Medical Research Council Careers and Skills Medical Research

Medical Research Council Careers and Skills Medical Research Council December 2018 V 4

MRC: Leading & partnering research Dedicated to improving human health through the best scientific research. • Established 1913 • Funded by UK taxpayers • Part of UK Research and Innovation

MRC mission • Encourage and support high-quality research with the aim of improving human health. • Produce skilled researchers. • Advance and disseminate knowledge and technology to improve the quality of life and economic competitiveness in the UK and worldwide. • Promote dialogue with the public about medical research.

MRC strategy – skills in context • • • New frontiers Living a long and healthy life Global and population health • Supporting Scientists – Nurture and support the next generation of research leaders in discovery science – Develop and foster innovative and creative researchers – Strengthen and sustain a skilled workforce – Providing a world-class research environment MRC supports: • ~ 2, 500 staff in units /institutes, • has 1200 live grants • supports around 1, 600 Ph. D students and • 200 post-doctoral fellows. MRC is about the people it nurtures and supports to become tomorrow’s leaders in world class discovery science. MRC has committed to continuing to prioritise investment in skills to develop and foster innovative and creative researchers

MRC: support for capacity and skills Supporting tomorrow’s leaders in discovery science: Acquisition of knowledge, skills and competencies through systematic instruction • • Acquisition of Consolidation knowledge, of research skills and competencies, confirmation technical and of medical transferrable research as through personal original career choice research Exploration of personal capacity and aptitude for independence Leading Leadership Setting independent and strategic research plans management direction, and of own leadership establishment programme, and of research team and management team resource of multiple programmes, teams and resources Establish career framework across medical research Ensure enhanced career support via flexible mechanisms Support strategic skills development for medical research Quantitative and interdisciplinary skills

MRC Supporting Key Career Stages

Key Criteria – applicant skills & experience Training Early career Ph. D, CRTF Skills Development Acquisition of knowledge skills and competencies through systematic instruction • Key Criteria: • Transition to Independence CDA, NIRG, CSF Acquisition of Consolidation Exploration of Leading knowledge, of research personal independent skills and capacity and research plans competencies, confirmation of aptitude for and technical and medical independence establishment of transferrable research as research team through personal original career choice research Planning to pursue a research career Understand how research project will progress knowledge in field • • Plans for coherent and integrated training programme Delivered previous research projects and have evidence of outputs Transition to Leadership SNCF, SCF Leadership and management of own programme, team and resource • Productivity across past appointments & an upward trajectory • Clear plans to establish own ‘research niche’ Setting strategic direction, leadership and management of multiple programmes, teams and resources • Track record of internationally competitive research • Already independent and managing own research group

Interactive Career Framework (map)

Interactive Framework (map)

Interactive Framework (funding view) https: //mrc. ukri. org/skills-careers/interactive-career-framework/

Alternative careers From Royal Society Report: The scientific Century (2010) Illustrates the transition points in typical academic scientific careers following a Ph. D and shows the flow of scientifically-trained people into other sectors.

Blockers & enablers to research career

Supporting flexible careers Existing flexible funding policies • No age limits • Return from a career break • Awards can be held P/T • Support for parental/sick leave • Mentoring, induction workshops, Annual Symposium Increased support for flexible careers https: //mrc. ukri. org/skills-careers/additional-career-support/flexibleworking-policies/ • Time since Ph. D eligibility criteria removed • Career breaks – guidance for reviewers and applicants • Increased support for career re-entry scheme • Supporting transitions • Researcher Co-I status

MRC Studentships

Studentships • Doctoral Training Partnerships - 15 DTPs across 29 organisations - £ 13. 5 m per year - ~156 notional studentships - Includes a flexible supplement • Industrial CASE studentships • Associated students - MRC units, institutes and centres - Partnership and Centre Grants - Collaborations with EPSRC’s CDTs We support ~1, 600 Ph. Ds students at any one time

MRC Ph. D Studentship: Opportunities http: //www. mrc. ac. uk/skills-careers/studentships/for-current-mrc-students/ • Internships • RCUK and Academy of Medical Sciences policy internships Extension to stipend for the internship duration available for 3 rd or 4 th year MRC students via DTP flexible supplement (Deadline: annual summer/autumn) • The Royal Institution (Ri) Internship opportunities available to RCUK students advertised throughout the year, as available • Biotechnology YES competition • Annual competition to learn about commercialisation – ‘Dragon’s Den’ style • Deadline: Annually in late Spring/Summer • Max Perutz Writing Award • Annual competition to communicate ‘why your research matters’ • Deadline: Annually in Spring • Working with Industry • Not only for ‘CASE’ students. Any DTP studentships can be converted to ‘CASE’. Must include at least 3 month placement and contribution from industry partner.

MRC Fellowship Schemes

MRC Vision for Fellowship Support MRC fellowships are personal awards for talented researchers to support key transition points in their careers. They support: Individuals transitioning to the next level in their careers, normally through a change from an existing / current role Protected time to focus on your own research, shielded from other professional commitments (e. g. teaching). Clinical fellows may undertake clinical duties as part of their award Funding for a challenging research project and an ambitious programme of research training which offers accelerated personal and career development Progression towards fulfilling long term career goals, which includes an aspiration to strengthening the UK research base A clear commitment from the Research Organisation to supporting, developing and mentoring the fellow

Non Clinical Fellowships • Skills Development Fellowships • Career Development Awards • Senior Non-Clinical Fellowships

Skills Development Fellowships • Training at early career researcher stage or enable changes in discipline • Focussed on priority areas requiring capacity building at this level: Mathematics, statistics, computation, informatics, health economics and/or mixed methods research applicable to any biomedical or health related data sources, from molecular to population level. • 3 -year training fellowships • From 2017, research organisations bid for fellowship positions • Prospective fellows to directly apply to participating research organisations

Career Development Award: Transition to Independence • For post-doctoral researchers who are ready to make the transition to independent investigators • No eligibility rules based on time since Ph. D completion • Up to 5 years support • Includes an option of 12 months research training (outside the UK, in UK industry, or at another UK research centre) • The average cost per award is approximately £ 1 m.

Senior Non Clinical Fellowship Senior Non-Clinical Fellowship: Transition to Leadership • Enable independent researchers to make the transition to research leadership • No eligibility rules based on time since Ph. D completion • 5 years funding • Up to 1 year at a second centre encouraged • The average cost per award is approximately £ 2 m.

Clinical Fellowships • Clinical Research Training Fellowships • Clinician Scientist Fellowships • Senior Clinical Fellowships

Clinical Research Training Fellowships • Open to clinicians (medics, surgeons, dentists, AHPs, vets, public health specialty trainees, clinical psychologists, etc. ) • Supports a consolidated period of research, with option to undertake 2 clinical PAs to maintain skills • Joint funded awards available with a range of charities and Royal Colleges Pre-doctoral • Support to undertake a Ph. D (or equivalent) • Fellow’s salary, research expenses (£ 20 k p. a. ) & animal / second centre / healthy volunteer costs Post-doctoral • For those who undertook a Ph. D early/before specialty training and haven’t been research active since • “catch-up” time to re-enter research

Clinical Research Training Fellowships Short videos: • Why do a clinical research training fellowship? • Preparing your proposal • The 3 P’s criteria • Preparing for a CRTF interview • Mock interview Available via the MRC website on the CRTF scheme page

Clinician Scientist Fellowship Clinician Scientist Fellow • Clinically active individuals; transition to independence • 4 – 5 years' support, Average apx £ 1 m • Salary, research expenses (incl. support staff) & travel costs Senior Clinical Fellow • Clinically active individuals with strong track record of challenging, original and productive research • 5 years support, average apx £ 1. 5 m Senior Clinical Fellowship

Additional Opportunities for MRC Fellows • Induction for new MRC Fellows • Annual Fellowship Meeting • Better communication with existing fellows • 97% of fellows say it helps feel part of MRC • Observing funding committee meetings • Opportunity to spend up to 12 months overseas • AMS Starter Grants for Clinical Lecturers • Enable clinical lecturers to sustain research-activity during their clinical training • Mentoring for MRC fellows • A mentorship scheme for intermediate fellows with Academy of Medical Sciences

Supporting Key Career Stages

Supporting the transition to independence

MRC New Investigator Research Grant • Support individuals seeking to transition to independence through their first grant as a Principal Investigator and with appropriate host institution support. • Time spent on the grant is combined with a portfolio of other activities such as teaching, time spent on other research grants, or clinical duties. • There are no eligibility rules based on years of post-doctoral experience. • Applicants can spend up to 50% of their contracted working time on the NIRG. MRC salary contribution will be commensurate with the time attributed to the NIRG, and capped at 50% • Usually 3 years funding

UKRI Future Leaders Fellowships • Will grow the strong supply of talented individuals needed to ensure that UK research and innovation continues to be world class • Do so by attracting, developing and retaining the most promising future leaders at a known career pinch point • Provide seamless support across UKRI remit • £ 900 m to be committed over 3 years (6 rounds), supporting ~200 individuals per year for up to 7 years (4+3) • New funds from the National Productivity Investment Fund

Vision for Future Leaders Fellowships • Attract and support researchers and innovators with outstanding potential in Universities, businesses, and working with other research and use environments • Support excellent research and innovation in new ways across eligible organisations in industry, academia, and public services • Provide long-term funding and flexibility to tackle adventurous, difficult or multi-disciplinary areas that require fellowship support • Support new career paths and encourage the movement of talented researchers and innovators between industry and academia

How are Future Leaders Fellowships different? • Open across entire UKRI remit, no barriers to interdisciplinarity • Open to individuals based in business or Universities, and working with other research and use environments • Provide long term funding (4 -7 years) to tackle adventurous programmes or multidisciplinary questions • Academic employer commitment: tapered salary support and follow-on position. www. ukri. org/FLF

Career Re-entry: Daphne Jackson Fellowship • Returners scheme aimed to help scientists, engineers, mathematicians and technologists after a career break • Run by a charity with different partners, including MRC • Eligibility: Ph. D + 1 or 2 postdoc, publication, UK residency • P/T, paid 2 year fellowships across the UK for retraining • 7 out of 10 fellows remain in research for at least 2 years “Qualified women who are unemployed or under-employed following a career break for family commitments represent an appalling waste of talent and of investment in their initial education. Many such women are eager to return to their original careers or to a new field of activity for which their initial education is relevant, provided that retraining can be given and that they can, at least initially, work on a part-time basis. ” Daphne Jackson

Clinical Academic Research Partnerships Aims • Support collaborative high-quality research partnerships between outstanding research groups and clinical colleagues • Connect basic biomedical science better to clinical research and rapidly enhance medical research capacity Scheme • Ph. D-qualified consultant-level NHS clinicians, with a Ph. D or MD who do not have any current substantive research activity • 30 -50% of the applicant’s salary, for 1 -3 yrs, and consumables costs • 2 rounds in 2019, apx 50 awards in total to pilot the scheme • £ 12 m available, supported by the MRC and the NIHR https: //mrc. ukri. org/funding/browse/carp/clinical-academic-research-partnerships/

MRC as an Employer: Units and Institutes • Institutes - very long-term flexible multidisciplinary investments • Units – more focussed investments established for as long as needed to support a scientific need and/ or deliver a research vision • Centres - build on existing MRC and other support to add value and help establish a centre of excellence. They are expected to recruit and, in partnership with the HEIs and other organisations, develop outstanding researchers with specialist and transferable skills for academic research, the health services and the national economy. Find out more: https: //mrc. ukri. org/about/mrc-jobs/

Impact of MRC funding on careers

Outcomes for Biomedical Fellows who completed their fellowships 2001 - 2007 66 x Career Development Award Fellows 52 x Senior Non-Clinical Fellowships [From 3 -7 yr postdoc] [From 7+ yrs postdoc] • 5% hold professorships • 41% readers/SL • 15% have progressed to MRC SNCF • 50% hold professorships • 27% readers/ SL • 2 x av. award rate in applying for MRC grants Only 6% CDA and 6% SNCF were academic researchers without tenure

Outcomes for MRC Award Holders 10 – 20 year follow up

Impact of MRC funding – 10 to 20 year follow up

Great outcomes MRC clinician Ph. Ds (CRTFs) training in 1993 Effect on career: Most = “Significant” or “Very Significant” • • • 65% now hold a senior academic position 27% are NHS consultants 85% are both clinically and research active 76% are leading research 63% have secured further funding

Impact of fellowship funding – Clinical academic careers

Impact of fellowship funding – Clinical academic careers

Top tips for Application Writing

Plan Ahead Check… • Funder’s remit and interests • Eligibility • Scheme aims • Information and documents needed • Check page limits, font sizes etc. • Deadlines • Start early! Everything takes longer than you think. 45

Fellowship Applicants – Right scheme?

Application Process and Tips Complete application form • Case for support • Cost application (in conjunction with Research Organisation); • Obtain Head of Department approval. Own Research Organisation approval • Submit application to Research Organisation for final costing/approval • They submit to the funder Submit application • Research office may need a couple of days to do this – build in time!

An application will fail because: Scope and importance • Unfocused, overambitious project • Unoriginal, pedestrian approach Clarity of research question(s) and how they will be answered • No clear hypothesis, or not hypothesis-driven • Methodology not sufficiently detailed, not consistent with hypothesis Feasibility • Centre has no international standing in research area • Lack of infrastructure/facilities • Lack of preliminary data / key risks not considered Career progression • Training element incomplete/unclear; poor training environment • Unclear how the fellowship will position you • Lack of ownership of the project • Right person, wrong project & vice versa! Or wrong supervisory team

Sources of advice… Funder • Website, helpline • Named contact University Grants office • University requirements • Costing software • Assistance in preparing grant applications • Writing workshops • Helpdesk Experienced colleagues and collaborators • Past evaluation committee members • Successful grant applicants 49

More information www. mrc. ukri. org fellows@mrc. ukri. org