SDU’s Staff Policy

Career and skills development

At SDU, career and skills development is an integral part of our professional culture. We invest in people and in the knowledge community that drives the University forward.

University employees should have the opportunity for professional and personal development – in line with their own ambitions and the direction of the University. We have different needs and paths: Some build an entire career at SDU. Others spend a period here and move on with strengthened skills, experience and networks.

SDU is committed to:

offering attractive career paths and supporting career development at and beyond the University
fostering a culture of curiosity, creativity, innovation, education and continuous learning
creating an environment in which all employees are provided with opportunities and support to fulfil their potential
ensuring access to relevant skills development programmes.

Areas

Development happens through dialogue about direction, engagement, interaction and well-being. Managers have a responsibility to create space for appraisal interviews about careers and skills – and employees have a responsibility to bring their own goals and perspectives into play. Together, we have a responsibility to create environments of high quality, motivation and mutual development.

Appraisal interviews should support ongoing discussions about tasks and skills. These interviews are important to ensure well-being and professional development. They provide space for reflection on tasks, collaboration and needs for new skills and are an important tool to support the development of the employee, the group, the manager and the organisation.

At SDU, we employ three types of appraisal interviews:

Performance and development reviews (MUS)

An annual, mandatory conversation between employee and manager, focusing on tasks, well-being and professional development. The conversation should be prepared by both parties and result in a joint reflection and a confidential summary.

Leadership development reviews (LUS)

An annual, mandatory conversation between a manager and their line manager, focusing on the leadership task in light of SDU’s Leadership Compass and on the manager’s personal and professional well-being and development. The conversation should be prepared and result in a joint, confidential record.

Group development reviews (GRUS)

A conversation between a group of employees and their manager, focusing on joint task performance and collaboration. GRUS can supplement but not replace MUS.
Managers with staff responsibilities are responsible for conducting the interviews and ensuring that they are prepared and followed up on.

SDU’s concept for appraisal interviews offers a framework, tools and inspiration for thorough preparation, implementation and follow-up.

View SDU’s concept for appraisal interviews
Skills development is a shared responsibility and a prerequisite for SDU to fulfil its tasks with quality and integrity. We invest in development – both as a strategic priority and as a way to support individual employee motivation, expertise and job satisfaction.

SDU offers relevant and targeted skills development programmes for academic and technical-administrative employees and managers. Regardless of position and employment type, all employees should have the opportunity to develop their knowledge, skills and perspectives.

Financial resources and time are allocated to career and skills development, making it a natural part of working life and creating value for both the individual employee and SDU as a whole.

View SDU Employee courses and other opportunities for skills development
Career development is about creating direction and opportunities at SDU and beyond. We want to foster an environment in which employees can reflect on their career paths and make choices that support both individual ambitions and the needs of the University.

Career development is relevant for everyone, regardless of job type or employment history. For this reason, managers should discuss careers with employees on an ongoing basis and include it in performance and development reviews and other relevant contexts.

There are many reasons to talk about career and skills – for example, during onboarding, after a leave of absence, during career moves or when leaving. The conversations can also be based on new tasks in research, teaching, collaboration or administration.

For academic staff, career interviews are closely linked to the strategies of the research groups and the departments. For technical-administrative employees, SDU’s strategy and organisational direction provide a similar starting point. Career conversations should balance the needs and direction of the organisation with the individual employee’s wishes and opportunities, both inside and outside the University.

Junior researchers are encouraged to develop a career strategy and actively seek advice and opportunities. Heads of research have a special responsibility to support and visualise career paths – e.g. by involving junior researchers in projects, networks and funding opportunities.

Visit SDU’s Careers Portal
SDU prioritises the development of managers to enable them to handle the tasks of a complex university with many stakeholders. Managers at SDU have access to:

SDU’s Leadership Programme, which features courses for management trainees, onboarding for new managers, development courses for seasoned managers and SDU’s management network – with different tracks for technical-administrative managers and heads of research

SDU’s Leadership Portal with resources and an overview of leadership programmes

leadership development reviews (LUS) where they can discuss their own and their unit’s development – along with opportunities for skills development that matches the individual leadership task and development needs.
Find information about SDU’s Leadership Programme on SDU’s Leadership Portal

Common frameworks

Career and skills development at SDU is a priority and a shared responsibility, supported by clear frameworks and direction. This enables the entire organisation to evolve and adapt to changes in the outside world, guided by the University’s strategic ambitions.

The Committee for Career and Skills Development, established by the Central Liaison Committee, is responsible for translating the University’s strategy into an action plan that concretises the ambitions and ensures ongoing follow-up and development.

The Action Plan for Career and Skills Development provides the framework for:

a high skills base across the University
excellent professional and collaborative environments
transparent development opportunities and career paths, as well as access to feedback and guidance.

The annual discussion of career and skills development within departments, faculty administrations and the Central Administration ensures that offers and priorities are based on real needs in professional environments – and anchored throughout the organisation.

View the Action Plan for Career and Skills Development and information about the Committee for Career and Skills Development.