Summary
WUR's greatest asset is its employees - our engaged knowledge community.
null
People are essential to realizing our ambitions. That’s why we want to empower our employees so they can explore, innovate, and excel. That’s why we value professional and personal development - so you can stay current in your field, strengthen your skills, grow personally, and work on your long-term employability. What opportunities are available at WUR, and what do you need to keep in mind? You’ll find the answers in this article.
Training sessions, workshops, and programs
- We organize various internal development opportunities, such as leadership programs and project management courses. There are also themed workshops, such as “AI for MOAs,” “Effective Conversations,” and “Your Career, Your Direction.”
- For an overview of this year’s offerings, please visit the WUR training portal to register.
- Free online training courses are also continuously available through GoodHabitz.
- In addition to internal programs, you can participate in external offerings, such as courses and training programs required for your role.
- For PhDs and postdocs, the Graduate Schools also offer specialized professional development opportunities.
Other ways to grow
When it comes to professional development, people often immediately think of a training course or workshop, but there are other ways to grow as well. Consider taking on a (temporary) project in your own department or elsewhere, assuming a new responsibility, asking an internal mentor to brainstorm with you, or working with an external coach to focus on your personal development.
Discuss your needs and options with your manager The ideal time to discuss your short- and long-term development goals with your manager is, of course, the LTT meeting. During this meeting, you can work together to identify what development is needed for your current role, as well as discuss what will help you continue to grow in the long term. So don’t just think about training courses or programs, but consider other development opportunities as well. Don’t wait for a formal annual meeting. Schedule a meeting whenever you feel the need to discuss your development goals.
Budget and Training Program
- At WUR, there are no individual training budgets: a budget is available for each team. The guideline for this is 1% of total payroll costs, though the manager is free to deviate from this if they deem it necessary. This means that not every employee can participate in an extensive program every year; however, the team lead will work with the employee to identify appropriate opportunities for professional development.
- For larger investments in external training, a training arrangement can be agreed upon between the employee and WUR. This applies to investments exceeding 2,270 euros or to training that is not directly related to the employee’s current position.
Making time for your professional development The manager and employee coordinate the timing of development initiatives.
Together, you’ll also discuss a feasible time commitment. Under the WU Collective Bargaining Agreement (Article 6.10.1), the employee is entitled to 3 development days. According to the WR Collective Bargaining Agreement (Article 6.1.1.2), the employee is entitled to 14.4 development hours based on an average workweek of 36 hours.
Do you have any questions? For questions about the program offerings, please contact trainingen.chr@wur.nl; for questions about applying the development vision, it’s best to ask your HRBP.
Frequently asked questions
Can I refuse to provide training to my employee?
The right to training and professional development is governed by the NU Collective Bargaining Agreement (CBA) and the WR CBA:
- Under the NU CBA (Article 6.10.1), employees are entitled to 3 professional development days.
- Under the WR Collective Bargaining Agreement (Article 6.1.1.2), employees are entitled to 14.4 professional development hours based on an average workweek of 36 hours and a personal development budget of 1% of the average WR salary to be paid during the calendar year (as of January 1).
This entitlement cannot be denied.
When allocating and distributing training resources (budget and hours), the supervisor takes several factors into account. The conclusion may sometimes be that the employee’s request can be granted, but not at that particular time. It is then up to the supervisor to provide clarity on this matter and to make additional arrangements with the employee.
How much is my training budget (as a manager)?
The decision to work with a training budget and the amount of that budget is made by the knowledge unit.
How do I allocate my training budget?
The training budget is allocated by the supervisor, who takes the following factors into account:
- Training courses that are required by law and/or are of great importance to the knowledge unit/WUR.
- Employees’ development goals.
- The allocation of budget and hours as set forth in the “Regulations on Training and Development Facilities” (see § 4).
- A fair allocation of the budget and hours among all team members: if demand exceeds the budget, not all requests can be approved. The supervisor ensures that, over the course of several years, all employees have the opportunity to participate in training or education.
- Setting aside a portion of the annual budget for “unforeseeable” training needs.
- The training opportunities that arise during the year through WUR