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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