Tempus SCM project Strategic Management of Staff Development at University Training Seminar

1. Tempus SCM project Strategic Management of Staff Development at University Training Seminar 3 March 2005 - Dubrovnik, Croatia Quality Management & Professionalization Alie van Arragon University of Groningen, the Netherlands

2. Dutch Dimensions • 14 universities • 180,000 students • 60 colleges of higher professional education • 260,000 students • 16 million inhabitants

3. Changes • Secondary education • Bachelor and Master • Quality evaluation • - for teaching = accreditation • - for research = funding & Research Master • International standards

4. Bachelor - Master structure Master: 60 or 120 EC Focus on research Focus on profession (academic level) Bachelor: 180 EC Focus on student Academic learning Active learning environment Major - Minor major minors 120 EC 2 x 30 EC - free choice - two-in-one as major - academic context - chosen discipline

5. Quality Evaluation • All universities • Teaching every 6 years: national • Research every 6 years: international • Since 1988 • Based on: self evaluation and visitation • Students participate

6. Internal Quality Evaluation • Research • - facilities • - output • - role of researcher • Teaching • - courses, tests & exams • - role oflecturer • - facilities • - output: quality & quantity

7. Researchers / Lecturers • Quality Standards • Faculty • University of Groningen • Dutch universities • International

8. Researchers / Lecturers • Policy some years ago • Faculty/Department was autonomous • In general: ‘it is not forbidden ...’ • Different level of awareness • Process oriented • Bottom up ...

9. Researchers / Lecturers • Policy now • Faculty is responsible • Executive Board is accountable • General guidelines: top down ... • Room for differences • Result oriented

10. Researchers / Lecturers • Careerdifferentiation • Professionalization of • - HRM itself • - management • - researchers / lecturers

11. Career Differentiation • Research and teaching • Research or teaching • ‘Outside’ activities • Supporting roles • Go elsewhere

12. Professionalization • HRM: content • Recruitment & selection • Career development interviews • Assessment • Training & coaching

13. Professionalization • Management: content • Competencies • Conflict management • ‘Breaking bad news’ interview

14. Professionalization • Researchers / Lecturers: content • Bachelor-Master / Graduate Schools • Quality assurance • Interdisciplinary focus • Project management • Presentation techniques • Training for specific role / position

15. Specific role / position • For example: training for new professors • Two days • Organization & management skills • Position of professor • Management of change • Own targets • Meeting peer group members

16. Professionalization • Also in general • Didactic techniques / didactics • English language • Cultural aspects of internationalization • IT / Electronic learning environment • Individual coaching

17. Professionalization • Organization & structure • (Personal) development plan: • approved by superior • Every faculty has its own HRM • Faculty of Law: 250 fte, HRM 3 fte • Faculty of Medicine: 1150 fte, HRM 8 fte

18. Professionalization • Rector’s Office: 30 fte • HRM policy & HRM 8 fte • Administration 7 fte • Career paths 8 fte • Legal counsel 7 fte

19. Professionalization Budget: 2 % of personnel costs: M€ 260 = M€ 5.2

20. Not enough Professionalization • Consequences for researchers and lecturers: • No English courses • No Research Master • No tenure • No promotion

21. University of Groningen • English courses = students from abroad • (Research) Master = (top) students • Quality in teaching & research = funding • Future as a research university