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What could help support introducing

standardised JDs at your employer?

Resource	Mentions
Local networks/connectivity	12
Senior leadership champion/buy in	11
Skills-based recruitment/promotion/regrading	10
Standardised JDs	9
PRISM visibility	5
Best practice from other institutions/movements	5
HR support	3
Funder pressure	2
National network	2
Business case	1
Research culture	1
Skills framework/progression/promotion	1

5 of 17

What factors might block introducing

standardised JDs at your employer?

Block	Mentions
Undervaluing/misunderstanding of PRISM roles	16
Promotion/re-grading processes inadequate/inflexible	13
Institutional/HR resistance/inflexibility	10
Lack of senior leadership/PI buy-in	7
Promotion/re-grading processes inconsistent	6
PRISM isolation	3
PRISM invisibility	2
PRISM roles very variable	2
EDI issues	2
Funder unsupportive/inflexible	1
Line management	1
Lack of resource for PRISM activity	1
Low esteem role	1
Lack of continued professional development support	1

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What would contribute to changing this?

Solution	Mentions
Network for support and information	19
PRISM network resource required	14
Raise awareness of PRISM role	14
Build business case	9
Standardised JDs	9
Identify champions	9
Funder buy-in	7
Underwrite PRISM roles	5
Route to promotion in post	4
Talk to senior management	4
Underwrite PRISM contracts	3
Learn from other sectors/roles	3

Other solutions, each mentioned once: Raising awareness of PRISMs, Sector-wide discussion on role esteem, Succession planning, Embed PRISMs within institutions, Funding support, HR support, Better communications between HEIs, Senior leadership buy-in, Better PRISM definition, PRISM charter, Promote PRISM identity via social media, Financial support

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What resources should the PRISM network develop?

What is the business case for PRISMs?
How to get funder buy-in
How to identify local champions
How to build a local PRISM network for support and information
PRISM charter
How to raise awareness of PRISM role with colleagues, funders and employers
How to talk to senior management/HR about PRISM support

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What could members do?

Action	Mentions
Build/engage with local PRISM network	11
Raise awareness of PRISM role	10
Raise awareness of PRISM network	9
Lobby funders for PRISM support	7
Engage with existing local staff networks	5
Engage with employers/HR for PRISM support	4
Compare local JDs to UCL JD model	3
Raise awareness of PRISM UCL JDs	2
Share good practice	2

Other actions, each mentioned once: Raise awareness of PRISM network with colleagues, PRISM network to seek formal status with employers, Contribute to PRISM network funding bid, Compare own role/skillset to UCL JDs, Create resources for influencing senior leadership, Promote costing PRISMs on grant applications

9 of 17

What could members do?

Other actions, each mentioned once: Increase awareness of network, Create CPD, Engage with other EDI initiatives, International collaboration, Create resources on how to get funding for PRISMs, Develop accreditation scheme

Action	Mentions
Lobby funders	15
Compile and share good practice	13
Raise awareness of PRISM role	9
Lobby employers	8
Network PRISMs	7
Publish case studies of good PRISM support	6
Events	4
Build standardised PRISM framework	3
Create resources for members to influence local decision makers	3
Share PRISM JDs	2
Lobby decision makers	2

10 of 17

Vision & Strategy session

Led by Dr Rachel Sparks

Head of Strategic Implementation & Change

Newcastle University

11 of 17

Where we want to be in 10 years

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Network	Career Development & Training	Funders	Recognition
Financially stable network	Established & recognised career paths for PRISMs	Recognition of the role by funders	Everyone knows what a PRISM is
Established training framework	Open ended contracts	PRISMs as CoIs on all applicable grants	Representation in senior levels of institutions
Network with budget and salaried colleagues associated to run this	Clear pathways for promotion	PRISMs considered as vital to grants as research colleagues	Something akin to technician’s commitment
Calendar of events both formal & informal, in person & online.	Parity in PRISM roles across the sector	Strong relationships with PRISMs	PRISM as Vice Chancellor
PRISM champions at all universities	Tailored programme specifically for PRISMs	No PRISM, no funds	Recognised profession with people seeking out PRISM roles
PRISM becomes professional body (providing training and awarding qualifications	Provide accredited and recognised qualifications (potentially join up with APM or similar to deliver)	Set expectations of % to assign to PRISM roles on grants
Engaged with similar international groups	Catalogue of useful resources
Sponsorship, so no membership fee required	Themed series of trainings
Comms channel beyond events
Regional PRISM communities

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Localised Networks/Champions
Mentorship
Glossy resource
Promotions available to all (not just academics)
Roles costed properly into research projects
Senior Professional Services colleagues as allies

Career Progression

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Share best practice
Good training providers
Develop accredited training specific for HEI/PRISM roles
Mentoring Programme
Catalogue of opportunities in training
Lobby funding bodies for changes

Professional Development

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PRISM representation on review panels
Promote PRISM as a career pathway
Educate PIs and senior management on the value of PRISMs
Funders could create awards solely for PRISMs to apply to
Share portfolio of JDs for PRISM roles

Recruitment

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15 of 17

Recognised career at institutional level
PRISM subgroup in existing networks
A space for sharing good practice
A space to moan/be listened to
Educate community on barriers faced by PRISMs
Development to be factored into roles
Social Events (formal & informal)
Adhoc communication - shared spaces
Use #PRISM in signatures
Recognise PRISM as a job title

Belonging

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Refine and define how we move through the grades
Evidence of PRISMs adding value share with institutions and also case studies of consequence of not having a PRISM onboard
PRISM to define and share ‘standard’ job descriptions
Lobby institutions to underwrite PRISM roles

Job Security

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Share case studies
Share good comms material at all level (from local to national)
Demonstrate value of PRISMs to Research Councils
Provide training to and through Research Councils
Ensure PRISMs are costed correctly – guidance from Network could be useful
Take credit, rather than PI receiving recognition
Link to roles within research councils that may be considered as PRISMs themselves
Are there any communities within research councils that we can tap into?
Increase PRISM presence in grant review process
Identify allies in both academia and research councils

Recognition

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