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Due to changing student demand and recent uncertainty in the admissions landscape the University is providing additional options to allow ECRs (at PhD and post-doctoral level) to contribute to teaching whilst also maintaining research effort.

Points that have been considered are:

• How best to support departments with sharply increased teaching loads during the current financial challenges in a way which does not dilute research metrics;

• How to provide a career-development opportunity for post-doctoral level ECRs which also meets the University’s needs for high-volume teaching provision whilst maintaining research performance.

The role is available as an additional option for departments and does not replace any other academic roles.

This post is a three-year fixed term development opportunity which gives post-PhD ECRs the opportunity to undertake both post-doctoral level research and a significant amount of teaching in a way that is not possible with either Teaching Fellows or post-doctoral Research Fellows.

The intention is that these post-holders spend equal amounts of time on T and R activity, with the T part of the workload naturally concentrated during term times.A minimum of 10% of time should be allowed for development and training (a key part of the role), which means that from a workload model perspective departments can allocate up to 0.45 FTE to each of T and R.

The types of allocated activity are up to departments to manage but should align with normal responsibilities of FA6 T-focussed and R-focussed staff in the host department.In respect of research activities in some subjects involving desk-based research, the fellow may be able to undertake independent research under the guidance of a mentor; in lab-based subjects it may be more practical for the fellow to be affiliated with an established research group for the purposes of having access to lab facilities.

Approval for these posts will work in the same way as other academic appointments, with approval going through the faculty VP – following a business case / costing – in accordance with the departmental financial position

The probation period matches that of other FA6 academic posts, e.g.e. Teaching Fellow and Research Fellow, and is for a 6-month period.Please find more information on probation here.

During the period of the contract all employees within this role will be allocated both a line manager and a mentor who will be responsible for introducing employees to the promotion criteria and providing development guidance, ensuring that postholders will be equipped to make applications for such Assistant Professor (FA7) posts as are available at the end of their contract.

Should someone be successful in an application for a T&R Assistant Professor (FA7) post the nominal 5-year probation period will still apply, but – as happens now – relevant accomplishments during the period as an FA6 T&R fellow (such as completion of APPTE, or publication of research outputs) may result in a reduction in the 5-year FA7 probation period.This will be considered on a case-by-case basis.

Appointment to FA7 roles that may be available will be by the normal route of open competition / external advert.It is expected that anyone completing a period on an FA6 T&R postdoctoral fellowship will be well equipped to be a competitive applicant for such roles that become available in their area.

The support provided by line managers, and the development opportunities within the role (including access to staff training / development opportunities provided by the Warwick Education Academy, for which 10% of time is allowed), will place individuals in a strong position to apply for more senior positions, internally or externally, at the end of their contract.However applications for academic promotion are not possible for postholders in this role.

To align with all FA6 academic posts this role is not eligible to apply for study leave.

Postholders are able to submit a WARF application when appropriate in line with the guidanceLink opens in a new window.

Please speak to your line manager and/or mentor in the first instance.All change of pathway requests will require a business case to be submitted with the application which includes financial approval for the role.Once received the application will follow the normal process for any change of track request.

Four months prior to the end of the contract a consultation period will begin, and support provided to find a suitable role in line with the fixed term contract guidelines.The redeployment policy will apply: however due to the developmental nature of this role, a second contract as an FA6 Postdoctoral Research and Teaching Fellow role will not be available as a redeployment option for someone who has already completed one 3-year period in this role.

It follows that at the end of the 3-year fellowship the outcome will be redundancy unless a suitable redeployment opportunity arises or the applicant successfully applies for a new post: this is normal at the end of any fixed-term contract.

For any applications for this role from candidates who require a visa please visit the immigration webpages for more details.