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A series of careers-themed events specifically for postdocs, using former postdocs, who have made various career transitions, as positive role models.

Graduate training Representatives

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

 

 

Recently there has been growing interest in an alternate business model, social enterprise. This is a different way of doing business that trades for a social purpose whereby the social or environmental aims of the business are of equal importance to its commercial activities. Consequently the skills required for running a successful social enterprise combine those typical of enterprise activities generally with a strong motivation and passion for social improvement. We have found that this aspect is useful in engaging researchers because at the heart of social enterprise is a strong commitment to achieving a better society, a motivation that resonates with that which typically drives the research agenda and researchers themselves. This collaborative project with Vitae has been successful in developing written and associated video materials to explore enterprise skills with early career researchers. There are plans to disseminate the resources via Vitae as part of the ongoing move to produce development resources that are freely available to HEIs as part of the research skills development agenda, this is likely to be in January 2011.

Research staff and students have access to specialist careers guidance, information and training services provided by the Centre for Career Development in collaboration with the Graduate School and Professional Development.

This is a brief summary of the organisational model that we have adopted in order to work more closely with Schools, Faculties and Departments and 'partner' with them in understanding and providing for the needs of their particular staff in a ‘bespoke’ way where appropriate. This positions us better to target our resource towards meeting real needs, while striving for enhanced alignment between UCL’s research strategy and individual aspirations. This new model also enables us to work more closely in partnership with other key people deployed at a Faculty or Department level, such as Research Facilitators, Research Leaders, HR Consultants, Faculty Managers etc.

This scheme funds young researchers to work within entrepreneurial technology-driven business to develop: 1) a practical understanding of how to transform research ideas into commercially successful products and services; 2) leadership and transferable business skills.

In one intensive three-hour session gives participants a general understanding of the media, including how journalists work, how to get coverage, how to prepare for interviews, and how to manage expectations. This is followed by individual coaching and mentoring in interview techniques, during which the participant is interviewed twice with video playback and analysis afterwards.

We use several communication channels for informing and enthusing Research Staff about the Faculty Researcher Development programme and other opportunities, including Twitter and e-bulletins.

A fund for researchers within the Faculty to apply for, to cover costs of attending external events which develop their transferable skills.

Research Staff are offered individual coaching to work on topics of their choice, such as personal effectiveness, career management, and other challenges at work.