Subscribe by RSSDatabase of practice

The annual Research Poster Conference provides a unique opportunity for doctoral researchers at all stages of their studies to present their research to a diverse mixed-disciplined audience. The Conference is an excellent practical forum for the development of a range of essential communication and networking skills. It is also a chance for University students and staff to foster productive interdisciplinary links and find out more about the range of exciting research that takes place at the University of Birmingham. The usual resources are required to deliver the event: a venue; catering & catering staff; additional helpers to assist on the day; and a means of producing and displaying the posters. We also provided 3 doctoral researchers with the opportunity to become part of the project team that organised the Research Poster Conference.

A joint initiative across the Schools of Arts, Humanities and Social Sciences, it provide an intellectual forum for supporting the research interests and career development of postdoctoral researchers.

A range of two hour bite-sized workshops aimed at research staff and students. Titles include Being Assertive: getting yourself heard, Being Strategic: getting others interested in your research, Getting the Most out of Conferences and Making Contact and Making your Contacts work for you.

Graduate training Representatives

In 2011-12, the Humanities Division will contributed funds to each Faculty wanting to employ a graduate training representative role. 

The courses and workshops outlined in our programme are designed to meet the needs of all groups of staff within the College and offer a wide variety of development opportunities in five key areas:

• Health & Safety

• Information Technology

• Leadership & Management

• Skills & Knowledge

• Wellbeing

In our 2009/10 training programme, we introduced a section specific to the development of researchers, in response to principle 4 of the Concordat. This section has continued to develop following feedback received from research staff, line managers and principal investigators.

Research staff may also attend any of the other Staff Training & Development courses offered in the programme.

A 2-day course to address topics such as: thesis writing and viva preparation, career options and planning, networking, and leadership within corporate and academic work contexts.

There is an increased expectation from funders of research on researchers to consider the wider implications of their research on society, culture and the economy. This is reflected in the addition of 'pathways to impact' documents in grant applications. So too, the Vitae RDF explicitly makes reference to the need to up skill researchers in the area of engagement, influence and impact. This includes, working with others, communication and dissemination and KT and impact.

The University of York has piloted a new skills training programme for PhD students and staff which ran November 10 - July 11. This included training in: 

Enterprise and knowledge transfer - 'the research and innovation programme' - 8 part series of business planning workshops, aimed specifically at commercialisation of research and industrial engagement. the sessions were 2 hours in duration and covered- Knowledge Transfer, IP, business models for research innovation, Market analysis, financial awareness, business planning and pitching to industry.

Also, the Enterprising Researcher residential programme - 2.5 day intensive school for PGRs and postdocs.

Policy and Practice - Sessions included: Science into Policy - 2 hour session on working in the social sciences and translating research to policy makers. Also includes evidence led policy making advice. Sessions on communicating your research to lay audiences also covered aspects of communicating to policy makers.

Public Engagement - The University is working closely with the NCCPE to pilot a training programme in PE - also, sessions have run on public engagement and communicating research to different audiences.

Impact - specifically around pathways to impact, the programme offered 4 central staff sessions for cognate groups of departments broadly based around research council area, on pathways to impact. 

The programme also offered 4 central PhD sessions on research with impact, designed to allow researchers to consider impact from the outset of their research careers.

The sessions are 2.5 hours in duration and  pose the following questions: 

1. Who will benefit from your research?

2. How will they beneift?

3. What will you do in order to ensure they have the opportunity to benefit.

The sessions are interactive, allowing participants to work in groups on a specific research idea, and build a pathway to impact- they also have the chance to view example pathways and plans, and also to review their colleagues. Where possible, academic input is also used.

Sessions on impact are also being run in the departments as part of grat writing programmes and as bespoke one off courses. Such courses have mainly been for staff in Sociology, Education, Computer Science, Arts, Politics and psychology.

Coaching and one to one support around writing pathways to impact is also offered as part of the programme.

The University of Strathclyde has a long standing reputation for education, research and teacher training in science, engineering and technology disciplines. In seeking to further enhance that reputation by achieving an Athena Swan Bronze Award, we wish to demonstrate how the university is allying its search for academic excellence with a concern for equality of opportunity and inclusiveness across the institution. The Athena Swan project has been instrumental in awareness raising across the University, and the engagement of staff at all levels within the institution in considering current and future practice.

A UK-wide process enables UK HEIs to gain the European Commission’s ‘HR Excellence in Research’ badge, which acknowledges their alignment with the principles of the European Charter for Researchers and Code of Conduct for their Recruitment. The UK process incorporates both the QAA Code of Practice for Research Degree Programmes and the Concordat to Support the Career Development of Researchers to enable institutions that have published Concordat implementation plans to gain the ‘HR Excellence in Research’ badge. The UK approach includes ongoing national evaluation and benchmarking. This award recognises the positive actions that the University has taken to support the career development of researchers and the actions in place to implement the principles of the Concordat to Support the Development of Researchers. 

The document is based on a gap analysis performed in November 2010 which sought to map existing policies and evidence of good practice to the Principles and Clauses of the Concordat.  Actions were then identified where further work was required to ensure complete compliance, and responsibilities assigned. Actions highlighted are where new approaches or changes to existing approaches will be developed, identifying how these will happen and setting timescales.  These new approaches will then be implemented and reviewed at regular intervals.