1 / 7

Managing a Scientific Laboratory

Managing a Scientific Laboratory. Recruitment & Staffing. Silvia da Costa, Ph.D. Director of Faculty Research Relations Office of Research. The hiring process…. Department Administrator/Coordinator Open a job order – create a job requisition (justification for position)

pakuna
Download Presentation

Managing a Scientific Laboratory

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Managing a Scientific Laboratory Recruitment & Staffing Silvia da Costa, Ph.D. Director of Faculty Research Relations Office of Research

  2. The hiring process… • Department Administrator/Coordinator • Open a job order – create a job requisition (justification for position) • Identify job description from list • Address questions regarding payment, visa status, funding to cover position, funding source • Assign an account number, etc. • Order is routed, signed & position posted -- takes about 10 day to 2 weeks. • Triage – done by PI or HR (may screen for the essentials) • PI – phone & in person interviews • Choice made – Form signed by Department Administrator and Department Chair then sent to HR and offer letter sent.

  3. Determine you staffing needs • Take the time to consider your research needs… • What lab tasks are involved? Make a list!! • What previous experience is required? Make a list!! • less experienced (lower salary) vs. more experienced lab technician

  4. What do you have to offer? • Promote your vision! • Communicate your lab culture, your lab environment. • Convey your commitment to mentoring. • Offer flexibilitywhere you can.

  5. What they are looking for • Lab technicians. • Attracted to a beginning laboratory – creating their space…independent worker • Career technician… salary & salary security is important • Being included on papers • Going to Graduate or Medical School? • Graduate students. • Stable funding & mentoring is particularly important. • Time-consuming, wait until lab is running • Important to develop good reputation for you lab!

  6. What they are looking for • Postdocs. • It may take two to three years for you to recruit a postdoc with the desired qualifications • Postdocs are typically attracted to more established labs • Having a policy that allows postdocs to take their projects, or some aspect of their projects, when they leave your lab is also a potent recruitment tool.

  7. And remember… Be the bossandmentor that you would like to work for!

More Related