Our initiatives in the area of academic staff development are aimed at helping researchers to develop generic skills. We are committed to helping researchers at all career stages advance their own careers and, in their capacity as mentors and supervisors, develop the careers of the next generation of researchers, promoting equal opportunity and the selection of the most talented individuals.
For this purpose, JMU refers to the Researcher Development Framework(see right-hand side of this page), which has been developed by Vitae, Great Britain. This framework is structured into four domains (A, B, C, D) with three sub-domains (1, 2, 3) each. Each sub-domain stands for a defined set of skills or skill descriptors (see Appendix 2 of JMU’s Academic Staff Development Policy details).
To help researchers develop the skills, behavior, and knowledge defined in the four domains (A, B, C, D) of the framework, JMU provides training and development opportunities in the following areas:
Dialogues on career strategy and development
Our initiatives in this area are aimed at giving researchers from career stage R1 to R3 the opportunity to discuss their individual career development with supervisors or mentors.
These dialogues help identify the researchers’ career goals and suitable professional development programs. Besides workshops providing information on individual use of these instruments, we also offer workshops aiming at training multipliers on advising researchers they supervise or mentor on professional development opportunities.
The researchers’ supervisors or mentors are also available to discuss measures to help the researchers reconcile work and family life (including measures to help parents continue the qualification process while expecting or upon their return from parental leave), promote their health and wellbeing, or ensure equal opportunity.
The Academic Staff Development Office, in collaboration with inhouse experts, offers interdisciplinary modules in this area, which are tailored to the variety of needs of researchers at different stages of their career.
According to the different career phases, contents cover a range of trainings, from basic skills for early career researchers to research management.
The modules will give researchers the opportunity to develop the skills, behavior, and knowledge defined in domains A, B, C, and D of JMU’s professional development framework. They will be supplemented by courses in the area of teaching at higher education level that are offered by the Bavarian ProfiLehre network.
Mentoring und Coaching
Mentoring and coaching can support researchers through transition phases in their careers and are an excellent way to help them reach their personal career development goals.
You are interested in receiving coaching? Get in touch and we will recommend a qualified coach.
Group coaching is a key component of many mentoring programs for researchers in career stages R1 and R2.
Advising and other services
Inhouse experts provide advising and other services and are important partners in developing training and development programs for the university’s academic staff.
JMU provides a broad range of (advisory) services in the area of staff development, information material on a broad range of topics as well as concise self-study materials on the topics of human resources and guest relations, research, higher education didactics and communication.
Networking is a prerequisite for establishing national and international research collaborations as well as for facilitating individual professional orientation. JMU is maintaining close relationships with regional, national, and international partners; its network of alumni is active throughout the world. All of JMU’s staff members can benefit from the connections made through these networks, and all of our initiatives in the area of staff training and development are aimed at promoting the integration of our staff into professional networks.