Postdoc event Science, Engineering & Technology Group June 28, - PowerPoint PPT Presentation

Postdoc event Science, Engineering & Technology Group June 28, 2019 Thermotechnisch Instituut Ann Gevers & Stefan Wellens (HR dept)

Agenda for this session • Who are we as postdocs? An overview of the population and its categories • How are we doing? A glimpse on the Employee Satisfaction Survey results. • Postdoc as a temporary career phase The SET policy guideline on max. duration of postdoc • Career Management skills What skills help you in your career development • Career opportunities Inside and outside academia • How a focus on development can help you Core competencies, support and Individual Development Plan • Support from KU Leuven

Who are we? 3

Postdocs in Group SET Employment relationship <> scholarship wetenschappelijk medewerker/research associate bar. 44 206 (independent research) postdoctoraal bursaal / postdoctoral scholarship holder 194 postdoctoraal onderzoeker FWO / postdoctoral fellowship FWO 128 P.D.M. wetenschappelijk medewerker / Postdoctoral Mandate 23 Specific AAP doctor-assistent / postdoctoral researcher bar. 44 22 scholarships for international [PEGASUS] Marie Skłodowska -Curie Fellowships FWO 9 mobility Gedetacheerd navorser/ visiting research associate 5 TOTAAL 587 More information on: https://admin.kuleuven.be/personeel/english/intranet/staff_category/academic_staff_categories https://www.kuleuven.be/english/research/postdoc/index https://www.fwo.be/en/fellowships-funding/postdoctoral-fellowships/ 4 Personeelsdienst

How are we doing? 5

As postdocs within the SET group you experience a lot of autonomy and get the opportunity to apply your expertise and knowledge. Your perceived task importance is a little lower. 10 9 8 7 6 5 4 3 2 7,5 7,0 8,0 6,8 3,3 5,4 3,8 3,3 5,0 1 0 Autonomie Rolduidelijkheid Vaardigheidsbenutting Taakbelang Rolconflict(-) Werkdruk(-) Emotionele belasting(-) Fysieke belasting(-) Omgevingsfactoren(-) Score 2018 ABAP-doctorandi ABAP-postdoc ABAP-overige OZK ZAP OP3 OP1/OP2 ATP 6

The perceived job insecurity is highest among postdocs. You are on a turning point of your career, ready to make a decision on your next career move. Are the training programmes focused on postdocs well known enough? 7

Postdocs in SET score the local work context similar as other personnel categories, with high scores on collaboration, support from others and leadership and lower scores on feedback. 10 9 8 7 6 5 4 3 2 1 7,7 5,9 6,3 7,2 6,5 5,3 0 Steun van collega's Informatie & inspraak Lokaal personeelsbeleid Samenwerking Leiding geven Feedback Score 2018 ABAP-doctorandi ABAP-postdoc ABAP-overige OZK ZAP OP3 OP1/OP2 ATP

50% of you have an appraisal or development meeting once a year 100% 90% 80% 70% 60% Niet van toepassing Non applicable Nooit Never 50% Minder dan jaarlijks Less than yearly Ongeveer jaarlijks Once a year 40% Meermaals per jaar Several times a year 30% 20% 10% 0% ABAP-doctorandi ABAP-postdoc ABAP-overige OZK OP1/OP2 ATP 9

Work drive among postdocs as measured by vitality, commitment and absorption is similar to other personnel categories. 10 9 8 7 6 5 4 3 2 5,9 6,7 6,7 4,1 6,5 7,3 1 0 Vitaliteit Toewijding Absorptie Werk-privé balans(-) Organisatiebetrokkenheid Afdelingsbetrokkenheid Work drive is most of all determined by • Task significance Score 2018 ABAP-doctorandi • Use of skills ABAP-postdoc ABAP-overige • Collaboration OZK ZAP • Leadership OP3 OP1/OP2 • Role clarity • Feedback

Postdocs have 2nd highest burn-out risk after PhD students . How significant one considers his/her job and how many options one has to co-operate with others are significant in dealing with work pressure and job insecurity. 7,4% 10,9% Flemish labour market = a negative, work-related psychological state that is characterized by exhaustion, emotional 11 and cognitive loss of control and mental distance from work .

Postdoc as a temporary career phase 12

Situation as a postdoc • I am in a job I like to do. • I am in a job I am good at. • I have a good relationship with my PI. • I get well paid. BUT • I have no long term career perspective • I have temporary contracts • I’ve got no group insurance plan (no supplementary pension, only legal pension)

SET guideline on max. duration of postdoc • The maximum postdoc duration is 6 years after obtaining your PhD . Further employment at KU Leuven is only possible in an indefinite employment contract. • KU Leuven pursues proactive and long-term career policies that offer staff long-term career prospects • Postdoc is a temporary career phase , in a temporary contract, with no supplementary pension, only legal pension, without guarantees on long-term career perspectives => job insecurity • The longer the postdoc duration, the harder to find a job on the external labour market. • You’re on a turning point in your career, ready to take some steps … 14

The executive committee of SET allows “motivated” exceptions in case of • A selection or appointment procedure within KU Leuven for a tenure track, research management, or ATP position is ongoing • A postdoc is hired who has never worked for KU Leuven or never had a scholarship in KU Leuven before . In that case a postdoc contract is allowed for 1 until max. 3 years beyond the 6 year limit. • The postdoc period of max. 6 years was interrupted fulltime or part-time for an official leave system ( due to illness/accident, maternity leave, breastfeeding, parental leave, medical assistance, palliative care leave). A motivated request for an extended postdoc period in proportion to the length of the interruption or absence can be accommodated by the exec committee SET. The total duration of the extension <=2 years. This extension is no right: there must be a motivated request by the PI and the necessary project funding. 15

Proactive reflection on future career prospects and choices is your responsibility, but use the supporting channels • You are in the driver’s seat of your own career ! • Start exploring your options and see what matches your career values and strengths . • Talk to other people in your network. • Go to information sessions, orientation & network events and workshops . • Strengthen your generic skills . • Ask your PI for advice on options within the research field, given his/her knowledge of this field and your profile. Ask your PI for feedback on your expertise and skills . A career development discussion between you and your PI should be done as early as possible. • HR offers a wide range of training and tools to help you in your career reflection and strengthen you in your labour market search. 16

A wide span of possible pathways Outside Public sector In universities Professorship universities NGO 9% 91% of PhD Industry graduates Permanent staff at of PhD universities Teaching graduates senior PhD research is a stepping Non-acad. postdoc stone towards multiple career careers. 82% 18% Postdoc Some PhD graduates opt for a 66% 34% non-academic career right PhD away, others stay in academia for a longer period. Some 100% decide to stay in academia. Source: VRWB

18 Managing your career

Chaos theory of career, Pryor and Bright, 2011 Personeelsdienst

4 career management skills drive your career Self Branding Self awareness Planning Exploratory networking • Planned happenstances Inspired by Prof. Marinka Kuypers and Krumbolz “planned happenstance theory”

Self-Awareness “Language creates reality”

The RDF: providing vocabulary to create self- awareness & development https://www.vitae.ac.uk

Transferable skills a postdoc adds to his/her experiences

Transferable skills a postdoc adds to his experiences

How does the framework contribute to self- awareness?  RDF= a framework of the knowledge, behaviour and attributes of successful researchers  Delivering a universal language for communicating researcher capabilities  Enabling (self) assessment , feedback about and planning of key skills and attitudes

RDF: providing language to assess and develop

28 Career options

Career possibilities in & outside: the career funel

Career stories to inspire you • Biochemistry- Research Translation Specialist – Investment portfolio Manager • Molecular Biology*- Science Policy- Head of EU policy • Bioscience engineering – Researcher CeBAp • Mathematics – Self Employed Data Analyst – CEO Data intelligence company • Mathematics and statistics- Statistical Analyst – Financial Advisor • Physics* - intellectual property management and innovation consultant 30

Researcher Careers • Lecturing, teaching and research • Entrepreneurial • Consultancy • Public, Private and Charitable sector research • Policy and Government (incl. Think Tanks) • Managerial • Professional (Law, Engineering, Medicine, Architecture, University Administration, Charity Management, …) • Communication (Media, Publishing, Science Communication,…)

Career paths at KU Leuven • Long term academic career paths at KU Leuven: • Senior Academic Staff (ZAP) • Permanent Research Staff (OZK as part of BAP) • Long term non-academic career paths at KU Leuven • Management & support staff (ATP)