Bleher, B.E.

Schmid, H.P.

Scholz, B.

English

Bleher, B. E.

Schmid, H. P.

KITopen

PAGE 1Helmholtz Research School on Mechanisms and Interactions of Climate Change in Mountain RegionsB. Elija Bleher1, Hans Peter Schmid1 & Beate Scholz21KIT/IMK-IFU, Garmisch-Partenkirchen, 2scholz ctc, Bonn Self-imposed evaluation of the Helmholtz Research School MICMoR as a tool for quality assurance and advancement of a structured graduate programmeEGU General Assembly, Vienna, Austria, 12-17 April 2015 MICMoR at a Glance a graduate programme for ~30 doctoral students research: climate change in mountain regions, research at Atmosphere – Biosphere – Pedo-/Hydrosphere interfaces funded by Helmholtz Association: 01/12-12/17 based at the Institute of Meteorology & Climate Research (KIT/IMK-IFU), Garmisch-Partenkirchen 7 partner institutions in Bavaria 04/15: 26 doctoral students, ~ 60 scientists2Aims of Evaluation  have original aims been reached? are doctoral students & supervisors satisfied? needs for further programme development? focus on recruitment, training, community & networking, supervision, management carried out by external expert Dr. B. Scholz3= Quality ControlMixed-methods approach questionnaires: 15 fellows & 38 supervisors / mentors (09/13) interviews: focus groups 1. fellows, 2. supervisors / mentors, 3. Steering Committee, 4. Coordination(12/13-02/14) benchmarking: compare with other programmesfinal report presented at workshop withMICMoR stakeholders (11/14)4Results: Recruitment & Fellows11/201315 MICMoR Fellows 40% international  33% female 8 institutions 7 disciplines 04/20152744% 51% 1118  2012 - 2015:   25 fellowships with supplemental funding 2014 & 2015:    6 fellowships with full stipends5Results: Training Scientific Trainingi.e. Summer Schools & Technical Short Courses high appreciation by fellows & advisors critical points: only detailsSummer School 2014: Examining mountain ecosystems in regional to global environments of carbon-cycling & climate Professional Skills Training:i.e. Research Skills Development, Presentation & Communication, Career & Leadership, Research Funding high appreciation by fellowsFellows can shape the programme graduate representative, needs analysis6Results: Community & Networking Research Forum (1-2 days):The MICMoR Community event, 2 / year, keynote talk & fellows‘ progress reports high appreciation by fellows: present research& get feedback, stimulating atmosphere low attendance by scientists5th Research Forum, Freising, 11/14 Fellows‘ Retreat (2-3 days): For fellows only, 1 / year, topics Mentoring, Visibility in Science, Ethics exclusive fellow meeting appreciated important for team-building7Fellows‘ Retreat 2014, Schneeferner-haus, ZugspitzeResults: International Networking Funds for conferences, workshops& research stay abroad with application & report popular among fellows & widely usedPAGE 8Stay abroad, U. Mikolajczyk, Kings College, London, UK, 2014/2015AGU Fall meeting, C. Weitnauer, San Francisco, USA, 2013   8Results: Supervision Iwith PhD outline, work plan, qualification plan1 supervisor, 2 mentors, different disciplines & institutions, meet 2/yDoes it work? in place for all fellows, seems to work reasonably well fellows: high relevance for qualification & project, appre-ciate that they are ‚urged‘ to engage external mentors supervisors: helpful for doctoral process does not always work well, constant reminding neededThesis Advisory Committee Supervision Agreement9Results: Supervision IIThe Supervision Process: fellows: high satisfaction with quality, less with frequency1432135658679Main supervisorAdditional mentorsMain supervisorAdditional mentorsFrequencyof personalsupervisioncontactQuality ofsupervision-- - + ++ difficult to schedule meetings with 3 ‚busy‘ scientists unofficial day-to-day advisor important, no official statusFrequencyof contactQuality of contactnumber of responses10Results: Supervision IIISpecific Elements: fellows encouraged by supervisors?scientific & professional training: 93%conferences: 80%stay abroad: 60% agreement with supervisors on achievements?objectives & duration of doctorate: 93%work plan: 60%number publications: 53%number conference presentations: 20%stay abroad: 20% fellows receive career advice?  46%11Results: Supervision IV supervisors originally reluctant, now: 15 of 34 support idea - „useful for lessexperienced colleagues“Recommendations:draft guidelines for committee meetings, include agreements on qualification targetsoffer career coachingoffer mentor coaching12Summary & ConclusionsRecruitment high internationality & interdisciplinarity, balanced gender ratioSupervision in place & ± working include qualification targets, offercareer & mentor coachingTraining high quality trainingCommunity &Networkingfellows , scientists  enhance motivation & cooperation among scientist, set up alumni network13Evaluation as valuable tool forquality assurance & advancement

Self-imposed evaluation of the Helmholtz research school MICMoR as a tool for quality assurance and advancement of a structured graduate programme

https://publikationen.bibliothek.kit.edu/230101275/3816843

Self-imposed evaluation of the Helmholtz research school MICMoR as a tool for quality assurance and advancement of a structured graduate programme

Abstract

Similar works

Full text

Available Versions

KITopen