|Academic mentoring programme for international PhD students||Profesional & Academic Development||PhD student/Early career researcher R2 - R4 researchers|
|Mentoring scheme for support staff||Capacity Building of Support & Management Staff||Administrative staff|
|Mental health support for international PhD students and staff||Social Integration & Daily Life Safety, Healthcare & Wellbeing||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers) Administrative staff|
|Career support for international PhDs and junior academics||Profesional & Academic Development||PhD student/Early career researcher|
|Career planning skills trainings/labour market preparation for PhDs/academics||Profesional & Academic Development Networking Institutional strategy||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers)|
|Interdisciplinary summer schools||Profesional & Academic Development Promotion & Visibility||PhD student/Early career researcher|
|Knowledge sharing intranet communication platform for support staff||Capacity Building of Support & Management Staff||Administrative staff|
|Knowledge sharing inter-institutional communication platform for support staff (closed group)||Administrative & Legal Support Institutional Processes||Administrative staff Management staff|
|Strategic approach to building a welcoming environment and offering quality support services for international academics||Institutional Processes Institutional strategy||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers) Administrative staff Management staff|
|Open, transparent, merit based recruitment policy||Institutional Processes||R2 - R4 researchers|
|Institutional fellowships to attract/retain international talent||Profesional & Academic Development||R2 - R4 researchers Lecturers (incl. Language Teachers)|
|Cultural orientation courses for international PhD students/academics/spouses||Social Integration & Daily Life Family Matters||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers)|
|Soft skills trainings for support staff||Institutional Processes Capacity Building of Support & Management Staff||Administrative staff Management staff|
|Welcome package for international PhDs/scholars||Social Integration & Daily Life Language Support, Language Policy Family Matters Profesional & Academic Development Networking Social security, Health Insurance, Taxation||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers)|
|Soft skills trainings for PhDs/academics||Social Integration & Daily Life Profesional & Academic Development Networking||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers)|
|International scholar safety guide||Safety, Healthcare & Wellbeing||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers)|
|Networking institutional events for support staff||Capacity Building of Support & Management Staff||Administrative staff|
|Networking events for family members||Social Integration & Daily Life Family Matters Networking Promotion & Visibility||PhD student/Early career researcher R2 - R4 researchers Internationals spouses/family members|
|Networking events for PhD students and academics||Social Integration & Daily Life Profesional & Academic Development Networking||PhD student/Early career researcher R2 - R4 researchers Lecturers (incl. Language Teachers)|
|Mobility data collection and management||Administrative & Legal Support Institutional Processes Institutional strategy||Administrative staff Management staff|
|Academic mentoring programme for international PhD students||
Mentoring is to support and encourage people to manage their own learning in order that they may maximise their potential, develop their skills, improve their performance and become the person they want to be (Eric Pasloe).
A dedicated mentoring programme for PhD students allows institutions to encourage students to progress with their thesis, connect PhD candidates with alumni and local peers, support academics in their professional development, and build a vibrant academic community at the institution.
International PhD students can particularly benefit from their engagement in an institutional mentoring programme by expanding their professional network in the host country, gaining knowledge about local academic culture and traditions, gain tangible academic/professional experience (e.g. workplace visits, shadowing, interview experience, placements, a graduate job), develop written and verbal communication in the local language. Academic mentoring programmes therefore greatly contribute to the professional and social integration of early-stage international scholars.
|Mentoring scheme for support staff||
The aim of this activity is to pair employees involved in providing services to international academics in a mentoring relationship to foster professional development and career growth while building an inclusive culture and diverse networks.
|Mental health support for international PhD students and staff||
The aim of this service is to provide mental health and wellbeing support to all interested international PhD students and members of staff in order to ensure they feel psychologically safe and to enable them to focus more effectively on their professional/academic goals.
|Career support for international PhDs and junior academics||
Career development support for PhDs and junior academics is an important part of preparation for future employment. The main aim of career development support is to help PhD students and early career researchers:
If there is career support service for researchers at your institution, make sure that it is also available for international PhD students and researchers and that it takes their specific needs into account. As they probaly have neither knowledge of local labour market nor strong professional network in your country they might benefit from availibilty of career advice a lot.
Ensuring accessibility of career advice to international PhD students and researchers might help you to:
Final output: career support services available to international researchers and PhD students.
Major activities: Examples of such services might include professional career coaching, individual career counselling, interactive trainings, workshops, online navigation tools etc.
|Career planning skills trainings/labour market preparation for PhDs/academics||
One of the reasons why career planning skills trainings are being held is to encourage proactive career planning by equipping participants with the skills, resources and self-assessment information necessary to make informed career choices both inside and beyond academia. Organizing career planning skills trainings and labour market preparation trainings focus on professional career of PhDs and academics who are often uncertain in terms of decision-making for their next future career life. Therefore, the training possibilities for PhDs and academics can help, maintain and improve job skills, professional level of employees and prepare them for possible promotion.
By organising these events the HE institutions can benefit in terms of the overall job satisfaction level of their PhDs and academics.
|Interdisciplinary summer schools||
Interdisciplinary summer schools are a rather efficient way of universities and their faculties to introduce international PhD students and academic staff members to the fields of study they could offer. These summer schools could also offer a great opportunity to international PhD students and academic staff members to extend their knowledge on certain topics, introduce them to new ways of teaching certain fields of study as well as to meet new colleagues, and potentially establish connections within academic circles.
|Knowledge sharing intranet communication platform for support staff||
An effective tool/forum platform to build up the community of experts. The support staff members can contribute their ideas in the knowledge that will be stored-archived in shared online workplace and can be referred back to at any time. Posting issues and receiving responses will create over time a network amongst colleagues that will be actively supporting each other. It could grow to become an FAQ or Wikipedia-style resource platform for support teams involved in internationalization or even for the other HEI departments/units.
|Knowledge sharing inter-institutional communication platform for support staff (closed group)||
A communication platform designed to facilitate the exchange of information among staff working in various institutions that support international academics and PhD students. Knowledge sharing involves a multi-directional exchange of information resources where each institution is both a donor and a receiver of knowledge. Therefore every institution involved should have the possibility to profit from as well as contribute to the knowledge-sharing platform. A community of experts from across different HEIs and research organisations can be created via such a platform.
|Strategic approach to building a welcoming environment and offering quality support services for international academics||
Building a welcoming environment and improving support services for international students and staff is a high-level goal that needs to be recognized in the institution's strategies and related action plans. Based on such a strategic approach, institutions could reflect on the topic from a broader perspective related to its contribution to the achievement of the other institutional goals and missions. Incorporating this topic in an institutional strategic plan or internationalization strategy reflects the institution's commitment to these goals and, thus, involves an internal discussion on possible ways to achieve them.
|Open, transparent, merit based recruitment policy||
Open, Transparent, Merit-based Recruitment (OTM-R) policy is one of the Europan Commission's flagship policies for development of a single European labour market for researchers. OTM-R implies: 1) publication of detailed descriptions of the open positions (including the career development prospects and selection process), on international web-based resources such as EURAXESS portal; 2) transparent and fair selection practices, as well as continuous communication with all candidates about the selection progress and outcomes; 3) taking into account whole range of experiences, skills and traits of the candidates and assessment in both quantitative and qualitative manner. OTM-R includes detailed description of the recruitment process that is inline with the principles of Charter & Code belonging to the Recruitment group. The following recruitment stages are concerned: advertising and application, selection and evaluation, and appointment. Implementing OTM-R policy will help making your institution more attractive place to work with enhanced reputation and image, enabling you to recruit better candidates and to implement equal opportunities.
|Institutional fellowships to attract/retain international talent||
One of the most frequent obstacles is the lack of human resources to participate in different types of research projects in the country. Attracting and retaining highly skilled researchers may help to bring new expertise and skills and also to create and maintain research and business relationships. Promoting international mobility of researchers is for the host institution and inevitable part of maintaining them later in the country which may result in overcoming labour shortages and boosting entrepreneurship in knowledge-based sectors in the host country.
|Cultural orientation courses for international PhD students/academics/spouses||
Short course/series of courses on local cultural specifics. These include both specifics of everyday life and of organisational culture. The trainees will be able to deal better in everyday communication and to act more efficiently as a member of your ourganisation. Their spouses will find it easier to adapt to local cultural specifics..
Intercultural differences, sometime invisible, may destroy any team. The best way to:
Is to integrate them as much as possible into the local and organisational culture.
The easiest and most effective way is to offer a series of short (preferrably 1-hour-long) courses on different themes from your local and your organisational culture. It is even more efficient if each of them is combined with a relevant informal event involving local researchers or visiting an external event, museum or exhibition. This way the international PhD students/academics and their spouses will be able to combine theory and practice, which in turn will facilitate their integration in the local/organisational culture providing them with opportunities to further socialise and with (hopefully) nice memories.
|Soft skills trainings for support staff||
The main benefit of this practice is that this kind of training improves the efficiency and effectiveness of the support staff work. It also increases the satisfaction levels of international PhD students and academic staff. As a result, the atmosphere in both administrative and academic teams becomes much better since a lot of conflicts and misunderstandings would be avoided and communication will run more smoothly.
The most important thing for this practice is that to achieve sustainable results such courses need to be offered on a regular basis.
|Welcome package for international PhDs/scholars||
Well-designed, clearly structured and regularly updated bilingual PDF document that serves for orientation and support of international PhD students and staff.
It is also useful to have the Welcome Pack downloadable from the website which international PhDs/visiting scholars use to get informed about their stay and activities at your university.
The package should contain:
By providing such a pack the institution ensures that the incoming researcher/PhD student will be able to:
|Soft skills trainings for PhDs/academics||
The main benefit of this practice is that such training improves the efficiency and effectiveness of the international PhD students and academic staff and increases their satisfaction and social integration. Soft skills are at the core of making any mobility programme successful. Soft skills related to intercultural communication can facilitate researchers' and PhDs' adaptation and social integration. Researchers and PhDs need to receive regular training in the full range of soft skills to perform best in their jobs/academic and research tasks. As a result of that training, it is expected that the atmosphere in the academic teams will improve substantially since a lot of conflicts and misunderstandings will be avoided and communication will run more smoothly. The most important thing for this practice is that to have sustainable results such courses need to be offered on a regular basis.
|International scholar safety guide||
The higher education institution is responsible for ensuring personal safety and security of its employees and students including international ones.
International academics might not be familiar with the surroundings and lack awareness of local risks (e.g. related to accomodation, streets at night, use of transport, health safety risks).
The objective of the international scholar safety support/guide is to provide concise English-language information about off-campus and on-campus risks and guidelines on how to act in specific situations and where to seek help.
|Networking institutional events for support staff||
The main aim of institutional events for support staff is to strengthen the professional knowledge of support staff through different types of meetings/events but also optimize information flows and procedures. Via these events, they can share experience and ideas, develop and share contacts within and outside of the organisation and improve internal processes. External experts/partners can be invited to such events or they can be organised jointly with them to expand and deepen collaborations for the sake of a smoother incoming researcher and academic staff mobility. The practice could eventually prepare the ground or even lead towards a broader scope of further professional development activities for support staff, including various focused trainings.
|Networking events for family members||
The networking events for family members can contribute to both the researchers' and their families' better integration in the host country. Regular meet-ups can improve opportunities for networking, making in-person contacts, sharing knowledge, asking questions, and for receiving advice about the local environment.
In addition, regular meetings can strengthen the local community, also involving local players - HEI management, research, administrative staff, and local stakeholders among others.
|Networking events for PhD students and academics||
Networking events, be it live or virtual, could help connect PhDs and academics with similar interests, and they could also help them discover different ways of approaching certain aspects of academia life. They could be organized in the form of conferences, seminars, lab meetings, various social events as well as online social networks, where social media profiles of academics can be used for a rather useful purpose. Such events bring people from different fields of academia together, creating opportunities for them to hear about other people's research, and also allowing them to discover different institutions they could visit in order to gain new knowledge.
|Mobility data collection and management||
Collecting and managing data about mobility could significantly affect the quality of the institutional process related to assisting mobile researchers and internationalization in general. It produces a body of evidence for strategic decision-making, facilitates smooth and effective communication with mobile researchers, provides a framework for a flow of activities related to assistance, and improves the efficiency and productivity of the service center.
|Title||Importance||Scale of change||Setup cost||Setup time||Setup personnel||Delivery cost||Delivery time||Delivery personnel|
|Academic mentoring programme for international PhD students||Important to have|
|Mentoring scheme for support staff||Important to have|
|Mental health support for international PhD students and staff||Important to have|
|Career support for international PhDs and junior academics||Important to have|
|Career planning skills trainings/labour market preparation for PhDs/academics||Important to have|
|Interdisciplinary summer schools||Important to have|
|Knowledge sharing intranet communication platform for support staff||Important to have|
|Knowledge sharing inter-institutional communication platform for support staff (closed group)||Important to have|
|Strategic approach to building a welcoming environment and offering quality support services for international academics||Essential to have|
|Open, transparent, merit based recruitment policy||Essential to have|
|Institutional fellowships to attract/retain international talent||Essential to have|
|Cultural orientation courses for international PhD students/academics/spouses||Important to have|
|Soft skills trainings for support staff||Important to have|
|Welcome package for international PhDs/scholars||Essential to have|
|Soft skills trainings for PhDs/academics||Important to have|
|International scholar safety guide||Important to have|
|Networking institutional events for support staff||Important to have|
|Networking events for family members||Nice to have|
|Networking events for PhD students and academics||Important to have|
|Mobility data collection and management||Important to have|