There was an excellent response to my query and I am grateful to all those who took time to respond both via e-mail and telephone.
Attached summary of the response I had to the e-mail.
Some key messages:
1. To be successful in the scheme there has to be an institutional commitment to the scheme and there should be a top down drive. Vital to have a range of activities to promote the scheme which will depend on the size of your HEI and areas of activities. Using successful academics to promote KTP was one method which maybe a good route to follow.
2. Having some form of incentivisation process would help in the promotion particularly as this leads to the academic having funds for example to go into their free spend, or using HEIF funds to buyout time to take part in the scheme.
3. If the HEI has no track record supporting the scheme could be an additional load. Ideally would need a dedicated support resource which could be justified if there is a strategy that demonstrated a stead state of say 10 KTPs/yr. Provided Finance and HR are briefed into the scheme and have an understanding how its works HEIs that do not have dedicated support could manage the scheme.
4. Overall consensus seems to be that Univ has to agree to put the Associates on a contract not tied to Univ payscale to reflect the need to meet commercial factors and the need for flexibility. Quite a few HEIs have brokered an agreement with their HR to have such a system.
5. Benefits have varied from new leads, new contacts to also academic benefits eg papers etc.
6. With the proper support from senior management and providing a dedicated resource, HEIs can develop a successful KTP.
Many have suggested looking at the KTP website where there is information available on what benefits HEIi have gained from being involved in KTPs.