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This interactive workshop explores the pros and cons of an academic career, looks at individual researcher's strengths and development needs and allows then to plan what needs to be done in order to be a strong candidate for an academic position in the future. (Uses materials first designed by Sara Shinton, Careers Consultant)

This session gives researchers an overview of what is expected by academic / non-academic employers from an effective CV and prepares them to draft their own marketing tool, which the can then discuss with the careers development consultant one-to-one at a mutually suitable time

PhD alumni of the university from all subject areas from the 70s, 80s and 90s who were not working in academia were contacted and asked to write a free text case study which covered certain key areas of interest. They were asked why they chose their career area, how they got into it, what it involves, how has their research background been useful and did they have any tips for current researchers.

This session focuses on how researchers can effectively market themselves to academic employers via CVs and application forms, through covering letters and at interview.

Impact Assessment Project for UCL's Entrepreneurship Provision. Programme Director and impact project leader Tim Barnes from UCL Advances.

A Researcher Development Framework has been produced by the Researcher Task Group at the University of Stirling to assist researchers to make decisions regarding their personal, professional and career development opportunities.

The web based automated Single Training Booking System provides a central place for customers to browse and book the learning and development provision offered by UCL's main training and development providers. Users can book onto training events, reserve lists and may register their course interests.

This longitudinal feedback process is designed to capture the "before event" and "3 months after event" reflections of participants. It is a paper based system which we find is more successful than other online approaches we have attempted. It works in conjunction with a standard feedback form which captures post event thoughts and learning directly on completion of the course.

Our Loughborough Local GRADschool is now well established and ready to increase in size. We run a three day, non-residential model. This gives us a good balance between sustainability and impact. It is held open primarily for third year research students and has a real empahsis on what happens next after the PhD.

Research has shown that the well-being of employees is critical to the performance of both the individual and their organisation. However, no-one has thoroughly assessed the factors affecting the well-being of doctoral researchers. All the investment going into transferable skills development programmes will not yield optimum results if researchers are adversely affected by well-being issues that are neither understood nor quantified adequately. This led us to develop an innovative well-being assessment, specifically for postgraduate researchers, based on a clinically approved methodology and including a wide consultation amongst stakeholders.