1. Medical Research Council Careers and Skills
June 2017 V3

2. MRC: Leading & partnering research
Dedicated to improving human health through the best scientific research.
Established 1913
Funded by UK taxpayers
We support research across the biomedical spectrum, from fundamental lab-based science to clinical trials, and in all major disease areas. We work closely with the NHS and the UK Health Departments to deliver our mission, and give a high priority to research that is likely to make a real difference to clinical practice and the health of the population.

3. MRC mission
Encourage and support high-quality research with the aim of improving human health.
Produce skilled researchers.
Advance and disseminate knowledge and technology to improve the quality of life and economic competitiveness in the UK and worldwide.
Promote dialogue with the public about medical research.
This is the MRC mission as reproduced from our Royal Charter. For further information please see:

4. MRC strategy – skills in context
New frontiers
Living a long and healthy life
Global and population health
Supporting Scientists
Nurture and support the next generation of research leaders in discovery science
Develop and foster innovative and creative researchers
Strengthen and sustain a skilled workforce
Providing a world-class research environment
MRC supports:
~ 2,500 staff in units /institutes,
has 1200 live grants
supports around 1,600 PhD students and
200 post-doctoral fellows.
MRC is about the people it nurtures and supports to become tomorrow’s leaders in world class discovery science.
MRC has committed to continuing to prioritise investment in skills to develop and foster innovative and creative researchers
Research changes lives  is the MRC's refreshed strategic plan. It continues the MRC’s strategic direction building on our strengths and achievements and taking account of new scientific opportunities to secure tangible impact from MRC research. As we enter our second century we set out how support of excellent discovery science and effective partnerships to promote translation will accelerate the pace of improvements in health and stimulate economic growth.
Strategic plan is available on MRC website
Aim 4 is about supporting scientists – excellent people with access to infrastructure, excellent environments and ensure developing right skills for future UK science needs
Multiple routes; personal fellowships, units and institutes, MRC centres, PhD investments, training and development with industry.

5. MRC: support for capacity and skills
Supporting tomorrow’s leaders in discovery science:
Establish career framework across medical research
Ensure enhanced career support via flexible mechanisms
Support strategic skills development for medical research
Quantitative and interdisciplinary skills
Acquisition of knowledge, skills and competencies through systematic instruction
Acquisition of knowledge, skills and competencies, technical and transferrable through original research
Consolidation of research skills and confirmation of medical research as personal career choice
Exploration of personal capacity and aptitude for independence
Leading independent research plans and establishment of research team
Leadership and management of own programme, team and resource
Setting strategic direction, leadership and management of multiple programmes, teams and resources
In 2014 /15 MRC completed a review of medical careers – have produced a career framework to help individuals navigate a complex career landscape.
For more info see

6. MRC Supporting Key Career Stages
Quick overview of support mechanisms at different levels by MRC
Studentships: We support around 1,900 PhD students at any one time (~1400 non-clinical). Funding for studentships is provided to research organisations, such as universities and MRC units, institutes and centres, who select outstanding candidates for projects with leading researchers.
Post-docs: most individuals following an academic career track would then apply as a post-doc on a more experienced PIs award.
Skills Development Fellowships: support 3 years of development for very early career researchers in, or individuals changing disciplines to, MRC priority areas for capacity-building at this level. Current priority areas include Interdisciplinary Quantitative training and Interdisciplinary training at the Social Science Interface (e.g. health informatics or mixed methods research). All proposals must include development of new expertise and skills. As of 2017 research organisations will advertise fellowships awarded by MRC to participating host institutions.
Transition to independence: Career Development Awards: prestigious 5-year awards open to talented post-docs seeking to transition to independence. We no longer have strict time-based eligibility criteria, however, applicants should be able to clearly demonstrate that their skills and experience at the time of their application match those of the transition to independence career stage in the applicant skills and experience table (published March 2016). Key at this stage is being able to demonstrate your ability to transition to independence (e.g. having demonstrated your ability to work independently of a given PI or group).
Transition to Independence: Clinician Scientists Fellowship: for clinically active individuals. 4 year awards (5 year awards for patient oriented) open to individuals ready to make the transition to independent researcher.
New Investigator Research Grants: these are grants at a similar career stage to Career Development Awards. However, while CDAs support you full time and require you to focus on research throughout, NIRGs are shorter awards that have a flexible time commitment so that they can be combined with other activities, such as lecturing or work on other awards.
Transition to Leadership: MRC Senior non clinical Fellowships: prestigious 5 year awards to support proven independent researchers with an effective track record of internationally competitive independent research to make the transition to research leadership.
Transition to Leadership: MRC senior clinical fellowships: for clinically active individuals with track record of internationally competitive and independent research, ready to make the transition to research leadership. 5 year awards.
Grant support: Grants are available to individuals with positions at Universities to conduct research. They are awarded via MRC’s 4 Research Boards as well as panels. Often provide support for post-docs to deliver the research.
MRC Units and Institutes: long term investments to address important scientific opportunities and health needs, and when stand-alone grant support alone is insufficient. Units provide positions across the career spectrum and you may want to consider career options within these.

7. Key Criteria – applicant skills & experience
Training
PhD, CRTF
Early career
Skills Development
Transition to Independence
CDA, NIRG, CSF
Transition to Leadership
SNCF, SCF
Acquisition of knowledge
skills and
competencies
through systematic instruction
Acquisition of knowledge, skills and competencies, technical and transferrable through original research
Consolidation of research skills and confirmation of medical research as personal career choice
Exploration of personal capacity and aptitude for independence
Leading independent research plans and establishment of research team
Leadership and management of own programme, team and resource
Setting strategic direction, leadership and management of multiple programmes, teams and resources
This table (the whole table is NOT shown here) describes the skills and experience required for each of the career stages supported by an MRC fellowship. The MRC career framework from education through to leadership is shown across the top. To be considered suitable for the named MRC schemes, applicants must be able to clearly demonstrate the skills and experience relevant to their career stage at the time of their application.
Career breaks, part-time working and changes in discipline will be taken into account when assessing research experience to date and track record. See guidance for applicants and peer reviewers
For full details on skills and experience applicants need to demonstrate in order to be competitive see
Planning to pursue a research career
Understand how research project will progress knowledge in field
Plans for coherent and integrated training programme
Delivered previous research projects and have evidence of outputs
Productivity across past appointments & an upward trajectory
Clear plans to establish own ‘research niche’
Track record of internationally competitive research
Already independent and managing own research group
Key Criteria:

8. Interactive Career Framework (map)
In 2014 MRC conducted a review of medical research careers to better understand concerns relating to pursuing a career in medical research, through a broad consultation with our community and a review of next destinations. As a consequence of this review we reviewed the way we support tomorrow’s leaders in discovery science, to ensure we are providing the right support at the right time. In March 2015 MRC launched the outcomes of the review of medical careers. Including a new online career framework - an interactive tool that highlights a range of career options available at any stage of a biomedical research career.
Allow interactive navigation through career stages
Provide information on the skills and experience required for different routes and steps
Provide case studies of individuals who have taken different routes
Opportunity to provide feedback on this tool.
Additional case studies available

9. Interactive Framework (map)
In 2014 MRC conducted a review of medical research careers to better understand concerns relating to pursuing a career in medical research, through a broad consultation with our community and a review of next destinations. As a consequence of this review we reviewed the way we support tomorrow’s leaders in discovery science, to ensure we are providing the right support at the right time. In March 2015 MRC launched the outcomes of the review of medical careers. Including a new online career framework - an interactive tool that highlights a range of career options available at any stage of a biomedical research career.
Allow interactive navigation through career stages
Provide information on the skills and experience required for different routes and steps
Provide case studies of individuals who have taken different routes
Opportunity to provide feedback on this too
Additional case studies available

10. Interactive Framework (funding view) www. mrc. ac
Interactive Framework (funding view)
Further development of the map means opportunities from eight funders are listed within the framework. 
MRC, NIHR, WT, BHF, CRUK, Alzheimer’s Research UK, Alzheimer’s Society, NC3Rs (non-clinical only)

11. Alternative careers
The diagram is taken from a report by Royal Society : The scientific century (2010). If this slide is used please ensure the diagram is referenced explicitly
A ‘standard’ career track is not for everyone – a Royal Society study in 2010 illustrates BROAD TRENDS in academia showed that very few non clinical PhDs go on to Professorships (although data is now out of date and no recent analysis has been undertaken).
There are a wealth of options for scientifically trained individuals outside academia.
Consider your options early – use the tools available (including the new MRC Interactive Career Framework) to consider your career options.
Get the right advice – consider seeking a mentor, make sure you ask questions rather than just assuming options.
See different career profiles at
From Royal Society Report: The scientific Century (2010) Illustrates the transition points in typical academic scientific careers following a PhD and shows the flow of scientifically-trained people into other sectors.

12. Blockers & enablers to research career
In 2014 MRC conducted a review of medical research careers to better understand concerns relating to pursuing a career in medical research, through a broad consultation with our community and a review of next destinations. As a consequence of this review we reviewed the way we support tomorrow’s leaders in discovery science, to ensure we are providing the right support at the right time.
This slide shows a summary of the main blockers and enablers to a research career (from the MRC next destination survey 2014/15). This formed part of a broader consultation on careers undertaken throughout 2014
In 2015 MRC led a cross-funder review of past Clinical Training and Clinical Intermediate Fellowship applicants. Candidates who had applied between 2006 and 2009, awarded and declined, were interviewed to understand the routes into a clinical academic career, the career pathways pursued, and barriers / enablers to a clinical academic career. A range of barriers were also identified in this review, many mirroring the earlier review.

13. Supporting flexible careers
Existing flexible funding policies
No age limits
Return from a career break
Awards can be held P/T
Support for parental/sick leave
Mentoring, induction workshops, Annual Symposium,
Increased support for flexible careers
Time since PhD eligibility criteria removed
Career breaks – guidance for reviewers and applicants
Increased support for career re-entry scheme
Supporting transitions
MRC already offers a wide range of flexible funding policies to address some of the blockers identified in the careers review, including:
- Flexible working policies and support for returners from career breaks
- Careers advice and support for MRC fellows, including access to the Academy of Medical Sciences mentoring scheme, induction and an annual fellows symposium
Following the review of careers, the following changes were implemented in March 2015:
- Removal of time since PhD as an eligibility criterion for our fellowship schemes as this may disadvantage people from certain groups, e/g. those with unusual career paths, those with a career break. This has been replaced with a range of outputs and experiences we would expect to see commensurate w career stage. See applicants skill and experience table for more information
- Peer review assessment of the impact career breaks have on productivity. MRC recognises it is not just the ‘time taken off’ but will impact productivity when back in the lab, getting back up to speed, recruiting or re-training etc., See guidance for applicants and reviewers
- Increasing support for career re-entry support via Daphne Jackson fellowships (which support those returning to research after 2 years or more out of research)
We recognise the importance of supporting transitions to excellent next posts (not just the next available position) and have added a cash supplement to Doctoral Training Partnerships to help PhDs make transition into first post doc.
More information on how MRC supports research careers

14. MRC Studentships

15. Studentships
We support around 1,900 PhD students at any one time (~1400 non-clinical). Funding for studentships is provided to research organisations, such as universities and MRC units, institutes and centres, who select outstanding candidates for projects with leading researchers. We do not fund students directly, so prospective students should contact the institution at which they wish to study.
More info on studentships:
‘Outputs’ are key to making a case for funding. You will be asked to tell us about your ‘outputs’ via ‘Researchfish’
~1,600 non-clinical PhDs at any time (Jan 2015)

16. MRC PhD Studentship: Opportunities http://www. mrc. ac
Policy internships: RCUK and Academy of Medical Sciences
How research can impact policy - 3 month extension to stipend for 3rd or 4th year MRC students via DTP supplements
Deadline: annual summer/autumn
Biotechnology YES competition
Annual competition to learn about commercialisation – ‘Dragon’s Den’ style
Deadline: Annually in late Spring/Summer
Max Perutz Writing Award
Annual competition to communicate ‘why your research matters’
Deadline: Annually in Spring
Working with Industry
Not only for ‘CASE’ students. University can convert studentships to ‘CASE’. Must include at least 3 month placement and contribution from industry partner.
There are a range of opportunities specifically available to MRC-funded students:
More info:

17. MRC Fellowship Schemes

18. MRC Vision for Fellowship Support
MRC fellowships are personal awards for talented researchers to support key transition points in their careers. They support:
Individuals transitioning to the next level in their careers, normally through a change from an existing / current role
Protected time to focus on your own research, shielded from other professional commitments (e.g. teaching). Clinical fellows may undertake clinical duties as part of their award
Funding for a challenging research project and an ambitious programme of research training which offers accelerated personal and career development
Progression towards fulfilling long term career goals, which includes an aspiration to strengthening the UK research base
A clear commitment from the Research Organisation to supporting, developing and mentoring the fellow
MRC fellowships are personal awards for talented researchers to support key transition points in their careers. Many of today's leading biomedical and health researchers look back on their MRC fellowship as a significant stepping stone in developing their career. We offer a range of fellowships to meet diverse needs, allowing training placements in the UK, abroad or in industry
All applicants for MRC fellowships must provide a clear rationale of why a fellowship will best support their long term career goals and chosen career route.

19. Skills Development Fellowships
Training at early career researcher stage or enable changes in discipline
Focussed on priority areas requiring capacity building at this level
Quantitative Expertise: mathematics, statistics, computation and informatics applicable to any biomedical or health related data sources, from molecular to population level.
Expertise at Social Science interface: with a focus on areas of health economics and/or mixed methods research.
3-year training fellowships
From 2017, research organisations bid for fellowship positions
Prospective fellows to directly apply to participating research organisations from Autumn 2017
Skills development fellowships (previously Strategic skills fellowships) will support training for very early career researchers in, or individuals changing disciplines to, MRC priority areas for capacity-building at this level. The scheme currently focuses on the following areas:
Quantitative expertise
Expertise at the social science interface
From 2017, Research organisations will bid for fellowship positions that prospective fellows can apply for directly.
Skills development fellowships info:

20. Clinical Research Training Fellowships
Open to clinicians (medics, surgeons, dentists, AHPs, vets, public health specialty trainees, clinical psychologists, etc.)
Supports a consolidated period of research, with option to undertake 2 clinical PAs to maintain skills
Joint funded awards available with a range of charities and Royal Colleges
Pre-doctoral
Support to undertake a PhD (or equivalent)
Fellow’s salary, research expenses (£20k p.a.) & animal / second centre / healthy volunteer costs
Post-doctoral
For those who undertook a PhD early/before specialty training and haven’t been research active since
“catch-up” time to re-enter research
The CRTF supports clinicians, including (but not limited to) medics, surgeons, dentists, clinical psychologists, public health specialty trainees, allied health professionals, nurses, midwives and veterinarians, to undertake a PhD or other higher research degrees. The scheme can also provide post-doctoral funding for applicants who achieved their PhD more than five years ago but who have not been research active since due to clinical training commitments.
Clinical research training fellowship more info:
Applicants must be able to demonstrate their skills and experience match those in the relevant career stage of the applicants skills and experience table 20

21. Clinical Research Training Fellowships
Short videos:
Why do a clinical research training fellowship?
Preparing your proposal
The 3P’s criteria
Preparing for a CRTF interview
Mock interview
While focused on the CRTF scheme, much of the advice applies to all fellowship schemes.
All the videos can be accessed via the MRC CRTF scheme page
Available via the MRC website on the CRTF scheme page 21

22. Clinician Scientist Fellow
Clinician Scientist Fellowship
Senior Clinical Fellowship
Clinician Scientist Fellow
Clinically active individuals; transition to independence
4 – 5 years' support, Ave £1m
Salary, research expenses (incl. support staff) & travel costs
Senior Clinical Fellow
Clinically active individuals with strong track record of challenging, original and productive research
5 years support, Ave 1.5M
The Clinician Scientists Fellowship develops talented medically and other clinically qualified professionals who have gained a higher research degree to lead their own research plans and establish their own research team to make the transition to independent investigator.
The Senior Clinical Fellowship supports talented medically and other clinically qualified professionals, with an effective track record of internationally competitive independent research, to make the transition to research leadership.
More info on Clinical schemes:
Applicants must be able to demonstrate their skills and experience match those in the relevant career stage of the applicants skills and experience table

23. Career Development Award: Transition to Independence
For post-doctoral researchers who are ready to make the transition to independent investigators
No eligibility rules based on time since PhD completion
Up to 5 years support
Includes an option of 12 months research training (outside the UK, in UK industry, or at another UK research centre)
The average cost per award is approximately £1m.
The Transition to Independence (Career Development Award ) supports talented post-doctoral researchers to lead their own research plans and establish their own research team to make the transition from post-doctoral researcher to independent investigator.
More information on Transition to Independence fellowships:
Applicants must be able to demonstrate their skills and experience match those in the relevant career stage of the applicants skills and experience table

24. Senior Non Clinical Fellowship
Transition to Leadership
Enable independent researchers to make the transition to research leadership
No eligibility rules based on time since PhD completion
5 years funding
Stewardship visit in year 4 / 5
Up to 1 year at a second centre encouraged
The average cost per award is approximately £2m.
The Transition to Leadership Senior Non Clinical Fellow) supports proven independent researchers with an effective track record of internationally competitive independent research to make the transition to research leadership.
More info on transition to leadership fellowships:
Applicants must be able to demonstrate their skills and experience match those in the relevant career stage of the applicants skills and experience table

25. Additional Opportunities for MRC Fellows
Induction for new MRC Fellows
Annual Fellowship Meeting
Better communication with existing fellows
97% of fellows say it helps feel part of MRC
Observing funding committee meetings
Opportunity to spend up to 12 months overseas
AMS Starter Grants for Clinical Lecturers
Enable clinical lecturers to sustain research-activity during their clinical training
Mentoring for MRC fellows
Piloting a mentorship scheme for intermediate fellows with Academy of Medical Sciences
MRC has range of Flexible working policies
MRC also offers:
AMS mentoring scheme for clinical fellows and are piloting this for non clinical fellows
induction workshops – peer to peer support, what to expect from your fellowship and your host institution
annual symposium for fellows – meet MRC staff, board and panel members, industry members and peers
AMS starter grants for clinical lecturers
Opportunity for fellows to observe the grants assessment process undertaken by our funding committees

26. Supporting Key Career Stages

27. Supporting the transition to independence
The MRC recognises that there are different routes available to enable scientists to transition to independence. We actively support varied career paths by providing flexibility in the range of awards we offer to ensure a fair funding system. See for more information.
To acknowledge the transition to independence as a critical career step we have:
Clarified the different routes to support an individual’s transition to independence via MRC fellowships  and MRC New investigator research grants.
Increased the flexibility of our support by removing eligibility criteria based on years of post-doctoral experience. This allows for variations in career paths and recognises that the speed of career progression can be affected by factors unrelated to a person’s scientific potential.
Provided improved guidance on the skills and experience applicants are required to demonstrate at the time of their application in order to be competitive.

28. MRC New Investigator Research Grant
Support individuals seeking to transition to independence through their first grant as a Principal Investigator and with appropriate host institution support.
Time spent on the grant is combined with a portfolio of other activities such as teaching, time spent on other research grants, or clinical duties.
There are no eligibility rules based on years of post-doctoral experience. 
Applicants can spend up to 50% of their contracted working time on the NIRG. MRC salary contribution will be commensurate with the time attributed to the NIRG, and capped at 50%
Usually 3 years funding
New Investigator Research Grants provide support for clinical and non-clinical researchers while they are establishing themselves as independent principal investigators and combining time spent on the NIRG with a portfolio of other activities, such as time spent on other research grants or clinical duties, teaching, administration duties, or other time spent in faculty (this list is not exhaustive). As such, applicants are normally expected to request up to, but no more than, 50% of their contracted working time on the NIRG.
More information on NIRGs:
“MRC wants to boost the success rates of new researchers applying for grants”
Sir John Savill, MRC CEO

29. Career Re-entry: Daphne Jackson Fellowship
Returners scheme aimed to help scientists, engineers, mathematicians and technologists after a career break
Run by a charity with different partners, including MRC
Eligibility: PhD + 1 or 2 postdoc, publication, UK residency
P/T, paid 2 year fellowships across the UK for retraining
7 out of 10 fellows remain in research for at least 2 years
“Qualified women who are unemployed or under-employed following a career break for family commitments represent an appalling waste of talent and of investment in their initial education.
Many such women are eager to return to their original careers or to a
new field of activity for which their initial education is relevant, provided that retraining can be given and that they can, at least initially, work on a part-time basis.”
Daphne Jackson
Daphne Jackson Fellowships offer STEM professionals wishing to return to research after a break of 2 or more years, the opportunity to balance an individually tailored retraining programme with a challenging research project in a suitably supportive environment. The unique combination of mentoring, retraining and research the Daphne Jackson Fellowship provides, gives Fellows the confidence and skills they need to return to their career and compete for research positions. Fellowships can be based in a university or research institute anywhere in the UK.
MRC sponsors about 3 fellows a year
More information on Daphne Jackson trust fellowships:

30. MRC as an Employer: Units and Institutes
Institutes - very long-term flexible multidisciplinary investments
Units – more focussed investments established for as long as needed to support a scientific need and/ or deliver a research vision
Centres - build on existing MRC and other support to add value and help establish a centre of excellence.
They are expected to recruit and, in partnership with the HEIs and other organisations, develop outstanding researchers with specialist and transferable skills for academic research, the health services and the national economy.
Find out more:
Further opportunities at MRC Units and Institutes. Different roles, e.g. technology specialists, lab managers, facility managers, permanent post-docs, across different career stages. MRC Website has details of vacancies.
Find out more about MRC’s research institutes and centres:

31. Impact of MRC funding on careers

32. Outcomes for Biomedical Fellows who completed their fellowships 2001 - 2007
66x Career Development Award Fellows
[From 3-7 yr postdoc]
52x Senior Non-Clinical Fellowships
[From 7+ yrs postdoc]
5% hold professorships
41% readers/SL
15% have progressed to MRC SNCF
50% hold professorships
27% readers/ SL
2x av. award rate in applying for MRC grants
MRC analysis: Initial follow-up of MRC fellows who completed in showed great next destinations. MRC funding acts as a springboard for your career. Analysis completed in June 2010 (3 – 9 year follow up)
(Numbers of fellows followed up here are not total numbers of awards made between 2001 – 2007)
Only 6% CDA and 6% SNCF were academic researchers without tenure

33. Outcomes for MRC Award Holders 10 – 20 year follow up
In 2014 MRC conducted a review of medical research careers to better understand concerns relating to pursuing a career in medical research, through a broad consultation with our community and a review of next destinations. As a consequence of this review we reviewed the way we support tomorrow’s leaders in discovery science, to ensure we are providing the right support at the right time.
This slide shows a summary of some of the data from the MRC review of next destinations
The review was undertaken to explore the career choices of non-clinical medical researchers who applied for or were awarded Medical Research Council (MRC) funded post-graduate degrees, fellowships, grants or programme leader track positions at MRC Units and Institutes, currently in the first 10 – 20 years following receipt of their MRC funded award.
The slide shows:
Key message: The current role of people responding to the survey – may are in PI roles or lectureship posts following their MRC funding
A breakdown of respondents in the grey boxes on the left.
The number of years post PhD in the green boxes along the bottom
The male / female split of respondents (roughly equal)

34. Impact of MRC funding – 10 to 20 year follow up
In 2014 MRC conducted a review of medical research careers to better understand concerns relating to pursuing a career in medical research, through a broad consultation with our community and a review of next destinations. As a consequence of this review we reviewed the way we support tomorrow’s leaders in discovery science, to ensure we are providing the right support at the right time.
The review was undertaken to explore the career choices of non-clinical medical researchers who applied for or were awarded Medical Research Council (MRC) funded post-graduate degrees, fellowships, grants or programme leader track positions at MRC Units and Institutes, currently in the first 10 – 20 years following receipt of their MRC funded award.
This slide shows a summary of some of the impact MRC funding had on career progression of the 4 cohorts. from the MRC review of next destinations
Key message: Respondents reported that MRC funding had clear and positive impacts upon their career; the funding acted as a springboard enabling them to pursue research, set up independently and secure jobs/promotions

35. Great outcomes MRC clinician PhDs (CRTFs) training in 1993
Effect on career: Most = “Significant” or “Very Significant”
65% now hold a senior academic position
27% are NHS consultants
85% are both clinically and research active
76% are leading research
63% have secured further funding
Paper published BMJOpen
20 year follow up of clinicians undertaking MRC funded PhDs showed ~40% are now professors and 85% are both clinically and research active. Great outcomes.

36. Impact of fellowship funding – Clinical academic careers
In 2015 MRC led a cross-funder review of past Clinical Training and Clinical Intermediate Fellowship applicants. Candidates who had applied between 2006 and 2009, awarded and declined, were interviewed to understand the routes into a clinical academic career, the career pathways pursued, and barriers / enablers to a clinical academic career.
Those awarded an Intermediate Clinical Fellowship were more likely to hold a professorship or senior fellowship, to lead and direct their own research, and to have secured further significant funding since their fellowship. For full details of the data see

37. Impact of fellowship funding – Clinical academic careers
Amongst applicants to Clinical Training Fellowship schemes between those awarded a fellowship were more likely to have progressed to Clinical Lecturer roles and to have secured an Intermediate (Clinician Scientist) Fellowship. (The career stage of this cohort means many are completing clinical training or are in a first consultant role, which may not be indicative of final career choice).

38. Top tips for Application Writing

39. Right idea? Right funder?
Get involved in grant writing, even as observer
Create a collaborative network
Be on top of the literature (but not buried by it)
Identify the funder’s remit & priorities – if in doubt, ask early!
Consider suitability criteria
Submission deadlines
See 12 top tips for writing a grant application

40. Fellowship Applicants – Right scheme?
This table (the whole table is NOT shown here) describes the skills and experience required for each of the career stages supported by an MRC fellowship. To be considered suitable, applicants must be able to clearly demonstrate the skills and experience relevant to their career stage at the time of their application.
Career breaks, part-time working and changes in discipline will be taken into account when assessing research experience to date and track record. See guidance for applicants and peer reviewers
Skills development fellowships: Focus is on early career or retraining /changing discipline (limited / no track record) within priority areas
Already track record in area: transition to independence more suitable
Transition to independence fellowship (Career Development Award, Clinician Scientist Fellowship): Show upward trajectory (productivity across past and present appointments)
Evidence of independence from PI / Group leader (research niche, own collaborations, publications, relocating)
New Investigator Research Grant: these are grants at a similar career stage to Career Development Awards. However, while CDAs support you full time and require you to focus on research throughout, NIRGs are shorter awards that have a flexible time commitment so that they can be combined with other activities, such as lecturing or work on other awards.
Transition to leadership fellowship (Senior Non Clinical Fellowship, Senior Clinical Fellowship): Independence established (managing own lab, secured own funding as PI). Strong track record of independent research in the field (e.g. senior author publication(s))

41. Application Process and Tips
Start early! Everything takes longer than you think.
Complete application form
Case for support
Cost application (in conjunction with Research Organisation);
Obtain Head of Department approval.
Own Research Organisation approval
Submit application to Research Organisation for final costing/approval
They submit to the funder
Submit application
Research office may need a couple of days to do this – build in time!
Many aspects to a proposal (listed here). Each will take time to complete and review and submission through research office can take time, so allow for this in your planning. 41

42. Making a successful application
Top tips
Don’t be boring (“So what?”)
Be ambitious, original and credible
Structure a clear, logical plan to achieve challenging objectives
Explain pilot data & others’ inputs
Risks are inevitable: Have a Plan B
Write clearly, for experts & non-experts in your field. Make your proposal easy to read!
Invite tough criticism from peers, mentors & friends before you submit
NO SECRET FORMULA
It can be tricky to balance being exciting and innovative with managing to be realistic and deliverable, and writing a clear case for support within the page limits can be a challenge so invite tough criticism from friends and collages. Grantsmanship is a skill and you won’t get it right first time.
Specific to fellowship proposals:
1st rule is to apply – don’t be put off.
Make the case you are on an upward trajectory – Explain career breaks - referees/panel will want to see you are someone to invest in and can deliver the project proposed – variety of routes to successful career but clarity key
EVERYONE FAILS AT SOME POINT
- get feedback from the office
And key – plan ahead, check remit and suitability well ahead of the submission deadline. Contact office, take advice (office, mentors, peers etc.)

43. Making a successful application: The Abstract
Summary of the entire proposal – write it last!
Understandable by researchers outside the field – don’t underestimate the importance of the lay abstract either!
Will be the first thing read by primary reviewers
May be the ONLY thing read by other committee members (but not at MRC of course)
Will influence the way reviewers approach the rest of the proposal
A good abstract is a clear, easy to read summary that is as jargon free as possible. It provides an overview of the whole of your research study that readers can understand the first time they read it.
A clear lay summary is important because reviewers use this summary to inform their assessment of funding applications, it informs members of the public, health professionals, policy makers and the media about your research, and it helps funders make the case for further investment.

44. Making a successful application: Response to reviewers comments
A measured response that addresses important concerns can make all the difference
Stick to the key issues
Refer to parts of the application which may address concerns
Use references
Opportunity to add in extra data, publications etc., to reassure panel
For grant applications
Fellowships applications: candidates can address reviewers’ comments at interview

45. An application may fail because
Unfocused, overambitious project
Unoriginal, pedestrian approach
No clear hypothesis, or not hypothesis-driven
Methodology not sufficiently detailed
Project not intellectually challenging
RO has no international standing in research area
Lack of infrastructure/facilities
Training element incomplete/unclear; poor training environment
Right person - wrong project! And vice versa!! 45

46. Sources of advice … Funder Website, helpline Named contact
Medical Research Council
Sources of advice …
Funder
Website, helpline
Named contact
University R&D, Innovation or Grants office
University requirements
Assistance in preparing grant applications
Writing workshops
Helpdesk
Experienced colleagues and collaborators
Past evaluation committee members
Successful grant applicants
As well as the above, applicants for MRC fellowships can find MRC fellows based at their university and other career support through MRC website
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47. More information www.mrc.ac.uk fellows@headoffice.mrc.ac.uk
More info on our website