The document discusses eight focal points for embedding public engagement at institutions. It focuses on mission, leadership, partnership, support, learning, reward, and recognition. Specifically, it discusses recognizing and rewarding staff involvement in public engagement through recruitment, promotion, workload plans and performance reviews. It provides examples from different universities of how they have incorporated public engagement into appraisals, promotions criteria, job descriptions, awards and incentives.

1. Funded by the UK Funding Councils, Research Councils UK and the Wellcome Trust An Introduction to Reward and Recognition Paul Manners Director, NCCPE

2. Eight focal points for embedding public engagement

3. Mission Leadership Eight focal points for embedding public engagement purpose Embedding a commitment to engagement in institutional mission and strategy, and championing that commitment at all levels

4. Mission Staff Students Public Leadership Eight focal points for embedding public engagement purpose partnership Embedding a commitment to engagement in institutional mission and strategy, and championing that commitment at all levels Involving staff, students and representatives of the public in dynamic ways and using their energy and expertise to inform the strategy and its delivery

5. Mission Staff Students Support Public Leadership Learning Reward Eight focal points for embedding public engagement purpose partnership process Embedding a commitment to engagement in institutional mission and strategy, and championing that commitment at all levels Involving staff, students and representatives of the public in dynamic ways and using their energy and expertise to shape the strategy and its delivery Investing in systems and processes that facilitate involvement, maximise impact and ensure quality and value for money

8. ‘ There is no intention in the matrix to judge "correctness" or "goodness" regarding an institution's commitment. Rather, the intent is to provide a framework that may be useful to an institution in comparing where it ideally seeks to be positioned on the matrix and its assessment of its current location, to support coherent institutional planning and decision-making’. Levels 1 - 4 Mission Promotion, tenure, hiring Organization structure Student involvement Faculty involvement Community involvement Campus publications

10. Reward and recognition PE does not feature formally in university appraisal processes Emerging Focus PE is featured in appraisal / performance review Developing Embedded Some departments feature PE as part of performance review. PE does not feature in promotions criteria. The university has reviewed its appraisal process, and developed d a policy to ensure recognition for PE is built into relevant role reviews Some departments will consider PE as a legitimate activity in considering promotion. There is a university wide policy to recognise PE within relevant promotions criteria PE is included in promotions criteria PE is included in relevant job descriptions PE does not feature in job descriptions PE features occasionally in job descriptions. The university has conducted a systematic review of its role profiles, and integrated PE into relevant roles. There is a good understanding from managers of the competencies required for engagement PE activity is celebrated through awards and prizes No prizes or awards are offered for engagement activity Some awards / prizes are offered but these are not high profile PE activity is celebrated with high profile awards / recognition. Few or no incentives are offered for engagement activity, and there is little encouragement for staff or students to get involved PE activity is encouraged and incentivised Most departments offer incentives to support staff and student involvement. PE is a legitimate activity in workload planning for relevant roles. Some departments offer incentives (eg conference fees; sabbaticals, mini-grants)