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Career development after being awarded
by an early personal grant
Inge van der Weijden,
Ingeborg Meijer, Tina Nane,
and Rodrigo Costas
With contributions from:
Rosalie Belder & Zohreh Zahedi
Centre for Science and Technology Studies
AGENDA
• Introduction
• Aim of the study
• Methods
• Preliminary results
• Discussion
1
Introduction
• Increasing numbers of PhDs (Cyranoski et al. 2011)
• Increase of fixed term contracts (FTCs), in all Western universities
(Huisman, De Weert, & Bartelse, 2002)
• Rise of precarious employment (Armano & Murgia, 2013 ; Arnold & Bongiovi, 2013):
“work for remuneration characterized by uncertainty, low income, and
limited social benefits and statutory entitlements” (Vosko, 2010, p.2)
• Precarious work conditions: limited job security, limited career
prospects, increased competition
• Few early career positions are for ‘excellent’ academics only
• Early career academics are mostly affected by FTCs and the norm of
excellence (Butler & Spoelstra, 2014)
2
Introduction
• Individual scientist:
• Only 30% of PhDs can stay within Dutch academia
• Strong competition
• Personal grant
• Universities:
• Attracting talent
• Develop courses to support scholars in grant writing
process and evaluation procedure
• Obtaining personal grant becomes part of requirements in
career development
3
Academic ranking structure in the Netherlands (1)
4
Aim of the study
We lack empirical knowledge about career path development of
(early career) researchers in the Netherlands and the dominant
factors that influence decisions, therefore…
What is the impact of a personal research grant on the career
development of the individual scientist?
5
VENI
• Research Council: Netherlands Organization for Scientific
Research
• Target group: Recently obtained PhD’s
• Aim: To conduct independent research for 3 year period
• Success rate: +/- 17%
• Assessment criteria:
i. Quality of the researcher (CV)
ii. Quality, innovative character & academic impact of proposal
iii. Knowledge utilization
6
Methods
• Web search
• Semi-structured interviews with 26 VENI laureates
• Bibliometric study, including a control group
7
Part 1: Web search
• VENI grant in April 2007
• 1 field: Health and life sciences
• 43 laureates
• NWO website: surname, initials, gender, date of birth,
field, university
• 22 males and 21 females
• Age in 2013: between 35 – 46
• Searching for contact information [email, linkedin]
• Job in 2013
8
Employment in 2013
Six years after obtaining a VENI (personal) grant:
• 6 VENI laureates left academia (5 f, 1 m)
• 1 VENI laureate is currently unemployed (f)
• 36 VENI laureates are in still in academia (15 f, 21 m)
• Incl. 2 abroad: USA & Canada (m)
9
Laureates who left academic research
• Medical Specialist employed in general basic
hospitals: 3 (f)
• Lecturer at university: 1 (m)
• Software engineer at a container glass company: 1 (f)
• Project coordinator at health & well-being company:
1 (f)
10
Part 2: Semi-structured interviews
• 26 semi structured interviews in 2013
• 14 females; 12 males
• 3 interviewees [Ingeborg Meijer, Rosalie Belder and Inge van
der Weijden]
• Interview protocol (tested)
• Interviews were recorded and transcribed
• Length: 45 min – 2.5 hours
11
Protocol Semi-structured interviews
• Career steps / background
• Motivation to apply for VENI grant
• Plan ‘B’
• Mentorship / supervision
• Development of independence / building a network
• Value of the VENI grant
• Career development
• Private life / family life
12
Value of the VENI grant
• Content: 7 respondents
Research time
Continuing particular research line
Starting up new research lines
Developing own research line
Autonomy / Independence
• Status: 9 respondents [3 quotes]
• Money: 4 respondents
13
Status of VENI grant
“…because then you get a bit of respect. People think “he or she
got a VENI-grant”…And if you are able to live up to it, then it gets
noticed. And that helps” (Associate professor, f)
“Outside of your own university, all of a sudden you are getting
recognized: “oh you are a VENI-researcher”. That is a label you
have. It also brings expectations, but also automatically a
network…Because of the name VENI it creates by itself, specially
within the Netherlands, a network.”
“And you are also pretty quickly known amongst your own peer
group. So you want to be aware of each other. In some cases I
collaborate with these people also” (Assistant professor, m)
14
Career Development (1): VENI profiles
1. Dedicated tenured researchers with teaching tasks
2. Dedicated tenured researchers with clinical tasks
3. Part-time tenured researchers with clinical tasks and/or
coordination & management tasks
4. Postdoc hoppers
6 years after laureates received their VENI grant
15
Career Development (2): VENI profiles
16
Profile Total number Men Women
Classic 12 8 4
Clinical 3 2 1
Mixed 3 0 3
Postdoc 2 0 2
Career Development (3)
• “The VENI grant certainly helped me in getting the Assistant
Professor position that I have now. The limited vacancies in
our institute are filled with people who have previously
received a VENI” (Assistant Prof, m)
• “Important. However, obtaining a VIDI grant (in 2010) was my
ticket to get a permanent position at the university”
(Associate Prof, f)
• “When I arrived on my VENI in 2007, there was no indication
or suggestion that I would have a faculty position. That was
made clear to me. And so I knew that if there was no personal
grant after my VENI, I would have to leave the university.
Later, it even became a requirement: if you don’t get a VIDI or
ERC, you won’t get a permanent position” (Assistant Prof, m)
17
Part 3: Bibliometric Study
Cohort of 82 Life sciences and Health scholars who
obtained a prestigious personal grant [VENI] in 2007
Control group of 2668 individuals, including a top
control group of 534 individuals with the 20% highest
PP(top 10%)
18
Calculation of bibliometric indicators
• Number of publications
• Field normalized citation scores (MNCS)
• Field normalized journal scores (MNJS)
• Percentage of collaboration
• Measured in three timeframes: 2003-2007 / 2008-2012 / 2003-2012
2003 VENI=2007/2008 2012
19
Excluded from the analysis
254 individuals
• 1 VENI grantee (1.2%) stopped publishing in the period 2008-
2012
• In the control group 228 individuals (8.6%) did not publish
anything during 2008-2012
• 25 researchers in top control group (4.7%) had zero
publications in 2008-2012
More early career scientists in the control group left
academia [=no publications in 2008-2012] compared to top
control and VENI laureates
20
Average number of publications
VENI grantees produce on average slightly more
publications, but only after obtaining the VENI grant21
Mean Normaliced Citation Score
22Differences in MNCS decrease after granting
Mean Normalized Journal Score
23
In all periods, VENI grantees publish in journals with a
higher impact compared to the control groups
International Collaboration
24
Average percentage of international collaboration is in all
periods higher for VENI grantees
National Collaboration
25
Preliminary Conclusion
Both interview and bibliometric data suggest that a
personal competitive grant [VENI] has a positive impact on:
-continuation of the academic career path of early career
scholars
-the individual scholarly performance
-the international collaboration behaviour
Web data and interview data on profiles suggest that
gender patterns are still present even in the group of VENI
laureates
26
Thanks for your attention
Questions? Comments?
Inge van der Weijden, PhD
Centre for Science and Technology Studies
Leiden University
www.cwts.nl
www.ingevanderweijden.nl
i.c.m.van.der.weijden@cwts.leidenuniv.nl
27
Gender in-balance in Dutch academia
• Men are still overrepresented in higher positions
• The shape of the career figure for women academics looks
much more like a pyramid than that of men, where the
ranking goes up more evenly
• The current shares of women students and PhD students
respectively are 50% and 45% (Gerritsen, Verdonk & Visser 2012),
whereas the share of women professors only slowly moved up
to 15%, one of the lowest percentages of Europe)
• The largest bottleneck for women researchers seems to be at
the transition from assistant to associate professor (De Goede et
al. 2013).
28
Interview Quotes
“What at the moment I don’t like is that my field is very much a
man’s world. It's all: look here I am, having a a big mouth and
using a lot of screaming. For me it is difficult to deal with.”
(Female scientist, looking for a job within academia)
“Sometimes there are people (male colleague's), who act like a
orangutan in the jungle, but in the end don’t do very much.”
(Associate Professor, female)
“But my problem is that it is a real man’s world at the
department…it is such a male hierarchical world.” (Assistant
professor, female)
29
Career development in Academia (NL)
30

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Career development after being awarded by an early personal grant

  • 1. Career development after being awarded by an early personal grant Inge van der Weijden, Ingeborg Meijer, Tina Nane, and Rodrigo Costas With contributions from: Rosalie Belder & Zohreh Zahedi Centre for Science and Technology Studies
  • 2. AGENDA • Introduction • Aim of the study • Methods • Preliminary results • Discussion 1
  • 3. Introduction • Increasing numbers of PhDs (Cyranoski et al. 2011) • Increase of fixed term contracts (FTCs), in all Western universities (Huisman, De Weert, & Bartelse, 2002) • Rise of precarious employment (Armano & Murgia, 2013 ; Arnold & Bongiovi, 2013): “work for remuneration characterized by uncertainty, low income, and limited social benefits and statutory entitlements” (Vosko, 2010, p.2) • Precarious work conditions: limited job security, limited career prospects, increased competition • Few early career positions are for ‘excellent’ academics only • Early career academics are mostly affected by FTCs and the norm of excellence (Butler & Spoelstra, 2014) 2
  • 4. Introduction • Individual scientist: • Only 30% of PhDs can stay within Dutch academia • Strong competition • Personal grant • Universities: • Attracting talent • Develop courses to support scholars in grant writing process and evaluation procedure • Obtaining personal grant becomes part of requirements in career development 3
  • 5. Academic ranking structure in the Netherlands (1) 4
  • 6. Aim of the study We lack empirical knowledge about career path development of (early career) researchers in the Netherlands and the dominant factors that influence decisions, therefore… What is the impact of a personal research grant on the career development of the individual scientist? 5
  • 7. VENI • Research Council: Netherlands Organization for Scientific Research • Target group: Recently obtained PhD’s • Aim: To conduct independent research for 3 year period • Success rate: +/- 17% • Assessment criteria: i. Quality of the researcher (CV) ii. Quality, innovative character & academic impact of proposal iii. Knowledge utilization 6
  • 8. Methods • Web search • Semi-structured interviews with 26 VENI laureates • Bibliometric study, including a control group 7
  • 9. Part 1: Web search • VENI grant in April 2007 • 1 field: Health and life sciences • 43 laureates • NWO website: surname, initials, gender, date of birth, field, university • 22 males and 21 females • Age in 2013: between 35 – 46 • Searching for contact information [email, linkedin] • Job in 2013 8
  • 10. Employment in 2013 Six years after obtaining a VENI (personal) grant: • 6 VENI laureates left academia (5 f, 1 m) • 1 VENI laureate is currently unemployed (f) • 36 VENI laureates are in still in academia (15 f, 21 m) • Incl. 2 abroad: USA & Canada (m) 9
  • 11. Laureates who left academic research • Medical Specialist employed in general basic hospitals: 3 (f) • Lecturer at university: 1 (m) • Software engineer at a container glass company: 1 (f) • Project coordinator at health & well-being company: 1 (f) 10
  • 12. Part 2: Semi-structured interviews • 26 semi structured interviews in 2013 • 14 females; 12 males • 3 interviewees [Ingeborg Meijer, Rosalie Belder and Inge van der Weijden] • Interview protocol (tested) • Interviews were recorded and transcribed • Length: 45 min – 2.5 hours 11
  • 13. Protocol Semi-structured interviews • Career steps / background • Motivation to apply for VENI grant • Plan ‘B’ • Mentorship / supervision • Development of independence / building a network • Value of the VENI grant • Career development • Private life / family life 12
  • 14. Value of the VENI grant • Content: 7 respondents Research time Continuing particular research line Starting up new research lines Developing own research line Autonomy / Independence • Status: 9 respondents [3 quotes] • Money: 4 respondents 13
  • 15. Status of VENI grant “…because then you get a bit of respect. People think “he or she got a VENI-grant”…And if you are able to live up to it, then it gets noticed. And that helps” (Associate professor, f) “Outside of your own university, all of a sudden you are getting recognized: “oh you are a VENI-researcher”. That is a label you have. It also brings expectations, but also automatically a network…Because of the name VENI it creates by itself, specially within the Netherlands, a network.” “And you are also pretty quickly known amongst your own peer group. So you want to be aware of each other. In some cases I collaborate with these people also” (Assistant professor, m) 14
  • 16. Career Development (1): VENI profiles 1. Dedicated tenured researchers with teaching tasks 2. Dedicated tenured researchers with clinical tasks 3. Part-time tenured researchers with clinical tasks and/or coordination & management tasks 4. Postdoc hoppers 6 years after laureates received their VENI grant 15
  • 17. Career Development (2): VENI profiles 16 Profile Total number Men Women Classic 12 8 4 Clinical 3 2 1 Mixed 3 0 3 Postdoc 2 0 2
  • 18. Career Development (3) • “The VENI grant certainly helped me in getting the Assistant Professor position that I have now. The limited vacancies in our institute are filled with people who have previously received a VENI” (Assistant Prof, m) • “Important. However, obtaining a VIDI grant (in 2010) was my ticket to get a permanent position at the university” (Associate Prof, f) • “When I arrived on my VENI in 2007, there was no indication or suggestion that I would have a faculty position. That was made clear to me. And so I knew that if there was no personal grant after my VENI, I would have to leave the university. Later, it even became a requirement: if you don’t get a VIDI or ERC, you won’t get a permanent position” (Assistant Prof, m) 17
  • 19. Part 3: Bibliometric Study Cohort of 82 Life sciences and Health scholars who obtained a prestigious personal grant [VENI] in 2007 Control group of 2668 individuals, including a top control group of 534 individuals with the 20% highest PP(top 10%) 18
  • 20. Calculation of bibliometric indicators • Number of publications • Field normalized citation scores (MNCS) • Field normalized journal scores (MNJS) • Percentage of collaboration • Measured in three timeframes: 2003-2007 / 2008-2012 / 2003-2012 2003 VENI=2007/2008 2012 19
  • 21. Excluded from the analysis 254 individuals • 1 VENI grantee (1.2%) stopped publishing in the period 2008- 2012 • In the control group 228 individuals (8.6%) did not publish anything during 2008-2012 • 25 researchers in top control group (4.7%) had zero publications in 2008-2012 More early career scientists in the control group left academia [=no publications in 2008-2012] compared to top control and VENI laureates 20
  • 22. Average number of publications VENI grantees produce on average slightly more publications, but only after obtaining the VENI grant21
  • 23. Mean Normaliced Citation Score 22Differences in MNCS decrease after granting
  • 24. Mean Normalized Journal Score 23 In all periods, VENI grantees publish in journals with a higher impact compared to the control groups
  • 25. International Collaboration 24 Average percentage of international collaboration is in all periods higher for VENI grantees
  • 27. Preliminary Conclusion Both interview and bibliometric data suggest that a personal competitive grant [VENI] has a positive impact on: -continuation of the academic career path of early career scholars -the individual scholarly performance -the international collaboration behaviour Web data and interview data on profiles suggest that gender patterns are still present even in the group of VENI laureates 26
  • 28. Thanks for your attention Questions? Comments? Inge van der Weijden, PhD Centre for Science and Technology Studies Leiden University www.cwts.nl www.ingevanderweijden.nl i.c.m.van.der.weijden@cwts.leidenuniv.nl 27
  • 29. Gender in-balance in Dutch academia • Men are still overrepresented in higher positions • The shape of the career figure for women academics looks much more like a pyramid than that of men, where the ranking goes up more evenly • The current shares of women students and PhD students respectively are 50% and 45% (Gerritsen, Verdonk & Visser 2012), whereas the share of women professors only slowly moved up to 15%, one of the lowest percentages of Europe) • The largest bottleneck for women researchers seems to be at the transition from assistant to associate professor (De Goede et al. 2013). 28
  • 30. Interview Quotes “What at the moment I don’t like is that my field is very much a man’s world. It's all: look here I am, having a a big mouth and using a lot of screaming. For me it is difficult to deal with.” (Female scientist, looking for a job within academia) “Sometimes there are people (male colleague's), who act like a orangutan in the jungle, but in the end don’t do very much.” (Associate Professor, female) “But my problem is that it is a real man’s world at the department…it is such a male hierarchical world.” (Assistant professor, female) 29
  • 31. Career development in Academia (NL) 30

Editor's Notes

  1. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  2. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  3. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  4. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  5. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  6. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  7. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  8. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  9. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  10. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  11. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  12. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  13. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  14. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.
  15. 1906 in finland 1920 USA 1894: Australia Among rectors, however, only 11 % are women, even though this figure has risen from around 6 % in 2008.