ukcge international annual conference, dublin 2014 institutional strategies: developing research...
TRANSCRIPT
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UKCGE International Annual Conference, Dublin 2014
Institutional Strategies: Developing Research Supervisors of
Doctoral Candidates in a Cohort-based Structured Programme
Professor Tony Fell,
University of Bradford, UK<[email protected]>
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Developing Research Supervisors
• Context• Principles of Research Supervisor development• Phases of Doctoral Research & Supervisory
Styles• The Learning Contract & Managing Expectations • Structure & Content• Programme Delivery• Key issues: Completion and the Viva• Future Perspectives
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Context – 1
• Structured Doctorates fulfil needs in STEM areas and Arts – Design – Architecture – Theatre – Music – …
• Significant growth in UK & Ireland: Basis of national schemes for doctoral funding
Doctoral Training Partnerships, Structured PhD Programmes
Facilitate development of high quality skills Embed personal and interactive skills for
the world of workCohort-structure encourages team-work skills Strengthen the independent researcherConsistent with Life-long Learning agenda
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Context – 2
• Drivers for Research Supervisor developmentNeed to ensure consistency of student experience
throughout doctoral research journey Increasing expectations of doctoral candidates
PRES surveys
Expectation for Internal Supervisors to adopt / develop best supervisory practice – with updates on institutional processes Applies to External Supervisors and Specialist Advisors
Recommended in National Codes of Practice QAA, Irish Universities Association
Impact of national QAA Audit processes …
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Developing Research Supervisors
Principles of Research Supervisor Development
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Principles of Research Supervisor Development
• Dedicated programmes at Faculty/subject domain level
• ‘Generic’ programmes for all scholastic domains across Institution
• Mixture of both – with materials (eg Case Studies) focused on specific subject areas
• Essential pre-requisite: Top Management seen to give strong support for formalised supervisor training
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Principles of Research Supervisor Development
• Generic programme facilitates inter-disciplinary learning
• Programme structured to cover doctoral journey in sequence from recruitment to the Viva voce
• Key materials selected to ensure minimum of formal presentations
• Case Studies focus discussion in small groups*
• Create maximum opportunity for Supervisors to share experiences
• Encourage Supervisors to develop their OWN model of research supervision from the materials discussed
*Group membership should be balanced to represent all areas
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Developing Research Supervisors
Phases of Doctoral Research
& Supervisory Styles
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Phases of Doctoral Research
• Doctoral research training can be considered to fall into 4 Phases:
Phase 1: Getting started– The Initial Phase
Phase 2: Moving forward – The Productive Phase
Phase 3: Writing-up & submission
Phase 4: Preparation for “Surviving the Viva”
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Supervisory Styles
• Blanchard’s Situational Leadership Model* is based on a combination of ‘supportive’ and ‘directive’ behaviour
• The model suggests that supervisory style should be progressively adapted and individualised for the needs of each student throughout all 4 phases of the programme
• Each research phase maps onto the 4 quadrants of the Blanchard model
*Blanchard & Hersey (1986)
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- Directing- Phase 1
1
2
4
3
SUPP
ORT
IVE
BEH
AVIO
UR
DIRECTIVE BEHAVIOUR
High
HighLow
Supervisory Styles – Directive / Supportive behaviour during a typical Doctorate
[A.F. Fell, 2011; adapted from Blanchard & Hersey,1986]
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- Directing- Phase 1
-Mentoring-Phases 1&2
1
2
4
3
SUPP
ORT
IVE
BEH
AVIO
UR
DIRECTIVE BEHAVIOUR
High
HighLow
Supervisory Styles – Directive / Supportive behaviour during a typical Doctorate
[A.F. Fell, 2011; adapted from Blanchard & Hersey,1986]
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- Directing- Phase 1
-Mentoring-Phases 1&2
- Coaching- Phase 2
1
2
4
3
SUPP
ORT
IVE
BEH
AVIO
UR
DIRECTIVE BEHAVIOUR
High
HighLow
Supervisory Styles – Directive / Supportive behaviour during a typical Doctorate
[A.F. Fell, 2011; adapted from Blanchard & Hersey,1986]
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- Directing- Phase 1
-Mentoring-Phases 1&2
- Coaching- Phase 2
- Delegating- Phases 3&4
1
2
4
3
SUPP
ORT
IVE
BEH
AVIO
UR
DIRECTIVE BEHAVIOUR
High
HighLow
Supervisory Styles – Directive / Supportive behaviour during a typical Doctorate
[A.F. Fell, 2011; adapted from Blanchard & Hersey,1986]
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Supervisory Styles
• Every supervisor has their own preferred style
• An effective supervisor adapts their style interactively for each individual student – Depending on:
the student’s situation & needstheir innate ability their stage of academic development
Taking care to maintain equity among other research students
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Supervisory Styles
• The Blanchard model clarifies the changing relationship between research candidate and supervisor over timeFor talented researchers the supervisory style
quickly moves to quadrants 3 & 4 coaching-delegatingWhereas … for some candidates the supervisory
style remains in quadrants 1 & 2 strongly directive
• Issues arising in multidisciplinary teams across HEIs or DTCs should be identified and discussed in mixed groups
• Bottom line: No supervisory style is always right – “One size doesn’t fit all ”
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Developing Research Supervisors
The Learning Contract
& Managing Expectations
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The Learning Contract & Managing Expectations – 1
• Make the ‘Psychological Contract’ explicit• Initial meeting with supervisory team is key• Assess candidate’s aspirations/motivation for research • Identify the expectations Supervisors have of the
candidate – and the student’s of the Supervisors• Clarify arrangements for meetings: – when, how often & where
• Explore student’s needs as learners eg for overseas candidates – EFL
• Clarify formal review processes & requirements
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The Learning Contract & Managing Expectations – 2A
• Clarify training / modular requirements for cohort Induction at 3 levels
Cohort Group Institution
Access to relevant Generic & Transferable Skills mapped onto RDF Planner*
Interactive development activities for Cohort
* Researcher Development Framework – Vitae
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The Learning Contract & Managing Expectations – 2B
• Outline the intended research programmeBig picture – locate project in wider programmeDevelop initial plans jointly (eg literature
background) Identify milestones and research objectives –
short/medium term
• Key: Support engagement and ownership of research programme by student
• Revisit the Learning Contract periodically – Where possible/appropriate discuss student’s
experience of supervision
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The Learning Contract & Managing Expectations – 3
• Strategic use of Questionnaire* for clarifying the roles, responsibilities and expectations – of the student and of the supervisor
– Small groups assess the relative responsibility of Supervisors and Students across 12 categories on a scale of 1 – 5
– Outcomes are compared and discussed in plenary session
* Ingrid Moses, 1985, Higher Education Research and
Development Society of Australasia.
Adapted by Margaret Kiley and Kate Cadman, 1997, Centre for Learning & Teaching, University of Technology,
Sydney
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Developing Research Supervisors
Structure & Content
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Structure & Content
• Overview PPt presentations on key stages & issues in supervision
• Small group discussions on a range of issues drawing on experience of participants
• Development and discussion of Case Studies illustrating best practice in research supervision at key stages – including role play scenarios
• General principle: Design the programme with emphasis on discussion of key issues among participants – with minimum of formal lecture presentations
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Structure & Content *Typical Case Studies – 1
• Mismatch of expectations Conflicting advice: Jack & Jill / Ali (Y1) Arrogance & the 7-day week syndrome:
Hamish & Anita (Y1)
• Neglect – “Itinerant Professor syndrome” Stella & Amy (Y1)
• Neglect – ineffective supervision by Work-based supervisor Percival & Danny (Y2/3)
• Conflict of Interest Huw & Jane (Y3)
* Developed at University of Bradford and HEIs in UK, Ireland and mainland Europe over the past 15 years
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Structure & Content *Typical Case Studies – 2
• Financial pressures Jack & Jon / Freddie (Y3)
• Plagiarism Inadvertent: Pietro & Li (Y3) Non-inadvertent: Mary & Bernardo (Y4) Non-inadvertent: Nic & Jenny (Post-Doc)
• Problematic PhD Exam Prof Charles & Dr Eva / Steve (Y3) Prof Rotblatt (External) & Dr Roberto (Internal) / Rebecca (Y3)
* Developed at University of Bradford and HEIs in UK, Ireland and mainland Europe over the past 15 years
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Developing Research Supervisors
Programme Delivery
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Programme Delivery – 1A
• Structured doctoral training programmes vary between HEIs across UK and within Ireland:– Balance of generic & transferable skills in
programmes– Mode & flexibility of delivery to cohort in a DTC
Role of Supervisory Team in delivering research skills
Role of specialist trainers ECTS credit rating of modules &
transferability between programmes / centres– Inclusion of related mini-project – or not– Continuation of training elements into 2nd, 3rd etc
years– Mode and impact of modular assessment on PhD
outcomes
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Programme Delivery – 1B
• Impact of training on research outcomes– Quantum of research output– Efficiency/effectiveness of Researcher– Relevance for employability – EU Transcript for
PhD
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Programme Delivery – 2
• The IUA scheme (2012) for training supervisors recommends: – 4 linked Workshops covering the 4 ‘Lifecycles’ or
phases of a typical PhD– supplemented by discussion covering institutional
issues & current issues in supervision• Supervision Lifecycle – 1: Initial Phase• Supervision Lifecycle – 2: Moving forward• Supervision Lifecycle – 3: Progress to completion• Supervision Lifecycle – 4: Demystifying the Viva• The scheme has been successfully adopted by
Universities in Ireland and Institutes of Technology.
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Example Workshop 3: Supervision Lifecycle – 3
Progress to completion
• Supervision Lifecycle – 3: Progress to completion– Closure – managing project completion – Developing effective writing skills– Facilitating timely completion of Thesis– Selection of External (and Internal) Examiners– Preparing for the PhD Viva
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ExampleWorkshop 4: Supervision Lifecycle – 4
Demystifying the Viva – and beyond . . .
• Purpose, Process, Preparation 10 Strategies for Survival Mock or Practice Viva
• Case Studies: Typical Viva scenarios and outcomes.• . . . And beyond … – Life Post-Viva – Preparing for a Post-Doc Career & Publication– Relationships
• Moving on to Supervision – In the academic context – and in Industry
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Developing Research Supervisors
Key issues
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Thesis Completion and Examination
• Best practice for successful completion– Models of supervisorial support for thesis writing – Develop Generic Thesis Planner
• Clarify Thesis submission process• Clarify selection of Examiners and Viva process
– ‘Balanced’ team – experience, independence, expertise– Roles of External / Internal Examiners & Chair of Board
• Clarify the Viva voce process– Value of Practice or ‘Mock’ Viva – Independent pre-Viva Reports (required in UK)– The Viva – How long … ?– Outcomes – joint Report / independent Reports & Approval– Approval of Thesis corrections
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Generic Thesis Planner – 1
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Generic Thesis Planner – 2
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Future Perspectives
• Trend (in UK) towards academics studying part-time for academic HE teaching qualification – including module on Research Supervision – PGC(HE)
• Emerging practice (in UK) for Institutional or external accreditation of Supervisors
• Institutional policies required on:– Retraining/refresher programmes – inc. “Backwoodsmen” – How to extend / develop PGRS / ESR / Post-Doc skills– Management of Intellectual Property Rights (IPR)
• Increasing trend for PGRS appeals & complaints: – ‘Age of litigation’ >> UK “Office of Independent Adjudicator”
• Need for transparency / comparability in doctoral training across and between HEIs
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Developing Research Supervisors
• Context• Principles of Research Supervisor development• Phases of Doctoral Research & Supervisory
Styles• The Learning Contract & Managing Expectations • Structure & Content• Programme Delivery• Key issues: Completion and the Viva• Future Perspectives
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