Career development supporting
staff (SUPST)
Recognise and make use of talent
Background
•  TU/e Strategy 2020 asks for a serious contribution of
SUPST:
•
•
•
•
Professionalism
Result focused
Efficiency
Cohesion
•  1/3 personnel is SUPST: ca. 1100 employees
•  Motivated SUPST due to recognition and make use
of talent
•  Need for a systematic and structural policy regarding
the development perspective for SUPST
HR Service Department
Importance of career development and policy
•  For the organisation
•  High quality workforce, realisation of organisation
goals and be able to handle changes
•  Prevent decrease of functioning and inflexibility of staff
•  TU/e more dynamic and attractive as employer
•  For the staff
•  Challenging and interested work
•  Job satisfaction and motivation
•  Job guarantee and increase own market value
HR Service Department
Stimulating factors for career development
•  Proactive attitude of employee
•  Self-knowledge
•  Knowledge about the internal possibilities of the
organisation
•  Support management/ HR / colleagues
HR Service Department
Approach
•  Decision Board University to start developing a policy
for career development of SUPST
•  Inventory of best practices career development &
recommendations
•  Setup project organisation representing
all categories SUPST:
•  Setup working groups
•  Big sound board group (digital)
•  Frequent communication with faculties, service units and
unions
•  Careful decision making process
HR Service Department
Projects
1.
2.
3.
4.
5.
6.
Exchange and Placements
TOP (TU/e Opportunity Program)
Training programmes and meetings
Function map
Annual Performance Appraisal
Digital Feedback Instrument
HR Service Department
Implementation proposals
Approach:
•  Change project composition: project group became
steering committee
•  Setup new working groups which developed
instruments based on the proposals
This has lead to the following instruments:
HR Service Department
Function map
Sportdocent (9)
Medewerker Bureau
buitenland (4)
Studie/loopbaanadviseur (1)
Studieadviseur (19)
Stage coördinator (5)
Medewerker Studium
Generale (8)
Studentendecaan (3)
Studentenpsycholoog (1)
HR Service Department
General Education
& Research
support
Education
and
B
Research
PR, Information
& communication
nditions &
Working co
nt
environme
Medewerker audiovisuele
technieken (vervaardiging)
(12)
Medewerkers AV technieken
(regie) (3)
Technicus O&O
vervaardiging (45)
Technicus O&O
ontwikkeling (85)
HR medewerker (20)
Opleider (3)
Medewerker
arbeidsvoorwaarden (3)
P&O adviseur (18)
Ondersteuner ICT (25)
Beheerder ICT (41)
Ontwikkelaar ICT (33)
Procescoördinator ICT
(5)
Consultant (9)
Consultant ICT(5)
Communicatiemedewerker
(37)
Vertaler/Tolk (2)
Redacteur (12)
Communicatieadviseur (14)
Medewerker audiovisuele
technieken (vervaardiging)
(12)
Medewerkers AV technieken
(regie) (3)
Technicus O&O
vervaardiging (45)
Technicus O&O
ontwikkeling (85)
indeling fu
tech
tech
range fu freq
Medew. Av technieken
(12)
5-7
Medew. Av technieken
8-11 (regie) (3)
tech
5-9
Technicus O&O
vervaardiging (45)
tech
8-11
Technicus O&O
ontwikkeling (85)
HR Service Department
11 6 2 3 3 2 1
32 15 6 6 7 3
1
1
2
1
5
1
1
1
16
15
1 3
79 National Research Combination Catalysis
56 Strategic Area Energy
47 Eindhoven School of Education
44 Communication Technology: Basic Researh applicatio
40 Instituut voor Complexe Moleculaire Systemen
89 Communicatie Expertise Centrum
88 Gemeenschappelijke Technische Dienst
87 Dienst Interne Zaken
86 Informatie Expertise Centrum
85 Dienst Huisvesting
84 Dienst Financiële en Economische Zaken
28 Onderwijs en Studenten Service Centrum
82 Dienst Algemene Zaken
83 Dienst Personeel en Organisatie
21 Dienst ICT
19 TU/e Innovation Lab (BE19)
06 Centrale Middelen
51 Faculteit Industrial Design
50 Faculteit Biomedische Technologie
38 Faculteit Bouwkunde
39 Faculteit Industrial Engineering & Innovation Sciences
35 Faculteit Werktuigbouwkunde
36 Faculteit Electrical Engineering
37 Faculteit Scheikundige Technologie
34 Faculteit Technische Natuurkunde
32 Faculteit Wiskunde & Informatica
Function map
Inspiration Days
Start a conversation with colleagues who have an
interesting function
and/or
Visit a faculty or service unit to find out what kind of
work they are doing there and if this could be a new
work place for you
“We want to stimulate
employees to look further than
their own function and offer
them the possibility to find out
about a new function or work
place in a ‘ave way’’’
HR Service Department
TOP TU/e Opportunity Program
•  Around 5 employees
Menu,
“This talent program helps motivated,
talented SUPST to grow towards a
higher or heavier management
function”
including for example :
•
•
•
•
Development assessment
Individual and joint assignment
Company visits
Training, education, courses
Selection committee selects participants
HR Service Department
Education Program SUPST
•  Focus on personal development and
competences
•  Offered per SUPST group or
competence
•  Collegues meet each other
•  Tailor made for needs of TU/e
“The most frequently
occuring indoor
education of TU/e in
one overview”
HR Service Department
Digital Feedback Instrument
•  Offers insight in own competences and
and feasibility for another function
•  Digital 360˚ questionnaire
(based on self selected
competences or UFO-profile)
•  In the hands of the employee
•  Input for Annual Performance
Appraisal
•  Set of competences offers tips for
development
“Use feedback of others as
input for your personal and
career development”
HR Service Department
Annual Performance Appraisal
•  Most important point of the policy for development
of employees, also on the long (four year)
•  Foccus on results and competences
•  Integration of assesment
conversation and job evaluation
conversation
•  Supported by electronic conversation
form
“Systematic attention for
results and development
of employees”
HR Service Department
Questions?
Mrs. Tineke van den Bosch – Doreleijers
HR policy advisor / internal coach
m.m.v.d.bosch@tue.nl
HR Service Department