The survey shows that respondents highly appreciate the fact that this topic is being researched: 123 employees, 15% of whom hold an academic position and 85% a support position, fully completed the questionnaire on internal mobility. Of this group of employees, 51% transfered internally at least once.
Employee panel: Majority wants information regarding internal transitions
Do you have an opinion about things at work? Radboud University is continuously looking for employees to give their opinions on various topics via the employee panel. The first survey, on internal transitions and development opportunities, has been completed. Read the results here.
Internal transition
Making an internal transition starts with viewing and considering an vacancy. Using a five-point scale (1 = not at all, 5 = very often) the question was asked how often people look at and consider vacancies. And it turns out that looking at vacancies happens more often (3.40) than actually considering the vacancies (2.08). Support staff view and consider vacancies more often than academic staff. Academic staff indicate that they change positions relatively often, as the career path is often logical for them; from PhD student, to postdoc, to associate professor, etc., without watching or considering vacancies for this purpose. Academic staff also register less for job alerts because of this reason.
Barriers to consider an internal transition, according to the survey results, are that employees find it difficult to leave their colleagues (35%), but uncertainty about being able to return to their current position also plays a role (34%). In addition, 27% indicate that the threat of losing a permanent contract holds them back. This includes the uncertainty of a different salary (22%), advancement opportunities in the new position (19%), but also fear of the unknown (18%). Supervisors do include university vacancies in their interviews with employees which are exploratory (92%). The only things that stop them is that they do not like to lose their team members and their talent and commitment (40%) and are afraid of (too) high workload that may arise within the team (33%).
Overall, 66% of respondents indicated a wish for more information about transfer opportunities within the university. More than half of the respondents (77%) indicated that they would be interested in joining a colleague in a different or the same position in another faculty/department for a day, if this opportunity were available. If only to get insight in what other colleagues do.
Development
Besides internal transition opportunities, questions were also asked about barriers (if any) for employees to work on their own development. In particular, the time investment it requires (also in their free time) stops them (47%). In addition, they do not know what kind of development they want or need (46%). Cost (34%) and a (too) high workload (33%) also play a role. The university makes costs available for development opportunities and there are also development days available for employees to participate in.
What's next?
Are you wondering whether your current role is (still) a good fit for you or whether an internal transition is a good idea? You will soon be able to find this information on the new webpage on internal mobility. On this page, you will find information on how to find out which role suits you and what this means for your salary and contract duration. Colleagues who have made an internal move also share their stories, and you will find general information on internal job applications and the regulations/CAO agreements that apply. In addition, content on development opportunities will become more prominent.
Finally, another meeting will be scheduled with respondents who have indicated that they would like to contribute ideas on internal mobility. With this group, the created content will be analyzed to check whether the content is as expected and/or meets the information demand.
Are you curious about what the Employee panel can do for you?
Do target group research with the Employee Panel
Would you also have liked to give your feedback on this topic? Don't miss out on the next edition!
