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Dear All For me, we are not at all speaking about the personal relationship between supervisor and student and whether or not the student likes the supervisor. For me, we are speaking about a commitment from the supervisor to train the student either personally or by ensuring that the student's training needs are met, in becoming a doctoral researcher. Despite universities having a "get out of your supervision" option and an "independent" nominated third member of staff to go to, on top of two obligatory supervisors, things can go wrong, namely (as was alluded to) because members of staff may not want to side with a student over a fellow member of staff in most circumstances, even when the member of staff may indeed feel some pity for the student's situation. Students unions are often under represented in terms of postgraduates and PhD students and do not seem to have experience nor procedures for dealing with these issues. What I'm asking is how to create a situation where there are consequences for a supervisor who simply does not live up to their responsibilities and who continues to get (many) more PhD students despite several of their previous students not graduating on time or at all. What I'm suggesting is not just a simple number like a journal has an impact factor, but a more factual observational, perhaps bio or profile for each potential supervisor for reasons of transparency for potential Phd students. This profile, e.g. on their web page should probably include a full (not selected) list of PhD students, past and present, when they were supervised from and to, and when they graduated. Perhaps separately and optionally some ratings could be included, for example, living up to pre-arranged training agreements, feedback, meetings, availabilty etc or else optional references from past students. The reason for this is so that students can clearly see when supervisors do not have a good track record (and these supervisors are clearly in the minority). The reason for a contract is so that students who have a paper trail of strong evidence of, let's call it malpractice, e.g. ethical breaches, promises of feedback by certain dates etc and a clear and continuous lack of feedback, promises of certain training and a lack of provision of that training, have something more happening than a pat on the back by another member of staff telling you that they understand how the student supervisor relationship can sometimes be "tricky" and an offer of another supervisory team who do not have expertise in the area. Perhaps this would be fine if the student would be allowed to get extra funding to allow for the time needed to change research program .e.g conduct a new literature review etc. The suggestion would be that the student has a right to this extra funding and supervisory change if it is clear that the supervisor is in breach of the contract,. This for me, is not a personal issue, it's about making sure that the supervisory system is more transparent for potential PhD students. It was suggested a few times that I might take on some sort of role of organising a set of questions to ask PhD students about their supervisors, or what might go into some sort of potential contract. I'm wondering if the elected PsyPag committee has anything to say about the matter, e.g. if the issue has come up before and whether it falls under the remit of a particular committee member? Best wishes - thanks for reading Sinéad ________________________________ From: Research of postgraduate psychologists. <[log in to unmask]> on behalf of Shorter, Gillian <[log in to unmask]> Sent: 01 October 2013 12:32 To: [log in to unmask] Subject: Re: PhD supervisors I agree with Jeremy, the relationship between supervisor and student is complicated. They should challenge you, and it’s not always the nicest relationship at the end- in my own, I was dying to submit, and my supervisor would not let me have that relief until it was up to scratch- he was right, and I am grateful now it’s over. There should be fundamental structures in place at institutions to allow for supervisor change in the event that a supervisor is not the one for you. If you are not supported to change your supervisor at your institution- these are the issues that should be highlighted. Some excellent supervisors are not right for all, and it doesn’t make them bad supervisors. I am sure I am not everyone’s cup of tea either now I am a supervisor. It is such an important relationship – I give so much to my PhD students (working all hours to correct drafts, helping inside and out of hours, managing life and work crises, championing them amongst my wider peers and the field)- I know many other supervisors do the same. To reduce this to a rating makes me feel ill at the mere thought- it is one of the most important aspects of my job, and like many supervisors we work long and family/life unfriendly hours to maintain it. I am particularly encouraged by the PsyPAG initiative for rewarding good supervision. Mentorship in academia is very important, and good mentors should be rewarded. I would not be where I am without mine. Asking good questions about the way they like their students to behave (e.g. are they “do as I say” or “do what you want”, expectations on meeting frequency and how (online, phone, face to face), writing frequency, whether they encourage their students to publish, what do they look for in a ‘good’ PhD student), but speak to their PhD students if you can also. I’m also not a big fan of “rate my professor” or “rate my teacher” – seems like a bit of a popularity contest, and I’ve also seen it turn into bullying in some instances. Some of the least popular professors have taught me the most by challenging my thoughts and theoretical representations of life, they weren’t comedians, and they weren’t nice (but they were fair if a bit strict). I prefer to get feedback on my end of module/course teaching forms or through other channels (such as staff-student consultative committees). Just my 2p’s worth. And if you are struggling with your supervisor, it is horrible, and I sympathise. Perhaps speak to a trusted staff member in your department/postgraduate tutor about changing. Try not to be too harsh on your current supervisor when you do, but merely talk about how it is a clash of personalities, supervision styles etc- they are likely to see your supervisor as a member of their team. There is some good advice here http://www.findaphd.com/student/study/study-51.asp , and good luck, cultivate some support to help you through the process (including using networks like PsyPAG, from your institution, and from the “real world”). Best wishes, Gillian Gillian W. Shorter PhD CPsychol AFBPsS (née Smith) Lecturer in Mental Health Sciences Bamford Centre for Mental Health and Wellbeing | MRC All-Ireland Hub for Trials Methodology Research c/o School of Psychology | University of Ulster | Londonderry | BT48 7JL T: 0044 2871 675534<tel:0044%202871%20675534> | M: 0044 7811 118522<tel:0044%207811%20118522> | Twitter: @gillianwsmith I W: science.ulster.ac.uk/bamfordcentre ________________________________ This email and any attachments are confidential and intended solely for the use of the addressee and may contain information which is covered by legal, professional or other privilege. If you have received this email in error please notify the system manager at [log in to unmask] and delete this email immediately. Any views or opinions expressed are solely those of the author and do not necessarily represent those of the University of Ulster. 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