19 September 2008 Liduine Bremer Faculty of Humanities University of Amsterdam

1. Staff development programmes at the University of Amsterdamin the national context of the Netherlands 19 September 2008 Liduine Bremer Faculty of Humanities University of Amsterdam

2. Basic data HRM Programmes at faculty and department level Programmes at university level Success factors and practical obstacles Structure

3. University of Amsterdam: 28,000 students, 5,000 staff Faculty of Humanities: 7,000 students, 1,000 staff University sector negotiates collective labour agreement through Association of Universities (VSNU): universities are employers Set of universal job descriptions, including goals and required competencies, developed by HAY in cooperation with VSNU, implemented in 2003 10 academic job descriptions, 100 for support staff Basic data

4. Professionalisation Expand on strong points: do better what you do well Personal effectiveness Career Mobility Employability Organisation Employability Processes – changes Approach Individual - collective Embedding What is HRM

5. Employability programme 50% matching formula Academic Leadership Management Development programme Foundation certificate for teaching (BKO) How to apply for external funding HRM programmes UvA

6. 2005 and 2008 Supported by Executive Board Groups of 20-25 participants across the university Evaluated as very stimulating Some proportion move on to new job (some outside of UvA) Management Development Programme

7. Chairs Chair Annual reviews Teaching assignments Departments Head of department Annual reviews Teaching assignments Faculty Dean and heads of departments Managing director and department administrators Structural HRM at the FoHumanities- levels involved

8. Department level Full professors Associate professors (Senior) lecturers Support staff All: Employability HRM programmes in FoH target groups

9. Academic leadership (university level) Faculty induction programme for new professors Annual reviews Introduction programme for international professors (free housing first 6 months) Programmes for professors

10. “Personal” positions as associate professor (as opposed to structural positions Criteria Support Training group for associate professors What does the position entail How to assume responsibility for, and arrange, your work programme Tailor made trainings In collaboration with university level Programmes for associate professors

11. New Generation Programme (NGO) Introduction programmes Move & Shake programme : interdisciplinary teaching Foundation certificate for teaching (BKO) in cooperation with university and national level Mentorship for new lecturers Temporary appointments for a longer period Combined lecturer / PhD positions Possibility of promotion to senior lecturer Programmes for (senior) lecturers

12. Training in reviews for managers Organisation of the academic organisation Quality assurance as a living organism Teaching institutes as the link between student and lecturer Support staff and the changing academic organisation Training for management team of faculty office University programme for management development (2006 and 2008) Programmes for support staff

13. Goals To enable staff to find their way within the faculty To make them aware of the necessity to display initiative in all areas, taking the context into account (feasibility) To make use of the (limited) possibilities within the position To network, cooperate, organise support for initiatives To obtain the foundation certificate for academic teaching Introduction programme for new (senior) lecturers

14. Programme and approach 6 monthly meetings of 3 hours Participants are given time in order to participate (teaching load reduced with one course – 10 ECTS Themes are defined in consultation with participants Guest speakers (with instruction to imagine themselves in the position of the participants) Preparation: web, texts and assignments Application in individual practice Language Introduction programme for new lecturers

15. Themes Strategy and organisation; Finance; Foundation Certificate for Teaching; Context analysis (political) Intervision Directors of Education Institutes Generate support for ideas HR and the tasks of the lecturer Directors of Research Institutes External funding: national research funds and contracts Advising, managing and governance; personal effectivity Internal and external communication Changing the culture Introduction programme for new lecturers

16. Intake interview in august/september Advice Attend entire 6 –day programme Attend part of programme Start of Portfolio Special instruction for Humanities staff Competences Mentors Lecturer of the Year Recently promoted senior lecturers Final Assessment Assessors Foundation certificate for teaching (BKO)

17. Result of negotiation with trade unions Applications should focus on improving employability in a new position University-level committee judges applications Faculty should match 50% of cost Humanities account for majority of applications and awards Not happy with procedure: faculty cannot judge or steer applications Employability programme

18. New generation programme (2003) New lecturers (2005-2007) Mentors (BKO) New junior lecturers (2006-2007) Participants from current staff Programmes for current staff Department chairs Supervisors Support staff Total staff directly impacted Total cost 11 27 50 40 6 10 6 40 6 171 1 M Effects

19. Support from executives at university and faculty level Interrelation between programmes Academic staff member responsible for programme development and implementation Recognition of work load: reduction of teaching load Success factors

20. Changes in executive positions Lecturer programme: practical problems in accommodating innovative, cross-department teaching programmes Lack of concrete possibilities for promotion Obstacles and risks