Generally not, however in exceptional cases e.g. strong clinical research background, completion of a PhD and at least one post doc (2-3 years), the Selection Committee may choose to consider an application that does not precisely meet this criterion.

Generally not because the fellowships intentionally target early to mid-career researchers, 4-10 years post doc. However, in exceptional circumstances the Selection Committee may choose to consider an application that is marginally outside this criterion.

No. To be eligible for the CSL Centenary fellowships you must be an Australian citizen, permanent resident or 444 visa holder.

Yes. Australian researchers currently working overseas are encouraged to apply. Note however, that the fellowship must be undertaken in Australia at an Australian research institution/University.

No. Funds from the fellowship can not be expended on relocation costs.

Yes. Candidates can hold a fellowship when applying, but the CSL Centenary Fellowship must be the primary role upon commencement of and during the tenure of the CSL Centenary Fellowship. Fellow will be required to rescind either the other fellowship(s) or the CSL Centenary Fellowship in the event that the fellow holds two or more fellowships concurrently.

Yes. Part of the application process requires evidence of an agreed (current or potential) employment arrangement with an Australian research institute.

Ethics approval is not required to be in place for the application process. It must be in place before research can start as per standard processes at the host institute.

No. Fellowships must be awarded to specific individuals and applications must be made individually.

Candidates are initially short-listed by Selection Committee members on the basis of the written applications. The Selection Committee will meet to discuss the short-list of candidates and make a selection based on the application – incorporating both the prospective fellow’s CV and proposed research project.

Flexibility will be considered as long as start date is within the first half of the calendar year. If a candidate cannot commit to this, they are encouraged to delay their application until the following year.

This fellowship must constitute the fellow's primary role.

Unused funding can be rolled over into following year, however this needs to be agreed to by CSL in advance and must only be a small proportion of the total funding.

Yes. A career disruption is defined as a prolonged interruption, delay or constraint to an applicant’s capacity to work, including but not limited to:

• Pregnancy
• Parental Leave
• Major illness/injury
• Carer responsibilities

The period of career disruption is defined as:

• A continuous absence from work for 90 days or more, and/or
• Continuous, long term, part-time employment (with defined % FTE) due to circumstances classified as career disruption, with the absence amounting to a total of 90 calendar days or more.
• For example, an applicant who is employed at 0.6 FTE due to childcare responsibilities would need to continue this for at least 225 calendar days to achieve a career disruption of 90 calendar days.
• Consecutive changes to %FTE, resulting from a single career disruption event may be considered cumulatively. For example, a researcher returning from maternity leave at reduced %FTE due to carer responsibilities

Fellows are subject to the employment conditions of their host institute. In the event of parental leave, available options include pausing the fellowship for a maximum period of 12 months at any one time. CSL must be advised in writing at least three (3) months in advance of the commencement of leave so details can be agreed.