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The Shaping of China’s Postdoctoral Community

The Shaping of China’s Postdoctoral Community. Andrea Lynn Stith, PhD Shanghai Jiao Tong University AC21 Annual Forum 2010 October 19-20, 2010. Research. Characterize postdoctoral researchers in China Limited discussion, information, and data

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The Shaping of China’s Postdoctoral Community

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  1. The Shaping of China’s Postdoctoral Community Andrea Lynn Stith, PhD Shanghai Jiao Tong University AC21 Annual Forum 2010 October 19-20, 2010

  2. Research • Characterize postdoctoral researchers in China • Limited discussion, information, and data • Understand impacts of policy and internationalization • Add to global conversation • purpose • mechanisms • effectiveness

  3. Significance of internationalization • Key issue for nations, institutions and individuals • Researchers with highest and best qualifications • Researchers increasingly mobile

  4. Significance of postdoc population • Products of the education system • Key to research productivity • Important to future competitiveness

  5. Key measures • Demographics • Total population • Length of appointment • Employability • Research productivity • Individual • Satisfaction • Accomplishments/productivity • Career prospects

  6. Internationalization and postdocs • United States • Growth in postdoctoral population • Increasing likelihood, duration and number of positions held • Low salary • Increased professionalization of the postdoc • Increasing concern about career prospects • International collaboration

  7. Postdoc systemChina • Established 1985 • Boost national competitiveness • Attract returnees from abroad • Centralized System • Postdocs, mentors, and departments are government approved and assessed • Two-year appointments (3 with approval) • Six-year maximum

  8. Postdoc systemChina • Postdoctoral training now a permanent element of the Chinese research system • Designed to attract elite Chinese talent, both abroad and in China • Chinese students have demonstrated their preference for foreign doctoral degrees • Low return rates

  9. Postdoctoraltrends • Expansion of system • Number of postdocs continues to rise • Most postdocs are domestically trained • Concerns of quality and competitiveness • Employability a rising concern • Little diversification within the system

  10. Postdoctoralappointments

  11. Returnees as portionof new appointments Data Sources: (National Postdoctoral Management Committee, 2008; Yao, 2007)

  12. Postdocs by discipline

  13. Postdoctoral“stations”

  14. Postdocs by region Data Source: National Postdoctoral Management Committee. http://www.chinapostdoctor.org.cn/program/issue/pop_win.asp?id=5511

  15. Out-bound postdocemployment

  16. Out-bound PekingUniversity postdocs Employment Prospects for Peking University Postdoctoral Scholars, 1988-2005

  17. SJTU postdocs Source: SJTU Human Resources. (2010). Personal Communication.

  18. Demand for talent • Continued investment fed steady demand for postdoctoral researchers • Meagerly paid and temporary postdoctoral positions • Returnees receive generous packages • Central government policies and inter-city competition encourages returnees • Competition among universities, research laboratories and enterprises provide incentives

  19. Concerns aboutpostdoc experience • “Dual identity” as trainees and researchers • Funding mechanism • Quality • Diversity of participation • Career opportunities

  20. Returnee bias • Returnees generally higher quality • Due to overseas training • Those who go abroad are most talented • Overseas experience requisite for faculty appointments Source: Zweig (2006) Competing for Talent.

  21. Returnee bias • Zweig finds through survey analysis: • Returnees possess skills, information and research methodologies generally unavailable to people who have not gone abroad. • Have stronger global networks. • Receive more grants and fellowships. • Publish more in international journals Source: Zweig (2006) Competing for Talent.

  22. Sample returnee programs • Changjiang Scholars Program (1998) • 14000 scholars, 130 Chinese universities • Spring Light Program (1997) • 12000 scholars, on short term basis • Hundred Talents Program (1994) • by Chinese Science Academy • Business enterprises • 50 returnee entrepreneurial parks • over 10000 enterprises set up by returnees Source: Wang Huiyao, Center for China and Globalization (CCG)

  23. Sample returnee programs • New “Thousand Talent Program” (2009) • 5 to 10 year deadline • Raise research level • Improve academic environment • Attract top talent from overseas • Central government to attract 2000 • Nine provincial governments to attract 1000 each

  24. Returnee concerns • “Truly” talented people stay abroad • Getting returnees to stay is a problem • Readjustment can be a problem • Example: there are signs that the quality of people accepted by CAS under the Hundred Talents Program may be declining Source: Zweig (2006) Competing for Talent.

  25. Impact on domestic trainees • Postdoc is a career requirement but careers stymied by preferences for returnees • Postdoctoral system not effective at boosting domestically trained talent

  26. Future questions • Are domestic postdocs members of a sub-class of elite scientists? • How can playing field be leveled? • Is the continuing growth of the postdoctoral community in China of concern?

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