1. Phil Quirke RAE 2008 & REF 2014 panels

2. Academic performance Research Teaching Papers
Research income bearing overheads
PhD/MD production
Teaching
Volume
Quality
Income

3. Research income Research income Research grants Overheads REF money
Research Council and NIHR 80% of staff costs
AMRC charities – 22%
Non AMRC – 0%
Industrial contracts – by negotiation 100% plus
REF money
Research students/ academic clinical trainee awards

4. History of RAE/REF
Research Assessment Exercise 1986, 1989, 1992, 1996, 2001, 2008,
Research Excellence Framework 2014
Important for the distribution of research funds
RAE and REF income per FTE
Increasingly focused on individual and subject area performance
Post RAE reviews drive the structure of universities and thus medical schools

5. Changes RAE towards REF
Increasing precision of definitions
Focused on outputs, university metrics and environment and in 2014 impact
Consolidation of clinical medicine from individual areas including pathology, oncology, cardiology to now clinical medicine containing all these and many others
Very specific rules
Will we move onto metrics?

8. Key aims for the REF
to produce robust UK-wide indicators of research excellence for all disciplines which can be used to benchmark quality against international standards and to drive the Council's funding for research
to provide a basis for distributing funding primarily by reference to research excellence, and to fund excellent research in all its forms wherever it is found
to reduce significantly the administrative burden on institutions in comparison to the RAE
to avoid creating any undesirable behavioural incentives
to promote equality and diversity
to provide a stable framework for our continuing support of a world-leading research base within HE.

12. Submissions are assessed according to the following criteria:
Four star: Quality that is world-leading in terms of originality, significance and rigour.
Three star: Quality that is internationally excellent in terms of originality, significance and rigour but which falls short of the highest standards of excellence.
Two star: Quality that is recognised internationally in terms of originality, significance and rigour.
One star: Quality that is recognised nationally in terms of originality, significance and rigour.
Unclassified: Quality that falls below the standard of nationally recognised work. Or work which does not meet the published definition of research for the purposes of this assessment.

13. Citations by field, 1,5,10 and 25th percentile and year Top fields

14. Citations by field, 1,5,10 and 25th percentile and year lower fields

27. Relative performance of Clinical medicine 4* and 3*
Green arrow Leeds

34. Proportion 4* vs number of FTE all Universities showing the larger the UoA the higher the proportion of 4* apart from 2 Universities that went for volume
%4*
%4*
FTE
FTE
%4*
%4*
FTE
FTE

35. What do we need to do for next time
Know the process
Think ahead
Increase 4*
Work on our impact case studies – we should know now what they will be
Increase PhD/MD students
Increase Research Council money

36. Increase 4* to 4x4* Have a strategy Increase open access
Collaborate with 4* researchers outside our Institution
Collaborate on 4* projects
Clinical trials
Ensure ECR’s are submitted – 2 papers
Increase pool of researchers

37. Increase 4* Inter-institutional and inter-UOA collaborations
Strategic collaborations between specialist areas
Impact cases
We should know our 4* impact cases now
Strategy to go out and find them

38. Environment Massively increase PhD/MD students
Performance target
Reduce bureaucracy
Increase research council income

39. Good news Academic F2, ACF’s and PhD research fellows not included
Only Clinical Lecturers and above
Outputs reduced because of length of time in contract, part time working, maternity/paternity leave, illness
Others may take your papers but this should be accepted by Institution as equivalent to you submitting them

40. It is possible
Needs
Right strategy
Understanding of the rules
Quality not quantity
Collaborations with the right people
Volume
A good REF return makes you valuable to the Institution and ‘transferable’ like a footballer