My career


Information and inspiration for your own professional and career development. 

Here, you can familiarize yourself with where you are now, and how you can develop further, or think about what the next step might be. In this way, you invest in yourself and in your own professionalism. Thus, you are - and remain - versatile both inside or outside the university.

Personal consultation

In addition to what is being offered on this site, the advisers at the Career Development Centre would be more than willing to have a personal advisory meeting with you to discuss the possible steps to move forward in your career or development. 

The roadmap 

What am I good at?
What do I think is important?
Where am I in my career?
What ambitions do I have for the future?
What other jobs do I enjoy?

It is good to occasionally consciously reflect on where you are in your work. This includes taking a look at what you are good at, how you further develop your talents and where your ambitions lie. This can be done by asking for feedback from your manager and colleagues, participating in a training course that focuses on career orientation, testing yourself in a scan or an assessment, examining other positions within the university or looking behind the scenes at another job or organization.

  • Feedback

    Where do your talents lie and which of your competencies are suitable for further development? A useful way of gaining a clearer idea of this is to ask your manager, colleagues, employees, or customers for feedback. This could be in relation to the competencies that form part of your current position, but also to a possible next step in your career.

    Use the digital feedback instrument to ask other people to give feedback on competencies chosen by you. Log in to the UFO website to find the digital feedback instrument, together with an instruction guide in the menu.

    Exploratory interview

    Do you need advice on where you now stand in terms of your career and on the development opportunities available to you? Make an appointment for an exploratory interview. The purpose of the interview is to look at what exactly you are looking for and to advise you on the appropriate options.

    If you decide, post-intake, to take part in a career guidance track or training course for example, or to take coaching, this will always be in consultation with your manager – this is because it may take time or incur costs.

  • Scans & assessment

    If you would like a clearer picture of your own abilities and ambitions, then the abilities and ambitions scan could be helpful to you. The scan throws light on your options and opportunities. You can then discuss the results with your manager or advisors at the Career Development Centre (CDC).

    If you would like to find out the challenges and lessons that lie in your current or possible future position, then the development assessment will be a useful tool for you. The assessment provides pointers towards the direction in which you could proceed and towards how you might work on your personal and professional development. You will receive a report with an assessment and advice.

    The scans and assessments are not generally free of charge. Talk to your manager to find out whether a scan or an assessment would be appropriate in your exploration of your career options. For advice on which instrument would be most suitable to your situation, get in touch with an advisor at the Career Development Centre.

    • Capacity and ambition scan

      For whom

      UT employees, who want to gain more insight into their own capacities, ambition(s) and (career) opportunities.


      Ongoing (by appointment)


      This scan offers insight and a reliable perspective on one's own qualities, ambitions and (career) opportunities. Participants are supported by a specialized, experienced (career) psychologist.


      The scan is free of charge. Participation requires permission from the immediate supervisor..

      Working method

      Participation in the scan takes place via an intake at the CDC. The scan starts with determining the questions to be examined. If necessary, additional valid tests are used. The execution of the scan leads to the mapping of ambitions and talents and is supported by a report. The advice to each participant is to discuss the report with the manager and/or HR or CDC advisor but the participant always decides on this 'as owner'.


      Pascal de Wijngaert, experienced psychologist.

      Duration and time

      1 half-day (4 hours) implementation and a few hours preparation time; this depends on the questions to be examined and the (possible) use of digital questionnaires.


      At Career Development Centre, by relevant HR advisor and/or direct supervisor.


      De Wijngaert HR Dienstverlening, located at Hengelosestraat 511.


      Career Development Centre HR
      Telefoon: 053-489 3636

    • Development assessment

      For whom?

      Employees who want to discover where their qualities lie in the current or future (aspired) function and who want to have tools to help them develop.


      This assessment offers insight into one's own qualities and development points, related to the current or future (aspired) function. Participants are supported by an experienced and specialized (career) psychologist.

      Working method

      Participation in the assessment takes place via an intake at the CDC. The assessment starts by mapping out the various competencies required for the position. Using questionnaires, cognitive ability tests, practical simulations, and an interview, the employee's qualities and development opportunities are analyzed. This leads to a reliable picture of capabilities, in the form of a report with assessment and advice. The advice to each participant is to discuss the report with the manager and/or HR or CDC advisor but the participant always decides 'as owner'.

      Duration and time

      2 half-days (total: 8 hours) of implementation. Part of this involves filling out (personality) questionnaires that can be completed at home.


      Ongoing (by appointment)


      There are no costs associated with this assessment. However, permission from the manager is required for participation.


      Pascal de Wijngaert, an experienced psychologist
      Office: Kennispark Twente, Capitool 50, 7521 PL Enschede
      linkedIn: pascaldewijngaert

      Information and registration

      At the Career Development Centre, by relevant HR advisor and/or direct supervisor.
      Career Development Centre HR
      Telephone: 053-489 3636

    • Talent Motivation Analysis (TMA)

      Explore your talents using the Talent Motivation Analysis (TMA)

      Are you keen to continue developing in your current position, or are you ready for the next step in your career? Then gaining insight into your talents and motivations is an important place to start. The University of Twente’s Career Development Centre provides assistance in the form of a Talent Motivation Analysis (TMA). Complete three steps to gain insight into your own unique talent blueprint. The results will show your strengths and what energises you.

      The TMA is a tool that maps motivations and talents based on personal preferred behaviour. The analysis yields a competence profile and provides insight into development opportunities. The TMA consists of a personal intake interview and an online questionnaire, each lasting approximately one hour, followed by a personal feedback meeting lasting approximately an hour and a half.

      Can’t wait to continue working on your development and gain more insight into your full talent potential? Please do not hesitate to contact the Career Development Centre for more information about the TMA.

  • Shadowing days

    Getting a fresh perspective can sometimes be very stimulating – this could be achieved in an exploratory conversation with a colleague, for example, or by shadowing someone in a position that interests you. It is a chance to experience the ‘reality’ of the position and the ambience of a particular working environment. Other benefits include networking opportunities, learning from others, and acquiring new experiences and insights that you can use in your own work setting.

  • Test yourself

    Who am I, what do I want, what am I capable of? To make any progress in your personal and professional development, an important first step is to have a good idea of your own personality, abilities, and wishes. To assist you with this, we are offering five tests that you can do at a time and place of your own choosing.

    Only you will be able to see the results and they will not be stored. If you would like to keep the results, you can store them yourself at the end. Should you not do so, they will not be retained.

    Digital skills tool 

    In an increasingly digital UT work environment, our digital skills are increasingly important. Use this Digital Skills Tool to gain more insight into your digital talents and digital development opportunities. The tool is designed as a conversation tool, which you can walk through together with your supervisor or colleagues, but is also suitable for individual use.

    Or take the 'Level up your digital skills' & 'Excel Essentials' courses on GoodHabitz


    Get To Know Yourself

    1. Pick a test that suits you and start right away
    2. Receive your results in a report
    3. Get started with personal tips

How can I keep my personal and professional development moving forward?
How can I perform my work even better?
Where can I find assistance in progressing my development?
How can I discuss my wishes and ambitions?

Would you like to further your development in your current specialism, or work on your personal skills? There are various ways of achieving this. One way is to take part in one of the many training courses provided by UT. Another is through the support of a mentor or coach. Careers' advice is a good way of carefully considering your wishes and ambitions, and your next steps. It is important and useful to actively discuss these matters with your manager. A good time to do this is during your annual performance appraisal.

"Investing in yourself and your own development often results in your work becoming more enjoyable and makes sure you keep moving forward."

  • Training

    Are you looking to enhance your professional skills or broaden your knowledge of your field?

    UT believes very strongly in the development of its employees, with a view to achieving inspirational teaching, ground-breaking research, relevant innovation, and outstanding professional support. Training courses are an excellent way of boosting your current position or of preparing for your next career move. Every training course for the University’s employees can be found at the Centre for Training and Development. They have been categorised according to six themes: 

    • Research, 
    • Teaching,
    • Language and communication,
    • Leadership, 
    • Career development, 
    • Personal effectiveness. 

    There is also a specific range of options for PhD students and postdocs. Take a look at your training course options on the Centre for Training and Development website.

  • Mentor & coaching

    If you would like to work on your career or other development with the help of a senior colleague, then you should consider the mentor program. In four discussions with your mentor, you have the opportunity to examine your personal career issues. This could deal with such questions as to how to expand your network? What are the unwritten rules at UT? How can I prepare for the next step in my career? It is also a chance to spar with your colleagues during peer-to-peer review sessions.

    • Extensive information about the mentor program

      The mentoring program offers you, as a (junior) staff member, the opportunity to reflect on your career or on working within the university in sessions with a senior staff member.

      The coupling

      In this program, the mentor and mentee are linked together for one year. The aim is that they do not work in the same field or the same service department so that it is easy to talk about your current career path or work setting. The mentee may indicate a preference among the available mentors.

      The program starts with a kick-off gathering, where all mentees are present and where the goals for the sessions are defined. In addition to this meeting, the mentees are invited to participate in a number of peer review sessions, so they can share their opportunities, concerns and questions with people who are in the same stage of their careers.

      Coaching and supervision

      After the kick-off gathering, you need to make the appointments with your mentor, with a maximum of four. In about four 90-minute talks during the course of that year, you discuss your work or career-related questions. As a mentee, you are responsible for the quality of your own specialization track. You decide (possibly together with your mentor) the learning objectives and the questions you want to answer for yourself during that year. In addition, you arrange the appointments with your mentor.

      You can expect the mentors to share their experiences with you and reflect with you on your questions. This could include, for example: how to deal with conflicting interests; how to use your network in a focused manner to further your own research, or what your next career step might be. It is also possible that issues such as work-life balance, dealing with difficult colleagues, or time management will be discussed. The topics that are discussed depend on your questions.

      Registering as a mentor or mentee

      A mentoring program starts once a year. Our next program starts in 2024.
      For the time investment, the mentor receives € 200, - Euros per session, to be used by the service department/faculty. The initiative to make the appointments and prepare the themes lies with the mentee.

      Registration for the mentor program as mentor and mentee will be available in 2024.

      If you have questions please contact

  • Careers advise

    Is your job right for you, or is it time to move on?

    Do you actually know where your talents, qualities, and ambitions lie?

    Careers' advice can help you achieve a better understanding of who you are, what you are good at and what you are looking for from your work. The result will be concrete advice on what your next steps should be.

    The process is as follows. First, the Career Development Centre conducts an intake interview. We then jointly decide on the next step. Short programmes are managed internally by the Career Development Centre advisors. For more detailed programmes, we work in partnership with various companies that specialise in career advice.

    The more detailed programmes are not free of charge; you should discuss the options for embarking on one with your manager.

  • Annual performance appriasal

    In the annual performance appraisal you have with your manager, you look at both your performance and your development. What competencies would you like to work on in order to be able to do your current or future work more effectively? Are you in the right job? What might a suitable next step be?

    Your annual interview is also a good time to talk with your manager about how the two development days that form part of the Collective Labour Agreement are to be used. You can use these days for a wide range of activities that contribute to your personal development and deployability in the context of your current or future work.

    You and your manager may conclude that you would benefit from personalised advice. If so, please contact the advisors at the Career Development Centre.

    360-degree feedback

    The Career Development Centre offers a range of tools that can help you during discussions on your development. For example, there is a 360-degree feedback instrument (Log in to the UFO website, then you will find the digital feedback tool with a manual in the menu) in which you ask for and receive feedback from everyone you work with, manage, or who manages you. In other words, the feedback is more wide-ranging than what you receive from only your own manager.

Am I ready for a new challenge?
How can I broaden my experience and horizon?
I know what I want, but how do I get there?

It is good to keep moving forward, whether it’s on a temporary project or because you are ready for the next step in your career. New work experiences in a different role or work environment broaden your perspective and provide greater clarity on your qualities and interests. Projects, internships, and work secondments are good opportunities for this. If you are looking for somewhere new to work, then it is a good idea to explore vacancies both at and outside UT and to acquire knowledge and skills in order to apply for jobs successfully.

  • Going abroad

    Would you like to find out what developments are taking place in your field at universities abroad and would you like to learn from them? If you are planning to go abroad, you may be eligible for a grant. Visit the Staff Mobility website to explore your funding options. If you have found a suitable grant, discuss with your manager whether a visit to international university would be a good investment for broadening your knowledge and experience.

  • Internships and work secondments

    Being on an internship or secondment involves working at a different location or even with a different organisation. This could be to gain fresh knowledge for your current position or as a means of exploring possible future options.

    It is a good idea to consider beforehand the purpose of your internship or secondment and where this purpose can best be served. You should discuss this with your manager or HR advisor.

    The initiative for finding a suitable place in or outside UT lies with you, so you should use your own network for this. The Career Development Centre can help you find a suitable place by using its regional networks or at universities in the Netherlands.

  • Applying for jobs

    If you are about to apply for a job at or outside UT, good preparation is essential. What constitutes a good CV? How do you write a letter that grabs the reader’s attention? What kind of questions will you get asked during a job interview? How important is social media nowadays?

    The Career Development Centre will give you feedback on your letter or CV, on request. There is also a special training course for PhDs and you can check out the Career planner by Academic Transfer.

  • Job vacancies

    Are you ready for the next step in your career?

    If so, keep a close eye on the vacancies at UT. One way to do this is to sign up for a Job Alert. You will receive an email whenever a new vacancy arises at UT.

    Would you like to stay up to date regarding other vacancies? For academic positions, see Academic Transfer (or Academic position or Research Gate) and for jobs elsewhere in the region,

"You can also contact us without a specific issue. We are happy to map out where you are now and what (career) possibilities are available."

  1. Contact us to share your question.
  2. We schedule a personal acquaintance with one of our CDC colleagues.
  3. We offer a solution for your question. 

Information for managers

As manager, you have responsibility not just for your own development, but also for that of your employees and your team as a whole.

  • Read more

    Discussing individual development 

    Discussing development can take place in any regular conversation, at the initiative of either party. Relevant questions are: What qualities does an employee have that could be better used? What aspects can an employee develop in order to improve his or her performance? What are the long-term aims with regard to his or her development? What would be a good next step from an employee’s current position, at UT or elsewhere?

    As a manager, you are one of the most important discussion partners when it comes to personal development. You have a clear idea of your employees’ performance and qualities and you can provide them with valuable feedback. In addition, you are in a position to encourage and facilitate their development. Employees themselves are in control of their own development and careers. For professional support with personal development and career-related questions, you can refer your employees to the Career Development Centre. They can use the centre for an obligation-free interview and get advice on relevant steps to take and activities.

    Team development

    As well as the development of individual employees, you are responsible for the development of your team as a whole. Possible questions are: What professionalisation is needed now that our services are changing? How can we make the team work together more effectively? What aspects need to be developed following the reorganisation? You can contact the Career Development Centre for custom-made advice.

    The annual performance appraisal

    A good time to discuss personal development is during the annual performance appraisal. During the interviews, you look not just at each employee’s performance, but also at how they wish to develop in both the short and long term.

    If, as a manager, you need broader-based feedback on the development of your employees’ competencies, then you have the option of using a 360-degree feedback instrument (Log in to the UFO website, then you will find the digital feedback tool with a manual in the menu.) This digital feedback instrument can be used by employees to ask the people he or she works with for feedback on pre-agreed competencies. The competencies in question could relate to the employee’s present university-job profile or those that belong to a possible next step.

    For assistance in conducting a development-based annual or other interview, you can always ask your HR advisor

team development

The Team Development offer responds to the challenges that teams face and provides tools to perform and develop well as a team. The offer can support your team when you encounter a challenge. But even when a team is functioning well, the offer can help you optimize your team.


  • Communications

    See NL site, EN parts need to be completed

  • Team & Talent

    See NL site, EN parts need to be completed

  • Hybrid working

    See NL site, EN parts need to be completed

  • Vision and purpose

    See NL site, EN parts need to be completed

  • Collaboration

    See NL site, English part still needs to be filled in

    UT Strategy Game

    A serious way to implement our UT Strategy Shaping2030 is with the UT Strategy Game. It brings UT's core values to life in a playful and interactive way. You play the game with 6 to 9 people, preferably from the same team. To end up with the most impact points, your strategic insight, entrepreneurship, and team player skills will be called upon. UT Strategy Game is there for anyone who values team development and wants to further integrate Shaping2030 into everyday work. If you want to plan a game session, please contact Elke van Bogget.


Do you have questions about what is offered on this website or do you need personal advice or a tailor-made programme? 
If so, please contact one of the employees of the CDC;

drs. R.E.M. de Sousa (Janneke)
drs. R.E.M. de Sousa (Janneke)
Programmamanager Career Development Centre
S.P. Boekholt (Sofia)
S.P. Boekholt (Sofia)
Course Coordinator CDC

About the career development centre

The Career Development Centre (CDC) provides expertise, advice and a wide range of services in the area of professional and career development.
The aim of the CDC is to support staff and managers in their individual and/or joint development, so that they remain capable of realizing high-quality work in the continually fluctuating environment in which the UT operates.  
The starting point for the CDC is that employees control their own career development and that managers recognize talent and stimulate and facilitate development.

Our motto, finally, is simple: dare to do well!

For ideas, comments or changes to this page, please email

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