EMBARK Initiative investing in people and ideas.

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EMBARK Initiative investing in people
and ideas.

• The Postdoc in the European Context
• CHIU 4 May 2005
• Martin Hynes
• info_at_ircset.ie www.ircset.ie

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Postdoc in Irish context

• Rapid acceleration of research investment from
  1.4 to 2.5 of GNP by 2010.
• Explicit recognition of shortage of Ph.D s
  research professionals
• Many new funding sources now available
• Scientific excellence is the common denominator
• IRCSET Unique niche, supporting researchers in
  early career stages across the SET disciplines

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European setting

• Traversed by differing structures German, Latin,
  Nordic, Anglo-Saxon and now-
• Emerging Eastern European/ Academies of Science
  traditions
• Different beasts rooted in different assumptions
• Apprentice, Colleague, Employee or indeed
• Vassal

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European Commission proposes

• Charters
• Labour regulations
• Mobility programmes
• European Research Areas and Council
• Single market Postdoc researcher trained to best
  practice

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Research training agenda?

• Marie Curie Fellowships, Charter, Bologna process
  are enabling
• No prescription of one true and indivisible way
  to training excellence
• Welcome conference opening up discussion
  INSERM/MRC/the Weizmann/ EPFL/ Scottish
  Universities models
• Opportunity to better imagine the future

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Decisions for Irish Research

• Decisions about future being made now-consciously
  and pragmatically
• Explicit choices and priorities along with
  inherent conflicts
• --may be useful to imagine 4 scenarios
• Not exclusive, overlaps existbut from your
  response we will see supporters and detractors of
  each model.

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1 World Class Research in Ireland

• Scholarship Research excellence
• Top notch people and all else will flow-Robert
  Mertons CUDOS Communality, Universality,
  Disinterestedness, Originality and Scepticism
• Duration short, how to deal with non-core
  activities?
• Training curriculum, pedagogy, content

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Scenario 1 Research focus

• But two types of Postdoc
• Fellowships and rights
• Research contract and outputs
• Both have PhDs with contracts but are different
• Elitist world-only the best survive
• For unto every one that hath shall be given ,
  and he shall have abundance , but from him that
  hath not shall be taken away even that which he
  hath St Matthew

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1 Postdoc perspective

• Loyalty research project, research group, global
  research community on ltthemegt
• Working conditions variable, publication rights,
  working by doing
• Target is tenured position with top-class group,
  not another Postdoc award
• But where?

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Sc. 2 Nature of research changing

• Global leaders not such a target vide decline in
  Physics / Chemistry
• Interdisciplinary research emphasised, effective
  in discovery innovation
• Observation that establishing Quality and
  achieving recognition in University and
  employment track more challenging.

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2 Postdoc perspective

• Core discipline research proposal but added
  inputs from other Dept / Institution
• Loyalty less to research area tools but more to
  research field and approaches
• Fellow feelings with larger group, outside
• University structures may look shaky
• Who will eventually sit on selection committee?

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2 Postdoc perspective

• -probably applying to a Dept. structure which PD
  departed from!
• Impact of research publications difficult to
  assess- new area, new journals
• Improved prospects of employment outside
  traditional models better contacts across
  structures

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Sc.3 University is critical part of Irish society

• Community market for research industry turns
  knowledge into wealth and back to benefits for
  society
• Quality and benchmarking most strongly supported
  by Govt with some Universities
• Results linked to Benthamite funding system
• Emphasis on quality of supervision and delivery
  of research training

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3 Postdoc perspective

• Social contract pervasive-may be strong upsides
  but also some difficult decisions
• Research identity weakened and new stakeholders
  are far stronger
• Employment and careers more varied? Research
  training or bridge to users of research results
  opened up

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Sc. 4 Irish Universities as drivers of Economy

• RD is seen as a driver of economic wealth and
  major employer
• Research training systems will tend towards
  coherence as economic necessity
• FDI was at heart of Celtic tiger but 2004 was
  first year in which RD investment outpaced that
  in manufacturing

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RD the new Manufacturing?
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Sc. 4 Techno-economic logic

• Demands change- substantial rewards for wider
  range of measurements
• Research indicators for areas perceived as
  being of economic importance
• Cooperation with enterprise rewarded
• Research may leave Dept and move to Research
  Centre as interface www.utc.fr

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4 Postdoc perspective

• Full recognition of worth, clear career path with
  strong mobility
• Training now includes contract law, IPR, DRM,
  career planning, some economics
• Research identity much broader-expectation to
  engage in commercialisation or translation
• Industry much more comfortable with researchers
  as employees

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So---

• Four scenarios may co-exist flourish
• None desirable on its own
• Most pressing issue is clear stepping stones
  towards independence or employment
• Draw best parts from each model and place within
  the legal framework

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Strategic issues

• Not just supply and demand need systems of
  innovation approach
• Govt, industry and University triple Helix
• Need to re-emphasise the Tree as a model, not the
  pipeline (Torsten Wiesel)
• Globally competitive Postdoc competitions
  consistent with reasonable retention

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The Tree, not pipeline
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Tactical Issues

• Formal commitment to research profession with
  rules of association
• Across disciplinary boundaries and institutional
  boundaries
• Professional society? www.nationalpostdoc.org
• Explicit career path with clear indicators and
  quality goals

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Johns Hopkins Medical - Guidelines for
Postdoctoral Training Programs

• An initial appointment period of up to three
  years with reappointment on an annual basis. Six
  years would be the total time allowed for
  appointment as a fellow.
• In some circumstances, the six year total time
  may be exceeded. Guidelines should be in place in
  each department in order to justify extending the
  training period. Exceptions would be recommended
  by the preceptor to the Department Director and
  reviewed by the Associate Dean for Postdoctoral
  Programs
• A time frame for notification of
  non-reappointment should be established. This
  should occur at least six months prior to the end
  of the current appointment period.
• All fellowship programs should have documentation
  regarding educational goals and objectives.
• A postdoctoral training committee should be
  established in each department. The committee
  would meet with all fellows at least once a year
  during the fellowship to provide evaluation,
  counseling and career assessment.
• Fellows should be informed that a postdoctoral
  fellowship appointment is not tantamount to a
  faculty appointment at the conclusion of the
  program.

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Ireland in context

• Supply of excellent graduates is still strong
• Ireland perceived as an attractive location for
  Postdoc work
• Real national commitment to change
• Stage in research system maturity can work for
  us.