Scope
PDAP will focus on matters concerning people and diversity. In this context this is defined as:
- Diversity of roles and careers – Recognition and inclusion of the full range of professions and careers and career stages that are part of UK research system, in the development and delivery of the REF and the assessment process.
- Equality diversity and inclusion – Due regard and approach to advancing equality of opportunity in relation to protected characteristics, in the development and delivery of the REF, and in the assessment process.
Responsibilities
- Advise the REF Steering Group on embedding consideration of people and diversity throughout the exercise.
- Advise on the development and delivery of inclusive REF 2029 assessment criteria.
- Contribute to the REF 2029 assessment process.
- Maintain an ongoing assessment of people and diversity considerations within REF 2029 and produce a publishable report on this at the end of the process.
- Support the development and delivery of REF Codes of Practice.
- Advise on full REF panel recruitment processes.
- Contribute to full REF panel training and ways of working.
- Recommend further tasks as deemed necessary to fulfil the panel’s remit.
Panel roles
- Panel chair: Leads the panel and holds final decision-making power on advice offered by PDAP, to the REF Steering Group. The chair will undertake an ambassadorial role to embed and promote the measures taken to support people and diversity in the REF. The chair will play a key role in recruiting subsequent REF panels roles.
- Deputy chairs: Two deputy chairs will be appointed alongside the chair to provide support and supplement the chair’s responsibilities. Along with the chair, the deputies will form the panel leadership.
- Panel members: Seven panel members will represent a diverse range of expertise and experience in matters relevant to people and diversity, across the UK research and innovation sector. We would anticipate these will include:
- Individuals for whom matters of people and diversity are their primary professional focus. This includes people working in the research and innovation sector, as well as expertise from other sectors and industry.
- University leaders with expertise and experiences focussed on people and diversity.
- A range of roles such as technicians, research managers, or clinical researchers with leading expertise and knowledge concerning the diversity of people in research.
- Secretariat: A member of the REF Team will provide secretariat support for the panel.
- Additional members: The group may co-opt additional members or focused sub-groups for specific tasks or areas of expertise as needed and with approval from the REF Steering Group.
Ways of working
- PDAP will establish their preferred ways of working within the parameters set out.
- It is anticipated that meetings will primarily be held virtually to facilitate efficient communication, accessibility, and use of resource. Some face-to-face meetings may be organised periodically to support group cohesion and relationships.
- The frequency of meetings will vary dependent upon the point in the REF cycle. However, it is anticipated that PDAP will meet approximately quarterly at peak points, with one in-person meeting per year.
- PDAP may be asked occasionally to work to short deadlines in peak periods.
- PDAP may establish sub-working groups which may meet more frequently and work by correspondence, between meetings.
- PDAP may make requests to the REF Steering Group, to co-opt additional expertise into the panel, for time-limited periods, on specific tasks.
- PDAP will work with the Research Diversity Advisory Panel (RDAP) to scope and collaborate on areas of overlapping interest.
Reporting and accountability
- PDAP will report to the REF Steering Group, submitting written reports and providing oral updates at key points in the REF cycle.
- Working with the REF team and the REF Steering Group, PDAP will publish reports on their work to support transparency.
- PDAP members will be recruited as individuals and therefore may not send others in their place to deputise.
- All panel members will be required to conduct themselves in line with the Seven Principles of Public Life.
Decision-making
- The chair will make final recommendations to the REF Steering Group, on the panel’s advice and activity. The chair will base those recommendations on the balanced view of the panel, deputies and members, and their own perspective.
- Members are encouraged to offer open and diverse perspectives to inform the chair’s decision-making process.
- The REF Steering Group will hold the final decision on recommendations made by the panel.
Conflicts of interest
- The panel will declare any conflicts of interest from the outset. This includes:
- Direct employment with any organisation involved in the exercise.
- Direct benefit from any panel activities or recommendation – either financially or professionally.
- Conflicts of interest will be managed on a case-by-case basis throughout appointment.
Payment
All panel members will be paid an honorarium for the role. Payment will be made for the two distinct phases of the REF.
PDAP member: £10,000 total
- criteria setting phase: £3,300
- assessment phase: £6,700
PDAP deputy chair: £12,500 total
- criteria setting phase: £4,150
- assessment phase: £8,350
PDAP chair: £17,000 total
- criteria setting phase: £5,700
- assessment phase: £11,300
Total panel honoraria apply across the whole duration of the REF. We estimate an advisory panel member will need to commit to approximately 40 to 60 days of time over the course of the exercise. This will depend on the panel and your role in it. The concentration of time commitment will vary over the course of the REF; we expect this to split into one third for the criteria setting, and two thirds for the assessment phase.