Supervisors/PIs have line management responsibities for their postdocs/contract research staff. This page provides an overview; further detail of the line management role is provided on the page Research Posts in the Faculty of Law: Faculty and PI/Supervisor responsibilities.
A. Overview
Contract research staff are entitled to the same type of support as all other members of academic-related staff, including regular supervision and management. The nature and level of the support may be tailored to suit the post and context, and might also be modified as the postholder progresses, but in all cases the support should be planned, and clear to the researcher.
Typically, the researcher’s Supervisor will be the PI of their project, or their Centre Director, or another person identified at the time of appointment in agreement with the Vice Dean.
At the outset of the appointment, the Supervisor should establish with the researcher any training needs, and implement an agreed programme of induction. Supervisors should meet to discuss work objectives and progress, and set out the provision for a clearly defined probationary period (as specified by the post-holder’s contract), along with appropriate review meetings. Supervisors are encouraged to speak with their local HR contact for information and advice.
Research staff should also be appointed a mentor on appointment. The role of the Mentor is described on our website so it is available for researchers to see.
B. Sources of Information
Supervisors should familiarise themselves with the Code of Practice for the Employment and Career Development of research staff. The Law Faculty is committed to the implementation of this Code of Practice as fully as possible, led by the Vice Dean and supported by the Faculty HR team (together with centre administrators, where applicable).
Training for supervisors - the University offers a good deal of advice and training for Principal Investigators and supervisors. It is strongly recommended that PIs undertake some training if their grant involves the appointment of staff at any level, and the Faculty HR team can advise you on where to find this training.
Information and points of reference – all line managers and supervisors should refer to the relevant University Staff Handbooks For academic-related staff (grade 6 and above, which includes all contract research staff), you should refer to the Staff Handbook for Academic-related staff. The Personnel Services website provides a vast amount of policy information, guidance and support, though if you have a problem with a member of your research team you are advised to speak to the HR Manager (Emma Gascoigne) or Head of Research (Armando Roman Zozaya) at the earliest opportunity.
Research staff will find information about workshops, courses, programmes and other resources on the University page: Learning and Development Opportunities for Research Staff. Please also visit the Checklist for research staff for guidance on thinking about career development.
The University has also developed the Concordat Action Plan to Support the Career Development of Researchers. The Action Plan outlines the steps that Oxford is taking as part of the wider Research Culture project. Research staff can explore current activity on the Research Culture webpage. If research staff are interested in a conversation with either the Researcher Hub (within People and Organisational Development) or the Research Strategy and Policy Unit (within Research Services), please email Research Support.
Further information on support for researchers can be found on the University of Oxford's website.