Recognition and Rewards

Last edit: 25 Sep 2023

Today's societal challenges call for more collaboration, team science and a multidisciplinary approach by scientists. Putting joint ambitions into practice in Dutch academia requires a more specified Recognising and Rewarding of talent and career paths. With this, the UNL calls for modernisation of the assessment system for talent as a prerequisite and started the national programme Recognition and Rewards; Room for everybody's talent. UT takes it broader and sees it as a part of the Talent Development program, where principles of Recognition and Rewards have to be applied throughout the workflow, starting from recruitment and selection, towards exit practices. The modernisation of Talent Development under principles of Recognition and Rewards is about more focus on impact-driven work in academia, with predominance of the qualitative assessment over quantitative. Ultimately, this is followed by improving the quality of each of the core areas: education, research, impact, leadership and (for university medical centers) patient care. 

Recap of the Recognition & rewards Festival: 'Rethinking Assessment'

On 13 April the Recognition & Rewards Festival took place. A day full of interaction and inspiration to inspire to take the next steps within Recognition & Rewards. Have a look at the aftermovie. In addition the RR-team made a recap looking back on the festival and the workshops we gave and attended.

Recognition and rewards: room for everybody’s talent

In the national programme Recognition & Rewards UNL works with all universities, including UT, university medical centres, reputable research institutes and research funders on:

  • diversifying and vitalising career paths,
  • achieving balance between individuals and teams performance,
  • stimulating open science
  • stimulating academic leadership,
  • focusing on quality, creativity and content instead of quantity

To find out how each university is progressing in these areas, an annual survey called the Cultuur Barometer will be conducted.

10 UT principles

As UT we go one step further in committing ourselves in rewarding not only academic staff but also supporting staff. In this we even are a leading example for other universities. The RRteam supports the University of Twente by organising Talkshows, develop concrete tooling and embedding the guiding principles in policies.  . 

What can you do to boost your talents? 

As the ultimate people-first university of technology, we invest in your talents and of that of your team members. Our aim and approach is to attract, develop and empower everyone’s talent by creating an inspiring, stimulating and inclusive environment. Together with you, we want to make our science and education better, our services healthier, our careers and opportunities boundaryless,. We value having a dialogue with each other, inspiring each other and sharing experiences and successes.But we also work in interdisciplinary groups to combine efforts and create the necessary tools or guide the process to make sure we can make an impact on how someone is recognised and reward. Here are some tools that you can use to set your own career path. 

  • Talent Development map

    The TDM is a first practical guide to assessing talents on impact based indicators, founded on the principles of recognition and Rewards. It integrates UFO profiles, Twente Manifesto, the model of Graham and ideas of COARA and DORA agreements.

  • Impact Narrative

    Rewarding and Recognising Teaching is high on the agenda both nationally and within the University of Twente. Recently, people from various sections of the UT have actively contributed ideas in working groups for the practical implementation of rewarding and recognising education as part of career development. This group initiated the experiment to use an ‘Impact Narrative’ for promotions in education. The purpose of the Impact Narrative experiment is to provide more practical tools for rewarding and recognising education.

    Impact Narrative is a description of your impact on education at several levels (from student-level to university-level) using the University of Twente Teaching Framework. In the Impact Narrative, the candidate describes his or her plans for future impact in education related to the promotion criteria, with the objective of being promoted in a timeframe of 2-3 years. The Impact Narrative can be the basis for a constructive discussion between the candidate and the evaluation committee about this impact, complementary to the (regular) quantitative measures of educational output.

  • Teaching Culture Survey

    The Teaching Cultures Survey is a global survey, looking to understand how the status of teaching and learning is viewed by the academic community. Three cross-section surveys are being undertaken in all (2019, 2022, 2024). The survey is undertaken as a collaboration between the participating institutions and Advancing Teaching, a global initiative focused on improving the reward of university teaching. The results of this survey gives us important information about our own teaching culture at the UT and can help us create a balance between research and teaching that does justice to all talents and efforts.

    UT Teaching Culture Survey results

Talk Show  

  • 12 September 2023

    On Teusday 12 September about 80 UT'ers came to Langezijds to speak about Recognition & rewards. Have a look at the aftermovie to get a feel of the afternoon. And make a note in your agenda. The third talk show will take place on June 19.

  • Tuesday 31 May 2022

    In the first Talk show on Recognition and Rewards students and UT staff were invited to discuss the desired situation and the concrete actions that are needed to bring Recogniotion and Rewards from paper to practice. The event had the form of a 'talk-show'. Led by Roderick van Grieken (the Netherlands Debate Institute), the following propositions were presented:

    1) Assessments should only be done on a team level
    2) The recognition and rewarding method will guarantee a top 10 position for UT by 2030
    3) 20% of free space should be included in all curricula at UT 
    4) Rules and regulations are the biggest obstacles in implementing recognition and rewards
    5) Leadership development is primarily a responsibility of the individual, not the university

    The three bold statements were chosen for in-depth discussion.

    Subsequently, one group was challenged to defend that proposition, another group – argued against it, while the third group was challenged to extract from the discussion the advice for concrete practices at UT. We heard different voices. Roles were rotated, so everyone got a role mentioned above.

    Important takeaways were: Recognition and Rewards is alive, there is space for different opinions, and there is work to be done on how to proceed further. Based on the three chosen statements, it could be concluded that the themes to which the University of Twente should prioritise are known. The most important takeaway is that open discussion contributes to the further development of Recognition and Rewards. That may be stating the obvious, but the absence of a 'contrary voice' would be worrying. The call to repeat the event has been heard. 

Aftermovie second Talk show Recognition and rewards


Do you want to know more about Recognition and Rewards or talent development in general at UT? Please contact your HR contact. 
Do you have any suggestions for the RRteam? Please contact Jeroen Jansen:

J.P.M. Jansen (Jeroen)
J.P.M. Jansen (Jeroen)
Supporting Staff

Or do you have any improvements or ideas on the broader subject of Talent? Please, contact Annemiek Baars:

drs. A.M. Baars (Annemiek)
drs. A.M. Baars (Annemiek)
HR policy manager

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