Training and/or transfer of knowledge activities
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Integration of the
appointed ESRs/ERs and Career Development Plans
Each
ESR and ER will be assigned a supervisor at their host institution,
normally the local team leader, who will inform the fellows of their
contractual rights and obligations, on the possibilities offered to
them to contribute to the network-wide training events, workshops,
and conferences. They will also provide support on practical matters
relating to their mobility in particular in dealing with any
bureaucratic matters, as well as for any dependents moving with them.
The supervisor will also be
responsible for guiding the training and research aspects of the
appointed ESR/ER. Together they will develop a Career Development
Plan within approximately two months of taking up the position. In
order to be actively involved in drawing up the plan it is important
that the appointed ESR/ER has a good overview of the whole of the
project activities and research programme before this happens. The
Career Development Plan will be updated annually and collected
centrally by the Training Network Co-ordinator at the time of the
compilation of the Annual Report.
The Career Development Plan will
identify individualised training/ToK objectives, taking into account
the specific needs of the ESR or ER. These individualised objectives
will naturally include the scientific activities of the researcher,
but will also address the possibility for local training in
management skills (enrolment in courses on project management,
involvement in research policy of the Consortium), educational skills
(involvement in the supervision of junior students), presentation
skills (specific training in writing scientific papers and proposals,
as well as making oral presentations), and language skills. Also, a
plan will be made at this point for visits/secondments to other
Contractors that the appointed ESRs/ERs will be expected to
undertake.
In the case of an ER, the Career
Development Plan will be used to assess the implementation of the
knowledge transfer aspects that the employment of this researcher is
expected to facilitate. The Career Development Plan is re-assessed
every 12 months.
In the case of researchers whose
employment ends within 18 months from the time that the Career
Development Plan is formulated, the practical implementation of their
career development after the termination of their employment
will be an important aspect of the Plan.