The NIHR supports medtech research through commissioning and funding research projects and programmes. Through the innovation pathway, NIHR supports the development of medical devices and diagnostics. Companies can access these resources at any stage in their clinical development process.
The NIHR, short for National Institute for Health and Research, is the research arm of the NHS. The NIHR is the most integrated clinical research system in the world and is uniquely placed as a location for medtech research.
In the light of recent events, IMA encourages businesses to keep London and the UK on the list of best places where you can live, work and from where you can build a global presence. Medical Device companies will be happy to know that the BREXIT vote does not have an impact on the way in which the NHS operates. The National Health Service remains the best healthcare system in the world, as rated by an international panel of experts, and it will continue to be the Gold Standard and an immutable point of reference. Continue reading
IMA proudly supports the ‘GREAT Tech Awards Competition 2015‘ organised by UKTI USA. Seven tech companies have been selected as the winners of the UK government’s third annual GREAT Tech Awards. We congratulate all the participants and we look forward to meet the winners in the UK.
You can read the official press release below.
NEW YORK – 30 October 2015: Seven US tech companies have been selected as the winners of the UK government’s third annual GREAT Tech Awards. The winners were announced last night at a gala in New York City hosted by Danny Lopez, British Consul General in New York.
The winners represent innovative companies in the US tech scene that aim to build an international presence. They will receive a bespoke business development trip to the UK during the week of 30 November 2015. The category winners are: for CleanTech, Heads Up Display; for EdTech, Tinybop; for FinTech, Hedgeable; for Health, Celmatix; for Lifestyle, iDevices; and for Media, Bounce Exchange. Best of USA, a new category this year, was awarded to ShopKeep. The final award, Best of British, was awarded to TransferWise.
The sector-specific category winners will receive a customized package that includes: a roundtrip flight to London provided by British Airways; five nights’ accommodation at Corinthia Hotel London; accountancy services from BDO, legal services from Fieldfisher, recruitment services from Propel Executive, real estate services from Knight Frank; business development services from sector specialists including Advice Cloud, Device Access UK, Durham Lane, Gateway Europe, International Management Answers, and MedTech Logistics; meetings with mentors and government officials; and attendance at the unBound Digital conference in London.
“Corinthia Hotel London is proud to sponsor The GREAT Tech Awards for the second year,” said Thomas M. Fischer, General Manager of the Corinthia Hotel London. “Hosting the winners at Corinthia allows us a first introduction to the most innovative US tech companies and gives them an opportunity to experience London’s twenty-first century grand hotel in a building combining 130 years of history with the most modern technology and hospitality.”
This summer, technology companies headquartered in New York, New Jersey, Pennsylvania, and all six New England states were eligible to apply for one of the sector-specific award categories. An advisory board of industry influencers has chosen the finalists based on their potential for overseas growth and the innovativeness of their product or service. A separate judging panel selected the winners. The eighth award, for the Best of British category, recognized the transatlantic growth of a British technology company that has successfully established an office in New York, New Jersey, Pennsylvania, Connecticut, or the New England area.
The winners were selected by a prestigious panel of judges including: Pete Cashmore, CEO & Founder of Mashable; Glenda Bailey OBE, Editor-in-Chief of Harper’s Bazaar and GREAT Britain Campaign ambassador; Ignacio Isa Martin, Sales Director at British Airways North America; Michael Hayman, Co-founder of Seven Hills; Marco Mohwinckel, Global Head of Integrated Care Solutions at Janssen Healthcare Innovation; Gareth Jones, Co-founder and General Partner at FinTech Collective; Anant Agarwal, CEO of edX; and Thomas R. Burton III, Chair of the Energy Technology Practice at Mintz Levin.
To learn more about the GREAT Tech Awards, visit www.greattechawards.com
IMA is a proud supporter of the ‘GREAT Tech Awards Competition 2015‘ organised by UKTI USA. Managing Director Nigel Taylor will be offering business development services and market entry advice to the lucky winners.
Nigel established IMA in 2003 following a career as a sales focused General Management where he led major Government PFI bids in the vehicle Leasing Industry. Throughout Nigel’s career he was constantly being asked to do things which neither he or his company had ever done before; accordingly, IMA has been established to support companies who experience the same issues Nigel faced during his own corporate career.
About the Competition
Twenty-four tech companies have been announced on the 30th of September as finalists for the UK government’s third annual GREAT Tech Awards. Danny Lopez, British Consul General to New York, announced the names at a reception at the British Residence in Manhattan today.
Representing the states of New York, New Jersey, Connecticut, and Massachusetts, these finalists are innovative companies in the US tech scene that aim to build an international presence, and are in the running to win a business development trip to the UK. The overall winners will be announced at the GREAT Tech Awards Gala on Thursday, 29 October 2015, in New York, and will fly to the UK during the week of 29 November 2015.
“The British government is focused on helping the best and brightest American tech companies to expand internationally, and the GREAT Tech Awards are a shining example of this commitment,” said Lopez. “Today’s finalists were selected from a field of over 145 dynamic firms across the Northeast US. With the UK as the top investment destination in Europe, it is an ideal platform for global growth, and I look forward to seeing these companies grow in the months and years to come.”
This summer, technology companies headquartered in New York, New Jersey, Pennsylvania, and all six New England states were eligible to apply for one of seven award categories. The category finalists are: for Best of USA, ShopKeep, LiveIntent, and Noom Inc.; for CleanTech, Altaeros Energies, H2Sonics LLC, and Heads Up Display Inc.; EdTech, Elemental Path Inc., LightSail Education, and Tinybop Inc.; for FinTech, AlphaPoint, Hedgeable, and WorkFusion; for health, EpiBone, Inc., Behavorial Technology Group, and Celmatix; for Lifestyle, Baron Fig, iDevices, and x.ai; and for Media, Bounce Exchange, Elite Daily, and MAZ. An eighth category, Best of British, also has three finalists: Equivital, TransferWise, and Unruly.
An advisory board of industry influencers has chosen the finalists based on their potential for overseas growth and the innovation of their product or service. A separate judging panel will select the winners. Additionally, the Best of British Award will recognize the transatlantic growth of a British technology company that has successfully established an office in New York, New Jersey, Pennsylvania, Connecticut, or the New England area.
The US winners will receive a customized package that includes: a roundtrip flight to London provided by British Airways; five nights accommodation at Corinthia Hotel London; accountancy services from BDO, legal services from Fieldfisher, recruitment services from Propel Executive, real estate services from Knight Frank; business development services from sector specialists including Advice Cloud, Device Access UK, Durham Lane, Gateway Europe, International Management Answers, and MedTech Logistics; meetings with mentors and government officials; and attendance at the unBound Digital conference in London.
The award winners will be selected by a prestigious panel of judges including: Pete Cashmore, CEO & Founder of Mashable; Glenda Bailey OBE, Editor-in-Chief of Harper’s Bazaar and GREAT ambassador; Ignacio Isa Martin, Sales Director at British Airways North America; Michael Hayman, Co-founder of Seven Hills; Marco Mohwinckel, Global Head of Integrated Care Solutions at Janssen Healthcare Innovation; Gareth Jones, Co-founder and General Partner at FinTech Collective; Anant Agarwal, CEO of edX; and Thomas R. Burton III, Chair of the Energy Technology Practice at Mintz Levin.
To learn more about the GREAT Tech Awards, visit www.greattechawards.com
The new shared parental leave (SPL) regime – which came into force on 1 December 2014 – will be available to eligible parents where their baby is due on, or after, 5 April 2015. What happens if the baby is born late or early?
What is shared parental leave?
The new, rather complex, shared parental leave (SPL) regime came into force on 1 December 2014 . Eligible parents of babies due on, or after, 5 April 2015 will be able to take SPL – either together or at completely different times – in the first year of their child’s life. The mother will still have to take her two weeks’ compulsory maternity leave following the birth but, thereafter, she can curtail her right to maternity leave and the parents may split the remaining 50 weeks between them.
Note. The amount of SPL which may be taken in the first year of the child’s life is calculated by deducting the length of maternity leave already taken before the SPL period starts from a total of 52 weeks. SPL can be taken by either parent, or both, either independently or at the same time.
Who is eligible for SPL?
Before they can opt to take SPL, both parents must meet the strict eligibility criteria. In this regard, the mother needs to have been continuously employed for at least 26 weeks by her employer at the end of the 15th week before her expected week of confinement. Also, her partner must have worked for at least 26 weeks in the 66 weeks prior to the baby’s due date on an employed or self-employed basis or as an agency worker. However, unlike the mother, her partner needn’t have been continuously employed by the same employer.
Note. If one parent is unemployed, or if the mother is self-employed (there are 1.4 million women registered as being self-employed in the UK), there will be no right to take SPL.
Continuous or discontinuous?
Where the eligibility criteria are met, parents may request a continuous period of SPL, or a maximum of three separate blocks which are known as discontinuous periods of SPL, by giving their employer at least eight weeks’ notice of their intention. Any request for one continuous period of SPL must be accepted – you’ll have no right to refuse it on business grounds. On the other hand, requests for discontinuous periods of leave can be refused.
Born early or late?
One question many employers have asked is what happens where a baby is born late or early – does this alter the parents’ entitlement to take SPL? The answer is “no” – what matters here is the baby’s due date, not their actual date of birth. So if a baby is due on, or before, 4 April 2015 but is ten days late, there’s still no right to SPL. Equally, if the baby was due on, or after, 5 April 2015 but makes an early appearance, the parents will still be entitled to SPL (providing, of course, they both meet the eligibility criteria).
Note. To help employers understand the new SPL regime, Acas has produced free guidance. Don’t forget that SPL is entirely optional; parents are under no obligation to take it and independent research clearly indicates that traditional maternity leave will still be the favoured option.
A new system of flexible shared parental leave (SPL) is to be introduced in 2015. It has been described as an “utter nightmare” for employers, but what’s the less talked about catch for employees?
For some time now the government has been talking about overhauling the rights of parents to take time off work following the birth of a child. The current system is regarded as antiquated and doesn’t do enough to help new fathers. To the disgust of many employers, it’s been confirmed that flexible shared parental leave (SPL) is to be introduced in 2015 in England, Scotland and Wales.
How will it work?
When this happens a new mother will be able to convert the majority of her 52 weeks’ statutory maternity leave into SPL. Whilst the first two weeks must remain as compulsory maternity leave, she and her partner will be able to share the remaining 50 weeks’ between them. Although they may choose whether to take this SPL at the same time, in turns or in different blocks, each of them will be limited to a maximum of three blocks.
Catch for employees.
Understandably, this new regime has come under fire. However, there are a few massive negatives for employees which haven’t been made clear. Firstly, SPL is only going to be available to parents who:
(1) are both working;
(2) both have primary care responsibility for the child; and
(3) have each been employed continuously by their employer for 26 out of the 66 weeks preceding the baby’s due date.
Therefore, if a new mother wasn’t in work before her child was born, her partner won’t be able to request SPL from you.
Note. When it comes to pay during SPL, there are to be no enhanced statutory rights for employees. The parents will have to share what would have been the woman’s entitlement to statutory maternity pay (SMP) between them. In order to invoke SPL the woman will have to formally end her statutory maternity leave and waive her right to SMP. It’s likely that many employees probably won’t want to do this, so it’s difficult to see how the majority of parents will be able to afford to take SPL.
Not only will SPL have strict eligibility criteria, e.g. both parents need to be in work, the woman must formally end her statutory maternity leave before it can take effect. You should ensure your staff are aware of this.
At IMA, we have been delivering Executive Search for 12 years and over this time we have seen everything and I thought it would be useful to share our experience and to provide tips on how to conduct an effective Executive Search:
1. Get the Job Description right – THE most important thing you’ll do is write down what you want the individual to deliver. DON’T use old job descriptions or scour the internet to find something similar as every recruiting decision you make should hang off this document!!
2. Make sure you involve the Line Manager, HR and colleagues who interact with this position in getting the job description right.
3. Before wasting your money on external recruitment, have a really good look inside your own Company to make sure there’s nobody who’s ideal for the role – recruiting internally is great for moral, it’s quick and you get a tried and trusted employee at zero recruitment cost!
4. Use your own network/employees to identify potential external candidates. A trawl and advert on LinkedIn is also a good and cheap way of identifying potential candidates.
5. Make sure you use a recruiter who understands the role, your sector and ideally has some operational understanding of the position – we believe in the phrase “using poachers turned gamekeepers”! A good recruiter will challenge the job description and make valuable additions to the specification.
6. Develop a “sales story” to attract candidates, the whole reason for using an Executive Search firm is to dislodge happy employees by offering them something better – your recruiter should help you with this!
7. Make sure your remuneration is adequate, you typically get what you pay for and trying to do things on the cheap is a recipe for disaster as the new employee will either move on quickly or feel aggrieved. Benchmarking is a simple exercise and your recruiter should help you with this.
8. Have a timeline for interviewing and stick to it! Nothing is more annoying for candidates and it can put them off from joining you if they think you’re disorganised and unengaged with the process.
9. Use behavioural profiling to support the recruitment process, this is highly effective and different jobs have different traits and requirements. For example, if someone has low “compliance” they won’t be best equipped for a role which has a lot of detail work, similarly, a Sales Director with low “influencing” skills won’t be able to lead sales.
10. Make all interviewing competency focused, based on the job specification. Creating a matrix to score candidates against (based on the job description) and having a series of set questions will allow you to compare one candidate against the next and this will result in the right candidate being chosen.
We have a passion for delivering truly exceptional Executive Search and if you haven’t found someone by point 4 we’d be delighted to hear from you.
Nigel Taylor, Managing Director and Founder of International Management Answers (IMA)
From 30 June 2014 an employee will have the right to make a flexible working request provided they have at least 26 weeks’ continuous service with you. What does this major change mean for your Flexible Working Policy?
No more cares
There will be some major changes to the statutory right Continue reading