Over the last years, demands placed on academics have been rising: calls for more effective, innovative, and digitized teaching, higher research outputs, leaner coordination and administrative skills, and more student-centred approaches have intensified the challenges of working in a University. These challenges have added considerable complexity to the roles of academic staff, and longer working hours to the already overburdened workload. At the same time, however, Universities often fail to provide professional development training and opportunities for their academic staff.
Job insecurity and a lack of recognition and career development prospects continue to be ongoing concerns for staff on temporary contracts, early career academics, and lecturers with no research time.
Casual Leiden strives for a university where academic staff can thrive and provide high quality education based on high quality supervision, career mentoring, professional growth, collaboration, recognition, and reward.
What demands could temporary staff make regarding career prospects? And how?
Which forms of professional growth, training initiatives, and opportunities do we envision, at different career stages?
How do we negotiate our demands with our supervisors, HR, and managers?
To address these questions, university employees, on both temporary and permanent contracts, working at Leiden University, Utrecht University, Erasmus University Rotterdam, Vrije Universiteit Amsterdam, Radboud University Nijmegen, and Maastricht University got together on June 11, 2021.