The key elements of our HR policy are set down in the strategy document “Mobilising minds: HRM ‘Inspired by talent"’. This strategy was established by the Executive Board in 2009 and continues to serve as a guideline for the university’s HR policy, emphasised again in the new strategic programme 2017–2021 Community at the CORE.
Beginning in 2016, new HR policy principles will be introduced, which can be found in 'Create (y)our future' (pdf). This policy will rest on three pillars: health, work–life balance and career and personal development.
Development of talent
The HR policy focuses on the development of talent. Uniquely, this effort involves not only the academic and support staff, but also our students and alumni, who are being given increasing opportunities to further develop their talents by getting involved in UM’s work activities.
Our focus on talent development and retention is illustrated in the attention paid to performance objectives and development plans. Under the umbrella of strategic HR planning, early agreements are made wherever possible to help keep talented staff at UM. Staff are challenged and facilitated to improve their sustainable employability such that they can be deployed broadly within UM, but are also well prepared to continue their careers beyond the university.
An attractive and international employer
UM strives to remain an attractive employer. We are convinced that we can achieve this by challenging and encouraging staff and students to get the best out of themselves, by deploying staff in those areas in which they perform best and feel most at home, and by hiring and retaining staff who fit with UM’s profile and ambitions. To this end, internationalisation – most clearly reflected in the diverse nationalities and cultures represented at the university – is an explicit objective, as is the growing importance of English language skills in all positions within UM.
Diversity and Inclusivity Policy at UM
Internationalisation often refers to diversity. However, when looking at aspects that constitute objective differences between individuals and groups, factors like gender, ethnicity, nationality, age, religion, occupational disability or chronic illness and social status are elements that can connect individuals to a certain group as well.
Themes and roles which play a major role at Maastricht University can be found in Diversity at the Core - Diversity and Inclusivity policy at Maastricht University.
The HR policy is put into practice across the various faculties and organisational units by way of agreements between staff and their line managers, assisted where necessary by HR advisers.
Find out who to contact in case you have questions about a specific topic.
HR Excellence in research
Charter & Code
Attracting talented researchers, both on a national and an international level, is high on the agenda of Maastricht University (UM). UM aims to stimulate its researchers in the advancement of their scientific careers and seeks to continuously adjust its HR policy accordingly.
Maastricht University therefore endorses the principles outlined in the European Charter for Researchers and a Code of Conduct for their recruitment (Charter & Code) , which was established by the European Commission (EC) to promote the openness and transparency of the labour market for researchers and to support the stimulation of the economy and employment in the EU.
Internal analysis and action plan
Maastricht University actively participates in the "HR Strategy for Researchers" (HRS4R) project. As part of this project, UM extensively analysed its HR policy for researchers and established HRS4R action plan in order to comply with the 40 principles of the Charter & Code.
HR excellence in research logo
In august 2015 the European Commission acknowledged Maastricht University as an institution with an excellent HR policy for researchers and therefore rewarded UM with the 'HR Excellence in Research logo'.
In 2017, UM established an HRS4R self-assessment report with the purpose of assessing the progress made with regards to the formulated action plan.
Environment, health and safety arrangements
Attention is paid to good working conditions and environmental protection at various levels within Maastricht University (UM). For instance, prevention officers have been installed at the faculties and service centres, the university is supported by a company doctor, and a confidential adviser has been appointed for staff and students. The Health & Fitness programme has been set up in the area of health management, and the KANS Knowledge and Treatment Centre has been launched to help prevent and treat RSI.
The head of health and safety operates at the central UM level. This role involves supporting the Executive Board and the various administrative units as well as managing the prevention officers.
In implementing the university’s absence and reintegration policy, support is provided by company doctors from the occupational health and safety service Human Capital Care (HCC).
Decentral (faculties and service centres)
Prevention officers work in each of the various faculties, service centres and the MUO. They serve as the first point of contact for questions about working conditions.
Emergency assistance (BHV)
Emergency assistance is organised in the faculties and service centres by the building managers, supported by General and Technical Services (FD).
Faculty of Health, Medicine and Life Sciences (FHML)
The CRISP website provides information about working conditions and the environment within the FHML.
Research and radiation
To ensure radiation hygiene, radiation experts have been appointed in those faculties where staff work with radioactive substances or X-ray equipment. Please consult the CRISP website for more information about these arrangements.
A Biological Safety Officer (BVF) has also been appointed in the faculties to monitor work with genetically modified organisms. See the CRISP website for more information.
For advice and support in carrying out environmental tasks, an environment adviser has been appointed within the university’s General and Technical Services (FD).
Tasks and responsibilities
A UM occupational health and safety (OHS) organisation structure has been set up to implement the health and safety policy efficiently and effectively. The tasks and responsibilities within this structure are shared across various staff members/positions:
epartment chair/institute director
environment, health and safety advisers
head of health and safety.
An overview of the actual tasks and responsibilities (only in Dutch) of all those involved in health and safety at UM is available as download.
Framework Regulation on Health and Safety Management
The Framework Regulation on Health and Safety Management (Kaderregeling Arbomanagement) sets out the manner in which health and safety is managed at the university. You can download the Framework Regulation on Health and Safety Management (only in Dutch).