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Masters with a purpose - Jane Artess, Director of Research, HECSU
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Enhancing postgraduate employability
Masters with a Purpose
HECSU and CFEJuly 3rd 2014, Woburn House Conference Centre, London.
Key research questions
The extent to which universities are collaborating with employers in course design and delivery
The value that employers place on postgraduate level skills
Current perceptions of the value of postgraduate skills
Identification of gaps in information and possible areas for improvement
Methodology
Analysis of available data Identification of best practice Survey of selected employersReporting and making
recommendations
Using the data we have …
Full or part time?
2010/11 PT 2010/11 FT 2009/10 PT 2009/10 FT 2008/09 PT 2008/09 FT 21-24 80.5% 69.9% 80.6% 67.7% 80.4% 66.8% 25-29 86.1% 71.6% 86.3% 71.6% 86.1% 72.3% 30-39 84.4% 67.6% 86.8% 67.0% 86.5% 70.8% 40 years & over 82.4% 63.2% 84.1% 64.3% 84.0% 65.2%
0%
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20%
30%
40%
50%
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70%
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90%
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Unemployment
Source: Destinations of Leavers from HE, HESA.
Subject differences
Source: Destinations of Leavers from HE, HESA.
Biomedical Biological Physicalscience Maths and IT Engineering Social science Business and
management Humanities Creative arts
2011/12 73.3% 77.2% 65.7% 78.6% 90.1% 86.4% 71.8% 79.8% 62.6%
0%
10%
20%
30%
40%
50%
60%
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Employer engagementAston – Customer Relations Manager surveyed business perceptions and found some were afraid to approach the Business School because hirers did not have MBAs.
Hertfordshire - every course is designed with input from employers.
Lincoln – new engineering school dedicated to power and energy established in collaboration with Siemens.
Worcester – MA in Sustainable Development Advocacy developed with the Bulmer Foundation.
Cardiff – MSc students working with iSolve to develop entrepreneurialism.
Anglia Ruskin – working with employer advisory groups to consult with range of employers on curriculum change.
Collaboration
TrustShared agendaAgreed objectivesRelationship managementShared language
Challenges Year long Masters constrain time for work
projects or placements Balance of generic and specific learning Recruiters not differentiating between
undergraduates and Masters graduates Need to build sustainable relationships
Added value of Masters
“It would be really interesting work for me to do to actually look at the people who have progressed within our organisation and identify whether amongst them there is a higher proportion of people with Masters qualifications than with the general population we have. That’s actually quite an interesting question for me and one that, until we spoke about it now, I hadn’t even thought about.”
Findings University-business collaboration on PGT is
diverse and flourishing Employers’ needs for Masters graduates are
linked to their requirements for specific skills & knowledge
Depends on historic subject-career trajectories
No discrete Masters labour market Need to be able to articulate value Outcomes do not form consistent patterns
Conclusions and Recommendations
Explore how collaboration on PGT meets business needs
Recognise the need for robust information on PGT course outcomes (and advice)
Share good practice Sandwich Masters to develop application of
learning Relationship building takes time Masters as ‘degrees with a purpose’
Policy themes
Extend the evidence base around progression from UG to PGT
Monitor changes in demand for and supply of PGT
Research Masters level career trajectories Balance of local, regional and national (and
international) provision of PGT
