The Transformative Potential of Research Development at PUI’s final
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The document discusses the transformative potential of research development at primarily undergraduate institutions (PUIs). It argues that larger institutions are not necessarily better for research and that PUIs can be successful with research if they have support from top leadership. It also explains that research development helps create a research-friendly culture, facilitates interdisciplinary collaborations, and develops research agendas. Research development is different from sponsored programs and helps bring all parts of the research process together. When done effectively, it can help attract and retain top faculty while also benefiting students and increasing the prestige of the institution.
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The Transformative Potential of Research Development at PUI’s final
- 1. The Transformative Potential of Research Development at PUI’s
- 2. • PUI’s come in all shapes and styles – Misnomers: • The smaller the institution the less bureaucracy • The smaller the institution the less resources are available • Larger institutions can reach larger percentage of faculty with RD • Larger institutions facilitate more interdisciplinary applications • Larger is better!
- 3. Start at the Top!Start at the Top! • You won’t get far without support from the top! Don’t be Barney Rubble trying to get the car going if it is not the direction of the leadership • A hard truth, not all institutions who say they want research dollars, actually do! • Deans, Chairs and Faculty will not go out of their way to support research unless the directive has come from the top down! Innovators and Research Developers will be eaten alive if they don’t have cover from above as business model innovator and author Saul Kaplan tells us in “the business model innovation factory” Research Development in PUI’s is about next practices not best practices Leadership, faculty, research agenda, technology, students, sponsors, regulations, etc. all change and so must the value that our offices offer – student success due to being on an externally funded research project - publications adding to prestige of institution - be careful because our successful faculty can and will be recruited
- 4. Research Development is Not the Same as an Office of Sponsored Programs The relevance and importance of an OSP can not be overestimated! Research Development at PUI’s addresses concerns of the OSP by working to create a research friendly environment by … Recognizing faculty/student research activities
- 6. RD not RA • RD provides resources, connections, platforms for change of the institutional culture • RD provides outreach to region and within institution • RD provides venues for PI’s to meet their potential sponsors and guidance on how to approach them • RD provides the cheerleading squad for the “geeks”
- 7. Research Development Creates and Facilitates Research Agenda • Nursing Alliances Across a State to build collaboration and better equip proposal developers for large scale proposals • Rural Healthcare Initiatives to involve all aspects of an institution and create a holistic and vibrant footprint on a community…nursing assessments, OT, PT, Social Work, Educational Health, Cultural Health all included • Responsible Conduct In Research Luncheon garnering a TUES proposal developed at a liberal arts institution including a Philosopher, Biologist, and Psychology Faculty
- 8. The goal of our first faculty scholarly activity luncheon is to bring multiple disciplines together to engage in the development of a meaningful course with the topic of Responsible Conduct in Research is scheduled! As a liberal arts focused institution, CNU’s opportunity to broaden the interest of all students in this very important topic may lead to a variety of research agenda such as bio-ethics, technology transfer economics, and a complete depiction of history’s events that lead to the need for this course. Spearheaded by Dr. Drew Velkey, Director of the Office of Undergraduate Research, this multi-disciplinary approach to educating all CNU students in curriculum mandated by the National Science Foundation and the National Institutes of Health will guide students in all facets of learning, to become well rounded and thoughtful investigators of their chosen field, whatever it may be. Our first luncheon is scheduled for December 1, 2011 at The David Student Union, in the Jefferson Room. The discussion and lunch begin at 12:00 noon but we have the room until 3pm for extended conversations. We invite all disciplines to make this event a success! Please RSVP to 47392 no later than 11/21/11
- 9. Enlisting Faculty AmbassadorsEnlisting Faculty Ambassadors • Starting with your newest faculty, get to work right away to build collaborations between disciplines • It is much easier to get a large percentage of faculty from a small school together and interested in each others work • Ask knowledgeable faculty to act as your ambassadors…RCR/Mentoring/Sponsor Relations • Starting with your newest faculty, get to work right away to build collaborations between disciplines • It is much easier to get a large percentage of faculty from a small school together and interested in each others work • Ask knowledgeable faculty to act as your ambassadors…RCR/Mentoring/Sponsor Relations
- 10. Looking Around!!!Looking Around!!! • The resources around you are ripe with opportunities – Collaboration-experts for junior faculty to work with – Community needs translate to research or sponsored agenda – Current Affairs: Has anyone thought how perfect the timing is for an American Studies Program to start studying the Arab Spring’s effort toward Democracy? • The resources around you are ripe with opportunities – Collaboration-experts for junior faculty to work with – Community needs translate to research or sponsored agenda – Current Affairs: Has anyone thought how perfect the timing is for an American Studies Program to start studying the Arab Spring’s effort toward Democracy?
- 11. Recognize Your ScholarsRecognize Your Scholars • Old: – Newsletters (Although I still use them) – Letters from Leadership – “Bonus by the Dean” • New: – LinkedIn Updates on Awards and Research – Public institutional recognition through websites presence – Strategic funding of individualized research needs
- 12. http://www.youtube.com/watch?v=-DIETlxquzY Helping PUI Faculty Overcome Self-Esteem Issues Research Developers at PUI’s need to reinforce the concept that while our education/research may cost less on a proposal…it is not cheap! We have unique faculty with unique skills, training and backgrounds that provide our institutions with a leg up when presented in the right light.
- 13. Be InvolvedBe Involved • Know your faculty and know the industry – Involve your office in the interviewing process of new faculty – Read the Chronicle and look for linkages, articles, collaborators – Join LinkedIn and groups within LinkedIn - great connections, resources and collaborators – Stay in touch with sponsors: NSF Currents etc. send targeted articles and findings – Make the connections happen and remain on top of your profession as well as theirs-we can help each other
- 14. If You Feed Them…They Will Come • Not true anymore! Some things that work: – Guilt, Praise, Pleading, Enticements…Faculty time is precious and food just won’t do it anymore – Consultants who will aid them to improve their skills in proposal development – External presenters from sponsors to collaborative opportunities with other institutions
- 15. Create a Compliant, Friendly Research Environment Respecting All • Create relationships within your institution to streamline all processes possible • Review policies and procedures to ensure compliance and avoid blips on the radar later • Gently educate when possible and empower the educated to share • Reach out to faculty and Departmental Administrators to ensure a comprehensive picture. Suggestion: have post-award and institutional finance & administration present
- 16. Post-Award Corner: The Grants Division of the Business Office is pleased to welcome our new Director of Sponsored Programs, Anne Pascucci, and our new Assistant Director of Sponsored Programs, Debbie Gaudreau! Anne and Debbie bring a wealth of knowledge and experience to CNU, and they’ve already proven to be immediate assets to the University. Welcome to Anne and Debbie! We’re excited about incorporating individual spreadsheets for each award made to the University to provide timely and useful fiscal information to Principal Investigators and Program Directors. The detailed spreadsheets encompass all of the considerations involving the financial administration of grants. It will simplify our processes, and ensure that all parties are fully informed of the budgetary status of an award or contract. Transitioning to the spreadsheets will take some time, as we have to convert all Banner reports to the spreadsheet, and provide secure access for all individuals on a shared drive. Once the transition is complete, it will be our goal to provide monthly statements to all, as well as information on changing account numbers, increases in grant funding, and the like. In addition, it would be our hope that a Principal Investigator and his/her team can find everything they need on the spreadsheet, thus drastically reducing the need for CNU Live. Another new service to be implemented is a close out procedure, notifying PI’s 90, 60, and 30 days prior to the grant expiration. These reminders will ensure that funding is utilized expenditures are recorded in a timely manner, and adherence to guidelines. Is there anything that we can do for you? Please feel free to contact us at 4-7276 or laura.reid@cnu.edu. Your Post-Award Staff: Ellis Woodruff Laura Reid C N U Potential for Discovery and Creativity p. 10
- 17. RD Can Not Replace RA • In order for the full cycle of a proposal through close-out to work, there are many partners- – Pre-Award – Compliance – Institutional Approval – Research Compliance – Post-Award – Programmatic and Institutional Compliance
- 18. Research Development • RD is the partner who brings all of the moving parts together • Works to bring institutions, departments, and individuals together to create viable proposals • PUI Research Development Offices help to bring all the “team” together – pre – post – compliance – institutional – multi-institutional The Adjacent Possibilities or the Unusual Suspects!
- 19. Transformative Potential of RD for PUI’s • Build a research friendly environment with a team supporting each other rather than an us vs. them • Attract faculty to the interstatial spaces promoting collaborative innovation through scholarly activity luncheons and RD Office initiated research agenda • Grow research and research funding at PUI’s • Derive non-financial benefits such as:
- 20. Transformative Potential of RD for PUI’s – Student placement and success – Publications/research dollars, better teachers and the prestige associated – Strong interdependent faculty who collaborate, share, communicate and innovate – Faculty who appreciate the value of research with respect to teaching with respect to publication with respect to teaching and on it goes!
- 21. Thank you~ Anne Pascucci Christopher Newport University Resource: Kaplan, Saul. how to stay relevant when the world is changing the business model innovation factory. providence, RI: John Wiley and Sons, Inc, 2012. Twitter: @skap5
Editor's Notes
- I open with this back-screen because it represents the latest effort at Christopher Newport University for the OSP (RD Office) to bring interdisciplinary concepts to the forefront of faculty thinking. Originally conceived as a proposed center for Aquatic Studies, at the last minute having to change to “Water” as a theme, a faculty member from each of the Colleges presented around the them.
- We at PUI’s often have more hurdles to go through before proceeding with a proposal. Many times we are under the “us vs. them” model where the “catchers” of research or the post-award & departmental administrators don’t think that research is a part of their job. RD at PUI’s means we may have to be Dr. Phil and build these relationships.
- Unfortunately, many PUI’s think that Research is about making money…that is a culture shift for both the faculty, who thought that they were there to teach and teach alone and the leadership who need to understand that research is not exactly about dollars but how their faculty are better teachers and their students are more employable with research on their resume. The next practice is valuing research at PUI’s but R1’s, leadership, students…employers already know.
- Transformation of Culture at a PUI is in these student’s faces. It is the experience of defending your work at a poster session, developing self-esteem, working with scholars, creating knowledge and experiencing research. Sponsors and Leadership must both consider the next practice rather than the best practice for an old paradigm
- These are examples of research agenda that I have, in many cases, successfully achieved. It is the role of a Researcher Developer in a PUI sometimes to make things happen. Often people are in their silos rather than the interstatial spaces where collaborative innovation is most likely to take place. If we offer an idea, they make take that step into interstatial space to see what another disciplines ideas are on the topic. It is imperative to have the customer-faculty- involved to create something of value!
- For this luncheon, we begged, guilted, plead with faculty and leaders to get the turn out of nearly 20% of faculty even though a mandatory Faculty Senate Meeting took place in a room just below us! It garnered a TUES proposal including faculty from philosophy, psychology and environmental sciences.
- Within 6 months of joining a PUI, you are likely to know who the go getters are and who are entrenched in the old model that does not speak to a better teacher is one learning along side their students which speaks to the faculty who is generating publishable material while learning with students. Those faculty who are engaged and ready to go, either all ready have their research agenda, or are willing to jump into the “Adjacent possible” to be discussed below. This group of faculty are your best allies assuming that the leadership truly supports you. This small group will hopefully develop into a research network which at a PUI is a much simpler proposition. Don’t get me wrong, they all have discipline specific egos but for some reason know each other because there are less of them. I rode in the back of the car on the way back from Arlington for the NSF conference this year. I had two of my ambassadors in the front and was privileged to listen faculty from geography and psychology discuss the similarities between mapping of the brain and geographic features of society. Won’t promise to understand everything but I was excited, because it made sense to me! One of my ambassadors is now an RD professional! Doesn’t that make sense? This is all around the topic of “participative design”
- the “adjacent possible”, Stuart Kaufman’s concept as shared by Saul Kaplan in his book “the business model innovation factory”. It states that all of the parts or disciplines are already there…it is “merely” a matter of recombining existing parts to solve a problem. All innovation is about the “adjacent possible”. RD is synchronized random collisions of existing disciplines to bring many eyes on one topic. As recently as the 4/26/13 Chronicle describes a biologist and a literature faculty finding similarities between poetry and dna! YOUR ADVANCEMENT OFFICE MAY BE A GREAT STRATEGIC ALLY!
- PUI’s will always have self-esteem issues. I have found that most faculty believe that their salary cost on a proposal will make it uncompetitive. http://www.youtube.com/watch?v=-DIETlxquzY Recognition can come in many forms, indirect cost recovery, convocation of scholars, inclusion on materials for marketing the institution equating to pride in our faculty.
- In my career I have relied on faculty that I worked with from the late 1980s! I am not ashamed to ask them to review proposals for my current faculty and if they asked, I would MAKE it happen for them. I have also turned to my peers. Who knows better about the expertise of their faculty than us? The listserv provides us with opportunities to ask for collaborators and reviewers. I was thrilled to have the experience of finding an article in the Chronicle about a scientist in NM who was using Cerium Oxide for carbon capture and link my faculty member to the story because he was using cerium oxide to capture free radicals developed from traumatic brain injury!
- I still feed them but it is a lot more work now than it seemed to be before to engage faculty. They need to know what they are going to get out of a presentation and how it is worth their time. I write targeted emails to various departments enlisting their participation and try to explain why their “adjacent possibilities” can add to a discussion or agenda
- The power of a streamlined process, a clear policy, or being able to find an answer on a website easily can not be underestimated! Giving faculty a voice through a research oversight committee comprised of tenured and untenured faculty to showcase bumps in the road is a great way to acknowledge and bring to the attention of leadership issues prohibiting research.
- Our Post-Award staff. We give them a voice in our seasonal newsletters to better educate faculty and to demonstrate their concerns. It provides them with the same respect we want to show our faculty. It also works to end the “us vs. them” attitudes that can emerge at PUI’s.
- We need the pitchers and the catchers. Goose Gossage would have been no where unless he had Thermon Munson to catch his pitches. Ok so Andy Pettite and Jorge Posada… for you youngsters. What I mean is that RD and Pre-Award are only as good an useful if they are confident that there is a functioning post-award side including financial and research compliance. You would not want to get an award only to find that your institution does not have the infrastructure that you need in place to perform your project. NOTE A LOT OF COMPLIANCE…SMALL STATE PUI…WE’VE GOT OMB’S, SPONSOR SPECIFIC, STATE, FEDERAL, INSTITUTION SPECIFIC, UNIQUE LEADER SPECIFIC ETC!!