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Thoughts on Strategic Staff Development at an Entrepreneurial University

Thoughts on Strategic Staff Development at an Entrepreneurial University. Jon File, CHEPS Dubrovnik, March 2005. Some Key Characteristics. Founded 1961; one of younger NL Univs. Regional mission: demise textile industry Started as Technical Univ. but broadened

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Thoughts on Strategic Staff Development at an Entrepreneurial University

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  1. Thoughts on Strategic Staff Development at an Entrepreneurial University Jon File, CHEPS Dubrovnik, March 2005

  2. Some Key Characteristics • Founded 1961; one of younger NL Univs. • Regional mission: demise textile industry • Started as Technical Univ. but broadened • Remained small and “in the East” • To fight vulnerability: try to become much more independent from government

  3. education outstanding quality research international level spearheads environment economic and social development networks public and private partners campus academic culture design-oriented approach education and research Mission

  4. The Integrated Entrepreneurial Culture

  5. Academic Entrepreneurs? • Education: minor & major, digital learning environment • Research: external orientation, >350 spin-off companies • Students: independence (Student Union) & entrepreneurs (USE); >100 student businesses • Internal organisation: relatively independent base units; decentralisation; stimulation funds

  6. Excellent Quality in Education • University of Twente: the best technical university in the Netherlands

  7. But we have no Strategic Staff Development Policies!

  8. HRM-policy • Stimulate competence development • Attractive and responsible employer • Opportunities for talent • Secure and healthy surroundings • (Implementation of reorganisation UT)

  9. New HR-policies Linked to education and research Related to strategy UT • New recruitment and selection strategy • Career development • Management development • Improve staff appraisals • Flexible employment conditions/rewards

  10. ITBE is the University of Twente Service Department for Information Technology, Library & Education

  11. INCENTIVE SCHEMES The incentive mechanism for teaching development consists of performance indicators & appraisals, Chair plan and “UFO” Incentive mechanism for teaching development Performance indicators Performance appraisal Chair plan Job description system (“UFO”) The university is subject to a planning & control cycle Once a year, the director or faculty dean has a performance appraisal with his direct reports The dean draws up a chair plan in co-operation with the scientific directors involved The universities in the Netherlands have agreed upon harmonised categorisation of job descriptions Key part of this cycle are bi-annual meetings between executive board and heads of departments (faculty deans, scientific directors, directors) The plan includes: the fields the chair covers based on educational programmes and research orientation of the academic staff These job descriptions are based on a ‘ladder’ system. To climb this ladder, certain conditions have to be met Appraisals cover: performance in previous period, goals for future period and conditions for performance. Prospective career development and decision on required training are included Description of mechanism Support staff (DUB) prepares speaking notes for these meetings The university has created the possibility to become full professor on the basis of non-research requirements (e.g. education) Educational requirements are part of the conditions for academic staff Performance indicators (research, education – information on general progress of student population) are always integral part of speaking notes

  12. Levels of authority NATIONAL INSTITUTIONAL BASE UNITS

  13. Differences across systems CE USA UK A new convergence?

  14. Center for Higher Education Policy Studies University of Twente, The Netherlands CHEPS interdisciplinary research centre (1984) Major Research areas Governance Management Economics Finance Comparative HE Studies Quality Strong International Research & Project Network M & D Education Projects Short Courses Consultancy

  15. CHEPS AND EUROPE: 2000 - 2004 Countries where: Cheps staff originate Cheps has PhD candidates or graduates Cheps has research or consultancy projects

  16. Countries where: Cheps has PhD candidates or graduates Cheps has research or consultancy projects CHEPS BEYOND EUROPE: 2000 - 2004 CHEPS BEYOND EUROPE: 2000 - 2004 Cheps staff originate

  17. One of our ‘Real time’ conclusions • “We are unconvinced abut the existence of really workable ‘global’ management models, but we are convinced that effective and modern HE leadership and management approaches will be developed out of regional and national traditions and experiences” Jon File and Leo Goedegebuure, 2003

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