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Actions and timetable
Code 11 Evaluation/ appraisal systems
Introducing basic requirements for career trajectories, especially for researchers
Action 1
Deliverables
Timetable
Actors
Checklist on results according to job profile, internal and external project evaluation
December 2012
Action 2
Redefining long term strategic personnel planning due to aging and retirement
Report holding the analysis of staff development 2012-2017
Adjusted Strategic personnel plans of Sciences Groups and other units
November 2012
November 2012
Corporate HR
HR departments
Corporate HR
HR departments
Action 3
Monitoring and annually reporting the improvement of P&D interviews
Enlargement % interviews (80% to 85%) and individual career development plans
Annual reports on performance and development interviews
March 2012 and 2013
Corporate HR
March till December 2012
Corporate HR
Action 4
Implementing the recommendations of Tenure Track Evaluation Committee
Code 21 Postdoctoral appointments (Code)
Recommendations on career development, building track record, educational experience,
Action 5
development of networks
Career and duration of contract
- to offer the absolute top talent an opportunity for a scientific career at Wageningen UR
- post-doctoral researchers need to work on their track record;
- other duties to develop the CV: supervision of students, education and project mgt;
- no stacking of appointments of post-doctoral researchers (max one extension);
- post-doctoral researchers need to be offered new prospects outside the university
- stimulating postdocs, students and PhD's to entrepreneurial activities
Improved website on tenure track policy
Improved and uniform composition of assessment committees
Brochure Tenure Track
Manual for the tenure track recruitment and selection procedure
Format for the tenure track review committee agenda
Format for the tenure track review committee recommendation
Format for tenure track personal file
Personal tenure track development plan
Corporate HR
Corporate E&R
Wageningen Graduate Schools
Top Talent programmes of Wageningen Graduate Schools
Workshops on Postdoc Career Development for postdocs and professors in order to:
Increase awareness
Identify obstacles in career planning for post docs
Find possible solutions for the identified obstacles
Started new businesses and spin offs (StartLife)
June 2013
Talent as a researcher
- post-doctoral researchers need to be practical and skilled in carrying out experiments
- highly competent in scientific methods, the use of models, the synthesis of new ideas, etc.
- chair group needs to offer post-doctoral researchers an inspirational working environment.
- the above can be implemented in recruitment and selection.
Recruitment and selection
- Recruitment and selection needs to be focused even more on the acquisition of top talent;
- Female candidate post-doctoral researchers deserve more recognition.
Competence development and courses
- competence and personal development of post-doctoral researchers
- encouraging researchers to follow courses and providing career advice.
Coaching
- the P&D and career development interviews should focus on career prospects.
- a specific programme should be agreed with the post-doctoral researchers after two years
which addresses the end of the contract, a three-year extension or tenure track.
- selection of coaches at the beginning of the post doc appointment.
Code 27 Gender balance
Every year management reports on the gender situation (facts and figures) are discussed
Action 6
with the local management
Top Talent programmes of Wageningen Graduate Schools
June 2013
Wageningen Graduate Schools
Improved recruitment site Wageningen UR
See Gender balance
June 2013
Corporate HR
Format for Personal Development Plans for postdocs
June 2013
Corporate HR
HR departments
Agreements on career development and coaching within the P&D interviews
including the end of the contract, a three-year extension or tenure track
June 2013
Corporate HR
HR departments
Annual reports on gender situation
Annually
Corporate HR
HR departments
Action 7
Network for Wageningen University Alumni Women’ investigates
underrepresentation of women in higher functions.
VWI Report on the underrepresentation of women
June 2012
Wageningen UR Science Shop
Action 8
Appointment of one or two women in Recruitment and Assessment Committees
Revised composition of assessment committees
June 2012
Managing Directors SG's
Action 9
Partial allocation of NWO-Aspasia Premiums for improving the position of women in science.
It will be used for developing a mentoring- and coaching system for women in science.
Mentoring and coaching system for women in science
December 2013
NWO
Action 10
Developing a course on gender awareness with other Dutch universities
Developed course on gender awareness
December 2013
VSNU