Feedback🔷 - dRTP Landscape: Missing elements

[anenadic]

• miro board design skills 😆 🚀 😨
• Finance/cost recovery in academic system
• Even if we can't compete with big tech salaries, having salaries that don't decrease over time compared to inflation would be something (grumbles in UCU)
• Publicising of roles and opportunities in early careers. E.g., grad schemes
• How to design for separation of concerns, to enable easier porting
• Routes into RSE/RTP roles for people coming from non-research backgrounds
• Support 101, how to support researchers on the right level
• Recognition - ability to PI grants 👍
• market pay supplements
• grant writing skills/training
• Clearer career paths & progression ➕
• Non-management (individual contributor) career paths/progression ➕
  • A few examples in UK academia, e.g. https://github.com/RSE-leaders/evidence-bank/blob/master/rse/ucl-arc/duties-by-grade.md
• How to set up a cluster with job-specific GPU utilisation monitoring
• Better understanding of how our roles in an academic setting relate to roles in an industry setting -- could enable more movement (in both directions) between academia and industry 👍
• Better recognition for software and data as valued outputs in their own right
• Better connection to others, a community that goes beyond own organization, but even within (facilitation of meeting people from the different dRTP spaces)
• Hands-on intros to tools researchers may want to use but support people may not be that familiar with
• Job ads/description sharing (also non active ones) to learn what is required
• alternative career paths e.g. apprenticeships ❤️
• "let them out more" -> Let them show awesome stuff they enable
• How a user should set up accelerated compute jobs to make optimal use of available resources (e.g. numactl, taskset, lstopo)
• Make clear what is attractive about the roles in comparison to industry on higher salary, e.g. public good, variety, freedom/flexibility, more annual leave
• Written communication tone + constructive criticism
• (project) management skills
• more outreach to schools about RTP careers
• Organisations/recruiters/managers properly understanding what dRTP roles are - leading to correct advertising, support, tooling
• Understanding impact/motivation of work/role (not necessarily pay!!). Where/how roles matters, how roles can make a difference.