Support for Internationally Mobile Researchers

1. Support for Internationally Mobile Researchers Brendan Barker Head of International Development

2. Structure of Presentation • Context for recruitment of International staff to Scotland • Internationalisation at the University of Dundee • Supporting International Researchers • Resources

3. Context: Location

4. Location cont. Dundee

5. Context: Policy • Historical differences between Scottish and English Higher Education • Establishment of the Scottish Parliament has introduced a partially devolved system of higher education, science and research • higher education policies have diverged (SFC/HEFC) • some powers related to science and innovation policy are devolved, but UK (and European) policies remain important (eg UK RCs & FP7) • Immigration policy reserved to UK government

6. University of Dundee- Key Facts • 17,000 students – from more than 100 countries • 3,000 staff - from more than 84 countries • Core Government Funding £80m • Turnover of £210m pa (£90m research) • Strengths in medicine and life sciences, natural resources policy, civil engineering, art and design, history • Track record of translating research into solutions

7. Research - rankings • Ranked 176 in the World’s top 200 Universities by the Times Higher Education Supplement • Ranked 199 in the World’s top 200 Universities by QS • Shortlisted by the Times Higher Education Supplement as 2011 UK University of the Year • Ranked in the top five places to work internationally by The Scientist magazine • Ranked 78 in the World’s top 500 Universities for research (Leiden, 2012) – 13th in world, 1st in UK for ‘mean citation score’ • Ranked top in the world for the impact of research in pharmacology (Thomson Reuters, 2010)

8. Why Internationalise? attract the best staff and students provide students with an international education prepare students for employment in an international/multi-cultural context establish a global presence work in partnership to solve global problems

9.                                 The University of Dundee has around 100International partners around the world  Outward Internationalisation

10. Inward Internationalisation • University of Dundee Staff in 2010: • Internationalisation Strategy Action Point 3.3: “Improve diversity in staffing with respect to international background and experience”

11. Supporting International Researchers • International researchers make an increasingly important contribution to Dundee (and indeed across the UK university sector as a whole). • In an increasingly competitive international market for researchers, we need to: • attract the best researchers to Dundee • enable them to settle in rapidly so that they can focus on their research and teaching tasks • develop them as effective academics with enhanced career prospects within and beyond the UK, in science and outwith. • manage transition from Dundee/academia

12. Issues for Incoming Researchers • Accommodation • Money • living costs, bank account, tax, NI, etc • Family • children, partner, parents, etc • Language • Impact on Career • Isolation/integration • Safety • Certificates of Sponsorship and Visas Sources: Feedback from University of Dundee HR Office; and, Working Abroad: Exploring the International Interests of US Academics, A Report by the Chronicle of Higher Education and SimpsonScarborough, presented at Going Global 4, London, March 26, 2010 );

13. Dundee Practice • HR involvement – most international staff ‘tier 2’ appointees – need to demonstrate best candidate available – for ‘Certificate of Sponsorship’ • new appointees referred to PostDoc Association for advice and support • University Welcome webpage + Welcome Officer • induction pack • College induction in first week, University induction every 6 months – induction check list

14. Support for Research Careers Need to develop appropriate strategies and practices to support skills and career development for international researchers that are in line with the Concordat to Support the Career Development of Researchers.

15. Research Concordat • Concordat to Support the Career Development of Research Staff (1996). • recognised key role played by contract researchers, and identified and encouraged good practice in researcher career management. • updated Concordat launched nationally in June 2008 and at the University of Dundee in Autumn 2008. • new Concordat incorporates the relevant sections of the European Charter for the Employment of Research Staff.

16. Dundee Practice • Context: • On average Postdocs spend 3 years in Dundee before moving on • Only 1 in 20 Postdocs in UK remain in science to become Principal Investigators • generic skills training – includes fixed-term research staff • supported by introduction of new objective setting and review framework • International Families Group

17. 1 What is EURAXESS? EURAXESS was launched by the European Union to promote Research careers and facilitate the mobility of Researchers across Europe. EURAXESS is a one-stop-shop for the developmentof your career in Europe with the support of a networkof people to assist you!

18. 2 EURAXESS EURAXESSdevelops its activities under the following 4 key initiatives: Helps you to find jobs, funding opportunities,grants, employment, etc. Offers you a network of over 500 people in36 countries to assist you Looks after your rights as a Researcher Connects European Researchers worldwide

20. A UK-wide process enables UK HEIs to gain the European Commission’s ‘HR excellence in research’ badge, which acknowledges their alignment with the principles of the European Charter for Researchers and Code of Conduct for their Recruitment. The UK process incorporates both the QAA Code of Practice for Research Degree Programmes and the Concordat to Support the Career Development of Researchers to enable institutions that have published Concordat implementation plans to gain the ‘HR excellence in research’ badge. The UK approach includes ongoing national evaluation and benchmarking. HR Excellence in Research

21. Benefits • Supports change in working culture • Part of a pan-European network of researchers and research organisations • Demonstrates commitment to a stimulating and favourable working environment for researchers • Shows we care about our researchers: • their rights as a professional will be recognised and enhanced • their mobility experience will be valued • their work-life balance will be respected • their recruitment will follow a transparent process • they join a pan-European network • Researchers will be encouraged to choose us • Use of “HR Excellence in Research” badge when advertising vacancies on the EURAXESS Jobs site

22. Some Online Resources • University of Dundee Concordat website: • www.dundee.ac.uk/hr/research/concordat.htm • Information on research careers and training is provided by Vitae • www.vitae.ac.uk. • Concordat website: • www.concordat.org.uk/homepage.cfm • The EURAXESS-UK website provides assistance on moving to and from the University of Dundee and other European universities • www.britishcouncil.org/new/Euraxess-Home.

23. University of Dundee “an inspirational university with its head in the clouds and its feet firmly on the ground…” Seamus Heaney