——— The following material is taken from the Description of Work ———

Objectives

The objective is to encourage the development of a well connected and highly skilled generation of professional leaders. We will open up the work of the network to junior staff by establishing a grant programme that will allow relatively junior staff to spend time working with colleagues in other institutions. Arrangements will also be put in place to enable some short senior staff exchanges. This will embed a deeper and more permanent cross understanding of processes and practices between organisations.

Description of work and role of partners

In this work package temporary staff positions will be opened up within the consortium partner organisations, part funded by the NoE. A central exchange will keep track of these and a range staff transfers between organisations. These placements will range from a few months to one year in duration.

APARSEN will tackle this question of mobility of ideas in a radically different way. We will use a portion of the dissemination budget to offer a number of early-career bursaries so that junior staff intending a career in information preservation can undertake an extended placement within a recognised centre of excellence. In the first month of each year, the network - including members of the APA and DPC - will be invited to designate placements that they would like to offer to junior staff. This work should have practical and demonstrable benefits, should be ancillary but pertinent to the core work of the agency, should be embedded within and have a clearly identified team. Placements should be no longer than 6 months and have clear objectives, though in unusual circumstances where the objectives require it, placements of up to one year will be considered, The best of these placement proposals will be selected by an independent scrutiny committee using a published set of criteria. They will then be advertised through the network.

Applications will be sought from junior staff of network members on the understanding that the network will provide support via a travel support grant and a contribution to staffing costs. Applicants will be selected on their underlying competences and be asked to demonstrate an understanding of the field of work and the likely impact of this work on their career progression. A condition of the bursary is that all applicants should not be based in an organisation for which they have previously worked or in which they have previously studied. Applicants should be within 5 years of leaving higher education and should not have worked for more than 5 years: they will need to demonstrate eligibility and impact to their career progression and benefit to their employer as part of their application. The applicant will be required to undergo appraisal as part of the scheme to establish learning objectives at the start of the placement then to reflect on achievements after their placement. Applicants may also be required to attend a meeting of the entire cohort (such as the APA Annual Conference) and will be required to keep a diary and provide a portfolio of work as evidence of their accomplishments.

Applicants will be selected by an independent review committee using published criteria. The committee may chose to interview candidates and will review progress through the year.

The intended outcome is a new and growing workforce with skills commensurate to deal with the emerging digital preservation challenge, an enhanced and widely distributed skill set and a step up the career ladder for what is intended to become a group of community leaders. An additional benefit is the added capacity that this will bring to placement providers and the energy and new ideas which junior staff often bring to an organisation. This proposal is based on a combination of two successful programmes: the Marie Cure Early Career Scholarship Programme and the HLF Work Place Bursary Programme. Junior staff are generally more mobile and thus more likely to be able to participate. Also, because we are selecting from recently qualified staff and junior staff, institutions can support the mobility of staff without losing critical expertise or organisational memory.

Senior members of staff, for example key decision makers or digital preservation experts, will usually have commitments which limit their availability for such exchanges and therefore we will also try to put in place short exchanges of a few weeks.

We recognise the risks in these plans and so would review the success after the first year before committing further funds. Each 6 month exchange would cost approximately 30K including travel, equipment, taxes and costs for the host.

-- SharonMcMeekin - 2012-01-06

Topic revision: r1 - 2012-01-06 - SharonMcMeekin
 
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