Group Leader Fellowships in the Division of Biosciences: Information and Guidance for Potential Applicants
A. Fellowship Opportunities at UCL
The Division of Biosciences is strongly committed to recruiting and supporting the most promising early-career researchers who choose to secure a Group Leader Fellowship as their route to becoming a PI. This policy applies to fellowships that support the establishment of an independent research group such as Wellcome Trust CDA, MRC CDA, UKRI, NERC IRF, Royal Society URF, CRUK, Leverhulme Trust or ERC Starting Grants and equivalent fellowships.
Our goal is to provide Fellows with a world-class environment for their research. Recipients of such Fellowships are integrated into Research Departments with the same status as permanent academic staff. Our expectation is that the Fellow will transition to a permanent position at the end of the Fellowship. Our commitment to Fellows starts with academic and administrative support at the application stage and continues throughout the tenure of the Fellowship, with career mentoring, academic leadership and teaching guidance, and an appraisal process that aims to place the fellow in the best possible position for a permanent PI position. In line with this ethos, in the last 5 years all of our Group Leader Fellowship holders have progressed to permanent PI positions at UCL or elsewhere.
We are happy to receive expressions of interest from potential Group Leader Fellows either through our dedicated Recruitment Calls twice per year, or through direct application to Fellowship coordinators in our associated Research Departments. We are strongly committed to equality, diversity and inclusion and welcome applications from as wide a range of candidates as possible to create the best possible cultural diversity. Information on Fellowship coordinators can be found on the relevant web pages for each Research Department:
Cell and Developmental Biology
Genetics, Evolution and Environment
Laboratory for Molecular Cell Biology
Neuroscience, Physiology and Pharmacology
Strutural and Molecular Biology
B. Selection and Pre-award Support
- Initial assessment
After receiving an expression of interest, applicants will be sent a letter providing further details of the application process and our support for applicants. Applicants will also be invited to provide a full CV with names of referees, an outline of their Fellowship application, and a cover letter that explains the suitability of their research for the Fellowship scheme(s) they are interested in; the timeline for application; how they see their research programme/themself fitting into the Research Department in which they will work. If they have any questions, they should feel free to contact the Fellowship coordinators within each Research Department.
We assess all expressions of interest to establish the candidate's academic quality in view of the fellowship competition and their likelihood of success, the suitability of the fellow as a member of one of the Bioscience Research Departments, how they align with current and future research strategy, and how they align with the teaching portfolio and our capacity to ultimately integrate new Fellows as permanent members of staff.
- Research seminar, onsite visit and 1:1 meetings
For potential applicants who pass the initial assessment, we will arrange a departmental research seminar and visit to further assess their suitability as a Fellowship candidate. The visit will also be an opportunity for them to discover the environment and facilities we provide, get to know the departmental staff, research portfolio and culture, and better understand the ‘package’ of support we offer.
Their seminar will be open to the entire Research Department (all staff and students) and should present their recent work and Fellowship plans. One-to-one meetings will be arranged with the Head of Research Department (HoRD), Fellowship coordinator, relevant PIs and Centre Directors (where appropriate). We will also arrange meetings with current fellows from different career stages and a tour of relevant facilities. Depending on the selected Research Department, or if a visit in person is not possible, their research seminar and one-to-one conversations will be conducted over Teams/Zoom.
After their visit, a decision will be made on whether we will commit to sponsoring them to apply for a Group Leader Fellowship in the current or future rounds.
- Support for preparation of Fellowship applications
Following a decision to support their application, the departmental Fellowship coordinator will direct them to the necessary administrative contacts (e.g. finance office) and ensure that any documentation accompanying their application is provided (e.g. institutional commitment or departmental letters of support).
A dedicated academic sponsor from their field will be identified, who will advise and help shape their application throughout the application process. They will assist them with developing and preparing your application, including giving feedback on draft proposals and putting them in contact with specialist core facilities.
For candidates who are shortlisted for interview, we will hold mock interviews with a panel of 3-4 PIs with relevant specialist and generalist expertise of the research area and previous membership of Research Council Fellowship Panels. In these practice sessions, feedback on presentations will be provided, and questions will be asked that are similar to those that candidates may encounter, or in our experience tend to feature in fellowship interviews. General advice on preparation and interview technique will also be provided.
C. Support during their Fellowship
From the outset, we endeavour to provide Group Leader Fellows with the guidance and support required to maximise their potential and thus obtain a permanent position. The appointment will usually be at Grade 8 on the UCL salary scale, with annual increments and consideration for promotion following the same Academic Career Framework as other members of academic staff.
1. Membership of the Biosciences Fellowship Network:
Upon arriving at UCL, they will be welcomed into the Biosciences Fellows’ Network. This Fellow-led community provides peer support and mentoring for Fellows at each stage in their career through social events (where fellows can discuss any aspect of academic life or research), research talks and workshops to aid career development (e.g. lab management, communication, teaching, public engagement, engagement with industry or career paths).
2. Mentoring and guidance
New Fellows will be integrated into the Division-wide mentoring scheme for early-career researchers and may be assigned a more senior member of staff to guide them through the challenges of establishing themselves as independent researchers.
Through regular meetings with their mentor and HoRD, they will be provided with specific guidance with regard to the pathway and activities that Fellows should engage in to help secure a permanent position. The assessment criteria that will be used to judge success will be explained (e.g. research outputs, contributions to education, external engagement and departmental/divisional citizenship, as set out in the Academic Careers Framework). Progress within the context of these expectations and criteria will be formally appraised once a year in their annual appraisal/staff review and one-to-one meetings with the HoRD (or their representative). The Division is committed to providing Fellows with the time and support needed for their professional development through a comprehensive range of training programmes and development opportunities.
Where appropriate, Fellows can request accelerated salary increments within a UCL grade. There is also the opportunity to build a case for promotion according to the UCL Academic Careers Framework. It is expected that Group Leader Fellows should be mentored to apply for academic promotion to the level of Associate Professor (Grade 9) around year 4 or 5 of their Fellowship (and typically after any proleptic offer). Earlier promotion may be considered appropriate and will be reviewed on a case by case basis. Promotions are applied for and assessed as per the UCL annual Senior Promotion procedures and policy.
3. Additional support for research
Central UCL strategic funds (Capital Equipment Funding/Research Capital Investment Funding) and other Faculty/Division funds can provide support for the establishment of new research groups, programmes and/or laboratories. Newly recruited Fellows will be helped by their mentor and HoRD to apply for these funds to complement their Fellowship resources where applicable, e.g. by purchasing essential equipment, recruiting additional research staff or providing access to core facilities. Importantly, these funds can not only help ensure the goals of their Fellowship are reached, but also help Fellows explore new avenues of research which may form the basis of additional grant applications and thus ensure long term success.
4. Supervising PhD, Masters and undergraduate students
Fellows are able to apply for PhD students to join their labs through the different PhD programmes available at UCL, or through externally funded PhD programmes. They need to complete relevant training for supervisors and work within a supervisory team that includes more senior members of their department. They can also supervise Masters and undergraduate projects.
5. Additional funding support beyond the end of fellowship
Fellows are encouraged to apply for Research Council/other grants during the tenure of their fellowship even if the awarded grant runs beyond the end date of their fellowship. In such cases, discussion with your HoRD is essential prior to application as their salary would need to be underwritten for the period beyond the end of their current Fellowship, which requires Divisional approval. Fellows should also consider additional awards that support Early Career Researchers (e.g. Rosetrees Translational Award, Lister Institute Research Prize).
D. Progressing to a permanent position
The transition to a permanent post is a structured and transparent process, based on the UCL Academic Careers Framework. Group Leader Fellows will typically be reviewed by the penultimate year of their Fellowship to establish whether they have met the expectations set for a permanent academic position. Achievements will be judged according to level of seniority and duration of the fellowship at the point of assessment. Where the Group Leader Fellows have taken a period of parental/other leave for another personal circumstance, this will be taken into consideration in the planning of the review. While it is recognized that the emphasis of the effort will be on Research, Fellows are expected to have developed meaningful Education, Enterprise and External Engagement and Institutional Citizenship activities.
1. Appointment of a review panel
The Fellow will be reviewed by a panel appointed by the Divisional Director in consultation with the Fellow’s HoRD. The panel will normally include the Director of the Division, the HoRD, the FLS Vice Dean for Research and up to two other senior members of the Division (or three if HoRD or Vice-Dean are not attending due to conflict of interest). Members from outside the Division will be appointed if expertise is not available in the Division. Candidates will be asked to follow UCL promotion guidance and submit a personal statement, CV and publication list (using UCL’s templates). Documents should be submitted two months in advance to the review panel to allow for academix up.
2. Research talk
As part of the review, the Fellow will be asked to give a talk to their Research Department (which will be open to all members of the Division of Biosciences). The talk should cover research achievements during the course of the Fellowship, as well as plans for future research directions. Academic staff will be solicited for feedback to the review panel about the suitability of the Fellowship holder progressing to a permanent post.
3. References
The Fellowship holder will provide the names of at least three external referees (including at least one from outside the UK) who can provide evidence of the standing of the Fellow in the scientific community, their scientific achievements, and their suitability for a permanent position at UCL (consistent with an application for promotion). The HoRD will request references using this list and additional referees.
4. Candidate interview
The final stage of the review consists of an interview with the panel. The Fellow will make a short presentation (about 15 minutes) of no more than seven slides, for example:
Slide 1: CV and professional history
Slide 2: Background to research area
Slides 3 and 4: Major research accomplishments during fellowship
Slide 5: Plans for future, including fellowship/grant application(s)
Slide 6: Vision for long-term scientific goals
Slide 7: Other contributions to the Division during fellowship
The presentation will be followed by an interview which will cover the Fellow's research contributions as well as their involvement in departmental teaching and training, external engagement and institutional citizenship. Based on the review documents submitted by the Fellow, feedback from the research talk, references and the interview, the panel will recommend one of the decisions below:
A) If expectations have been met, the Division will offer a proleptic appointment. It is expected that, where possible, further applications are made for full salary support.
B) If it is considered that expectations have not yet been fully met, the review period is extended and the assessment decision is postponed. Fellows can expect a proleptic appointment from the Division if expectations are met during the extension period.
C) The Division does not support the further employment of the Fellow within the Division, beyond the current fellowship.
5. Post-interview support
In all cases, the Division will mentor and support Fellowship holders in the preparation of further applications, or in finding another position at a different institution and in considering contingency plans for unsuccessful applications.
It is noted that any proleptic appointment is subject to continued appraisal and review according to the expectations for that academic post.