Research Support Fund

RSF=$3,063,347

This amount was allocated as follows:

• 52,76%: research facilities;
• 32,59%: management and administration;
• 8,28%: research resources;
• 5,49%: intellectual property;
• 0,89%: for regulatory requirements.

IPG = $21,273

Objective:

• Meet the research facility needs of the scientific community.

Indicator: 

• Identification of infrastructure needs.

Outcome: 

• Database, master plan and project budget.

Objective: 

• Improve support for grant preparation.

Indicator:  

• Activities conducted for faculty.

Outcome: 

• Increase in the number of applications selected for funding.

Objective: 

• Acquire new information resources and databases.

Indicator:  

• Inventory of tools.

Outcome: 

• Resources available to the faculty and student community.

Objective : 

• Maintain high standard of ethical and responsible conduct.

Indicator:  

• Portion of grant invested in ethics officer salaries, tools and community training.

Outcome: 

• Improve committee effectiveness.

Objective:

• Increase in the number of invention declarations and the number of partnerships.

Indicator:

• Portion of grant invested in salaries for advisors and support staff positions.

Outcome:

• Increase the number of contracts signed with the private and public sectors.

• Complete data collection on the representation and inclusion of designated groups on campus.
• Conduct an analysis of ÉTS's regulatory framework to identify systemic barriers to hiring designated group members.
• Conduct a consultation with Research Chairholders (CRCs) and faculty in general to identify systemic barriers to career advancement for members of designated groups.
• Implementation of a range of activities promoting and facilitating the inclusion of designated groups on campus. A new awareness campaign to be implemented in September 2019 and evaluated annually.
• Training offered to the entire ÉTS community on the theoretical foundations of EDI, including unconscious bias.

• Staff data collection and dissemination of results.
• The new professor' collective agreement includes EDI-related measures.
• Equity, diversity and inclusion action plan adopted and research chair appointments committee created.
• ÉTS awareness campaign in September 2019 and expansion of the mandate of the harassment prevention and resolution committee at IDE.
• All managers and a third of the professors have been trained.

• Publication of data on representation and feelings of inclusion.
• Modification of hiring policies and procedures; Adoption of EDI best practices in hiring processes; Creation of a working committee on faculty hiring.
• Publication of an Action Plan for Equity, Diversity and Inclusion in Research, including findings from consultations with CRC holders and faculty; Creation of a committee for the Nomination of Research Chairholders.
• Creation of a working committee to raise awareness of EDI issues on the university campus.
• Training for managers and professors on unconscious bias; evaluation of participants to guide future training content.

RSF = $3,213 359

This amount was allocated as follows:

• 55,5%: research facilities;
• 37,2%: management and administration;
• 1,9%: research resources;
• 4,5%: intellectual property;
• 0,9%: for regulatory requirements

IPG = $54,755

Objective:

• Renovate and upgrade research facilities.

Indicator: 

• Research facility compliance.

Outcome: 

• Space program, master plan and project budget.

Objective: 

• Improve the positioning of research.

Indicator:  

• Activities conducted for faculty.

Outcome: 

• Increase in the number of applications selected for funding.

Objective: 

• Acquire new information resources and databases.

Indicator:  

• Inventory of tools.

Outcome: 

• Resources available to the faculty and student community.

Objective: 

• Maintain a high standard of ethical and responsible conduct.

Indicator:  

• Portion of grant invested in ethics officer salaries, tools and community training.

Outcome: 

• Improve committee effectiveness.

Objective:

• Increase in the number of invention declarations and the nomber of partnerships.

Indicator:

• Portion of grant invested in salaries for advisors and support staff positions.

Outcome:

• Increase the number of contracts signed with the private and public sectors.

• Include the principles of EDI in the support measures offered to Chairholders at ÉTS in order to recognize the additional challenges that may await people from under-represented groups.
• Provide training, coaching and mentoring to improve support and retention of Chairholders.
• Make our applicant pools more diversified.
• Promote opportunities for all candidates from under-represented groups when evaluating for CRC positions or competing for professorships.
• Ensure monitoring using our data collection tools (continuously) and produce a progress report.
• Improve understanding and awareness of EDI issues and principles throughout the university community, in order to initiate a change in organizational culture.

• New provision in the collective agreement to meet the needs of faculty members returning to work after parental leave; participation of an EDI officer in Canada Research Chair nomination processes.
• A full-time EDI advisor was hired, and follow-up meetings were set up with chairholders.
• Distribution list for professors postings improved; Epicene writing adopted; Inclusive measures set out in postings.
• New professors' collective agreement includes EDI measures, DORA signed, Marcelle-Gauvreau Research Chairs launched, focusing on perseverance and resilience.
• Implementation of a computerized application management system to enable data analysis.
• For the 2020-2021 year, 14 training sessions on unconscious bias, 7 training sessions on intercultural communication and 5 training sessions on EDI in research have been given. 60% of professors  have taken the unconscious bias training since it was introduced.

• Increase in the number of people from the 4 designated groups applying for our Chairholder competitions.
• Hiring of an EDI advisor for ÉTS.
• Add a minimum of one media element for each of the 4 designated groups to optimize the dissemination of professors' messages.
• Changes to the professor recruitment process to reflect EDI best practices.
• Increase in the number of people from under-represented groups hired.
• Number of faculty members who attended our training session on unconscious bias.

RSF = $3 258 450

This amount was allocated as follows:

• 51,2%: research facilities;
• 42,3%: management and administration;
• 2,2%: research resources;
• 2,7%: intellectual property;
• 1,5%: for regulatory requirements.

IPG = $81 622

Objective:

• Improve the environment and quality of equipment in research laboratories.

Indicator: 

• Redesign and construction of new spaces.

Outcome: 

• Functional laboratories.

Objective: 

• Improve the positioning of research.

Indicator:  

• Activities conducted for faculty.

Outcome: 

• Increase in the number of grant applications selected for funding.

Objective: 

• Provide bibliometric services.

Indicator:  

• Share of grant invested in librarians salaries, research tools and technical staff for servers and networks.

Outcome: 

• Increase services to the research and student communities.

Objective: 

• Maintain a high standards of ethical and responsible conduct.

Indicator:  

• Portion of grant invested in ethics officer salaries, tools  and community training.

Outcome: 

• Reduction in application processing time.

Objective:

• To continue efforts in technology transfer.

Indicator:

• Portion of grant invested in salaries for  advisors and support staff positions as well as training for the  community.

Outcome:

• Increase in the number of contracts signed with the private and public sectors.

• Make our applicant pools more diversified.
• Promote opportunities for all candidates from under-represented groups when they are evaluated for CRC positions or compete for professorships.
• Provide training, coaching and mentoring to improve the support and retention of Chairholders and new faculty members.
• Improve understanding and awareness of EDI issues and principles throughout the university community.

• Launch of the Women in Engineering program, 52% of female candidates for this competition; dashboard created to track data on applications received.
• Evaluation grid created with description of criteria incorporating DORA principles; tip sheets produced for hiring committees.
• Follow-up meetings with new faculty members and chairholders, with a report to be presented in autumn 2022.
• 2 training sessions on EDI in research, 4 training sessions on unconscious bias and two presentations in master's courses were carried out. 65% of the professors have taken the unconscious bias training since its inception.

• Set up a structure to analyze data on applications received.
• Use of evaluation grids incorporating criteria favoring opportunities for diverse candidates.
• Data on the number of active mentoring relationships. Qualitative data on facilitators and challenges encountered.
• Number of workshop participants. Workshop and training evaluation data. Survey on new practices implemented in participating research groups.

RSF = $3 317 859

This amount was allocated as follows:

• 55,6%: research facilities;
• 36,9%: management and administration;
• 2,3%: research resources;
• 4,2%: intellectual property;
• 0,9%: for regulatory requirements.

IPG = $97 485

SR = $106 889

Objective:

• Improve the environment and quality of equipment in research laboratories.

Indicator: 

• Redesign and construction of new spaces.

Outcome: 

• Functional laboratories.

Objective: 

• Improve the positioning of research.

Indicator:  

• Activities conducted for faculty.

Outcome: 

• Increase in the number of grant applications selected for funding.

Objective: 

• Provide bibliometric services.

Indicator:  

• Share of grant invested in librarian salaries, research tools and technical staff for servers and networks.

Outcome: 

• Increase services to the research and student communities.

Objective: 

• Maintain a high standard of ethical and responsibleconduct.

Indicator:  

• Portion of grant invested in ethics officer salaries, tools and community training.

Outcome: 

• Reduction in application processing time by providing collaboratives management tool.

Objective:

• To continue efforts in technology transfer.

Indicator:

• Portion of grant invested in salaries for advisors and support staff positions as well as training for the community.

Outcome:

• Increase in the number of contracts signed with the private and public sectors and the number of transfer grants obtained.

• Make our applicant pools more diversified.
• Promote opportunities for all candidates from under-represented groups when they are evaluated for CRC positions or compete for professorships.
• Provide training, coaching and mentoring to improve the support and retention of Chairholders and new faculty members.
• Improve understanding and awareness of EDI issues and principles throughout the university community.

• Monitoring data on the source of applications via the dashboard, a self-assessment process for hiring, welcoming and integrating staff with disabilities carried out by the Office of Faculty Affairs.
• Awareness and adoption of recommended practices by selection committee members, addition of a tool for managing conflicts of interest; faculty survey conducted in Fall 2022.
• Integration follow-up meetings held, new information sessions on contract renewal set up, work begun on a formal mentoring structure.
• 71% of faculty attended training on unconscious bias; 90 students attended presentations on EDI in research; 43 faculty members attended training on inclusive research team management; a conference on gender equality and its impact on faculty careers was organized. Improved understanding of EDI noted in survey conducted in Fall 2022.

• Number of applicants who mention having heard about the job offer from someone at ÉTS. Collaboration developed with an organization dedicated to people with disabilities.
• Consultation of selection committee members. Number of participants in training and awareness-raising events.
• Number of participants in training courses and information sessions. Training and information session evaluation data.
• Number of workshop participants. Workshop and training evaluation data. Results of faculty survey on their understanding of EDI.

• Incorporate the National Security Guidelines for research partnerships within the institution.
• Establish procedures by incorporating research security principles into internal processes.
• Support various members of the research community in their grant applications.

• Number of administrative files requiring due diligence checks related to research security and security plans put in place.
• Documentation written explaining compliance with federal requirements and made available to the various departments involved.

Research Support Fund (RSF) = $3,284,809

Incremental Project Grants (IPG) = $90,212

Security of Research (SR) = $100,693

These allocations break down as follows:

• 53.9%: research facilities
• 37.9%: management and administration
• 2.5%: research resources
• 4.3%: intellectual property
• 1.4%: regulatory requirements.

Objective :

• Maintain existing research spaces and develop new, safe, state-of-the-art research facilities.
• Work on 25 laboratories is 95% complete. In 2023-2024, the following laboratories will be completed:
  • lab#21: Photonics laboratory
  • lab#12: laboratory for advanced technologies in forming, powder molding and assembly of high-strength alloys.

Indicator : 

• Number of operational laboratories

Outcome  : 

• Increase in available, efficient and functional research space accessible to the research community.  Laboratories #21 and #12 will be completed, bringing the total to 25%.

Objective: 

• To maintain or improve the support offered to researchers in the preparation of their grant applications in order to increase success rates and the annual amounts awarded for research. Improve the efficiency of research management processes.

Indicator:  

• Grant success rate, amounts awarded annually and researcher satisfaction. Mapping.

Outcome: 

• Continuous improvement in the success rate of grants, the increase in the amounts granted annually and the satisfaction rate of researchers with the services received.  Reduction in the time taken to process a grant application, depending on its nature..

Objective: 

• Implement and operationalize an institutional research data management strategy.
• This involves 1) Setting up institutional committees 2) Developing service offerings with all the departments involved 3) Supporting professors in complying with the requirements of the main organizations and the best practices established by the institutional strategy.

Indicator:  

• Develop services to support researchers, help researchers comply with research data management requirements.

Outcome: 

• The institutional strategy adopted by the institution, at least five committee meetings, ten working sessions on research data.

Objective: 

• To revise the institutional research ethics policy.  Support the ÉTS community with regard to regulatory requirements by offering the following services: 1) support for researchers in preparing and submitting files relating to ethics, animal protection and conflicts of interest, and 2) practical training workshops.

Indicator:  

• Number of projects, number of workshops and revised institutional research ethics policy completed.

Outcome: 

• Maintain the quality and accessibility of the services offered, increase the number of participants in training workshops, increase the number of accompaniments and implement the revised institutional policy on research ethics.

Objective:

• Management of intellectual property resulting from ÉTS research projects.  Raise researchers' awareness of intellectual property issues. Support researchers in the process of protecting research results.

Indicator:

• Number of invention declarations obtained; number of awareness-raising workshops organised

Outcome:

• Increase in the number of invention declarations and in the number of people attending workshops.

• Make our applicant pools more diversified.
• Promote opportunities for all candidates from under-represented groups when they are evaluated for CRC positions or compete for professorships.
• Provide training, coaching and mentoring to improve the support and retention of Chairholders and new faculty members.
• Improve understanding and awareness of EDI issues and principles throughout the university community.

5 percentage point increase in female applications for faculty positions. List of organizations specializing in employability of people with disabilities completed.

• Development of a self-supporting training course on inclusive faculty recruitment.
• Development of faculty mentoring program; development of mentoring communication tools; mentoring training workshops offered.
• Several workshops and training sessions were organized during the 2023-2024 year. 15 activities were organized and over 200 people were reached.

• Number of applicants who mention having heard about the job offer from someone at ÉTS. Collaboration developed with an organization dedicated to people with disabilities.
• Use and better appropriation of assessment tools proposed by hiring and assessment committee members.
• Number of dyads trained. Number of people taking part in training for mentors and mentees.
• Number of workshop participants. Workshop and training evaluation data.

• Adopt the Policy on Sensitive Technology Research and Concerning Affiliations within our institution.
• Establish institutional strategies while considering the guiding principles of research security.
• Support research staff working on various projects by applying the regulatory framework.

• Awareness training provided to members of the research community, recruitment of staff, development, and updating of provided documentation.
• Number of grant applications processed, risk assessments conducted, and implementation of security plans.

For the fiscal year 2024-2025, ÉTS expects to receive the following allocations:

Research Support Fund (RSF) = $3,363,286

Incremental Project Grants (IPG) = $140,265

• Equity, Diversity, and Faculty Renewal: $111,536
• Innovation and Commercialization Activities: $28,729

Research Safety (SR) = $106,869

Objective: Acquire Elsevier's Pure research management tool. Performance Indicators: Implementation of the first phase of the software. Target Outcome: Develop, in partnership with the Office of Partnership Initiatives, a mapping of researchers' expertise.

Objective: Improve support for researchers in preparing grant applications to increase success rates. Enhance efficiency in research management processes. Performance Indicator: Success rate of grants, annual grant amounts, and researcher satisfaction. Target Outcome: Continuous improvement in grant success rates, increased annual grant amounts, and researcher satisfaction with services received. Reduction in processing time for grant applications based on their nature.

Objective: Acquire Elsevier's Pure research management tool. Performance Indicators: Implementation of the first phase of the software. Target Outcome: Develop, in partnership with the Office of Partnership Initiatives, a mapping of researchers' expertise.

Objective: Manage intellectual property arising from ÉTS research projects. Raise awareness among researchers about intellectual property issues. Assist researchers in protecting research results. Involve our technology transfer company, Axelys, in the valorization process when possible. Performance Indicators: Number of invention disclosures (ID) obtained, number of awareness workshops conducted. Number of IDs transferred to Axelys. Target Outcomes: Increase in the number of invention disclosures and IDs transferred to Axelys, and number of participants in workshops.

Objective: Revise the institutional research ethics policy - Support the ÉTS community regarding regulatory requirements by providing the following services: 1) assistance to researchers in developing and submitting files related to ethics with human participants, animal protection, and conflicts of interest, and 2) training sessions offered to graduate students. Performance Indicators: Number of files, number of training sessions offered, and completion of revised institutional research ethics policy. Target Outcome: Maintain the quality and accessibility of services offered, increase in the number of participants in training sessions, increase in the number of assistance provided, and implementation of the revised institutional research ethics policy.

Promote the engagement and mobilization of the university community, especially those from under-represented groups, in various EDI subcommittees, through membership renewal, reflection on mandates and the creation of new subcommittees.

Expected results:

• Renewal of EDI Faculty hiring sub-committee members.
• Reflection on the mandate and renewal of EDI Nomination of chairholders sub-committee members.
• Relaunch of the sub-committee on the place of women at ÉTS with a view to developing a specific gender equality plan.
• Creation of a new sub-committee on accessibility.

Indicators:

• Participation of new committee members for Faculty hiring and Nomination of chairholders sub-committees.
• Reactivation of the sub-committee on women and adoption of a specific gender equality plan.
• Activation of an accessibility sub-committee and adoption of a working mandate.

Promote opportunities for all candidates from under-represented groups when evaluating for CRC positions or competing for faculty positions.

Expected results:

• Reach a first proportion of selection committee members who have voluntarily completed the self-supporting training on inclusive recruitment.
• Increase in the proportion of faculty members who have taken the unconscious bias training.
• New tool developed for assembly presentations.

Indicators:

• 30% of selection committee members who have voluntarily completed self-study training on inclusive recruitment.
• Number of teachers trained in unconscious bias.
• First trials carried out of a tool to support the evaluation of candidates during assembly presentations.

Provide training, coaching and mentoring to improve the support and retention of chairholders and faculty members.

Expected results:

• Participation of professors and teaching faculty in the new mentoring structure.

Indicators:

• Number of dyads formed.
• Evaluation of the new program among participants.

Reduction of 50% in the portfolio of orphan technologies.

Expected Results:

• Identification of approximately 30 promising technologies to retain.
• Reduction of costs associated with maintaining the portfolio of valued orphan technologies.
• Mobilization of resources for the promising technologies selected.

Indicators:

• Percentage reduction in the portfolio of orphan technologies.
   

Update of the valorization strategy and commercialization plan for selected technologies.

Expected Results:

• Improved technology transfer performance for orphan technologies.

Indicators:

• Development of an adapted and updated valorization plan for all promising orphan technologies selected.
   

Development of an annual reassessment process for orphan technologies.

Expected Results:

• Better control over the number of orphan technologies to maintain.
• Development of updated valorization plans for each valued orphan technology in the portfolio.

Indicators:

• Percentage of orphan technologies reassessed on an annual basis.
   

1. Integrate research security guidelines into the institution's strategic plans, policies and directives
2. Formalize the strategic vision of research security in operational procedures
3. Support the ÉTS research community (administrative services, researchers and students) regarding regulatory requirements by providing multifactorial and proactive support to researchers throughout the life cycle of their research projects.

1. Number of files processed/response times (Risk Analysis, Security Assessments, Security Plans, Audits, Investigations, Risk Management Plan),
2. Cybersecurity, Safety, Research Security, Laboratory Security, Operational Procedures plans (started, revised and completed).

1. Continuous improvement of the support provided to increase the success rates of awards (Research Security section),
2. Improvement of the satisfaction rate of researchers with the services received,
3. Maintain or reduce the processing time of risk analysis,
4. Maintain and increase the quality of the service offer and the accessibility of the services offered, targeted training,
5. Improvement of the implementation of strategic plans and operational procedures.