See the information in the sections below to find out more about the support and opportunities available to staff in PALS.
- Mentoring and Networks for Staff
There are a number of mentoring and networking opportunities at UCL:
Mentoring @ PALS - WoW Mentoring Scheme
The PaLS ‘WoW Mentor’ Mentoring scheme aims at supporting and encouraging a professional relationship in which an experienced professional (the mentor) assists another, less experienced professional (the mentee) in appraising, reflecting upon and steering the mentee’s career and personal growth within the complicated and increasingly large academic world.
The scheme aims to create a LIGHT-TOUCH, NON-bureaucratic and supportive community of peers that work together for the advancement of each others careers.
UCL’s online mentoring scheme. The website includes online training for mentors and mentees. Mentors and mentees create a profile, outlining what it is they would like to discuss, and their academic background. Mentees can the search for mentors. It is possible to use the online platform to support a departmental mentoring scheme for SWAN applications.
UCL Women (Networking group)
UCL Women, is a networking group for academic staff in the sciences and engineering. Open to staff at the post-doctoral level and above, the group provides a regular, informal forum for getting to know other women at UCL. The aim is to provide access to information and advice that might otherwise be hard to come by.
UCL Astrea Network (for women in professional Services)
Astrea is a network for women in professional services roles at UCL. It aims to empower women, and by doing so, to get women to realise their potential. Members can find mentors and role models; can talk about issues of common concern and can discuss what needs to change to reach 50/50 leadership.
UCL Parents and Carers Together Network
Social network that meets on monthly basis to discuss balancing care and work.
If you are interested in attending, would like to join UCL PACT virtually on Moodle, or want further information, contact email@example.com.
Early Career Neuroscience Forum
Meet your peers, share ideas, initiate collaborations, get advice, along with many other great opportunities.
- Career, Research and Promotion
Senior Promotions Briefing
Explains the promotions process, criteria and de-bunks common myths about the process.
- UCL promotions procedure for academic and research staff
- Senior academic promotion: tips and strategies for success
- Appraisals at UCL
SLMS Academic Careers Office (ACO)
For details visit SLMS Academic Careers Office web page
Research Grant Administration
HR - Organisational Development
Provide training aimed at staff in leadership roles, or those aspiring to a leadership role at UCL. Including:
o Accelerated management development programme (for grades 7 and above)
o UCL aspiring managers programme (staff on grades 5 or 6)
o Leading on Diversity (for grades 7-10)
o Strategic leadership (grades 8-10)
Career development programme for women and is offered at UCL
Aurora is a training programme for women run by the Leadership Foundation. UCL funded four places in 2014, and it is anticipated the programme will be repeated in the next academic year
SLMS Academic Role Models
A list of academic role models from SLMS. Includes information on their career path, career highs and lows, and advice for doctoral students.
- Gender Split in PALS
- Family and Work Life Balance
Maternity Leave and Shared Parental Leave
UCL has a very liberal maternity leave policy. There is no qualifying length of service requirement for occupational maternity pay however staff will need to fulfil Statutory Maternity Pay obligations. In 2015 UCL put in place its Shared Parental Leave Policy
- UCL's HR Maternity information
- Maternity Leave Calculator
- Information on UCL's Shared Parental Leave Policy
REF and Maternity Leave
The number of research outputs that are required for REF submission takes into consideration career breaks due to maternity leave. Prior to REF submission, an Individual Staff Disclosure form is filled out that stipulates any circumstances that have had an effect on your research outputs that will be used to decide on reductions to your submission.
Post-Maternity/Paternity/Partners/Adoption/Sick Leave Sabbatical
To mark its commitment to gender equality in academic careers, UCL provides the opportunity for one term of sabbatical leave, without teaching commitments, to be taken by research active academic staff returning from maternity leave, additional paternity/partners leave (of more than 3 months duration), adoption leave or long term sickness absence. this leave will enable staff to more quickly re-establish their research activity. Academics interested in this term should meet with their head of department and complete the Sabbatical Term Expression of Interest form within four weeks of their return from leave.
UCL provides an opportunity for parents to save money on childcare through the voucher scheme. This scheme is organized through kiddivouchers. In joining the voucher scheme, a monthly amount of your salary will go towards childcare costs resulting in a reduction in your tax and national insurance fees.
UCL has a nursery on campus that can help minimize travel time to have more time for family and work. The nursery is available for the children of both staff and students. There are 62 places for children between the ages of 3 months and 5 years (24 places for 3month-2years, and 38 for 2-5year olds).
Work Life Balance
- Events and Opportunities
Events and opportunities will be listed here as and when they become available.
- Who am I? Introducing and exploring intersectionality on Monday 23rd May at 16.00-18.30 in the UCL Quad Pavilion.
- Faculty of Brain Sciences Event - Career Opportunities for Professional Services (COPS) Day: 16 June 2016 + special guest Harriet Minter
- Astrea Conference: 23 June 2016
- Career Development, Equality and Diversity (CDED) Committee Newsletter
The aim of the Psychology and Language Sciences CDED newsletter is to keep you up-to-date with the work that the Committee is doing towards our next Athena SWAN award. We will be highlighting events and useful information, as well as disseminating the findings of the data analysis that we are conducting
- The Workload Model