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Training and development initiatives for young female research staff looking for promotion

Training and development initiatives for young female research staff looking for promotion. School of Mathematical and Physical Sciences. “The prime function of leading-edge research is to develop new understanding and the creative people who will carry it into society”

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Training and development initiatives for young female research staff looking for promotion

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  1. Training and development initiatives for young female research staff looking for promotion

  2. School of Mathematical and Physical Sciences

  3. “The prime function of leading-edge research is to develop new understanding and the creative people who will carry it into society” Boulton, G. (2010). Harvesting talent: strengthening research careers in Europe, League of European Research Universities (LERU), January 2010

  4. Workshop on Career Development for Grade 6 researchers • Reasons for workshop • Speakers • What did they hear? • The promotions process • Promotions, the bigger picture • Concluding statement

  5. Reasons for workshop • Athena SWAN silver award in 2010 • Few women going forward for promotion • Change in the internal promotion assessment process • Encourage post-docs to plan for their career... • ...to put forward cases for promotion • ...to tell them where they can findsupport

  6. Workshop speakers • School Director of Research, Prof. Mike Lockwood:“Your needs, University needs, REF needs” • Research and Enterprise, Dr Charlotte Johnson:“Getting help with grant proposals” • Grade 7 researcher: Dr Paul Williams“Some advice on the transition from Grade 6 to 7” • Senior Research staff: Prof. Ellie Highwood:“Taking a break” • Networking lunch

  7. What did they hear? • Your needs for success match the university’s needs • What is quality and how to achieve this • Career pathways, what next? • Planning for your career – support and how to do this • The school’s promotion process • What does a case look like? • Maternity breaks • Flexible working

  8. The promotion process • Transparency of the promotions process • Who is on the panel? • Internal pro-forma • Allowance for career breaks and part time work • Encouragement to put forward a case • Email to all • Financial implications • Support for putting together the case • Feedback

  9. Promotion – the bigger picture • Using Staff appraisals effectively • Selection of reviewers • Discussing the criteria • Broadening research staff experience • Extending research staff contracts • A strong research community • Research Funded Staff Forum

  10. Concluding statement School post-doc promotion: • Applications: 27% to 38% • Success rates: 16% to 42% School academic promotion: • 4 promotions to Professor Comments: • Increased understanding of the requirement • Improved confidence in the system

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