(8 from STEMM) on the Aurora programme annually. 4.16 Promote strategic career Offer ongoing professional HR Training, Sept. 2015 Ongoing Increased participation by development for female staff development programmes to deans, HoDs, UL females in all and continue to offer ongoing STEMM that includes careers Research Office programmes on offer professional development support seminars, promotions programmes. seminars, one-to-one coaching, PDRS training and research training. 4.17 Review international research Ongoing review of New programmes Ongoing Ongoing Uptake monitored and training initiatives with a view programmes on offer in line continually on year-on-year increase of to incorporating best practice with best practice. offer 25% by 2018 into UL initiatives. Identify creative ways to actively advertise and encourage of training initiatives. 4.18 Provide specific PI training on Programmes offered and Programmes Sept. 2015 Ongoing Briefing document management, mentoring and uptake increased. Develop a designed in line developed managing post-doctoral staff. briefing document for PhD with feedback supervisors on topics such as received from the frequency of meetings and PIs, etc. the level of support required.. 4.19 Provide career transitions Put in place projects that will Deans, HoDs Jan. 2016 Dec. 2016 Greater female training and support to enable support this process. representation and post-doctoral, technical and advancement in these scientific support to roles transition into wider research/project management posts. 4.20 Foster collaborative research Proactively create links to UL Research Jan. 2016 Ongoing Increased number of projects across faculties and connect people in related Office, HoDs cross-functional projects. departments to support career areas to facilitate joint research pathways and progression. projects.
(8 from STEMM) on the Aurora programme annually. 4.16 Promote strategic career development for female staff and continue to offer ongoing professional development programmes. Offer ongoing professional development programmes to STEMM that includes careers support seminars, promotions seminars, one-to-one coaching, PDRS training and research training. HR Training, deans, HoDs, UL Research Office Sept. 2015 Ongoing Increased participation by females in all programmes on offer 4.17 Review international research training initiatives with a view to incorporating best practice into UL initiatives. Identify creative ways to actively advertise and encourage of training initiatives. Ongoing review of programmes on offer in line with best practice. New programmes continually on offer Ongoing Ongoing Uptake monitored and year-on-year increase of 25% by 2018 4.18 Provide specific PI training on management, mentoring and managing post-doctoral staff. Programmes offered and uptake increased. Develop a briefing document for PhD supervisors on topics such as the frequency of meetings and the level of support required.. Programmes designed in line with feedback received from PIs, etc. Sept. 2015 Ongoing Briefing document developed 4.19 Provide career transitions training and support to enable post-doctoral, technical and scientific support to transition into wider research/project management posts. Put in place projects that will support this process. Deans, HoDs Jan. 2016 Dec. 2016 Greater female representation and advancement in these roles 4.20 Foster collaborative research projects across faculties and departments to support career pathways and progression. Proactively create links to connect people in related areas to facilitate joint research projects. UL Research Office, HoDs Jan. 2016 Ongoing Increased number of cross-functional projects.
UL%20AS%20DR%20Final.docx