There’s a disturbing story in the latest Times Higher which argues that the University of Leicester has apparently reneged on a promise that non-submission to the forthcoming (2014) Research Excellence Framework (REF) would not have negative career consequences. They have now said that except in exceptional circumstances, non-submitted academics will either be moved to a teaching-only contract (where there is a vacancy and they can demonstrate teaching excellence), or have their performance “managed”, with the threat of sacking if they don’t meet the specified targets. I’d heard rumours of this on the grapevine (i.e. Twitter) before the Times Higher story was published. It’s very worrying to have it confirmed, as it raises all kinds of questions about what might happen in departments that turn out to have disappointing REF results .
There are (at least) two possible reasons for non-inclusion of the outputs of a researcher and it is important to distinguish between them. One is that the researcher hasn’t enough high-quality outputs to submit. In the absence of individual extenuating circumstances, researchers are expected to submit four “outputs” (in my discipline that means “research papers”) for assessment. That’s a pretty minimal level of productivity, actually; such a number per year is a reasonable average for an active researcher in my field. A person employed on a contract that specifies their duties as Teaching and Research may therefore be under-performing if they can’t produce four papers over the period 2008-2013. I think some form of performance management may be justifiable in this case, but the primary aim should be to help the individual rather than show them the door. We all have fallow periods in research, and it’s not appropriate to rush to sack anyone who experiences a lean time. Andrew Wiles would have been considered `inactive’ had there been a REF in 1992 as he hadn’t published anything for years. Then he produced a proof of Fermat’s Last Theorem. Some things just take time.
A second reason for excluding researcher from the REF is that the institution concerned may be making a tactical submission. As the Times Higher article explains:
The memo suggests that academics would be spared repercussions if, among other reasons, the number of individuals submitted is “constrained” by the volume of case studies their department intends to enter to demonstrate research impact.
Institutions must submit one case study for every 10 scholars entered.
Maria Nedeva, professor of science and innovation dynamics and policy at Manchester Business School, said the tactic of deciding how many academics to submit based on impact case study numbers was “rife”.
(Incidentally, the second paragraph is not quite right. The number of case studies required depends on the number of staff submitted as follows: for fewer than 15 staff , TWO case studies; for 15-24.99 staff it is THREE case studies – and then for each additional ten members of staff entered a further case study is required.)
e case study for every scholars included plus one, i.e. forThe statement at the end of the quote there is in line with my experience too. The point is that the REF is not just a means of allocating relatively small amounts of so-called `QR’ research funding . Indeed, it remains entirely possible that no funding at all will be allocated following the 2014 exercise. The thinking then is that the number of staff submitted is largely irrelevant; all that will count is league table position.
This by no means the only example of the dangers that lurk when you take league tables too seriously.
If a department is required to submit, say, four impact cases if all staff are included in the REF submission, but only has three viable ones, it would not be unreasonable to submit fewer staff because their overall would be dragged down by a poor impact case even if the output quality of all staff is high. There will certainly be highly active researchers in UK institutions, including many who hold sizable external research grants, whose outputs are not submitted to the REF. As the article points out, it would be very wrong for managers to penalize scholars who have been excluded because of this sort of game-playing. That’s certainly not going to happen in the School of Mathematical and Physical Sciences at Sussex University. Not while I’m Head of School, anyway.
Moreover, even researchers whose “outputs” are not selected may still contribute to the “Environment” and/or “Impact” sections so they still, in a very real sense, do participate in their department’s REF submission.
My opinion? All this silliness could easily have been avoided by requiring all staff in all units of assessment to be submitted by all departments. You know, like would have happened if the system were actually designed to identify and reward research excellence. Instead, it’s yet another example of a bureaucratic machine that’s become entirely self-serving. It exists simply because it exists. Research would be much better off without it.
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