Professional and career development

Professional and career development are integral to enabling researchers to develop their full potential

Angled image of the Vitae Researcher Development Framework showing the 4 domains

Researchers must be equipped and supported to be adaptable and flexible in an increasingly diverse global research environment and employment market.

This Principle recognises the importance of continuous professional and career development, particularly as researchers pursue a wide range of careers.

Managers of researchers must:

  1. Engage in regular career development discussions with their researchers, including holding a career development review at least annually.
  2. Support researchers in exploring and preparing for a diversity of careers, for example, through the use of mentors and careers professionals, training, and secondments.
  3. Allocate a minimum of 10 days pro rata, per year, for their researchers to engage with professional development, supporting researchers to balance the delivery of their research and their own professional development.
  4. Identify opportunities, and allow time (in addition to the 10 days’ professional development allowance), for their researchers to develop their research identity and broader leadership skills, and provide appropriate credit and recognition for their endeavours.  
  5. Engage in leadership and management training to enhance their personal effectiveness, and to promote a positive attitude to professional development.

View the Concordat Principles in full, including the other stakeholder responsibilities.