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As expected, there was a range of approaches in the provision of learning and development opportunities. Some units had formal training in place for new starters, either individually or in teams, others provided more informal on-the-job training by experience. Generally, training was better developed for more junior staff.

Shadowing and mentoring

Documented shadowing or working in parallel with more senior colleagues as part of training was discussed, though this depended on there being sufficient time available for both parties. Given typical hybrid working arrangements, it was recommended that agreeing core or overlapping days could facilitate shadowing more effectively. Some commented that it was more difficult to seek help when working remotely. Others suggested that, in large units, it could be difficult for junior colleagues to know where various types of expertise sat. Mentoring from a senior statistician at another CTU could be beneficial, allowing more open discussion and guidance on career development.

Postgraduate study

Various units allowed day-release for junior staff to undertake an MSc (in person or at distance) or support fellowships e.g. at pre-doctoral level, some had a requirement for their staff to hold a PhD in order to progress; others allowed progression based on having accrued several years’ experience working in trials. A few units supported candidates working towards a PhD-by-publication. At least two Units recruited to ‘trainee statistician’ roles. Progression to a more senior role was often via a postdoctoral research fellowship. Many units liked to grow their own statisticians from postgraduate study all the way through to becoming experienced trial statisticians. Noting that it can often be very difficult to recruit more experienced statisticians externally.

Skills development

A good learning opportunity for junior colleagues could be to validate methods used e.g., a more junior statistician tries replicating a sample size calculation that was performed by a more senior colleague. Aside from learning methods and trial processes, it was regarded as important for staff to develop their soft skills, e.g. by attending generic courses provided by the host institution on writing, leadership, and communication skills. Teaching was highlighted as an excellent way to develop communication skills. Further, those working in applied research could benefit from reading up on relevant clinical areas to increase understanding and facilitate communication with investigators. Observing a funding panel meeting was suggested as a good development opportunity. The use of checklists for on-the-job training, or a handbook, was found to be useful by some.

Training resources

Several units had training presentations available or encouraged staff to attend free webinars. Training materials produced during the pandemic were cited as a good resource for staff. Others suggested that, as a Network, we could share such resources between us e.g. recording a training session and then making the recording available to Network colleagues. It was suggested that it would be worth exploring costing training activities into grant applications. In general, it was thought important that all statisticians in a Unit should have access to the same training opportunities. One person commented on potential inequality of training opportunity between jobbing statisticians and personnel on fellowships. Network resources for training include GCP for Statisticians (in development) and guidance on the validation of statistical programming.

Career progression

In one unit, career progression was contingent on being a co-applicant on at least one successful grant application. In terms of grant applications, a junior statistician might work with a more senior colleague on an application, with both going on as co-applicants. Setting up knowledge sharing or working groups was also suggested. It was agreed that it would be worthwhile to lobby funders for more money for methodological support. Concerns were voiced about the loss of core NIHR funding for CTUs, potentially reducing funds available for training and development.

What next?

The Statistics Operations Group are considering developing a forum for units to share internally created training and development materials and/or signpost to external options. They are particularly keen to identify resources for those looking to move on to a more senior role.

If you would be willing to share resources with colleagues at other Network CTUs please contact the Secretariat (regctus@leeds.ac.uk).