The original text of this petition was erased in the victory update - we are adding it here as a record of this important victory. 

The staff of Newcastle University are in dispute with the management over performance targets that have unleashed a culture of bullying across the institution. We call on the Vice Chancellor, Chris Brink, to withdraw these targets and agree instead to enter into a collegial and supportive process to develop research in the University.

In the summer of 2015, as part of its ‘Raising the Bar’ (RTB) initiative, Newcastle University’s management unveiled (following minimal consultation) a series of ‘Research Expectations.’ These are precise figures for grant money obtained, PhD completions, and top journal publications. At a time of severe funding cuts where more people are chasing fewer resources it is impossible for academics to guarantee securing research or PhD funding.  

RTB has generated an atmosphere of fear and intimidation. Failing to meet these expectations can lead to ‘capability’ procedures being enforced, and staff are being threatened with dismissal or being moved to less favourable contracts. Academics have been called in whilst on annual leave to be told they are failing, and annual reviews are being used to frighten and bully. Good staff are resigning, and top potential staff have been deterred from applying. Morale is low, stress is on the rise, and trust between management and academics has been shattered. Female staff, who are more likely to take career breaks and work part-time for childcare, are disproportionately suffering adverse effects. Coercive attempts have been made by the management to suppress internal criticism. The supportive environment needed to undertake creative research and top-class teaching has thus been undermined, and the reputation of the university and the degrees we offer is thus threatened.

All of this was predictable and avoidable. Newcastle is a world leader in the scholarly literature which shows that targets-based performance management is counter-productive in the public sector, but this research expertise has been ignored by the management. RTB has generated unprecedented internal opposition, with open letters of concern sent by the Professoriate, student groups, and academic collectives. Yet despite this, in extensive negotiations the management has refused to budge on the academics’ key objection that staff cannot be subject to disciplinary action for failing to achieve outcomes that are beyond their control. The University and College Union (UCU) has been forced into industrial action to protect the reputation of the university and the quality of its teaching and research.

UCU supports the management’s desire to improve research. Therefore, UCU asks the management to (1) withdraw RTB’s Research Expectations, and (2) instead to enter as partners into a collaborative process called ‘Improving Research Together’ (IRT). This is an academic-led, not top-down, collegial, evidence-based process to devise a non-coercive framework in which to foster a higher-performing research community and build a unique international reputation.  

We urge Chris Brink to accept this reasonable invitation and bring the dispute to a rapid close.