How to contact us

Documentation and queries should be directed to:

Human Resources
Sardinia House (2nd floor)
London School of Economics
Houghton Street
London, WC2A 2AE


Phone: +44 (0)20 7955 6217
Fax: +44 (0)20 7242 3967

LSE Fellow career development scheme


The 2 May 2007 meeting of Academic Board approved a new Career Development Scheme for LSE Fellows (formerly Tutorial Fellows).  The career development arrangements for LSE Fellows fall within the framework of the new Academic Career Development Scheme| for academic staff which is implemented from this session, with some variation on procedures as set out below. 

The rationale of the LSE Fellowship scheme is to allow Departments/Institutes/Centres to appoint promising scholars who are not yet suitably qualified for a lectureship, to contribute to teaching and further their research activities.  An LSE Fellowship is intended to be an entrée to an academic career.  The purpose of the School's career development arrangements for LSE Fellows centres on providing advice and guidance on building a profile that will place an LSE Fellow in good stead to obtain a lecturing post - whether at the School or elsewhere. 

The career development (CD) process for LSE Fellows

The CD process for LSE Fellows will be the same as for academic staff - ie 

  1. The preparation by the LSE Fellow of a brief career development statement.
  2. A career development meeting (CDM).
  3. The co-production of a career development report (CDR) summarising agreed action points.
  4. The CDR will be signed off by the Head of Department.

All CDRs will be forwarded to the Human Resources Division (c/o Natalie Hughes or Sally Welch).

In the following paragraphs, stages 1-4 are elaborated in a little more detail.

Stage 1

The career development statement will provide the LSE Fellow with the opportunity to outline the following in brief in a standard report form (CDR):

  1. Teaching and related activities.
  2. Research - plans for PhD completion/for developing a research programme and publication record/plans for post-doctoral research.
  3. Contributions to course development and administration.

Departments are free to tailor the CDM discussion around the individual Fellow's particular career stage - e.g. whether the PhD has been completed.

Stage 2

In line with career development arrangements agreed for members of staff pre-Major Review, the CDM will normally be conducted by the Fellow's departmental Mentor.  This places an onus on Heads of Department to ensure that all Fellows are allocated a departmental Mentor.  The Head of Department may also attend the CDM with the agreement of the other parties.

The CDMs will normally be conducted during the Lent and Summer terms. The rationale of the career development meeting will be for the Fellow to receive appropriate advice and guidance on strengthening their CV. 

It is envisaged that the CDM will normally be a single meeting.

Stage 3

The member of staff conducting the CDM and the Fellow concerned will produce a brief summary of the agreed action points arising from the CDM.  The agreed action points will be recorded on the CDR.

In cases where agreement cannot be reached, points of contention and rebuttals will be noted in a supplementary document, and the complete record will be forwarded to Human Resources.

Stage 4

All CDRs will be signed off by Heads of Department. 

Training needs arising from the CDR

A checklist of training opportunities provided by the School has been produced by TLC to act as an aide-memoire for discussion of training needs arising from the CDR.  It is assumed that individual Fellows will be proactive in contacting TLC in these matters. In addition, TLC will email all those due for CDMs to invite a discussion of any training and development needs.

Frequency of CDMs

LSE Fellows should be given the same opportunities for career development advice as career-track lecturers.  Thus, it follows that for Fellows (regardless of the length of contract) there should be an annual CDM.


The duties of a Mentor include ensuring that the Fellow is making good progress with his/her research and that his/her teaching programme offers good scope for the development of teaching interests and techniques.  Mentors are expected to arrange with the new colleague(s) allocated to them dates and times for discussions throughout the year, no less frequently than once per term. 

Monitoring and review

As with the main ACD Scheme, the VCAC, in conjunction with Human Resources, will keep the Scheme for LSE Fellows under review and report annually on its implementation and effectiveness to the Appointments Committee. 

Where the VCAC is concerned about any issue arising in relation to a CDR for an LSE Fellow, the VCAC will be free to raise the matter with the individual's Head of Department.  This should be seen in the context of the School's commitment to ensure that all academic staff receive the best possible advice in relation to career development. 


As with the main ACD Scheme, where a Department/Institute/Centre has an existing career development scheme that is functionally equivalent to the new CD Scheme, with the approval of the VCAC, the existing scheme may continue. Departments/Institutes/Centres will wish to maintain their own records of Fellows who are due for CDMs to ensure that opportunities for career development discussions are offered to all Fellows on a regular basis.