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)

• 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

Agenda for this session

Who are we?

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Personeelsdienst 4

Postdocs in Group SET

wetenschappelijk medewerker/research associate bar. 44 206 postdoctoraal bursaal / postdoctoral scholarship holder 194 postdoctoraal onderzoeker FWO / postdoctoral fellowship FWO 128 P.D.M. wetenschappelijk medewerker / Postdoctoral Mandate 23 AAP doctor-assistent / postdoctoral researcher bar. 44 22 [PEGASUS] Marie Skłodowska-Curie Fellowships FWO 9 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/

Employment relationship <> scholarship (independent research) Specific scholarships for international mobility

How are we doing?

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As postdocs within the SET group you experience a lot of autonomy and get the

• pportunity to apply your expertise and knowledge. Your perceived task importance

is a little lower.

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7,5 7,0 8,0 6,8 3,3 5,4 3,8 3,3 5,0

1 2 3 4 5 6 7 8 9 10 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

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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?

7,7 5,9 6,3 7,2 6,5 5,3

1 2 3 4 5 6 7 8 9 10 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

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.

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

ABAP-doctorandi ABAP-postdoc ABAP-overige OZK OP1/OP2 ATP

Niet van toepassing Nooit Minder dan jaarlijks Ongeveer jaarlijks Meermaals per jaar

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50% of you have an appraisal or development meeting once a year

Non applicable Never Less than yearly Once a year Several times a year

5,9 6,7 6,7 4,1 6,5 7,3

1 2 3 4 5 6 7 8 9 10 Vitaliteit Toewijding Absorptie Werk-privé balans(-) Organisatiebetrokkenheid Afdelingsbetrokkenheid

Score 2018 ABAP-doctorandi ABAP-postdoc ABAP-overige OZK ZAP OP3 OP1/OP2

Work drive among postdocs as measured by vitality, commitment and absorption is similar to other personnel categories.

Work drive is most of all determined by

• Task significance
• Use of skills
• Collaboration
• Leadership
• Role clarity
• Feedback

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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.

= a negative, work-related psychological state that is characterized by exhaustion, emotional and cognitive loss of control and mental distance from work.

7,4% 10,9%

Flemish labour market

Postdoc as a temporary career phase

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• 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)

Situation as a 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 …

SET guideline on max. duration of postdoc

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• 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

• r 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.

The executive committee of SET allows “motivated” exceptions in case of

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• 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.

Proactive reflection on future career prospects and choices is your responsibility, but use the supporting channels

Source: VRWB Postdoc PhD

34% 66% 18% 82%

Professorship

9%

• f PhD

graduates Permanent staff at universities In universities Public sector Industry

91%

• f PhD

graduates NGO Teaching Outside universities

A wide span of possible pathways

100%

senior postdoc Non-acad. career PhD research is a stepping stone towards multiple careers. Some PhD graduates opt for a non-academic career right away, others stay in academia for a longer period. Some decide to stay in academia.

18 Managing your career

Personeelsdienst

Chaos theory of career, Pryor and Bright, 2011

4 career management skills drive your career

Self awareness Exploratory networking

Inspired by Prof. Marinka Kuypers and Krumbolz “planned happenstance theory”

Self Branding Planning

• Planned happenstances

“Language creates reality”

Self-Awareness

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

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• 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

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)

ZAP in Science, Engineering & Technology (situation January 2019)

17% 83%

Tenure track career track

• offers researchers an opportunity to demonstrate their skills as an

assistant professor during a five-year period that will conclude with an

• evaluation. A positive evaluation automatically results in tenure in the staff

category of associate professor.

• All assistant professor appointments at KU Leuven of at least a half-

time nature fall under the tenure track system.

• Immediate tenure, if necessary after a trial period of three years at the

most, only remains possible for staff that have already built up considerable length of service.

• Special category BOFZAP: primarily research-oriented, but with limited

teaching assignments. Additional teaching duties after 10 years.

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TEACHING

• Fulfill the teaching assignment as required
• Obtain positive teaching evaluations or rectify any signaled problems
• Show initiative with regard to teaching improvement; obtain a positive conclusion with regard to the teaching portfolio
• Participate in training activities (workshops for promotors, workshops about leadership)

RESEARCH

• Carry out research in the field that is mutually agreed upon (field mentioned in the vacancy text)
• Publish as first or last author in leading journals in the research domain (or other types of publications depending on the field)
• Apply for competitive research funding
• Attract and supervise PhD students

SERVICES

• Participate in meetings such as POC, departmental council, faculty council
• Actively help to further develop the expertise of the department
• Make a contribution to society at large and to the advancement of the broader societal debate through teaching and research

INTERNATIONAL VISIBILITY

• Be active in high-quality international academic network and collaborate with others
• Give presentations at international conferences contributing to the international recognition of your expertise
• Qualify as an independent researcher and strengthen your research potential by relevant foreign research experience such as

a stay of min. 6 months at a foreign research institute (or equivalent)

Personeelsdienst 36

Tenure track criteria related to research, teaching, service & internationalization

Personeelsdienst 37

• While working on achieving the criteria, the TT should
• act ethically and according to the principles of academic integrity
• show a balanced mix of independence, collaboration and leadership
• demonstrate excellence in at least 2 of the areas of academic activity, the 3rd

should at least be assessed positively

• KU Leuven commits to support the TT (start-up financing, training &

development, expertise from central services like educational development unit, research coordination office, LRD,…)

• A coach is appointed

Tenure Track requirements

Permanent research staff in Science, Engineering & Technology

(situation January 2019)

31% 41% 25% 3%

• permanent research staff, academic staff (BAP) category
• allows to develop a (full) career at the university as research experts, research or

valorization managers, or Industrial Research Fund (IOF) fellowship holders.

• important role in initiation, completion, management and/or valorization of research.
• contribute to the expansion and/or institutionalization of lines of research. By making their

expertise available, they help increase the quality and impact of the research.

• The mission of research management staff is complementary to, but distinctly separate

from that of ZAP staff. The research management structure has its own objectives and is distinct from other AAP-/BAP research positions (e.g. assistant, scholarship holder, PhD student, postdoc…).

• No flat career, career path is foreseen

Research management staff (OZK/BAP)

• Research expert:
• focuses on expanding and developing one or more fields of expertise of vital

importance to their research entity and its research strategy as part of a well- defined research mission.

• focuses on the depth of the area of expertise / responsible for expanding &

improving existing expertise / further developing & refining particular technologies, methodologies & theories /

• disseminating these advances through publications, participation in seminars &

conferences, and the organization of such events.

Research management staff (OZK/ BAP)

• Research manager:
• helps translate a unit's research vision into a research strategy and help

implement this strategy. This includes attracting, coordinating, facilitating and valorizing both research and research teams.

• Contributes to the expansion of a unit's research strategy, helping initiate, secure

and coordinate research projects, people management and operational and financial management.

• Has acquired broad experience in the relevant research area

Research management staff (OZK/ BAP)

• Valorisation manager
• Building bridges between academia and industry by supporting the valorization
• f knowledge that is developed, e.g. by collaborating with industry, the government

and the non-profit sector, or by setting up new companies

• contributes to technology transfer to industry and society, with the aim of

playing an active role in innovation.

• focuses on discovering opportunities & initiating, securing & coordinating

valorization activities through prospecting, consultations with LRD & monitoring valorization tracks. This position involves a great deal of project management and networking, both at the disciplinary level & at the multidisciplinary level.

• Contributing to publications and PhD projects is not as important.

Research management staff (OZK/ BAP)

• IOF-manager (=IOF-fellowship holder)
• Building bridges between academia and industry by supporting the valorization of

knowledge that is developed, e.g. by collaborating with industry, the government and the non-profit sector, or by setting up new companies

• responsible for technology transfer to industry & society, with the aim of playing an

active role in innovation.

• focused on discovering opportunities & initiating & coordinating valorization activities as

part of an IOF valorization programme.

• funded by the IOF: specific IOF targets and regulations apply
• project management & networking, both at disciplinary & multidisciplinary level.
• Contributing to publications and PhD projects is not as important.
• Considered as 'entrepreneurial ambassadors‘: they represent KU Leuven in a variety of

innovation networks, both in Flanders and abroad.

Research management staff (OZK/ BAP)

Administrative & technical staff (ATP)

• ATP-functions as a long term career path at KU Leuven
• Focus on research
• E.g. instrument specialist, lab expert, engineer, technician, …
• Focus on education
• E.g. teaching (practicum, etc.), monitor
• Focus on policy
• E.g. research policy officer
• Focus on management
• Management positions within education, research, policy making
• E.g. departmental/ faculty management functions
• Focus on ICT
• Funded by project funding or RE-funding
• Salary based on scope & complexity of the job, not on diploma

Administrative, managerial and technical staff with PhD

KU Leuven: 283 people with PhD in ATP functions (January 2019) Group SET: 84

84 people with PhD in ATP functions within the SET group (Jan 2019)

Personeelsdienst

How a focus on development can help you

The RDF: supporting your development

RDF - Getting started in research A1 A2 A3 Subject knowledge Information seeking Critical thinking Problem solving Inquiring mind B1 B2 B3 Enthusiasm Self-confidence Self-reflection Preparation & prioritisation Time management Continuing professional development C2 C3 Project planning & delivery Ethics, principles & sustainability Health & safety D1 D2 D3 Team working Communication methods Society & culture RDF - Employability lens Getting started in research and A1 A2 A3 Research methods: theoretical knowledge & practical application Languages Analysing Synthesising Intellectual insight Innovation B1 B2 B3 Perseverance Responsive to change Networking C1 Financial management D2 D3 Communication media People management Influence & leadership Collaboration

RDF: supporting your “employability”

Planned Happenstances

• Reflection document resulting in IDP

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SKILLS & ATTITUDES development Strengths Weaknesses Technical skills

• 1. ---
• 2. ---
• 3. ---
• 1. ---
• 2. ---
• 3. ---
• 1. ---
• 2. ---
• 3. ---

PLAN A Career path: ----- PLAN A” Career path ----

• Realizations

Evidences

Planning your development: personal action plan

Competence Phase Description Name competence Level you wish to master, see RDF Copy description RDF or make it even more specific Target Date By when do you want to complete this objective? Why? Reflect on the reasons why you want to develop this skill. Is it relevant to develop this skill? Why this target date?

Planning your development: personal action plan

Step/action 1 Timing Support Expected outcome Monitor progress Describe what you will do to develop this competence When will you do this? (exact date/period/frequency,..) Which support can you rely on? Who can help you? Describe the desired result of this step in your action plan How will you evaluate if you’re doing well enough? Which steps / actions will you take?

The online training catalogue to plan the development of transferable skills

Funding (*see DOC)

DOMAI AIN

D

DOMAI AIN

C

• Growing in Leadership
• Coaching

Skills for Postdocs

DOMAI AIN

A

DOMAI AIN

B

• Career

in academia for Post-docs

• Doing a job interview
• Insights in strengths and

ambitions Creative problem solving Interpersonal Skills workshop (2 Days)

People Management Collaboration Career Management Project Management

Stress and resilience Project Management for Postdocs

Tailor your development with the skills catalogue

• Career talks: network event for PhD’s and Postdoc’s 2x

year

• Career guidance : individual free career coaching
• HR department course overview: transferable skills

trainings

• Mentoring at KULeuven
• Skills trainings for researchers: overview of all trainings

to researchers

Supporting postdocs to develop an agile attitude towards career opportunities

Take away messages

• Don’t permadoc
• To cope with uncertainty; develop career management skills
• Engage in planned happenstances
• Keep an eye on employability with your IDP
• Have a second plan A

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Thanks for your attention! Any questions?