DCU Research Career Framework
The competencies are indicative of the knowledge, skills, qualities and attributes that are important for the effective performance at each of the three levels of the Research Career Framework. The competency guidelines reflect the increased capability required as Researchers progress through the levels. The competencies are not exhaustive and it is anticipated that the guidelines will evolve over time.
What are Competencies?
Competencies are the knowledge, skills, qualities and attributes required for effective performance at a particular level.
In each of the four competencies there is a definition of the competency together with a number of behaviour indicators
that describe the competency in more detail.
What will Competencies be used for?
Competencies will be used to inform the interview and aid decision making during the recruitment process.
Competencies will also be used to guide development during the probation process and the Performance Management
Development Scheme (PMDS).
How will they work?
Competencies will be included in the job descriptions for each of the three levels of the Research Career Framework.
Four Competencies will be included in the job description. The competency definitions are included at the end of the job
description. See Job Descriptions Templates.
Competencies will be assessed during the interview. The HR Officer will agree with the Principal Investigator what particular behaviours within each of the competencies the researcher needs to give evidence of at the interview. Interviewers will be given advice on how to use competencies in advance of the interview.
Competencies will be used to guide development during the probation process. Please refer to the competency guidelines when conducting a probation review with a new researcher.
How can Competencies be used during the Probation Process?
It will be important for the Principal Investigator to consider what objectives and tasks the researcher will need to have achieved in their first year of employment with the University. The competency guidelines can be used to identify what skills the researcher needs to demonstrate to achieve those objectives and tasks. The Principal Investigator in discussion with the researcher will identify the relevant professional and personal development needs of the researcher. Reference should be made to the competency guidelines together with the Researcher Development Programme as well as other relevant development opportunities (e.g. on the job training, specific technical training).
Performance Management Development Scheme (PMDS)
Competencies will be used to guide development during the Performance Management Development Scheme. Please refer to competency guidelines when conducting a performance management development review with a researcher.
How can Competencies be used during the Performance Management Development Scheme?
Self Assessment Form
When reflecting on their performance over the last year and completing the self assessment form researchers can use competencies to identify the skills they have been using to achieve their objectives and what skills they need to achieve their objectives and progress their career over the next year.
The Review Meeting
During the review meeting the Principal Investigator can use the competency guidelines to identify what skills the Researcher needs to be demonstrating at a particular level and what skills the researcher needs to develop to be in a position to compete for positions at the next level of the framework. The competencies can also be used to aid in the identification of the researchers professional development needs when completing the planning for development form.
A summary of the competency guidelines for each level can be found at the links below:
Level 1 Postdoctoral Researcher
Level 2 Research Fellow
Level 3 Senior Research Fellow