Excellent framework conditions and development opportunities at Münster University of Applied Sciences
Münster University of Applied Sciences is working continuously to develop the conditions under which its faculty and staff work and conduct research. In autumn 2015, we received the HR Excellence in Research award for our endeavours, making us one of the first higher education institutions in Germany to gain such an award.
In February 2018, we received the best assessment possible from the European Commission, on the basis of an interim evaluation carried out in autumn 2017 (German press release).
This documents the fact that our university subscribes to the principles set out in the "European Charter for Researchers" and the "Code of Conduct for the Recruitment of Researchers". Consequently, we offer researchers a good framework for research projects, fair recruitment procedures, a stimulating working environment and attractive PATHS TO SUCCESS.
HR Strategy for Researchers
Our HR Strategy for Researchers covers four areas of development. Several themes and principles are assigned to each area. In this respect, we are always on the look-out for possibilities for improvement, and undergo continuous development as a university. The individual areas of development:
- Ethical and professional aspects
- Recruitment and selection
- Working conditions and social security
- Training and development
In each field of action, measures are regularly defined, implemented and evaluated.
Actions of implementation and examples of success
Summer 2019: Development talks with employees in the scientific field
- Conducting development interviews brings with it many advantages: These include, for example, the promotion of trusting, strong cooperation and the professional development of employees. However, there has been a lack of a clear basis for this in the scientific field so far. It is therefore all the more pleasant that our President, Prof. Dr. Ute von Lojewski, and the Chairman of the Staff Council of the scientific and artistic employees, Martin Espelage, signed a corresponding agreement at the end of June. This now gives us the opportunity to hold annual talks on the basis of a procedure specially tailored to the scientific field.
Spring 2019: New Round of Coaching Programs
- Based on the positive experiences and feedback of the participants of the first round, the four coaching programmes for scientists of our university will be offered again. The focus is on coping with professional challenges and successfully shaping one's own career path. In the first round, the participants were able to achieve a variety of professional successes for themselves. The new round now aims to build on this success.
Winter 2018/2019: Programming workshop in R
- Within the scope of the regular exchange with researchers of our university on personnel development topics, the need for a workshop in the programming language R became apparent. The workshop based on this was in high demand and was rated extremely positively by the participants. Due to the great interest of the participants, a build-up date was planned and realized directly.
Summer 2018: Securing knowledge when staff changes
- The leaving and changing of employees is a particular challenge for teams and work areas. Often there is also the threat of a loss of important empirical knowledge. In order to further promote the proactive and systematic handling of knowledge at our university, a work aid was published. Individual consultations and workshops are also offered.
February 2018: Best assessment by the European Commission
- In autumn 2017, we conducted a self-evaluation to critically reflect on the extent to which we have implemented the measures associated with the HRS4R. In February 2018, we received the best assessment (German press release) from the European Commission. We are very pleased about this.
December 2017: Exchange of experience between young professors
- The trainee professorship is an important funding programme on the way to a FH professorship. In December 2017, we met for the first time with our junior professors in a quality circle in order to jointly reflect on challenges, opportunities and offers of support.
October 2017: Adoption of an HR strategy
- The further improvement of our working and general conditions for researchers is our central concern. We have summarised key points for the period 2017-2020 in an HR strategy (download below).
October 2017: New offer: Successful doctoral studies
- Doctoral candidates need good self-management, must be able to deal with stress situations and face up to problems. HR development manager Dr. Marc Lindart is now offering help (internal link). He advises doctoral candidates in conflict situations, for example, and supports them in developing and restoring a good working basis.
July 2017: Adoption of a recruitment policy
- A high level of professionalism in selection procedures is important to us. We follow standards that we have summarized in a guideline (download below).
Summer 2017: Internal Review
- As part of the internal review, we critically reflected on the implementation of the measures in the various fields of action. The results are highly positive (in the download area as part of the HR strategy).
May 2017: New offer: Career advice for researchers
- In order to further improve the career opportunities for academic employees at our university, there is now an offer for career coaching (internal link).
January 2017: A-Z brochure for new research assistants
- To make the start at our university as pleasant as possible for new scientists, we have developed an information brochure. In this section you will find answers to questions that new employees often ask themselves at the start of their careers.