The new£4.6 million project will bring together experts from more than 20 universities and research institutes,alongside industry partners including the BBC,Royal Shakespeare Company,GSK and Unilever,to transform doctoral supervision.Funded through aUKRI Research England Development award,the‘Next Generation Research SuperVision Project(RSVP):Transforming the culture of doctoral supervision and education’will test and evaluate how professional development and mentoring can help doctoral research supervisors to develop the confidence and capacity to support amore diverse demographic of researchers through agreater range of doctoral models,such as part-time and distance learning.Building on the experience and expertise of more than 100 doctoral supervisors,the project will also involve over 400 doctoral students from adiversity of routes,and over 20 Deans and Directors of Doctoral schools engaged in identifying what constitutes good and bad supervision practice.The consortium team will examine how to improve and enhance research supervision in the UK through;scholarship,practice interventions,culture and policy change and will contribute to the operationalisation of the forthcoming UKRI New Deal for Postgraduate Research and support the aims of the Research and Development people and culture strategy.The project will also promote greater transparency on the roles of‘hidden’supervisors,such as postdoctoral candidates,and help with the management of supervisory workloads.Dr Karen Clegg,University of York,who is leading the project,said:“What we’re hoping to do is enable asteady cultural revolution around supervision,breaking down barriers about who does it,how it’s done and how it’s recognised.This isn’t just a‘New Deal’for researchers,it’s aBIG deal for supervisors”.Professor Doug Cleaver,Consortium co-lead and Chair of the UK Council for Graduate Education(UKCGE),said:“We need to better understand research supervision as asector,and this project offers us afantastic opportunity to look at current provision and to develop benchmarks that will help both individuals and institutions across the UK.”Outputs will include the benchmarking of professional development for research supervision and the creation of world-leading professional development resources.The work will be carried out by UKGCE and five universities(King’s College London,University of York,Coventry University,University of Nottingham and Sheffield Hallam University).The project is funded by Research England,with support from UKRI Research Councils and the Wellcome Trust. 查看详细>>

为高质量推进学习贯彻习近平新时代中国特色社会主义思想主题教育，深入贯彻落实习近平总书记贺信精神，着力培养新的一大批“杰出人才”，开创哈工大研究生教育卓越发展新局面，6月1日，哈工大第七届教学节系列活动之一、“使命与成效驱动”研究生教育系统化改革研讨会在校召开。副校长沈毅、黑龙江省教育厅学位管理与研究生教育处处长于涛出席会议并讲话。沈毅介绍了哈工大创新人才培养的总体情况和加快新时代研究生教育卓越发展的改革思路。他表示，习近平总书记关于教育的重要论述，为新时代研究生教育发展提供了根本遵循，指明了前进方向。此次召开“使命与成效驱动”研究生教育系统化改革研讨会，是把主题教育同中心工作紧密结合起来，推动学校研究生教育卓越发展的具体举措。希望与会代表坚持以习近平新时代中国特色社会主义思想铸魂育人，共同探讨研究生教育改革发展新机遇、新挑战、新问题，携手同行、共谋发展，为推动研究生教育发展和服务龙江振兴发展贡献力量。于涛在讲话中指出，在全党扎实开展学习贯彻习近平新时代中国特色社会主义思想主题教育之际，本次研讨会深度聚焦新时代研究生教育发展，为推动龙江研究生教育事业发展搭建了交流学习的平台。希望研究生教育战线广大工作者主动承担强国建设、民族复兴使命责任，将贯彻落实党的二十大精神与服务龙江振兴发展紧密结合起来，为全面建设社会主义现代化国家提供强有力的人才支撑。会上，来自我校、哈尔滨工程大学研究生院和哈尔滨理工大学研究生处的负责人分别介绍了本校研究生教育改革基本情况和下一步重点改革举措。与会代表围绕生源质量提高、促进产教融合、培养过程管理、课程思政建设等共同关心的话题进行了深入研讨交流。黑龙江省教育厅学位管理与研究生教育处有关领导，哈尔滨工程大学、哈尔滨理工大学和我校研究生教育相关部门负责人及部分教师代表参加会议。 查看详细>>

近日，《直流配电系统用直流变压器技术规范》能源行业标准（任务编号：能源20220193）制定工作组成立暨第一次工作会议在西安召开，本项标准由清华大学牵头起草，电机系副教授赵彪担任召集人，是直流变压器领域的首个能源行业标准。本次会议由全国电力电子系统和设备标委会输配电系统电力电子技术分委会（SAC/TC60/SC2）主办，共有来自清华大学、西安高压电器研究院、国网经济技术研究院、南网超高压输电公司、国网智能电网研究院、三峡集团科学技术研究院、广东电网、江苏电网等26家单位共38位代表参加。直流系统是支撑高比例新能源接入与灵活高效用能的重要技术方向，直流变压器是实现高/中/低压直流系统互联、构建交直流融合电网的核心基础装备。近年来，直流变压器的技术日趋成熟，工程应用正在加快，但是，直流变压器标准尚属空白，不利于产品设计、制造、试验和工程应用协同高质量发展，亟需在行业内达成共识。本标准的制定将对推动直流变压器的产业发展，促进高比例新能源背景下新型交直流融合电网的构建具有重要意义。会议上，标委会主任委员周会高教授级高级工程师对标准的重要性进行了说明并明确了本次会议的目标，清华大学能源互联网研究院直流研究中心团队介绍了标准草案主要内容，与会专家针对标准结构、名词定义、技术要求、试验等内容进行了广泛和认真的讨论，为后续工作奠定了良好基础。近年来，清华大学能源互联网研究院直流研究中心团队针对直流变压器的基础理论和器件、关键技术、核心装备等开展了系统性攻关，研制目前世界最大容量直流变压器，与国内多个制造厂家合作，实现了多场景系列化直流变压器装备研制，并成功应用在乌兰察布“源网荷储”智慧能源示范工程、东莞松山湖柔性中压互联工程等多个柔性输配电重点工程中，这将对推动直流变压器相关标准化工作及产品进一步发展和应用发挥重要作用。 查看详细>>

In 2020,hiring for diversity,equity and inclusion roles surged.According to the Society for Human Resource Management,three years later–amid recession fears–companies are cutting DEI leadership positions at arapid and disproportionate rate,leaving practitioners to seek new ways of continuing efforts to create welcoming work environments.Dialogue for Change,a new online certificate program from Cornell’s School of Industrial and Labor Relations and the Intergroup Dialogue Project(IDP)delivered through eCornell,provides afresh approach to DEI for team managers and supervisors,executives and all employees interested in building equitable cultures.“The certificate focuses on four key development areas:human connection,social identity,intergroup communication and strategic change,”said Adi Grabiner-Keinan,executive director for academic DEI education and director of the IDP.“Our goals are to develop participants’awareness around the four development areas and to strengthen their capacity to make meaningful change at personal,interpersonal and institutional levels.” 查看详细>>

Breanna Weiss,a finance specialist and participant in the Job Rotation Program,was part of the team from the School of Nursing that received an Administrative Improvement Award for ahomegrown Faculty-sponsored Research Dashboard project.The Administrative Improvement Awards recognize outstanding work at the University of Wisconsin–Madison in process redesign,process development or customer service that results in improved efficiency,increased revenue channels,cost savings or improved service delivery.The 2023 Administrative Improvement Awards celebration was held on April 20.“When Ireceived the email that our team won the award,I had to read it three times and even then,I still couldn’t believe it,”Weiss says.“I am so grateful for this award because it has put our work in the spotlight,and people around the university want to learn about our program.I feel immense appreciation that we will be able to help so many others.”Weiss was part of the Nursing Research and Sponsored Programs(NRSP)team alongside Lindsey Steege,Staci Lowe,Samantha Kimball,Nicci Schmidt and Kim Nolet.They designed and implemented atool that provides aholistic view of individual faculty members’involvement in sponsored research activities.The dashboard includes eight new data points that were difficult to pinpoint before the tool was developed.The tool will be used to structure planning conversations between administrators and researchers and to anticipate faculty needs.“Having ajob rotator gave us the opportunity to view our work through afresh lens and to share our knowledge and experience in an exciting way,”says Dundee McNair,associate dean for administrative affairs at the School of Nursing.“I am abig supporter of the Job Rotation Program,recognizing that we need to train and grow the next generation of campus leaders.”Started in 2020,the Job Rotation Program is atwo-year program focused on career development and is designed for early career professionals.Weiss is part of the 2021-2023 program cohort.“I was interested in the Job Rotation Program because Iknew it was going to be exactly what Ineeded right out of college,”Weiss said.“My favorite part of the program so far has been the amount of trust each of my site supervisors and manager have had in me.I have been able to lead on many projects and invent new ways to go about processes.I have also been able to flourish and grow in many ways.”All rotation employees are recruited and hired as full-time academic staff.After completing the program,participants can move into apermanent role at UW–Madison.After her final rotation assignment,which is ending this July,Weiss will join UW–Madison full-time as afinancial analyst working on the university’s 10-year financial model with the Madison Business Office.“This program benefits participants by providing meaningful work and professional development opportunities throughout their two years,”says Director of Talent Pathways Sara Hanson.”“Hosting sites benefit from new skills and ideas being brought to the team while creating apathway for growth and retaining highly talented employees.”Any division,department or unit on campus with aneed for additional capacity in finance,human resources or information technology may express interest in hosting aparticipant.No additional funding is needed to host arotating employee,as their salaries and benefits are paid by the Job Rotation Program. 查看详细>>

More than ayear after Russia invaded Ukraine,universities around the world are taking steps to support scholars affected by the fighting in their country.To date,more 170 Ukrainian institutions of higher education have been damaged and more than 20 have been completely destroyed.Academics who remain in Ukraine now conduct their research,teaching,and public service in very challenging circumstances.On March 17-19,the University of Toronto’s Munk School of Global Affairs&Public Policy will host adigital benefit conference with keynote talks by world-renowned author and Uof Talumna Margaret Atwood,acclaimed historian Timothy Snyder and two of Ukraine’s leading public intellectuals:Mychailo Wynnyckyj and Volodymyr Yermolenko.All money raised by the event,titled‘What Good Is Philosophy?–A Benefit Conference for Ukraine,’will support the Centre for Civic Engagement at Ukraine’s National University of Kyiv Mohyla Academy.“By assisting Ukrainian students and scholars today,this Centre will help pave the way for avibrant and engaged post-war Ukraine,”says principal organizer and Uof Talumnus Aaron Wendland,a Vision Fellow in Public Philosophy at King’s College,London and asenior research fellow at Massey College.The conference will examine the role of academia during times of crisis,with participants analyzing the public impact of their academic research and exploring the relationship between the academy and civil society.It’s designed to provide individual academics,members of the public,colleges and universities,professional associations,charitable foundations,and private companies with away to support Ukrainian students,scholars,and civic institutions.Many philosophers from around the world will be participating.Those speaking will include Peter Adamson,Elizabeth Anderson,Seyla Benhabib,Judith Butler,Agnes Callard,Quassim Cassam,Tim Crane,Simon Critchley,David Enoch,Peter Godfrey-Smith,Sally Haslanger,Angie Hobbs,Barry Lam,Melissa Lane,Dominic Lopes,Kate Manne,Jeff McMahan,Jennifer Nagel,Philip Pettit,Kieran Setiya,Jason Stanley,Timothy Williamson and Jonathan Wolff.The hope is to build an organization that can help counteract the destabilizing impact that Russia’s invasion has had on Ukrainian higher education and civilian life.“Universities around the world began helping Ukrainian academics in exile through amix of publicly and privately funded scholars-at-risk initiatives,which have helped Ukrainian refugees very much,”says Wendland.“However,academic institutions in Ukraine still need major international assistance.“The Centre for Civic Engagement will aim to address the needs of the Ukrainian academy by offering institutional,intellectual,and financial support for students,scholars,and publicly engaged academics in the country.” 查看详细>>

Northwestern graduate students have voted to unionize and will join the United Electrical,Radio and Machine Workers of America(UE).The National Labor Relations Board(NLRB)moderated the election held Jan.10 to 11 on the Evanston and Chicago campuses.Its final tally shows that,of the 2,893 students eligible to vote,1,644 voted in favor of unionization and 114 voted against.Graduate assistants,teaching assistants,research assistants and fellows enrolled in Northwestern degree programs will now be represented by UE when they provide instructional or research services for the University.“Northwestern deeply values the contributions that graduate students make to its research and teaching missions,and we are proud to provide firsthand experiences that serve as excellent preparation for arange of career outcomes,”said Provost Kathleen Hagerty.“We thank the voters for casting ballots and respect their decision.We look forward to beginning the process of negotiating acollective bargaining agreement that works for both the University and graduate students within the bargaining unit.”As collective bargaining begins between Northwestern and UE,the University will provide updates on the process via the graduate student unionization website,where students,faculty and staff are invited to submit questions.By voting to unionize,Northwestern students join asmall but growing list nationwide,which includes students at schools from Yale,Harvard and MIT to the University of Illinois and the University of Washington,among others.Students at the University of Chicago filed recently for aunion election,also in affiliation with UE.“Northwestern has been and remains dedicated to cultivating its relationship with graduate students,keeping the lines of communication open and working collaboratively on issues important to students and the University,”said Kelly Mayo,dean of The Graduate School and associate provost for graduate education.“Because of this commitment,the University attracts the best graduate students in the world and prepares them to be scholars and thought leaders of the future.” 查看详细>>

Why do workplaces,including university faculties,often lack racial diversity?One of the most common explanations is that the pool of minoritized candidates is too small and hard to reach.But to Penn GSE assistant professor Damani White-Lewis,the cause runs deeper.He explains that workers are often hired based on what hiring committees believe and want.And those decisions are usually supported by mechanisms that favor the continuation of previous inequitable patterns.At Penn GSE,White-Lewis is working to identify attitudes,practices,and policies within faculty hiring structures at colleges and universities.He hopes to shift attitudes and inspire new practices by sharing ironclad data,cultivating effective interventions,and jumpstarting conversations about power and organizations.Now part of Penn GSE’s top-ranked Policy,Organizations,Leadership and Systems Division,his research combines organizational behavior and social psychology.He is also aconfessed data hound.“If you are really going to convince the people who need to change—and who need to change their organizations—that there are real,legitimate interests,big problems,and not just one-off problems that occur because of some bad actor,our empirical claims need to be as strong as possible,”he warns.That’s why alarge part of his research involves measuring inequalities.The other part of his work involves applying knowledge to practice and measuring changes caused by interventions.“Reforming the structures of hiring priorities is important,yet inadequate,in advancing equity and inclusion.On the one hand,improving faculty input systems and having broad departmental hires expand the input base,minimize reproduction by deemphasizing factional competition,and encourage responsiveness to emerging trends in the field that do not fit neat subfields.Yet without explicitly infusing diversity—the second requisite of advancing equity through hiring formation—efforts may still come up short,”he wrote in apaper last year.White-Lewis recommends avoiding hiring direct replacements for retiring faculty and instead thinking about how diversity can enrich the department‘s portfolio of subdisciplines.He advises people to look at emerging trends—especially equity and inclusion—and to be transparent when setting priorities.He adds that this advice applies to all university departments,from the humanities to STEM. 查看详细>>

Washington University in St.Louis’strategic vision,“Here and Next,”is moving into its next phase:implementation planning.“I am so grateful for the time,effort and creativity that our community has put into this process,”Provost Beverly Wendland said.“Now,it’s time to translate our vision into action.I am thrilled that Mary McKay,vice provost of interdisciplinary initiatives,will chair our implementation planning process.Mary’s collaborative,people-centric approach will ensure that we continue to reflect the perspectives of all members of our community as we build out our shared vision and action plan.”The strategic vision represents the perspectives of over 2,000 people,which were translated into an articulation of WashU’s future,“Here and Next.”When“Here and Next”officially launched,thousands of WashU students,faculty and staff gathered at campus events to celebrate,and more than 3,000 people participated in the“Here and Next”event series.“The weeks since the launch of‘Here and Next’have been the most exciting in my career,”Wendland said.“I feel so fortunate to have connected with so many members of our WashU community.So many tell me how proud they are of WashU and the lives we change through our work.And so many believe that we have the potential,and the obligation,to drive even greater impact.With‘Here and Next,’we can do just that.”Wendland,who led the strategic planning process,will continue as the executive sponsor for implementation planning.“Here and Next”has moved forward by establishing 17 committees,composed of more than 140 individuals from all eight schools,who will offer their expertise and perspectives to begin turning the vision into measurable progress.In addition to the initiatives led by the newly formed committees and their faculty chairs,Vice Provosts Jen Smith,Kia Caldwell and Vijay Ramani are making progress in their respective areas of undergraduate education,faculty development and doctoral education.Executive Vice Chancellor Shantay Bolton,Vice Chancellor for Student Affairs Anna Gonzalez and University College Dean Sean Armstrong will drive forward initiatives in staff and operations,the student experience,and University College,respectively.“This next phase of planning and implementation requires an influx of new perspectives,expertise and leadership,”McKay said.“We are so fortunate to have acommunity poised to lend their time and talents to this endeavor.Since our launch,we were quick to stand up acomprehensive infrastructure of committees,and,already,these groups have gotten to work hosting their own kickoff meetings,laying the foundations that will inform their respective missions and structures,and defining the specific goals that will guide achievement milestones.While complex,this work is incredibly exciting,and it has been atrue privilege to work alongside the colleagues who,by contributing their own unique strengths,will bring the‘Here and Next’vision to life one accomplishment at atime.”The Provost’s Office implementation team also is supporting each initiative across the research,people and community pillars of the plan through evaluation,project management and communication.Key university partners are contributing to the effort,including Finance,Advancement,and University Marketing and Communications.To ensure calibration between committees and integration with the broader university environment,a“Here and Next”Leadership Committee has been formed,with McKay serving as chair.Nancy Mueller,associate provost for institutional effectiveness,and Joe MacDonald,assistant provost for strategy and communication,will serve as co-leads to support McKay.“It’s been an honor to support Provost Wendland in her leadership of our strategic planning,”said MacDonald,who served as the executive project director for the planning phase.“I’ve seen firsthand how tireless the provost has been in aiming to channel the aspirations of our community into ashared vision.People matter—faculty,staff,students,our community.Vice Provost McKay understands this like few do,and I’m eager to collaborate with her in this next phase.”Whether through large-scale events,lectures or committee meetings,“Here and Next”already has demonstrated its ability to bring the WashU community together.As the strategic vision progresses,leaders will continue to leverage“Here and Next”and connect the community for conversation,collaboration and action. 查看详细>>

Changes in education and research place new demands on Utrecht University’s real estate.The university is also looking to curb operating costs and at the same time ensure its operations are more sustainable and reflect its leading role in sustainability research.Utrecht University therefore plans to invest over 800 million euros in building and rebuilding over the next ten years.This calls for radical decisions.The property portfolio will be smaller,more modern and concentrated in the city centre and at Utrecht Science Park.In the long term,the International Campus Utrecht,currently located on the grounds of the former Kromhout Barracks,will be divested.The ecological footprint of the buildings will be reduced by 65%and operating costs will fall.These savings will benefit the primary task of the university:education and research. 查看详细>>