1. HEFCE PGR policy Perspectives from recent projects International Conference on Developments in Doctoral Education & Training (ICDDET) 30 March 2015 Dr Jude Hill HEFCE Research Policy Team

2. HEFCE’s Business Plan ‘Ensuring that progression to postgraduate level is genuinely open to all who are appropriately qualified and could benefit from it, and that we continue to attract the strongest candidates for postgraduate research regardless of socio- economic background. We will be working with Government to develop finance schemes that enable this aspiration to be met, and with providers to shape courses which address the demand for postgraduates with the advanced skills and knowledge needed in the economy’

3. Summary The PGR landscape Perspectives from recent projects, including: – The transition to doctoral study (HEFCE) – Understanding the recruitment and selection of postgraduate researchers (CRAC) – The Impact of doctoral careers study (RCUK) Ongoing evidence gathering

4. Changing context for PGR… Undergraduate, PGT (and PGR?) finance RCUK funding approach Widening participation Institutional collaboration Student and employer expectations

5. PGR landscape 57% UK domiciled 100,000 students 22,000 graduate p.a.

6. PGR landscape Under-represented: -Women -People from non-white ethnic backgrounds -People with disabilities -People from low participation locations

7. PGR landscape £665M public funding

8. The transition to doctoral study PGR UG Future career

9. PGR UG Future career UG PGR PGT Work place Work place

10. Those who transition within 1 year are: In STEM subjects (73%) Male (62%) White (86%) Often have an ‘enhanced UG’ qualification (44%) Have a 1st class (57%) or 2.1 (39%) degree Who? Source: HEFCE 2013/13 http://www.hefce.ac.uk/pubs/year/2013/201313/ Since 2002/3 the proportion of PGR students entering with a prior PG qualification has increased from 33% to 59% Source: HEFCE analysis of HESA data Prior PG quals

11. Prior PG qualifications - discipline Source: HEFCE analysis of HESA data UK domiciled entrants to full time PGR study 2012/13

13. Aims and approach Institutional (mostly) perspective Recruitment and selection of PGR students Motivations Survey (60 HEIs responded) Visits/interviews (stratified sample of 11 HEIs) Focus groups with students

14. Motivations "PGRs were also seen as vehicles for innovation, providing opportunities to explore more speculative research topics and push research boundaries, at lower risk and cost than using more experienced, expensive researchers. One academic felt that the need to produce REF-submittable research was generally making academics more risk-adverse in their choice of research topics, whereas PGRs could work on higher-risk projects"

15. Supply and demand "The introduction of the Research Councils’ Centres of Doctoral Training (CDT) and Doctoral Training Partnerships (DTP) is impacting on the recruitment of PGRs. As well as increasing the concentration of PGRs within research-intensive institutions, the requirement for institutions to find associated administrative costs and matched funding is impacting on the availability of funds for institutional PGR scholarships and their flexibility to direct PGR recruitment according to institutional priorities."

16. Widening participation "The vast majority of respondents (48) simply indicated that they were not [considering widening participation for PGRs], although four of these institutions reported that they were actively considering what WP meant at PGR level and whether they should attempt to adjust their recruitment to pursue it." "Within the institutions interviewed, there was generally an interest in exploring how WP could be defined for entry into PGR" “External or ‘returning’ applicants coming into the system cold are less likely to understand the requirements, or ‘unwritten’ rules, in applying for a PGR programme raising questions about equality of access for all applicants"

17. Impact of Doctoral Careers (RCUK) For Businesses that employ staff with PhDs – 75% say the loss of staff with PhDs would have a business critical or significant impact on operations Doctoral graduates: – Act as a mark of quality and authority – Boost profile and credibility of the organisation – Help the acquisition of new clients, markets and income streams – Foster innovation – Aid collaboration and engagement (inc KE between HEIs and industry)

18. Conclusions Complex routes to PGR study Important role for PGT PGRs role in research performance Changing Research Council funding landscape Rising demand from institutions Widening participation emerging issue Impact of PGRs on employers and KE

19. Ongoing evidence gathering

20. Funding for PGR Participation, pathways, access & training Employer and industry engagement International benchmarking Overview HEIsP/OW

21. Dialogue with HEIs RDP questions Impact of CDTs/DTPs (on student experience; PGR support; outcomes for employers and industry) Consequences of increased emphasis on multi- institutional initiatives Projects/ongoing work Continued work with RCUK Funding for PGR

22. Dialogue with HEIs Variable modes of delivery Widening participation Training and development Projects/ongoing work Professional Doctorates Widening Participation work Participation, pathways, access and training

23. Dialogue with HEIs Models for collaboration Motivations Barriers Projects/ongoing work Professional Doctorates Fact finding with Innovate UK to evaluate the KTP programme Employer and industry engagement

24. International benchmarking Projects/ongoing work Insights into the choices and perceptions of international students who compare different HE systems and what factors they consider to be important when choosing the UK

25. Thank you for listening j.hill@hefce.ac.uk

26. When? Within 2 years, no additional qualification Longer period, prior PG qualification, work experience Within 2-3 years, prior PG qualification Source: HEFCE 2013/13 http://www.hefce.ac.uk/pubs/year/2013/201313/