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Research and Research Training

Research and Research Training. Research. Goals – from the MQ & Faculty research plans Increasing research activity (p.47) Increasing research income (p. 68) Concentrations of research strength (p. 59) International collaborations (p. 66) Community & end-user engagement (p. 63)

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Research and Research Training

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  1. Research and Research Training

  2. Research • Goals – from the MQ & Faculty research plans • Increasing research activity (p.47) • Increasing research income (p. 68) • Concentrations of research strength (p. 59) • International collaborations (p. 66) • Community & end-user engagement (p. 63) Page numbers are from the MQ Performance Portfolio

  3. 1. Increasing research activity • Doubled % staff research active 2004-08 • Now 67% of levels A-E • We linked research activity to OSP, conference travel, salary loading, workloads • In 2009 introduced Research Incentive Scheme (RIS) • Rewards quality as well as quantity of publication • Supplemented by Research Development Scheme (RDS) • Safety net and transition to RIS

  4. 2. Research income • Application numbers quadrupled since 2004 • We have become more strategic • 2009 established ACG seed grants of $4k based on contract with applicants • Established peer review panel among leading researchers • Grant writing workshops – support from Academic Writing Specialists • 9 x DP10; 5 via other inst; 5 promised LP10s • Goal: 50% categories 2 & 3 by 2011 • Appoint Business Development Manager (elsewhere known as Research Partnership Manager) • Transform teaching/alumni links into research links • Interactive website • Minister’s SME research grants • Invite potential partners to research seminars/presentations • Recent partners include APRA, WHO, WADC

  5. 3. Support for Research Strengths • CORE in Financial Risk est. 2008 • 2 appointments at Levels E, D • Future appointments at more junior levels? • 6/9 DP10 applications, 1 proposed LP10 • Build on potential strengths in • Knowledge Economy • Asian Business & Economics • Business Relationships • Workforce Planning • Budgeted resources focused on these areas in 2009 • 2 competitive post-docs (2 years renewable if ACG successful) • 7 international visiting scholars • Infrastructure support

  6. 4. Internationalisation • 4/9 DP10 applications included international PIs • Support travel to high quality international conferences (through RIS/RDS) • International collaborative research projects • e.g., with UNDP, World Bank, WHO, UNESCO • Visiting scholar program • Need to improve data collection • Leverage existing MQ partner relationships

  7. 5. Community & end-user engagement • Existing links: • Voice Project – an outstanding commercial consulting success • Data collected in commercial context to be used for research purposes • Labour Management Studies Foundation • Annual ‘Women in Leadership’ Conference • Research links to EOWA • Large number of ad hoc arrangements with: • UNDP, UNIFEM, World Bank, Institute of Actuaries, CPA, ATO, etc • Data for planning purposes • We look forward to the results of last year’s audit • Develop better communication with Access MQ

  8. Issues • Data for planning purposes • External research partnerships – from ad hoc to systematic

  9. HDR component • Commencements (p. 55) • HDR support (p. 56) • HDR experience (p. 57) • Completions (p. 62)

  10. Increase HDR Commencement:Scholarships & Level A positions • Two FBE tax free scholarships of $32,500 per annum • APA and MQRES scholarships topped up to same amount • Competitive with other universities • Two Accounting and Finance Departmental Scholarships of $32,500 per annum • Associate Lecturer part-time appointments • taken in conjunction with full-time PhD program • 6 current appointees

  11. Increase HDR Commencement:New Pathway programs • Postgraduate Certificate in Research Methods • 1st enrolments S2 2008 • 1 semester 12 credit point certificate program • must achieve a credit or better to gain entry to PhD • Research units developed for all coursework Masters • satisfy PhD entry criteria

  12. HDR Support:Professional Staffing • One full-time HDR Manager • facilitates induction of HDRs into FBE’s academic community • One full-time and one part-time Academic Writing Specialist • deliver workshops (e.g., Presentation skills, Grant Writing, …) • develop writing modules for Transition to Research • run bi-weekly Writing Groups for continuing research students • design initiatives (e.g., peer accountability groups) • advising individual HDRs on academic literacy • Future plans include • a dedicated Faculty HDR committee

  13. HDR Support:Quality Supervision • Supervisors required to • complete Colloquia in Research Supervision • comply with Code of Supervisory Practice • be registered on Supervisor Register, held by Research Office • FBE aiming to be 100% compliant with policy by 2010 • FBE recognises importance of quality supervision • Moving to treat supervision as part of academic teaching load • proposal to limit number of FTE HDRs per supervisor • audit of supervisor workloads is underway • currently 50% of supervisors are on the register

  14. HDR Support:Resources • $10 000 funding over candidature • Computers • provided to all on-campus full-time candidates • Workspace • most on-campus full-time candidates are provided with a permanent workspace near the Faculty • HDR guide and FBE Guidelines • provide information on HDR support and processes • Lack of space is a major concern for future HDR growth

  15. HDR Support:Commencement Program • FBE HDR Commencement Week • Welcome Evening • Introductory seminars on candidature management, policies, resources • Transition to Research • 12 week research intensive seminar series • Protocol – leading to confirmation of candidature • Written & oral presentation after 6 months’ candidature

  16. HDR Support:Training • Candidates’ needs identified through Annual Report, Protocol. • Such training includes, but is not limited to • FBE sponsored training workshops • New workshops to be introduced in 2009 • Doctoral Symposium being developed for 2010 • Intensive 3 day training bringing together PhD candidates from universities throughout Australia

  17. HDR Experience • Candidates participate in • departmental seminars, workshops, reading groups and other academic events • FBE holds monthly feedback meetings with HDR candidates • Annual HDR Research EXPO • research intensive day to showcase HDR projects • opportunities to receive feedback in a supportive environment • industry partners are invited to attend and participate • In 2008 five partners from Deloitte held a seminar on areas of possible research collaboration

  18. International collaborations • HDRs supported • to present at international conferences • to utilise links with international universities to conduct international fieldwork • currently in Sri Lanka, Germany, Bangladesh, China, Indonesia • Outreach opportunity • Contact academics within the Asia-Pacific region intending to pursue PhDs to come to Macquarie • currently have one United Board scholarship holder • Co-tutelle doctorates • currently being investigated

  19. On-time completions • Commencement program • to achieve flying start • Thesis by Publication • FBE promotes as preferred format • Formal Completion Review Process • introduced in 2009 • meeting with supervisors and candidates 3 to 6 months prior to submission

  20. Issues • Space • Supervisor Training • International Collaborations

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