Career in Progress Symposium
Thursday June 22, 2017Join our tailor-made afternoon symposium dedicated to stimulating employability at the EUR. The event aims to explore the vital role that you (the academic supervisor) have in fostering the career and talent development of your academic staff members. The symposium will combine a mini masterclass by an expert in the field, with highly interactive workshops and brainstorming sessions. The afternoon will conclude with a career market that provides new perspectives, tools, tips, and tricks concerning the HR-projects, facilities and initiatives that are on offer at the EUR to further enhance the employability of your employees. You can consult the full programme and
Type:Symposium with a mini masterclass, interactive workshops and brainstorming sessions
Target Group:Supervisors of Academic Staff (Associate Professors and Professors)
Time:12.00 – 16.30 (lunch will be provided)
12.00 – 12.30Walk-in lunch + registration (Foyer, Erasmus Paviljoen)
12.30 – 12.40Opening the Dean of the Erasmus School of Law, Prof. Suzan Stoter (Theaterzaal, Erasmus Paviljoen)
12.40 – 13.15Introduction of theme via a (mini) masterclass on career development, employability and talent management
13.15 – 14.00Presentations / best practices by EUR academic staff members who have managed to find (temporary) alternative career paths
14.00 – 14.15Break
14.15 – 15.45Interactive workshops and brainstorming sessions (various locations Erasmus Paviljoen)
Participants are allowed to take part in 2 workshops or brainstorm sessions
15.45 – 16.30Career market and drinks
Workshops and Brainstorm Sessions (Register Below)
How do you talk about career and talent management?This interactive and practical workshop aims to provide participants with the opportunity to ‘act out’ a conversation regarding career and talent development and/or the possible next steps outside of the EUR (in a focus group setting). Using professional actors, individuals will be given the opportunity to bring along cases and examples of possible conversations they may have had with their academic staff members. Valuable feedback will be provided at the end of the workshop.
Topics that may be covered include:
- What is the best way to conduct a conversation with your staff member(s) regarding career and talent development?
- How do you initiate a conversation without coming across as intimidating?
- How do you, as an academic supervisor, deal with different types of staff members such as:
- The intrinsically motivated academic staff member (who has set out his/her own path and seeks guidance and inspiration);
- The talented academic staff member who (feels) like he/she is on the verge of getting stuck in his/her current career path;
- The academic staff member who feels out of place in his/her current department/section?
Supervisor as the catalyst in career developmentThis interactive workshop aims to explore the vital role that you (the academic supervisor) have in fostering the career and talent development of your academic staff members. During this workshop you will be asked to reflect on your own (conscious/unconscious) convictions regarding career development. In addition, you will discuss what can be done and what is needed to further strengthen the role of the academic supervisor in terms of being the catalyst for a staff member’s career and talent development.Moderated by Internetspiegel (ICTU), a research programme established by the Dutch Ministry of the Interior and Kingdom Relations. Their primary aim is to research themes including career mobility and development and to share their findings with institutions and organisations in the Netherlands.
Diversifying your departmentThis brainstorm session focuses on how you can (further) diversify your department in terms of gender, nationality and age. The discussion will be centred primarily on the concept of implicit bias and recognizing how this can influence you as an academic supervisor. Topics that may be covered include:
- How can I, as an academic supervisor, guide and motivate all of my (diverse) staff members? What do I need to do to further their employability?
- How do I ensure the future career development for young and talented academic staff members?
- How can I tackle issues faced by women (as well as men) in terms of their career development?
- Where does implicit bias fit into all of this?
Alternate career pathsParticipation in this brainstorming session will allow you to explore the (current) opportunities available for academic staff members to broaden their horizons via (temporary) alternate career paths. This includes career paths in education, research, valorisation and management. Topics that may be covered include:
- What is required to ensure staff members explore these alternate career paths?
- What are the benefits of broadening horizons by exploring (temporary) alternate career paths?
- To what extent can we expect excellence from each individual employee on all these different terrains?
- To what extent do you as a (section) supervisor have the freedom to allow this considering the financial interests at stake (dependency on direct funding (1st flow) and contract funding (3rd flow)), as well as the requirement to keep publicising (international) research publications?
Tenure trackThis brainstorming sessions concerns the importance of the tenure track system. Faculties at the EUR apply this instrument in numerous ways. It also requires a different dynamic and approach compared to the more traditional career path from Assistant Professor -> Associate Professor -> Professor. Topics that may be covered include:
- How can you use the tenure track system to attract new talent?
- How do you apply the tenure track system?
- What is needed for the effective implementation of this instrument?
- The importance of ‘coaching skills’ of the academic supervisor when guiding staff members in a tenure track.
- What do you do when someone is stuck in the tenure track system?
- What do you do when an academic staff member wants more, or something else?
- The traditional career path from Assistant Professor -> Associate Professor -> Professor as a discussion point regarding the principle of formation versus the principle of development for academic staff members.
- Are you only allowed to continue your career at the same faculty if a higher-level position opens up? What can we do about this?
Career perspectives of PhD’s and postdocs.This brainstorming session is meant to give you some insight into how PhD’s and Postdocs look at their careers. In particular, their struggle to stay motivated knowing that career possibilities in academia are scarce. Topics that may be covered include:
- What is your opinion on staying inside, or going outside of academia?
- What are the consequences when you do nothing to support your PhD’s / Postdocs in their struggle as to whether or not to choose a career in academia?
- What do the PhD’s / Postdocs need from you to help them choose the right path?
- What tools are available to help you support and motivate them?
- Dr. Inge van der Weijden is coordinator of the Career Policy & Paths in Science (CPPS) working group at the University of Leiden and is responsible for press communication at the Centre for Science and Technology Studies (CWTS). Inge has researched various topics, including the career paths of Postdocs. She is co-author of the publication ‘Welk Gras is Groener? This publication provides portraits of Postdocs who have found work outside of academia. To read more, please click the following link.
- Marion Miezenbeek,is an experienced career coach and PhD trainer at the Erasmus University Rotterdam and the University of Leiden. Marion has supported numerous PhD students in finding new career opportunities.