Workshop on the Third Cycle studies / Doctorate 31 March 2009, Skopje Bringing university and companies together at the

1. Workshop on the Third Cycle studies / Doctorate 31 March 2009, Skopje Bringing university and companies together at the doctorate level Case Study 2 University Pierre and Marie Curie, Paris Dr. Paule Biaudet

2. The French contexte of higher education • An historical dual system • Universities, mass education, low funding • “Grandes écoles”, elite education, high funding • Consequences • Rather bad perception of university students by companies • Recruitement for high positions difficult in companies • Only 13% of PhD among researchers in private • Loss of interest for scientific studies • Challenges • Bring universities and companies closer • Develop mutual respect and sustainable relationships • Raise the number of doctors in companies • Create more innovation driven companies • Communicate towards young people to rebuild motivation

3. Overview • Framework and structures • University Pierre and Marie Curie • Implementation of Bologna Process • Doctoral schools’ reform in France • The doctoral policy at UPMC • The dedicated structures • Activities at the doctoral level • New world, new challenges and needs • The work hypothesis : a mutual benefit • Improving employability of the Early Stage Researchers • Involving companies at different levels

4. University Pierre and Marie Curie (1) • One of the two biggest in France • 30000 Students • 3500 Doctoral students • 700 Doctorate / year • Permanent Staff • Academic • - UPMC : 1950 • - Research institutions : 1600 • Technical and administrative • - UPMC : 2650 • - Research institutions : 1400 • Research expenditure 220 M Euros • 5000 publications / year

5. Implementation of the Bologna Process Before 2000 After 2004 Doctorat 4 … Doctorate 4 Doctorat 3 Doctoral School Doctorate 3 Doctorat 2 Doctorate 2 3rd Cycle Doctorat 1 Doctorate 1 DESS DEA Master 2 2nd Cycle Master 1 Maîtrise Licence Bachelor 3 1st Cycle 1st Cycle Bachelor 2 DEUG 2 Bachelor 1 DEUG 1

6. The French concept of Doctoral School • A gathering of assessed research teams on a • site and/or disciplinary basis  critical mass • DS assessment by the Ministry every4 years • Managed by a scientific and pedagogical board • with students and company representatives • Responsible for • - recruitment procedures transparency • - supervision and follow up quality • Must provide scientific and generic training in • order to improve doctors employability • Must track doctors at least 5 years after • graduation

7. UPMC Doctoral Training policy • In accordance with the new European vision of the doctorate and the French context and law • Meeting national and international stakes & challenges •  Contribute to reorganise the research landscape of • the Paris Ile-de-France Region for a greater visibility •  As research university, aims to provide excellent research training • - based on critical mass and • - assessed by national and international structures • BUT ALSO • Aims to fulfill the specific needs of the French doctors labour market by • - improving doctorate holders employability • - fostering supervision best practices • - developping relationships with companies

8. The Institute of Doctoral Training • To impulse coordinated change in the 20 DS, foster diffusion of good practices, and fullfill all actors expectations •  Creation of an innovative and dedicated structure • Organisational level of a faculty • All DS administrativeley and financially linked to IDT • One unique data base • Global budget and training offer shared between DS • A director and a committee • 4 colleges representing all actors : DS directors, • supervisors, doctoral candidates, administrative staff) •  Support to the creation of two associations • UPMC DS Doctoral students association (Doc’Up) • UPMC DS Doctors association

9. The Institute of Doctoral Training • Missions • Coordinating and pooling DS activities • Managing HR, facilities and budget • Developping and providing relevant tools and means • Producing relevant indicators • Developping communication media • BUT ALSO • Promoting doctoral training in France • Raising all actors’ awareness about this issue • Contributing to European and international reflexion

10. Bringing Universities and companies together Two complementary ways : Improving doctoral candidates employability + Involving companies at the doctoral level Philosophy, actions and results

11. New world, new challenges & needs • globalisation and internalisation : evolution of economic and labour market • new economical and societal challenges • trades évolution ; companies organisational evolution • new relationship employers - employee • new expectations towards education and skills • increasing professional mobility For highly qualified, research trained professional - What kind of new roles, responsabilities ? - What kind of new careers and competences ?

12. The work hypothesis : a mutual benefit Our action basis : two hypotheses, one main aim • People trained through research should be the best candidates to explain, promote and support doctoral education, research, and innovation process • Doctorate holders’ recruitment for positions related to • - their high level of qualification and competences • - their deep motivations and expectations • should lead to individual and collective success and benefit  Improve wider dissemination of doctorate holders in the whole socio-economic world : all types of organisations, trades and professions

13. PhD holders employability issue • Nature of the labour market itself •  Develop more innovative businesses • Candidates knowledge and access to the labour market • Improve information circulation and networking • Mutual representations • Develop relationships, confront prejudices to • reality • New skills/competences requirements • Assess current and future needs by ambitious • prospective studies • Lack of clear, sustainable project Anticipate, be creative, innovative • Recruitment habits and culture Respect values and culture but dare the changes

14. PhD holders employability issue The job market is complex : in fact three types of market • The visible market : positions which are designed by employers and published in the press, on job boards, or on businesses/bodies web sites • The hidden market : positions which are designed by employers BUT NOT published. They are only disseminated through networks and cooptation plays a key role. • The potential market : positions which don’t exist in employers mind a priori but which could be transformed into a concrete offer when candidate’s proposal meet exactly employers needs.

15. New labour market for doctorate holders • Already much more diverse than usually expected or imagined • Has to be improved/developed in the new context of the knowlege-innovation driven economy To hold these new positions, awareness, curiosity and anticipation required !

16. Anticipation and awareness: keys of success To convince recruiters, diploma and science are not sufficient. The candidate must show AND prove : - competences expected for the position - a real motivation - a potential of evolution Which suppose • - prior and deep knowledge of one’self, positions • content, companies, and related trades • - developpement of expected competences for • the target position and professional networks  During the doctorate course, ESR should anticipate and prepare their post-doctorate career evolution

17. The house of doctoral schools • Events • meetings with companies • Round tables on profession with testimonials Training • a wide offer • transferable skills • career development Individual career conseling • training as a • prerequisite • personalized, focused, • task oriented Documentation • business reports • press review • surveys • books & journals Communication and promotion

18. Training offer structuration • Seminar • Big groups • Develop interest for the topic • Evaluate motivation for deepening • A prerequisite • Workshops • - Small groups • Deepen knowledge • Develop skills • Open individual counseling

19. Vocational training topics • Doctoral candidates • Initiation to management • Communication • Development of the vocational project • Job seeking tools • Doctoriales® • Intellectual property • Knowledge / information management • Teaching and pedagogy • Security and health for students… • Supervisors • knowledge of doctorates job market • related management of the doctoral project • Intellectual property • European projects application and management…

20. Involving companies (1): usual schemes • Board or committee members • Special guests for specific ceremonies • Updated information providers • Trainers / consultants • Research partners • ESR employers • At UPMC all these schemes are used…

21. Involving companies usual schemes • Updated information providers • Updating of the documentation center funds • Presenting themself : opportunities, careers • Eg : BCG, Sanofi, Areva, L’Oréal, … • Fostering testimonials and doctors networking • Trainers or consultants • For doctoral candidates training related to management, communication, career development, innovation … • For supervisors personal development

22. DRITT and • The Industrial Relations and Technological Transfer Office (DRITT) • Establishing and managing cooperative • research projects • Developing European contractual policy • Managing intellectual property • Promoting and valorizing research results • The incubator (Agoranov) • Providing facilities and • expertise • Counceling and follow up • of the projects leaders

23. Doctoral project funding • Two different status, 4 main schemes • Public sector employee • Doctoral candidate hired by a public institution and paid on the laboratory’s research contracts funded by companies • Doctoral candidate hired by a public institution, paid by the public institution but supported by companies and regions • Private sector employee • Doctoral candidate hired by the companie and paid on companie’s own funds • Doctoral candidate hired by a company and paid by the company but supported by the Ministry of Research (CIFRE)

24. Career Development training path • Labour market exploration • Information sources ; trades, businesses and jobs discovery • Understanding of recruitement stakes and procedures • Job opening deciphering • Professional network development • Vocational project drawing out • - Values, likes and motivations identification • - Accordingly, trade, entreprise and job definition and choice • - Career evolution potential • Skills analysisand development • - personal and professional experiences and related skills • - target job’s expected skills • - skills development plan • only after that, cv/letters writing improvement and interview preparation

25. Some exemples of success stories … Lucasl, developmental biologist Finance Funding consultant Louis, physicist IP cabinet Patent atorney Frederic, environemental chemist Territorial community Departement manager Tania, analytical chemist Environment Project manager Yacine, apllied mathematics Bank Analyst Catherine, physiologsit Biotechnology Project manager Michael, biophysicist IT, knowledge management Consultant Melina, cellular biologist Public health association Communication Gwenaelle, physiologist Research Institution European Project manager

26. Thanks for your attention biaudet@upmc.fr

27. University Pierre and Marie Curie (2) A Research University in Hard Sciences and Medicine Mathematics Computer sciences Process engineering High technologies Mecanics, Acoustics, Electronics Physics Physical and analytical chemistry Molecular chemistry Advanced materials Medicine Astronomy and astrophysics Environment Biodiversity and ecology Geosiences et natural sciences Neurosciences Diversity of life Interfaces with biology Biochem. & Mol. Biology Physiol. & Physiopathology Public Health

28. Research contracts 1/2 • 300 agreements signed in 2007 (Governements, EU, charities and companies) • 2007 turnover: ca. 30 M€ (EU and companies) • Europe (FP, Eureka, Structural Funds) 25 % • Contracts involving companies 35 % • Other (public and charitiess) 40 % • Research collaboration with companies (2007) :