1. Research Careers and Development Model
1.1. Research Careers and Development Model at UL – An Overview
Research excellence is critical to the continued growth of the University of Limerick and we
have a significant track record of success, particularly in industry-led research. We are
committed to helping research at UL to thrive and to do this we must ensure that we recruit
and train the best researchers. Our vision for research excellence includes a workable
model as outlined below.
Recent research has shown that employment of PhD graduates extends well beyond
academia. In fact, only 14% of 2003-2007 PhD graduates were employed as lecturers
(www.vitae.ac.uk). This number is expected to fall in the future due to funding in the
education sector. With this in mind, the research careers and development model needs to
focus on development of researchers for diverse careers as outlined in Figure 1 below.
Recruitment
Support
Your Career…
Industry
Train
Recruitment
Develop
Spin-Out
Company
Mentor
Research Career
Plan
Support
Advise
Academia
Progress
Entrepreneur
Figure 1. Model of Research Careers
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We will aim to recruit the best researchers from international fields and five-year employment
contracts will be offered where possible.
All researchers will be eligible to avail of our Research Development Framework. This
consists of a number of elements as outlined below:
Attract
Excellent
Researchers
Research
Contracts
Development
Programmes
Careers
Support
Seminars
Researcher
Coaching
Programme
Researcher
Development
Framework
Job Evaluation
Scheme
Researcher
Competency
Model
Researcher
Career
Planning
Figure 2. Elements of Research Career Model.
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Attract Excellent
Researchers
Research Contracts
Researcher Role Profiles
Researcher Career
Planning
Job Evaluation
Researcher Coaching
Programme
Careers Support
Seminars
Researcher Development
Programme
With the research contract policy and recruitment procedures in
place, it is expected that UL will be in a position to attract
excellent researchers to the University. The Research Careers
and Development Framework should also be attractive for
prospective researchers.
The Research Contracts Policy is now in place as outlined
above.
A researcher competency model has been developed for the
University, which outlines the specific knowledge, skills, and
abilities required for researchers.
Each researcher will be able to plan his/her career and
associated development needs, with the help of their Principal
Investigator.
A job evaluation process is in place for researchers who wish to
have their role considered for regrading.
A researcher coaching programme will be in operation, thus
providing a support system that extends beyond the immediate
supervisory relationship.
Careers seminars are offered at particular times of year for
researcher support.
Researchers will have access to University training and
development programmes, including those specifically
dedicated to research. Such programmes include technology
transfer, writing for publication, working with industry, and selfmarketing.
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2.3 Benefits of a Research Careers and Development Model
In order to make the most of your research experience, we will provide a range of support
services to ensure that you are well positioned to progress your career in a way that you
want. Through the Research Careers and Development Model, you can be sure that:
 You have a clear focus on your career with relevant support systems in place.
 You will have expert careers advice.
 You will be able to increase your knowledge and skills base by accessing
comprehensive training and development programmes relevant to your needs.
 You will have access to the University Research Coaching Scheme.
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2.4. The Research Development Planning Process
As part of the PDRS, particular attention should be paid to the researcher’s career plan. The
following describes the process for this.
RSP005.1 Research Career Development Review Meetings
Initial
InitialMeeting
Meeting
Owner HRO Research
Date 14 August 2012
Interim
InterimMeetings
Meetings
Annual
AnnualReviews
Reviews
Postdoc assesses own
current skill set.
Researcher maintains
continuous learning
log.
Researcher assesses
own skills, using
evidence from learning
log.
Postdoc considers
short- and long-term
career objectives.
Researcher assesses
own skills, using
evidence from learning
log
Researcher assesses
progress in addressing
development needs
Postdoc identifies
development needs for
coming year.
Researcher assesses
progress in addressing
development needs
Postdoc assesses own
current skill set.
Researcher sends
document to PI for
review.
Researcher sends
document to PI for
review.
Researcher identifies
development needs for
coming year.
Agrees development
plan with PI.
Joint review and
appropriate action
taken.
Researcher sends
document to PI for
review.
Plan forwarded to HR.
Any updates to plan
forwarded to HR.
Joint review and
appropriate action
taken.
Final
FinalReview
ReviewMeeting
Meeting
Final meeting to review
progress and provide
feedback.
Updates to
development plan
forwarded to HR.
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Researchers are responsible for:






Familiarising themselves with the Research Careers and Development Model
and taking an active role in this.
Maintaining a skills portfolio throughout the year to identify progress against
development needs and maintain a record of this.
Working closely with their supervisor to identify opportunities and maximise
these.
Communicating with PI regarding any support required (taking account of
available resources).
Participating in relevant programmes where possible.
Taking responsibility for own career, and recognising that your future is in your
hands.
Principal Investigators are responsible for:






Familiarising themselves with the Research Careers and Development Model.
Recognising the key role of PIs in this and the importance of research career
development.
Actively encouraging and supporting employees in their career development;
Identifying and supporting learning opportunities for employees;
Being fair and even-handed in supporting all research members of the team;
Taking account of the researchers’ skill sets and interests, the organisation’s needs, and
opportunities beyond the University, in order to develop the career plan.
Maximising the opportunities for experiential learning on the job as well as formal training
opportunities.
The Human Resources Division is responsible for:




Providing relevant training to researchers.
Identifying and creating other support mechanisms where possible.
Supporting researchers and PIs with any queries.
Evaluating the Research Careers and Development Model and making ongoing
improvements.
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Links to:
-
Research Coaching Programme
Development Programme Schedule
Job Evaluation Documentation
PLEASE CONTACT ALISON O’REGAN, HUMAN RESOURCES DIVISION
FOR ANY QUERIES (TEL 061 213074)
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