‘Enhancing Employability in Higher Education through Work Based Learning’ has just been published by Palgrave Macmillan. Edited by Dawn Morley, formerly of BU and now at Solent University, there were the following contributions by BU academics, staff and students:
Dr Sue Eccles and Vianna Renaud (Bournemouth University)
Chapter Title: Building Students’ Emotional Resilience through Placement Coaching and Mentoring
Dr Mel Hughes and Angela Warren (Bournemouth University)
Chapter Title: Use of simulation as a tool for assessment and for preparing students for the realities and complexities of the workplace
Dr Dawn Morley (Solent University), Dr Anita Diaz, Deborah Blake, Grace Burger, Tom Dando, Suzanne Gibbon, Kate Rickard (Bournemouth University)
Chapter Title: Student experience of real-time management of peer working groups during field trips
For more information: https://www.springer.com/gb/book/9783319751658#aboutBook
Call for mentors and mentees
Do you want to enhance the career and professional development of researcher developers? Would you like to be a mentor for other researcher developers? If so, please sign up below.
Or perhaps you have identified areas you wish to develop to take your career one step further? Are you spending all your time developing others and not thinking about your own career and development needs? If so, why not sign up to be a mentee?
If you wish to be either a mentor or a mentee in Vitae’s Mentoring for Researcher Developers pilot please fill in your details by going to our sign up form: https://sumac.ac.uk/account/vitae/scheme/202
Purpose of the scheme:
- To enable researcher developers, or those with a role in developing researchers, to enhance continuing professional development opportunities, consider their careers in a broader context or focus on particular areas they would like to develop further.
Benefits for mentors, mentees, the organisation and the sector
- Mentors can share their expertise and experience with mentees to help in reviewing their individual competency levels using CFRD
- Mentors can help mentees in identifying and working on areas for development
- Increasing mentor and mentee organisation’s capacity to provide researcher development
- Enhancing the quality of researcher development provision
- Improving professionalism in researcher development
- Broadening mentor and mentee networks
- Informing individuals, organisations and the sector of training needs of researcher developers
The pilot mentoring programme will run for approximately 12 months and although it officially started in mid June 2017, the call is still active. You would be expected to be in contact for approximately 6-12 hours during the duration of the programme – times to be agreed with the pairing once a match is made.
If you have any queries about the pilot please contact Jen Reynolds at: firstname.lastname@example.org
Facilitated by: Dr Colleen Harding, Head of Organisational and Staff Development, Tamsyn Dent, Post-Graduate Researcher, Media School
This session is aimed at: all staff, male and female, and will be of particular interest to those who are interested in academic mentoring for women, and who are willing to be a mentor; would like to work with a mentor; or who support staff who would like to engage in mentoring.
When: July 10th 13:00 – 16:30
Where: The Octagon
The purpose of the event is to provide an opportunity for the Women’s Academic Network to:
- Discuss the benefits of engaging in mentoring
- Find out more about how mentoring currently works at BU
- Consider some of the options available to set up an academic mentoring network that specifically supports the needs of female academics at BU
- To identify the steps that we need to take in order to set up an effective mentoring network.
By the end of the event participants will have:
- Discussed some models of coaching and mentoring, including the findings from a doctoral study on the transitional space provided by coaching and mentoring for emerging academics
- Discussed some of the research studies on mentoring relevant to women in academia
- Identified the critical steps necessary to set up a mentoring network that specifically supports the needs of female academics at BU
Register through staff development
Back in 2008 BU introduced the designation of Associate Professor and there are currently fifteen Associate Professors across the organisation. During the last couple of months I have met with them all to discuss ways in which the institution can better support their Professorial journey. I thought it might be worth sharing a few of the highlights of these conversations. Probably the most positive element was the fact that most Associate Professors were very appreciative of the designation and the door and opportunities it had opened. For most there was clear added value in the scheme and it was generally believed to be a good thing and a key part of their own development journey. In this respect I also draw attention to at least three successful promotions from Associate Professor to Professor in the last two years. In terms of future development support we have agreed to put in place a package of measures to help Associate Professors navigate their own Professorial journeys. These measures include a programme of personal mentoring and coaching, irregular cohort meetings, action learning and support in balancing their work loads more effectively. We are also committed to developing BU’s Professoriate more generally and strengthening its voice within the organisation. I met recently to discuss this with the Professoriate as a whole and hope to continue these conversations in the coming months.
Pro-Vice Chancellor (Research, Enterprise & Internationalisation)