Public Board of Directors papers 27.01.22

R&I Division to ensure that they have the necessary approvals. • The Trust should undertake an audit of the use of FTCs and review their policy with a view to developing a more supportive approach to this dedicated and often long-serving group of staff. This could include appropriate briefing and guidance documents for line managers on the use of FTCs. • Each individual on an FTC should have a one-to-one meeting with their line manager to consider their personal employment situation and the legal implications. • In view of the comments received about the turnover of staff from BAME backgrounds in the CCRF it is recommended that a look back exercise is undertaken to establish the actual position. • That the use and effectiveness of exit interviews be reviewed.

have been reviewed and confirmed to have the necessary approvals • The use of fixed term contracts has been reviewed and confirmed as appropriate for the nature of the activities of the R+I division which undertakes a high proportion of fixed term research projects. £10 million of our £20 research income is fixed grant income term and it would be inappropriate for this to be used to fund permanent posts, however our policy is to transfer staff with over 4 years employment to permanent contracts. • Individuals on fixed term contracts have regular annual appraisals and are made fully aware of the nature and implications of their contracts in line with normal employment practice. • A look back review of the turnover and exit interview outcomes has confirmed that 4 of 29 staff that left the CCRF between 01/01/2018 and 31/12/2020 were of a BAME background. Exit interviews do not show any evidence or concern about racial bias. • A review of the exit interview process has identified ways to improve response rates. Work has been undertaken to improve access to the questionnaire and this has been widely communicated within the Trust. substantial additional time allocation and more formalised membership of the executive team and board of directors. With the decision of the existing R+I Director not to apply for the revised post a new R+I Director was appointed and has been in post since June 2021. This has been accompanied by new appointments to other medical leadership posts including Executive Medical Director and Director of Education. Managerial leadership posts have been made in the CCRF and a new Medical Director CCRF has been appointed. • The newly appointed R+I Director has reviewed the support arrangements for the role and will be bringing forward proposals over the coming months. • The Christie’s ambitions for research are fully set out in our strategy and that of the MCRC and are enshrined in the Trust’s mission as an accredited comprehensive cancer centre: “We Care, We Discover We Teach”. Leadership of the R+I Division • The R+I Director post was revised with

Matters not included in the Rapid Review’s Terms of Reference 3.1.2.2 Leadership of the R+I Division

• The new Director of R&I needs to be fully supported to lead the development of the R&I strategy.

• The leadership of the Trust should be fully engaged in working with stakeholders to clarify the Christie’s ambitions for research within Greater Manchester, nationally and

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