- Annual interview (FJUT) for employees14-11-2023 Under construction The information on this page is outdated. We are currently redesigning our annual appraisals. We aim to provide this page with up-to-date and improved content in the first quarter of 2025. Thank you for your understanding and patience. My Annual Interview (AFAS) Your annual performance cycle Here you will find guidelines including a description of the cycle and useful suggestions for links to help you prepare for your reviews. Looking for 'Annual interview (FJUT) for managers'? Recognise and reward topic page Organizational development and the development of professionals are becoming ever more important at the UT. We believe you should be aware of how you can contribute to our shared goals, that you reach agreements to hold up your end and that you get due recognition for the performance you deliver. The annual performance cycle is the tool used by the UT to reach agreements with individual members of staff, to monitor their progress, to offer timely guidance and, ultimately, to
- Courses and study facilities for employeesInspiring education, ground-breaking research and relevant innovation are all at the heart of what we find important at the UT. Every day, more than 3,000 academics and other professionals work hard to maintain these core values. As the UT is part of the constantly and rapidly changing international academic environment, it is important that our members of staff continue to develop themselves, for example to be able to provide education in keeping with modern standards or to draw up a grant application likely to lead to a successful outcome. To this end, the UT has developed a broad range of courses and training programmes for both academics and support staff. According to the collective labour agreement (CAO) for the Dutch universities, every employee receives at least two development days per year for personal development. Go to the Course finder Looking for Courses and workshop for students? Looking for Professional development for teaching staff? UT & Futurelearn Campus Program News A test in 2021 of “FutureLearn
- DE&I Advisory BoardDiversity, Equity and Inclusion (DE&I) Advisory Board The Diversity, Equity and Inclusion (DE&I) Advisory Board, formerly the Ambassadors' Network, was founded in 2006. It started as a network with specific attention and support for career paths for women in science and nowadays has broadened the focus to Diversity, Equity and Inclusion (DE&I). The DE&I Advisory Board is an active interdisciplinary group consisting of both support and scientific staff from all over the UT that advises the Executive Board on DE&I topics . The members are passionate about DE&I matters and committed to promoting a diverse, equitable and inclusive university. They both act as ambassadors to, and on behalf of the organisation, exchange ideas and best practices and actively listen to which topics need attention. The DE&I Advisory Board has an active advisory role at UT in supporting Diversity, Equity and Inclusion. Referring to and connecting with those responsible for implementing DE&I is also an important part of our role. The DE&
- Lean way of workingLean: Continuous improvement at the UT In order to achieve our goals, being able to work together on complex issues that have an impact on society is essential. This requires an effective and efficient way of working, the development of matching skills and the knowledge that it is OK to make mistakes as long as we learn from it. We want to become a learning and improving organization. For this we strive to work according to the Lean principles and to implement improvements in short sprints, such as within Agile Scrum. Lean stands for delivering value for the customer in the most effective way possible. Each department also has its own objectives, in line with the ambitions of the UT organization, in order to be able to achieve the agreed quality. When we observe that targets are not met, the goal is to improve together. To do this, it is important to have the right skills, both on an individual and team level. Through courses or training-on-the-job, everyone, individually or per team, can learn more about this
- Mijn loopbaanAre you looking for a mentor or coach, career advice or an assessment? Or are you looking for an offer for team development together with your team?
- Professional development for teaching staff: English, UTQ/BKO, Teaching FrameworkAttractive and high-quality academic education largely depends on the skills of the teachers employed. Within a challenging study environment such as the Twente Educational Model (TEM), the teacher is both a source of inspiration and a critical coach for the students. Investing in the professional development of teaching staff greatly contributes to maintaining and further improving the quality of education at the UT. At the UT, professional development of teaching staff is enhanced in two ways: by way of the University Teaching Qualification (Dutch: Basiskwalificatie Onderwijs, BKO) and by way of improving the teacher's English communication skills. In addition, the Centre for Training and Development (CTD) offers an extensive range of professional development activities for both starting and (more) advanced teachers. Looking for development possibilities for employees? Language Policy The UT actively promotes internationalization, as a result of which the English communication skills of UT staff are becoming
- Professorship policiesPolicies related to professorship: Tenure TracK, IUS, etc. Tenure track positions The Tenure Track position is open to highly talented academics with the potential to become a professor. As an indication, the Tenure Track for a candidate starting at the level of Lecturer runs for ten years, upon successful completion of which the candidate will be promoted to the position of Professor. This type of permanent position starts with temporary employment at UT for a period of up to seven years with the chance of and permanent contract after 18 months. Contrary to other countries, the Tenure Track at the UT is not terminated once the candidate's employment becomes permanent. If positive results are achieved, the Tenure Track guarantees the candidate a position as a Professor. People from various academic levels, dependent on their experience and achievements in previous positions, can enter the Tenure Track. Per career step, clear and individual performance agreements are made with the Tenure Track candidates. Extraordinary
- Vacancies creationDevelop your talents further in every respect as a support or scientific professional. At the University of Twente, that is one of our main priorities. From groundbreaking scientific research to innovative education. Internal and external vacancies External vacancies (which are open publically) can be found on the page utwentecareers.nl. Internal vacancies (vacancies for UT staff members) can be consulted at the internal vacancy website. Staff members can register for job alerts through this website to stay informed of the latest internal vacancies. Assistance with recruitment & selection HR offers assistance to managers and members of recruitment and selection committees in professionally recruiting and selecting top talent. Examples of this assistance include advice on: target group-oriented recruitment, creating attractive candidate profiles, competency-oriented selection, interview selection techniques and utilization of additional selection methods. More information can be found under recruitment and selection