of confidential consultations with Integrity Champions with an ambition that this increases in short term, decreases in mid-term and plateaus in the long term.

(Ambition 4)

# data[].attributes.body
Increased #/proportion of non-output items in repository (protocols, hypotheses, etc)

(Ambition 11)

# data[].attributes.body
RTE promotions data on different pathways

(Ambition 15)

# data[].attributes.body
Data on University rewards and range of contributions rewarded.

(Ambition 15)

# data[].attributes.body
Wider range of outputs reviewed and/or submitted to REF 2029.

(Ambition 15)

# data[].attributes.body
Number of speculative/non-purposive contacts (events etc) made with potential/past partners.

(Ambition 18)

# data[].attributes.body
%/# of outputs with a data access statement (ambition 11)

# data[].attributes.body
Increased % of outputs [we would need to define a subset here perhaps?] open access. [could we use the Leiden Rankings figures as a proxy?] (ambition 11)

# data[].attributes.body
(ambition 10). Not sure on the exact KPI could be but something around the make-up of research teams on applications or #/% of male/female PIs etc.

# data[].attributes.body
# CREDIT statements on outputs which include research-enabling staff (ambition 16)

# data[].attributes.body
% of DR supervisors completing supervisory training

# data[].attributes.body
Results of QS rankings

# data[].attributes.body
KEF results

# data[].attributes.body
Number & % of staff of over x years service (e.g. 4) by contract type (fixed/open ended)

(Ambition 8)

# data[].attributes.body
? Successful redeployment for fixed term staff

(Ambition 8)

# data[].attributes.body
Senior leaders’ support for research integrity is reflected in the level of resourcing of research integrity related roles, support and initiatives.

(UKCORI Indicators of Research Integrity. Indicator L5) Not currently measured Ambition 13)

# data[].attributes.body
Draft Ambitions

1. Provide dedicated research time with enough flexibility to enable all to succeed.

2. Value research time on a par with teaching time.

# data[].attributes.body
Number or Percentage of staff with x% time dedicated to research in workload model (Ambition 1/2)

# data[].attributes.body
Proportion of staff agreeing in surveys that their research time is sufficient and flexible (not currently asked) Ambition 1

# data[].attributes.body
Ratio of research hours to teaching hours in workload models. (Ambition 2)

# data[].attributes.body
Draft Ambitions

3. Provide time and space to develop authentic, collegial, inclusive and collaborative relationships.

4. Create safe spaces for honest discussions on difficult topics (e.g. misconduct/wellbeing) and foster a culture of learning from setbacks.

5. Include underrepresented groups when making decisions related to research culture.

# data[].attributes.body
Percentage of staff attending internal networking or collaboration events.

(Not currently measured)(Ambition 3)

# data[].attributes.body
Number of spaces or forums designated for collaborative activities. (Not currently measured/Ambition 3)

# data[].attributes.body
Number of consultations or focus groups held with underrepresented communities (not currently measured)(Ambition 5)

# data[].attributes.body
Staff confidence levels in reporting issues without fear of retaliation (not currently measured. Ambition 4)

# data[].attributes.body
Senior leaders set ethos that research integrity is not seen just as the domain of ethics committees, but of other senior committees as well.

(UKCORI Indicators of Research Integrity. Indicator L11) Not currently measured Ambition 13)

# data[].attributes.body
Senior leaders are active in research integrity related developments and initiatives - driving improvements, reviewing policies, within and outside of their own institution.(UKCORI Indicators of Research Integrity. Indicator L12) Not currently measured Ambition 12)

# data[].attributes.body
Senior leaders encourage and engage senior researchers/ managers as ‘champions’ to promote culture of research integrity.(UKCORI L18; Ambition 13)

# data[].attributes.body
Senior leaders set clear expectations (through investments and policy) that recognise and reward all research team members (e.g., technicians, professional services) for good research practice and research integrity related activities, including in criteria for career advancement. (UKCORI L19)Ambition 15)

# data[].attributes.body
Staff have high levels of awareness of, and confidence in, research integrity related strategies as reflected in staff survey feedback. (UKCOI S5; ambition 13)

# data[].attributes.body
HEI provides support, training and/ or professional development for those conducting research misconduct investigations. (UKCORI; Ambition 4)

# data[].attributes.body
HEI has published procedures for investigating allegations of research misconduct that align with Concordat expectations, publicly available, appropriately resourced, and regularly evaluated. (UKCORI, Ambition 13)

# data[].attributes.body
HEI can demonstrate that procedures are in place to provide sufficient time for staff to perform their research with integrity. (UKCORI, Ambition 1)

# data[].attributes.body
Within HEIs, those in research leadership roles prioritise and advocate for research integrity. (UKCORI Ambition 12&13)

# data[].attributes.body
Number of features mentioning research enablers, non-traditional outputs, research culture activities, research impact activities within School, Faculty, Institutional comms. (Leeds report, ambition 15)

# data[].attributes.body
Range of staff profiles included in grant applications (e.g. involvement of research associates and research professionals) (Leeds report, ambition 5)