RSA CE&C 2015-2021

48 career paths depending on needs, academic advances and prospects. At the same time, we will invest in community building to avoid becoming a collection of individuals. We will build on the department’s shared mission, defining shared goals by, for example, sharing successes and organizing departmental meetings and seminars or annual research and education days with all scientific and educational staff. PhD policy and training During the review period, the department relied on tailor-made, individual approaches, training and HR support for PhD students that best align with individual demands. Although this customized-for-individual-design approach is effective, we do realize that it requires much effort from supervisors. Besides, strong HR support and monitoring is needed to decrease the dependency of PhD students on supervisors and guarantee that every PhD has full access to HR support and possibilities for personal development. As the department has more than 200 PhD students, we will focus on the further standardization of general HR policies (supported by the HR system InSite) and monitoring such that dedicated, customized HR support can be provided when really necessary. To facilitate the accessibility of HR, alongside providing information in person at the start of employment, HR employees will actively re-seek contact with PhD students half a year after employment to clarify information, listen to the experiences of the candidate and make HR more approachable. Moreover, HR is involved in the formal first-year evaluation of PhD students. Simultaneously, we will strengthen the monitoring of individual agreements (using e.g., Hora Finita) made between PhD students and supervisors, such as in annual interviews and regarding courses for personal development and progress. Also, the Department Board continues to have regular meetings with the PhD Council for the mutual exchange of information. All PhD students can follow PROOF (PROviding Opportunities For PhD students) courses. PROOF courses are free of charge for all TU/e PhD students. Apart fromoffering tools to develop competencies on e.g., research skills, planning, supervision and scientific integrity (obligatory), the courses are also a platform to meet other TU/e PhD students. The department will actively promote and stimulate participation. Academic culture The department wants to provide an inclusive environment in which we work in a collegial, collaborative atmosphere with interaction, knowledge sharing and open debate and where all people can flourish and develop their talents while contributing to the shared mission of the department. We realize that this is not something to take for granted, especially not in an international academic environment with a wide diversity of people with different backgrounds. This requires investment and maintenance. Scientific independence, scientific integrity and social safety are core values in our department. All employees and bachelor’s/master’s/PhD students in the department are trained to follow the TU/e Code of Conduct for Scientific Integrity based on trustworthiness, intellectual honesty, openness and independence. A complaints procedure for scientific integrity is in place for confidentially reporting scientific misconduct. 7 Moreover, at a TU/e level, there are confidential counsellors and an ombudsman that act independently and impartially and have no position of authority. 7 assets.tue.nl/fileadmin/content/universiteit/Over_de_universiteit/integriteit/ Complaints_procedure_scientific_ integrity_TUE_1-9-2014.pdf