Research Performance. It is the duty of the project coordinator of the responsible institution to monitor the research activities closely. The research results obtained should be compared with the progress plan and timetable of the project on a regular basis. The coordinator must make appropriate intervention if the progress of the project is not satisfactory.
Research Performance. ▪ Of the 981 institutions included in the THE World University Rankings for 2017, Trinity is in the top 15% internationally for research performance. ▪ Trinity is ranked in the top 15% internationally by QS for citations. In the QS World University Rankings: ▪ Trinity featured in the world's elite (Top 200) institutions in 25 of the 28 subjects in which it was evaluated by the QS World University Rankings by Subject in 2015. Of these, Trinity ranked in the top 100 in the world in 14 subjects and in the top 50 in the world in 6 subjects: English Language and Literature; Nursing; Politics and International Studies; History; Biological Sciences; and Modern Languages. ▪ In three out of the last four years, Trinity has been consistently ranked in the Top 50 worldwide for the following areas: English Language and Literature; Nursing; Modern Languages; and Politics and International Studies. ▪ In the QS Faculty rankings, Trinity has been consistently ranked in the Top 100 globally for Arts and Humanities over the last four years. Research Themes The Selection Process in Trinity The Selection Committee (Interview Panel) may include members of the Academic and Administrative community together with External Assessor(s) who are expert in the area. Applications will be acknowledged by email. If you do not receive confirmation of receipt within 1 day of submitting your application online, please contact the named Recruitment Partner on the job specification immediately and prior to the closing date/time. Given the degree of co-ordination and planning to have a Selection Committee available on the specified date, the University regrets that it may not be in a position to offer alternate selection dates. Where candidates are unavailable, reserves may be drawn from a shortlist. Outcomes of interviews are notified in writing to candidates and are issued no later than 5 working days following the selection day. In some instances the Selection Committee may avail of telephone or video conferencing. The University’s selection methods may consist of any or all of the following: Interviews, Presentations, Psychometric Testing, References and Situational Exercises. It is the policy of the University to conduct pre-employment medical screening/full pre- employment medicals. Information supplied by candidates in their application (Cover Letter and CV) will be used to shortlist for interview. Applications from non-EEA citizens are welcomed. However, eligibility is determined by th...
Research Performance. Growth in Research Income Under its institutional Strategic Plan for 2015-2020, and under milestones set via its Outcome Agreement, the University aims to increase research income from all sources to £65m by 2020. Research income from Research Councils UK is expected to increase to just over £16m over the same period. To achieve these ambitions, the University continues to pursue the strategies and processes outlined in its three-year OA, published in 2017 (please cross refer). Results to this end have been mixed. For example, the University’s total research income generation figure for 2016/17 was just under £61m, meaning a decline relative to the 2015/16 baseline. However, the University exceeded the OA milestone of £59.47m. At the same time, RCUK research income was £13.29m, meaning a slight reduction on the previous year, though still 22% of the overall institutional research income total. The overarching target set for 2017/18 is £62.07m, and committed research spend currently indicates that the University is on track to achieve this. The University would flag that performance under these measures should be set against a backdrop of organisational restructuring, and a strategic decision to refocus the institutional research agenda. In particular, it is notable that while total research income generated has declined slightly relative to previous years, the number of academic staff has fallen by 8% over the same period; conversely, research income per FTE has grown by 4% (from £89.5k per FTE in 2015/16 to £93k in 2016/17), meaning the University is improving performance, at least in proportional terms. Internally, the University has taken a number of steps to help facilitate growth. It has recently completed a review, led by the Vice-Principal for Research and Knowledge Exchange, of the structures it has in place to support interdisciplinary research. The recommendations to emerge include an institutional pump priming fund for interdisciplinary research, and the recognition of interdisciplinary research activity in the institutional promotions criteria. The report recognised the importance of the institutional research facilities in enabling interdisciplinary research and proposed additional support for early career researchers who wish to use the facilities. In early 2017, the University also launched its new Grants Academy, to provide the underpinning infrastructure required to support the development and nurturing of the University’s future leaders i...
Research Performance. 1.1 The Study shall be performed in accordance with the protocol attached hereto as EXHIBIT A (the “Protocol”), which involves laboratory work and experiments related [*] that is licensed by Medical College of Georgia to NewLink Genetics, under the direction of Xx. Xxxxxx X. Mellor as Principal Investigator. MCGRI and its subcontractor, MCG, do not represent, warrant or guarantee that any specific results shall be achieved. In the case of conflict between the terms of this Agreement and the Protocol or other attachments, the terms of this Agreement shall control. It is understood that the Study may be conducted by a Research Associate under the direction of Xx. Xxxxxx, and under the supervision of Xx. Xxxxxx Xxxxxx such Research Associate will perform discovery (fundamental) research related to the role of [*].
Research Performance. 1.1 The Study shall be performed as described in the Protocol entitled [*] and attached hereto as EXHIBIT A, under the direction of Xxxxx Xxxx, MD as Principal Investigator. MCGRI and its subcontractor, MCG, do not represent, warrant or guarantee that any specific results shall be achieved. In the case of conflict between the terms of this Agreement and the Protocol or other attachments, the terms of this Agreement shall control.
Research Performance. The Research Plan shall consist solely of [***] activities directed to the identification of Development Candidates for designation as Designated Compounds as described below. Within [***] days of the Effective Date, Licensee shall develop and adopt the Research Plan and shall provide such plan to Xxxxxxx, whereupon such plan shall be appended by the Parties to this Agreement as Schedule 3.2 (Research Plan); provided that activities under the Research Plan will be consistent with the terms of this Agreement. Licensee shall be responsible for all costs and expenses in connection with the conduct of such research activities.
Research Performance i. Research Output, measured by the total number of research papers (10%)
Research Performance. Growth in Research Income The University has set ambitious targets to deliver growth in research income, both through its institutional Strategic Plan for 2015-2020, and through milestones set via the OA. The University retains its longer term aim to increase research income from all sources to £65m under the Outcome Agreement, though extends the timeline for achieving this to 2021. In parallel, it aims to increase income from Research Councils UK (RCUK) to just over £16m within the same period (see Appendix 2). This is a more incremental approach which takes account of different environmental factors that have put pressure on performance; in particular, it should be noted that the number of academics at the University has fallen by approximately 8% in recent years, at least in-part as a consequence of restructuring, making it more difficult to achieve the overarching totals. However, conversely, research income per FTE has grown by 4% (from 2015/16 to 16/17), meaning the University is improving performance, at least in proportional terms. As such, while the targets set have and will be challenging to achieve, they will remain ambitious over the coming years, in line with strategic institutional ambitions. To strengthen its commitments and leadership in this area, the University has recently appointed a new Vice-Principal for Research and Knowledge Exchange along with three Deans of Research and KE. To achieve its targets for growth, it will pursue the range of strategies and activities outlined in its three-year OA, published in 2017 (please cross refer). Notable developments include: · Internal Research Review: this was led by the Vice-Principal for Research and Knowledge Exchange, looking at the structures the University has in place to support interdisciplinary research. The recommendations to emerge include an institutional pump priming fund for interdisciplinary research, and the recognition of interdisciplinary research activity in the institutional promotions criteria. The report recognised the importance of the institutional research facilities in enabling interdisciplinary research and proposed additional support for early career researchers who wish to use the facilities.
Research Performance. As described in our literature review, women tend to receive less research funding than men. To get an idea about whether there were gender differences in research funding among our respondents, we asked them whether they had received a grant for doing research. A total of four out of ten out of all PhDs had, with women actually being more likely to have received one: 45% of female PhDs had, compared to 37% of males (p = 0.006 in Xxxxxxx’x χ2 test of independence). However, as indicated in the first part of the results section, a greater share of women than men were working in academia. Among only those currently working in academia, 54% of females had received a grant, compared to 48% of males, but this result was not statistically significant (p = 0.138). Clearly, female and male recent PhDs from Dutch universities are equally likely to obtain research funding. One explanation given for gender gaps in academia is that women are less confident about their capabilities and careers than men (Xxxxx, 2010). On the other hand, studies on the academic productivity of male and female academics also suggest the gender gap in publishing may be closing (xxx Xxxxxxxxxxx, 2014). Therefore, we asked the respondents how they would rate their scientific oeuvre. A slightly higher share of men indicated that their scientific oeuvre is “more than good enough” to build an academic career on (22% of males vs. 16% of females). However, a slightly higher share of women said their scientific oeuvre is “good enough” (56% of females vs. 52% of males). Furthermore, neither of these differences were statistically significant. Therefore, among recent PhDs in the Netherlands, women are as confident about their scientific oeuvre as their male counterparts. Chapter 8 192 Table 5. Effect of gender, nationality, age at survey and field of PhD on the perception of long-term career perspectives and the availability of permanent positions in academia, non-academic research and outside research (by ordinal regression) Academia Non-academic research Outside research Long-term career perspectives B (S. E.) p-value B (S. E.) p-value B (S. E.) p-value Female -0.36 (0.14) 0.012* -0.30 (0.16) 0.057 -0.08 (0.16) 0.622 Nationality of high-income OECD country -1.57 (0.24) < 0.001*** -0.85 (0.26) 0.001** 0.15 (0.28) 0.598 Age at survey 0.03 (0.01) 0.024* 0.01 (0.01) 0.238 0.00 (0.01) 0.997 Field (ref. is engineering and technology) Medical and health sciences 0.04 (0.25) 0.867 -1.03 (0.27) < 0.001*** ...
