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Example 1
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Circumstance type: Family-related leave. Circumstances: Two periods of family-related leave, as follows: • The researcher had one period of statutory adoption leave for a period of eight months from June 2014. • The researcher had one period of statutory maternity leave for a period of six months from March 2017. Effect on research: Due to these circumstances, including absence from research and the impact on research productivity during this period, the researcher has not been able to produce an eligible output. The University would make a request for the staff member to be returned without the required minimum of one output attributed to them. |
Example 2
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Circumstance type: Requiring judgement. Circumstances: Researcher was diagnosed with cancer in July 2016 • Period of 17 months absence from work from August 2016 whilst undergoing treatment. Returned to work January 2018 at 0.5 fte for 4 months, during which time the researcher was told to focus on teaching duties. • Further period of 20 months absence from May 2018 for further treatment. • Returned to work January 2020 at 0.5 fte, again focusing on teaching duties. • Due to return on full-time basis in May 2020 but may take some months before able to resume normal research productivity. Effect on research: Researcher was not able to research productively for: • 17 months absence after diagnosis • 4 months whilst working 0.5 fte • 20 months further absence • 2 months working 0.5fte since return in January, expected to continue until May 2020 • Additional disruption likely whilst adjusting to working fulltime. As circumstances led to a total of 43 months during which the researcher was unable to research productively, plus the likely continuing disruption for the remainder of the assessment period, the researcher has not been able to produce an eligible output. The University would make a request for the staff member to be returned without the required minimum of one output attributed to them. |
Example 3
| Member of staff first met the definition of an ECR on 1 August 2016. In September 2017 the researcher took a 12 month career break, returning to work in September 2018. Period of time since 1 January 2014 until first meeting definition: 31 months. Length of career break: 12 months Total absence: 31+12 = 43 months. The applicable tariff reduction (as set out in Table L2) is 1. Reduction requests will be made at the level of the submitting Unit of Assessment. The University will only make reduction requests where the cumulative effect of any required reduction is greater than 20% of their required output pool. |
Example 4
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Circumstance type: Requiring judgement. Circumstances: Researcher’s partner diagnosed with MS in December 2015 • In October 2016 it was recognised that full-time care was needed • Researcher took unpaid leave from start of November 2016 for 11 months, before full-time professional care was put in place in October 2017 • On return to work, for a period of a year until partner moved into a care home in October 2018 the researcher took their partner for fortnightly hospital visits, and experienced significant stress as partner’s condition deteriorated. Effect and calculation: Research was affected from November 2016 until October 2018. The researcher was not able to research at all for 11 months while on unpaid leave. Following their return to work, it is estimated that the circumstances reduced their ability to research productively by around a quarter over the following year. • 11 months unpaid leave • 3 months as a result of ongoing disruption to research for one year • Total disruption: 14 months The applicable tariff reductioin (as set out in Table 2) is 0.5, however this would be for the Staff Circumtances Committee to determine on a case by case basis. The University will only make reduction requests where the cumulative effect of any required reduction is greater than 20% of their required output pool. |