Swansea University - REF 2014 - Individual Circumstances

Human Resources

REF 2014 - Individual Circumstances

Swansea University is committed to ensuring that decisions about selecting staff for the Research Excellence Framework (REF) are made in a fair, transparent and consistent manner. Information on how eligible staff will be selected for submission to the REF can be found in Swansea University’s Code of Practice which can be found at https://collaborate.swan.ac.uk/research/ref/

Consideration of Individual Staff Circumstances (REF 2014) FAQs

Swansea University REF Preparation Exercise - Individual Circumstances Form

To ensure that REF processes are fair, Swansea University is collecting data on individual circumstances from all staff eligible for submission. The data will be used to identify which staff, are eligible for submission with fewer than four outputs. Summary level data collected may also inform Swansea University’s monitoring of staff selection procedures at the institutional level.

In determining whether eligible staff may be submitted to the REF with fewer than four research outputs, Swansea University and the REF Strategy Group will take the following circumstances into consideration:

  • Early career researcher (started career as an independent researcher on or after 1 August 2009) and  Junior clinical academic staff who have not gained a Certificate of Completion of Training  by 31 October 2013
  • Part time employmentCareer break or secondment outside of the higher education sector in which the individual did not undertake academic research
  • Maternity leave, statutory adoption leave, and additional paternity leave (taken by partners of new mothers or co-adopters)
  • Disability (including  conditions such as cancer and chronic fatigue)
  • Ill health or injuryMental health conditions
  • Constraints relating to pregnancy, maternity, breastfeeding, adoption, paternity or childcare in addition to periods of maternity, statutory adoption or additional paternity leave taken. This could include for example, pregnancy related illness and health and safety restrictions in laboratory and field work
  • .Other caring responsibilities (including caring for an elderly or disabled relative)
  • Gender reassignment
  • Other circumstances, not listed above, that have affected your research output.  N.B. other professional commitments or duties such teaching, management or  administration will NOT be taken into account

In determining the number of outputs staff are required to submit, the institution will observe the definitions of individual staff circumstances provided in the published REF ‘Panel criteria and working methods’ (January 2012) available at www.ref.ac.uk under ‘Publications’.


Consideration of Individual Staff Circumstances (REF 2014) FAQs (Welsh Version)

REF Preparation Exercise - Individual Circumstances Form (Welsh Version)

Mae Prifysgol Abertawe yn ymrwymedig i sicrhau bod penderfyniadau ynghylch dethol staff ar gyfer cyflwyniadau i’r Fframwaith Rhagoriaeth Ymchwil (REF) yn cael eu gwneud mewn modd teg, clir a chyson. Ceir gwybodaeth ynghylch sut y caiff staff cymwys eu dethol ar gyfer cyflwyniadau i’r REF yn Cod Ymarfer Prifysgol Abertawe, sydd ar gael yn https://collaborate.swan.ac.uk/research/ref/


I sicrhau bod prosesau REF yn deg, mae Prifysgol Abertawe’n casglu data ar amgylchiadau unigol gan yr holl aelodau staff sy’n gymwys i gyflwyno â llai na phedwar allbwn. Gall data lefel grynodeb a gesglir hefyd gael ei ddefnyddio at ddiben monitro gweithdrefnau dethol staff Prifysgol Abertawe ar lefel Sefydliadol.


Wrth benderfynu a ellir cyflwyno staff cymwys i’r REF â llai na phedwar allbwn, bydd Prifysgol Abertawe a’r Grwp Strategaeth REF yn ystyried yr amgylchiadau canlynol:

  • Ymchwilydd gyrfa gynnar (h.y. dechreuoch eich gyrfa fel ymchwilydd annibynnol ar 1 Awst 2009 neu ar ôl hynny) a staff academaidd clinigol iau nad ydynt wedi ennill Tystysgrif Cwblhau Hyfforddiant erbyn 31 Hydref 2013 cyflogaeth ran-amser
  • Seibiant gyrfa neu secondiad y tu allan i’r sector addysg uwch lle na fu’r unigolyn yn ymgymryd ag ymchwil academaidd
  • Cyfnod Mamolaeth, cyfnod mabwysiadu statudol, ac absenoldeb tadolaeth ychwanegol (a gymerir gan bartneriaid mamau newydd neu gyd-fabwysiadwyr)
  • Anabledd (gan gynnwys cyflyrau megis canser a blinder cronig)
  • Salwch neu anaf
  • Anhwylderau Iechyd Meddwl
  • Cyfyngiadau yn berthynol â beichiogrwydd, mamolaeth, bwydo ar y fron, mabwysiadu, tadolaeth neu ofal plant yn ogystal â chyfnodau mamolaeth, mabwysiadu statudol neu absenoldeb tadolaeth ychwanegol a gymerir. Gall hyn gynnwys er enghraifft, salwch sy’n berthynol â beichiogrwydd a chyfyngiadau iechyd a diogelwch mewn gwaith labordy a gwaith maes
  • Dyletswyddau gofal eraill (gan gynnwys gofalu am berthynas hen neu anabl)
  • Ailbennu rhywedd
  • Amgylchiadau eraill, nad ydynt wedi’u rhestru uchod sydd wedi effeithio ar eich allbwn ymchwil. N.B. NI ystyrir unrhyw ymrwymiadau neu ddyletswyddau proffesiynol eraill megis dysgu, rheoli neu weinyddiaeth

Wrth benderfynu ar nifer yr allbynnau y bydd angen i staff gyflwyno, bydd y sefydliad yn cadw at y diffiniad o amgylchiadau staff unigol a geir yn ddogfen ‘Meini prawf a dulliau gweithio’r panel’ (Ionawr 2012) a gyhoeddwyd gan REF sydd ar gael yn www.ref.ac.uk dan ‘Cyhoeddiadau’.