1. Medical Research Council Careers and Skills Medical Research Council February 2016 V2

2. Established 1913 Funded by UK taxpayers Dedicated to improving human health through the best scientific research. MRC: Leading & partnering research

3. 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 mission

4. 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 PhD 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

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

6. MRC Supporting Key Career Stages

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

8. Interactive Career Framework (map)

9. Interactive Framework (map)

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

11. Blockers & enablers to research career

12. 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 Time since PhD eligibility criteria removed Career breaks – guidance for reviewers and applicants Increased support for career re-entry scheme Supporting transitions

13. MRC Studentships

14. Studentships ~1,600 non-clinical PhDs at any time (Jan 2015) http://www.mrc.ac.uk/skills-careers/studentships/how-we-fund- studentships/ ‘ Outputs’ are key to making a case for funding. You will be asked to tell us about your ‘outputs’ via ‘Researchfish’

15. MRC PhD Studentship: Opportunities http://www.mrc.ac.uk/skills-careers/studentships/for-current-mrc-students/ Policy internships: RCUK and Academy of Medical Sciences How research can impact policy - 3 month extension to stipend for 3 rd or 4 th year MRC students via DTP supplements Deadline: annual summer/autumn 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. University can convert studentships to ‘CASE’. Must include at least 3 month placement and contribution from industry partner.

16. MRC Fellowship Schemes

17. 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

18. Training at early post-doctoral career stage or enable changes in discipline Focussed on priority areas requiring capacity building at this level Quantitative Expertise: mathematics, statistics, computation and informatics applicable to any biomedical or health related data sources, from molecular to population level. Expertise at Social Science interface: with a focus on areas of health economics and/or mixed methods research. Applicants should hold a PhD (or equivalent) No eligibility rules based on time since PhD completion 3 years support: full personal salary costs, together with support for consumables expenses, travel costs and capital equipment Support a period of research overseas, at a second UK institution, or within industry Skills Development Fellowships

19. Early career entry for those with minimal previous lab experience Joint funding with charities and Royal Colleges 2 rounds p.a. (Jan and Sept) Pre-doctoral Combining research with clinical sessions to maintain skills For salary, research expenses (£20k p.a.) & animal/second centre training costs Post-doctoral “catch-up” time to re-enter research Clinical Research Training Fellowships

20. Clinician Scientist Fellow Clinically active individuals; transition to independence 4 – 5 years' support, Ave £1m Salary, research expenses (inc. support staff) & travel costs Senior Clinical Fellow Clinically active individuals with strong track record of challenging, original and productive research 5 years support, Ave 1.5M Clinician Scientist Fellowship Senior Clinical Fellowship

21. Great outcomes MRC clinician PhDs (CRTFs) training in 1993 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 Effect on career: Most = “Significant” or “Very Significant”

22. 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 PhD 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 £1m. Career Development Award

23. Senior Non-Clinical Fellowship: Transition to Leadership Enable independent researchers to make the transition to research leadership No eligibility rules based on time since PhD completion 7 years funding Stewardship visit in year 4 / 5 Up to 1 year at a second centre encouraged The average cost per award is approximately £2m. Senior Non Clinical Fellowship

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

25. 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 Piloting a mentorship scheme for intermediate fellows with Academy of Medical Sciences

26. Supporting Key Career Stages

27. Supporting the transition to independence

28. 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 “MRC wants to boost the success rates of new researchers applying for grants” Sir John Savill, MRC CEO

29. 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: PhD + 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

30. 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: www.mrc.ac.uk/skills-careers/working-for- mrc/job-vacancies

31. Impact of MRC funding on careers

32. Outcomes for MRC Award Holders 10 – 20 year follow up

33. Impact of MRC funding – 10 to 20 year follow up

34. Impact of fellowship funding – Clinical academic careers

36. Top tips for Application Writing

37. Right idea? Right funder? Get involved in grant writing, even as observer Create a collaborative network Be on top of the literature (but not buried by it) Identify the funder’s remit & priorities – if in doubt, ask early! Consider suitability criteria Submission deadlines

38. Fellowship Applicants – Right scheme?

39. Application Process and Tips Start early! Everything takes longer than you think. 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!

40. Making a successful application Top tips 1.Don’t be boring (“So what?”) 2.Be ambitious, original and credible 3.Structure a clear, logical plan to achieve challenging objectives 4.Explain pilot data & others’ inputs 5.Risks are inevitable: Have a Plan B 6.Write clearly, for experts & non-experts in your field. Make your proposal easy to read! 7.Invite tough criticism from peers, mentors & friends before you submit

41. Summary of the entire proposal – write it last! Understandable by researchers outside the field – don’t underestimate the importance of the lay abstract either! Will be the first thing read by primary reviewers Making a successful application: The Abstract May be the ONLY thing read by other committee members (but not at MRC of course) Will influence the way reviewers approach the rest of the proposal

42. Making a successful application: Response to reviewers comments A measured response that addresses important concerns can make all the difference Stick to the key issues Refer to parts of the application which may address concerns Use references Opportunity to add in extra data, publications etc., to reassure panel

43. Unfocused, overambitious project Unoriginal, pedestrian approach No clear hypothesis, or not hypothesis-driven Methodology not sufficiently detailed Project not intellectually challenging RO has no international standing in research area Lack of infrastructure/facilities Training element incomplete/unclear; poor training environment Right person - wrong project! And vice versa!! An application may fail because

44. Sources of advice … Funder Website, helpline Named contact University R&D, Innovation or Grants office University requirements Assistance in preparing grant applications Writing workshops Helpdesk Experienced colleagues and collaborators Past evaluation committee members Successful grant applicants

45. More information www.mrc.ac.uk fellows@headoffice.mrc.ac.uk