Royal Society Committee on Human Resources in Science and Technology
The Royal Society
Committee on Human Resources in Science and Technology was set up to
oversee the
strategic
intent of a large project planned and proposed by the Royal Society to
monitor
supply and demand for knowledge workers in New Zealand. It was
intended that the project would be self-supporting with external
sponsorship or funding; however none was obtained. Therefore the
project was pared down to smaller projects working as 'pilots'. .
The committee was wound up in 2006, but archive documents
are available below.
Original Committee members
List correct at 30/07/07
- Professor DI Pool frsnz (Chair), Population Studies Centre, University of Waikato, Private Bag 3105, HAMILTON
- Prof DM Bibby mrsnz, Victoria University of Wellington, PO Box 600, WELLINGTON
- Professor J Cornish, Dept of Medicine, University of Auckland, Private Bag 92019, AUCKLAND
- Dr SJ Davenport, Victoria Management School, Victoria University of Wellington, PO Box 600, WELLINGTON
- Dr MW Dunbier , 10 Powell Crescent, Ilam, CHRISTCHURCH
- Professor R L Farrell frsnz, Department of Biological Sciences, The University of Waikato, Private Bag 3105, HAMILTON
- Professor LT Oxley frsnz, Department of Economics, University of Canterbury, Private Bag 4800, CHRISTCHURCH
- Ms S Suckling, Acemark Holdings Ltd, PO Box 34-015, CHRISTCHURCH
- Professor IJ Warrington frsnz, Office of the Deputy Vice-Chancellor,
Massey University,
Private Bag 11222,
PALMERSTON NORTH
Human Resources Project
Concerns over the ageing population of scientists and the long lead
time to develop new researchers have led to a general concern over an
impending loss of human capability from the science system. We need to
investigate the validity of these concerns, both in terms of the
demographic distribution and the effect of the move away from basic
science. We also need to investigate within these organisations the
effectiveness of the ongoing, intergenerational transfer of knowledge.
There needs to be special consideration of the small working group
sizes prevalent in New Zealand institutions.
The Human Resources (HR) Study aims to learn about the
community of researchers in science and technology. The Council of the
Royal Society supported this study, under a mandate to the
membership of the Royal Society of New Zealand and under its Act of
Parliament to “Promote Science and Technology (S&T) in New
Zealand”. Our membership has advocated that we have a greater
role in reviewing the state of S&T in New Zealand, and also that we
use a strong evidence base to develop policy advice relating to
science. In addition, our independence from government enables us
to focus on issues that surpass a political agenda.
It is envisaged that, by gathering information, we can provide the
evidence base required for successful reviews of the state of S&T
in New Zealand. We want to determine the validity of concerns regarding
human resources, by collating existing information and analysing it to
produce informative reports. These will inform the development of
policies that are needed to promote S&T research in New Zealand;
including improving careers and morale of researchers, and enabling
more successful recruitment of S&T specialists in various fields.
Current Activities
The 2006-2011 Strategic Plan states that we will investigate
concerns
over the impending loss of human capability within the science
system. It may be that the concerns are misplaced in some areas, while
there is real decline in others. The committee decided that the
investigation should proceed both in terms of the demographic
distribution and the effect of the move away from basic science.
The main efforts of the Human Resources study from 2003 to 2005
focussed on the development of an all-inclusive database of
researchers. We found limitations on our ability to populate this
database so that we are now focusing on collating information
from other sources. There is not a science sector-wide
‘buy in’ to the need for a detailed analysis of
demographics to clarify the concerns over the ageing population.
Hence we have not been able to raise the funds required to proceed with
our comprehensive study. In particular there is a lack of intent
by the government, to ‘engineer’ the labour force to provide for
expected shortfalls (e.g. through immigration), since such efforts
overseas have failed.
Considering these limitations, 2006 will
see efforts focussed on existing sources of information, that can be
complied in a meaningful way. These compilations will inform our
policy advice surrounding human resources for scientific and
technological research.
Existing Sources of Information
The Ministry of Research, Science and Technology (MoRST) undertakes
a biennial survey of research and development in New Zealand, with the
assistance of Statistics New Zealand. This has been running since
1994, and a recent publication 'A
Decade in Review' summarised the data from 1994 until 2004, with
pages 26 and 27 devoted to human resources input into R&D.
The report also included a Chapter on 'People in Science and
Technology' with information sourced mainly from census data, and a
Chapter on 'Migration of Skilled People', with information sourced
mainly from immigration and emmigration statistics. These
chapters outline trends in university-level qualified people in our
population.
The Tertiary Education Commission (TEC) undertakes the survey
associated with the Performance Based Research Fund for tertiary
education institutions. This gathers information on field of
research, as well as demographic data of all researchers in
universities. These data provide a snapshot of the demographics
of mainly the university portion of the research workforce in New
Zealand. During 2005 and 2006, the TEC is undertaking its own
analysis of the capability issues involved with science and technology,
along with other disciplines studied at tertiary organisations.
We are maintaining a watch on the progress of their study.
History
It has been a few years since this idea
first gained momentum, and human capability issues have been high
on the agenda for some time. However, far reaching solutions to
problems have evaded the S&T sector, partly due to a lack
of understanding of the questions (problem definition) and partly due
to an inability to overhaul the underlying S&T infrastructure, to
have any impact on management of human resources and capabilities.
The Quantum Project initially
sought a nominal sum of funding to undertake this project but the
sponsorship was not forthcoming. However, the RSNZ believes this is an
issue that deserves attention and so in November 2003 the HR Committee
was re-convened to discuss the project, in particular developing a
database in the first instance. See information on the original Quantum
Project proposal.
During 2004, a database was developed for containing demographic and
research data. To comply with the Privacy Act 1993 terms of
reference for the database were developed as follows:
- The database is designed to
provide information on
the numbers of researchers in specific disciplinary fields, career
structures, demographic information and information on the sources of
our S&T workforce.
- The database is secure, i.e. individual
identifiers will not be made available. Also, disaggregated data and
organisational data (i.e. aggregated data) will only be available under
terms agreed between data contributors and the RSNZ.
- Initially, data was to be gathered from existing
(public) sources under current reporting requirements, for example the
R&D survey run by Statistics New Zealand for the Ministry of
Research, Science and Technology.
- Subsequently, a survey of researchers was
carried
out to provide more accurate, complete information.
- The aim was to have a database that could be
updated to observe trends over time, e.g. changes in the length of
tenure of researchers, changes in the gender balance, or age structure
of a discipline etc.
- In the long term, the project aims to gather a
useful, complete, collection of information, including peer reviewed
publications, reviews, surveys and data.
Population of the database
Three methods were used to populate the database. A survey
conducted as a pilot project, CV analysis from publicly available CVs,
and a computerised, anonymised dataset from a research organisations'
research staff was provided.
During 2004, we undertook a trial survey at a research organisation
in
New Zealand. This
trial demonstrated a response rate of only 30% - too low for
demographic indications to be valid. Subsequently, a second trial
involving the use of existing HR information systems with
additional surveys to fill in the gaps, and follow-up interviews, was
planned at another research organisation. The difficulty of
gathering basic data is due
to non-computerised systems in some agencies, as well as a reluctance
on the part of some people to have personal information stored on
another database. Updating computer systems is expensive, and
RSNZ funds cannot stretch to providing this for all S&T
organisations. Sponsorship was needed for the time involved
with staff interviews, and compensating HR departments for their
efforts in running surveys and gathering data. This second project
ceased due to changes in personnel at various agencies including a
potential sponsor, since we were unable to get sponsorship.
Some
larger organisations do have computerised systems, and one provided
anonymous
information including research and demographic information of most of
their staff. This has contributed to the database population and
is the only dataset that could be described as being 'representative'.
Government Activities
Cross-government meetings were held during 2004, with the RSNZ HR
Committee
represented by Professor Ian Pool and Dr Kathleen Logan. These
were organised to discuss this project, and to engender buy-in. The
talks have added weight to the workforce issue and resulted in a
greater
awareness of the need to consider
human capital as vital to a functioning S&T system. The Minister of
Science, Research and Technology has put in place a work programme that
may address some human capital issues, including 'a more stable funding
environment', support for high achievers, and setting clearer
directions
for future support of research. Information about these are
available at the MoRST
website. Also, the government is
undertaking a review of the tertiary
education workforce.
Archive
Documents
For comments/additions/corrections to this document, please contact
Dr
Kathleen Logan, Manager of Policy and Evaluation and Executive Officer
for the RSNZ
Committee on Human Resources in Science and Technology.
