The ‘Planning Your Career Advancement’ programme is aimed at academic staff within the first 5 years of their career. The University hosts this 2-day programme for academic staff to assist them in planning and identifying their career goals and the skills that are required to meet these plans.
The programme covers career preferences; skill development; building effective mentoring; teaching and research strategies. It gives opportunities to meet and discuss issues with senior University staff representing areas of Research, Learning & Teaching, and Service as well as provide access to a network of peers in the University.
By the end of the course, you will have been able to build a personal career action plan for implementation.
There is a Networking event at the conclusion of the first day of the programme, where you will be given the opportunity to interact with various Senior Leadership Team members, Heads and Deans.
The Early Career Academic staff mentoring programme matches academics who are in the early stages of their career (usually the first 5 years of their academic career) with more senior academics who are outside of the mentee's Department/School or College.
Informal mentoring already occurs at the University of Canterbury. This scheme does not propose to interfere with mentoring relationships that are already in place and working.
However many people do not currently have access to suitable mentors. This formal process aims to provide opportunities for mentoring that might not otherwise happen. A formal process also provides a framework for the partnership to work in – e.g. agreed expectations, agreed time commitments.
How does the process work?
To be eligible as a mentee you must be a continuing academic or on a long fixed term contract. You will be required to attend a mentoring orientation and then when you are “matched” you will commit to a partnership of a year.
The usual entry point for those requesting mentoring is via the two day workshop called ’Planning Your Career Advancement’ which is run once a year. Academic staff who are unable to attend this workshop or start at UC after it has run may discuss joining the mentoring programme with their People and Culture Business Partner. It is advisable to have been at UC for at least six months before joining this programme.
Erskine Grants – for academic staff members of the Faculty of Commerce, Engineering or Science only
The University of Canterbury is proud of the magnificent bequest left by a former distinguished student John Angus Erskine.
The bequest funds around 25 University of Canterbury academics in eligible Departments to travel to overseas institutions to enhance their skills and knowledge on an Erskine Grant.
Canterbury Grants are awarded to academic staff from departments that do not have access to the Erskine fund. These are granted annually on a competitive basis and allow staff to spend between 30 to 90 days overseas to increase their knowledge and improve their teaching.
Cambridge and Oxford Grants
The University of Canterbury and the Universities of Cambridge and Oxford have a reciprocal exchange programme with the aim of building already developed links between academics.
For more detailed information on these grants refer to the Erskine Programme
Teaching Development Grants
Applications for Teaching Development Grants are welcomed from any staff who engage in activities to enhance teaching, learning and assessment. Funding of approximately $60,000 is available annually through the University learning and Teaching Committee. It is expected that grant recipients will disseminate the project outcomes widely within and outside the university.
UC teaching awards recognise significant achievement and excellence in teaching. The UC Teaching Medal is our highest award. For more information please refer to the UC Teaching Awards site.
The University Council awards this medal annually. To view more details and see previous recipients view the latest Research Medal information.
The University has a highly valued and comprehensive sabbatical programme that enables academic staff members to put aside teaching and administration responsibilities. This provides an opportunity to concentrate on increasing knowledge and expertise in areas that will benefit the staff member, the Department or School and the University. Details are available in the Academic and Associated Staff Collective Employment Agreement.
The Thesis Supervisor Course comprises participation in three workshops and working with a supervisor mentor. Completion of all workshops is necessary in order for an academic staff member to be appointed as the senior supervisor of a doctoral candidate.
The course will provide the new UC supervisor with:
- Information regarding the nature and importance of thesis supervision
- participation in peer discussion on supervisory practices, processes, challenges and rewards
- guided participation and feedback from an experienced supervisory mentor
- knowledge of the Doctoral regulations, guidelines and procedures at UC
- ongoing network of peers with whom to discuss supervisory practice.
Senior academic staff appointed to UC who are already experienced thesis supervisors are invited to talk with the Dean of Postgraduate Research about completing a modified course to familiarise themselves with UC procedures, practices and regulations.