Your SlideShare is downloading. ×
Professional Development for FAS Marie Curie International Postdoc Programme
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Introducing the official SlideShare app

Stunning, full-screen experience for iPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Professional Development for FAS Marie Curie International Postdoc Programme

317
views

Published on

Short interactive presentation on professional development for postdoctoral researchers on the COFAS programme (see http://cofas.fas.se/). Presented at kick-off meeting in Stockholm on 12 December …

Short interactive presentation on professional development for postdoctoral researchers on the COFAS programme (see http://cofas.fas.se/). Presented at kick-off meeting in Stockholm on 12 December 2011

Published in: Technology, Business

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
317
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
0
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide
  • What am I going to give you?Space to thinkAbout what you’re currently doingWhat you want to do
  • Build human capital by influencing the development and implementation of effective policy relating to researcher development This includes running an annual conference and policy forum and regional networks that enable the quick and effective development and implementation of new policy Enhance higher education provision to train and develop researchers through generation of key resources/programmes and regional implementation, e.g. Effective Researcher and CPD for researcher development staff Empower researchers to make an impact in their careers through UK-wide researcher web resources and support and targeted activities to meet specific needs, e.g. creative industries careers in focus programme with the Arts and Humanities Research Council (AHRC) Evidence the impact of professional and career development support for researchers through implementation of the impact framework and the ‘What do Researchers do?’, series of publications and research reports
  • Give them RS postcardPolicy e.g. Conference and policy Forum, Concordat implementation, HR excellence in research award, UKRSA
  • Training e.g. Development and delivery of high quality programmes for researchers, providing training for staff who support researcher development
  • Information and community e.g. Website, training for researchers, blogs, facebook, twitter, UKRSA
  • Research and evidence e.g. Impact framework, WDRD
  • What skills, knowledge, behaviours does a successful researcher have?In groups of 6, 3 minutes to list as many ‘things’ as you can on the post it notes and put them up on the wall. Have a look at what other groups have put. Common themes? Funny examples?Being successful as a researcher requires you to think carefully and strategically about your skills, objectives and the areas in which you need to developWe went through a similar process to this in our creation of the Researcher Development Framework
  • We asked that question in semi-structured interviews with over 100 experienced researchers (mostly profs and PIs). The RDF was the result of that research.The RDF has been designed to help you plan, promote and support your personal, professional and career development. It was developed by you for you.The project began with an initiative at the 2008 Roberts Policy Forum. Vitae pulled together a working group in March 2009 and the project got underway.How was the RDF created?Empirical data from analysis of audio-recorded,.Everyone was asked to identify what they thought was important for a research career.Representative sample: range of experiences, institution types, geographical context, disciplines and demographics.Results: > 1000 characteristics and variants, clusteredinto common groups’This provided the core of the framework – then consulted all the stakeholders who have a view on researchersCross-referred results with other competency type frameworks, expert and specialist input – Research councils, careers, RIN, UCU Built a larger picture of what is means to be a researcher. What does the end result look like?
  • Give them RDF leaflet4 domains which form the strategic RDS12 sub-domains63 descriptorsUp to 5 phases of development for each descriptor.Need to consider all of these areas – BUT they may not all be relevant to you or at a specific point in time.Careers like people, move on.
  • Who am IWhat is my backgroundWhat experience do I have of working with researchers
  • Use for intros – get them to talk to each other and discuss which picture(s) represent where they are at the moment (or previously), then ask them to comment in turnEg. Just starting out; Looking as far as graduation; Lost in a fog; Overwhelmed by it all; Drifting / treading water; Held back by something; Aiming for the winning post; Running fast, but can’t see what’s ahead; At a crossroads; Worried about being just like everyone else / boring career; Struggling up a steep hill; Worried about being stuck in an office job, surrounded by paperwork; Can see the summit and intend to get there; Looking forward to early retirement - or want to get more balance into your lifeWho they are?Why they are here?Ft / pt a job / not in a jobEnjoy current / job don’t enjoyCareer aspirationsDo they want to pick up tools and tips on getting into a careerWhat is their career plan? Do they have one?Etc get the pairs to introduce each other to the group.Talk about this over coffee
  • Given them skills and competencies leaflet. Ask them to draw a 4x4 circle and complete each square with one skill or strength
  • What would other people say? Friends, family, critics, bosses?
  • What are your current priorities? Draw your own wheel. What areas would you choose?Family, Health, Work, Career, Friends, Fitness, Partner, Children, What else?
  • What would perfect look like in each section? How would you be feeling? What would you notice? What would others notice about you?Imagine you could look into the future. Imagine looking at yourself in 5 years time. Everything has gone really well for you and you are living your perfect life. What does that look like? How do you wake up?What are you wearing?What does your working day entail?When do you get home?What else do you do?
  • Where are you now in each of these areas? If 10 is your perfect score, what is your current score?
  • Out of your wheel of priorities, what do you want to change the most? What is your first goal on getting to the perfect ten?
  • It’s all very well knowing where you are going, but this is the real world and there are obstacles in your way. What could stop you from reaching 10/10?In groups (4 -5 people) brainstorm all the barriers that might get in the way of your career development. Which of these career barriers are internal (anxiety, procrastination) or external (state of the labour market)Which of these barriers have you got control over? Circles of influenceACT Barriers that are within your control and important A common barrier is procrastination. If it is internal then we do have some control over it so you can act on it (get someone to make sure you do you work)REFRAME Barriers that you can’t control and are importantThe uninviting state of the job market – external and beyond any one person’s control but still crucial, so how can view this barrier as more positive and manageable you can’t deal with it outright but you could improve your chances by going on more training, making use of networking oppsCHOOSE Barriers that you can control but that are not importantBarriers you can control but you don’t perceive as important you put in the choose boxIGNORE Barriers that you can’t control and aren’t importantBarriers which you can’t control and are not of great importance you should put in the ignore box.
  • If your 1st goal is to reach the North Pole, maybe just go to Stockholm airport and start heading North!You don't need to have all the answers but you do need to take the first step.Be specific and have a target date.
  • What are you good at?Where do you want to be? What would perfect look like? Within that, what is your first priority/goal?What might get in the way?How do I get there? What are my first steps?Take actionReview, where are you now, what are you good at?
  • This is your life, no one else is going to look after this for you. Being proactive about your professional development will help you take ownership of your direction and help get you to your goals.
  • Transcript

    • 1. Professional developmentDr Emma Gillaspy, Vitae NW Hub Manager
    • 2. This afternoon Introduction to Vitae Explore your career to date Recognise the skills and interests you currently have Think about where you would like to be Identify actions to help you move forward
    • 3. Vitae For the UK to be world-class in supporting the personal, professional and career development of researchersInfluence policy development and implementationEnhance HE provision to train and develop researchersEmpower researchers to make an impact in their careersEvidence the impact of professional and careerdevelopment supportRCUK fundedDelivered regionally and nationally
    • 4. What we do Policy
    • 5. What we do Training
    • 6. What we do Information and community
    • 7. What we do Research and evidence
    • 8. What makes a successfulresearcher?What: Knowledge Skills Qualities Behaviours Etcwould they exhibit?
    • 9. Researcher DevelopmentFramework (RDF) RDF is an operational framework for planning, promoting and supporting the personal, professional and career development of researchers How was it created? Core of the framework consists of data drawn from over 100 interviews Phenomenographic method* – identified over 1,000 characteristics and their variants Input from experts, specialists and stakeholders Clustered into the 4 main areas or Domains* See http://www.vitae.ac.uk/policy-practice/167281/Background-documents.html for further details on method.
    • 10. RDF
    • 11. My career journey You have loads of skills that you can use in every walk of life, not just research. Make sure you grab every opportunity that comes your way and network as widely as possible. Remember, your possibilities are endless....
    • 12. Where are you on yourcareer journey?
    • 13. What are you good at? “To be employed is to be at risk, to be employable is to be secure” Peter Hawkins
    • 14. Is there more?
    • 15. Where do you want to be? Personal growth Research skillsIndependence Profile Publications Communications
    • 16. What does perfect look like? 10 Personal growth Research skillsIndependence Profile Publications Communications
    • 17. Where are you now? 10 Personal growth Research skills 8Independence 4 Profile 6 Publications Communications
    • 18. First goal
    • 19. What might get in the way?
    • 20. Making it happen What are your first steps towards reaching your first goal? What actions do you need to take? What will you do in the medium term? And later?
    • 21. Professional development Where am I now? Where do I Taking want to action be? What’s How do I stopping get there? me?