SMD Strategy


To recruit students and staff of the highest intrinsic talent and potential, and to nurture their careers.

We will continue the QMUL tradition of providing the highest quality university education to a diverse population of students.

We will continue and expand our work with local schools to raise interest in science, medicine and dentistry. We will ensure that our students, whatever their background, are supported to achieve the best outcomes during their time with us.

We will develop future academic leaders and maintain the standing of those who are already leading. We will support career development and progression of staff at all levels, increasing the number of staff who can successfully compete for prestigious Fellowships. We respect and value the contribution of our Professional Services Staff who are pivotal to the success of the Faculty and the delivery of our aspirations. We will support and develop these staff.

We have an excellent track record of attracting students of the very highest calibre. We have already started to expand our educational provision. We are now into the second year of delivering SMD non-clinical undergraduate courses and contributing to other QMUL courses. We will train Physician Associates, reflecting our skills in healthcare education and responding to the needs of the NHS. We are also exploring the opportunities provided by the deregulation of other areas of healthcare professional education.

We will achieve the above by:

  • Continuing our public engagement work with schools to expand our portfolio of existing activities. We will look for new outreach initiatives and ideas that build upon the success of the Centre of the Cell, the Barts Pathology Museum and the East London Genes & Health Centre for Population Genomics Medicine. We will seek funding to expand our current in-house facilities for public engagement.
  • Providing mentoring to all students to maximise their academic progress and promote career success.
  • Improving support for all our scientists by maintaining and developing mechanisms to allow career growth at all stages.
  • Extending the schemes developed under the Athena Swan initiative to ensure equality and the development and retention of staff.
  • Maintaining our commitment to the Vitae initiative, a Concordat between funders and employers of research staff to improve employment and support for researchers.
  • Developing a structured programme to support young scientists’ career progression.
  • Mentoring staff for national and international senior awards and high-profile chairs.
  • Working with QMUL Professional Services (PS) to develop an SMD-focused staff development strategy.



1.1 Seek out and recruit students of the highest talent and potential, regardless of financial or social background, subject only to their ability to benefit from a QMUL education

Indicator of ProgressTarget

Undergraduate Entry Qualifications

Higher Education Statistics Agency (HESA) Widening Participation Performance Indicators

UCAS tariff to match the Russell Group median by 2018/19
Meet or exceed our institutional benchmark each year

1.2 Encourage the aspirations of school-age students to attend university and provide support to help them realise these ambitions

Indicator of ProgressTarget

Number of school students directly engaged in outreach activity (as defined by QMUL Access Agreement with the Office for Fair Access)

Year on year increase in school students benefitting over the planning period

1.3 To support all staff in research and education throughout the different phases of their career

Indicator of ProgressTarget
Recognition of work to promote equality of opportunity amongst staffRe-confirmation of our Athena Swan Silver status for the Medical School and achievement of Silver status for the Dental School

1.4 Recruit and retain academic staff who are current and future world leaders in their fields

Indicator of ProgressTarget
Number of staff members who succeed in securing senior and intermediate fellowships/awards

20% increase over the planning period in the percentage of researchers securing either an early career fellowship or a senior fellowship


1.5 Train, recruit and retain early career educators

Indicator of ProgressTarget
Percentage of staff completing education training100% of staff involved in teaching by 2019

1.6 To support researchers’ and educators’ development through an initiative aimed at the mentoring and training of young clinical and non-clinical researchers

Indicator of ProgressTarget
Number of academics nominated to international and national broad based Societies and AcademiesYear on year increase on the number of faculty staff nominated to Societies and Academies

1.7 To support Professional Services staff to develop throughout their careers

Indicator of ProgressTarget
Number of personal skills/ development programmes made accessible to our PS staff membersYear on year increase

1.8 To support development of managerial skills in all staff

Indicator of ProgressTarget
Number of staff members (academic and non-academic) being offered management training coursesYear on year increase