For a better personnel development concept!

For the majority of employees the adopted personnel development concept extensive further training in foreign languages and IT without addressing important issues of working hours or pay.

The "4Es" are missing:

* Reduction of time limits

* Reduction in workload

* Classification

* integration

What is the concept about?

Established instruments are described, such as management development, career development and further education and training.

In the coming years, the University of Kassel wants to specifically demand or promote leadership skills, digitalization skills and English language skills. Good leadership is fundamental to employee loyalty, the organizational climate and the success of the university. In the coming years, leadership is to be established as a core task. To this end, managers should develop an awareness of their responsibilities. Digitalization skills are seen as an important competence for recognizing and exploiting the opportunities and risks of digitalization. The university plans to promote management development through requirement profiles and in-house offerings and to provide employees with further training in digitalization skills.

Self-defined goals are not taken into account

The personnel development concept excludes essential issues for the workforce. As such, it does not even meet the requirements of the much-criticized "Code for Good Work at Hessian Universities". However, the adopted concept for staff development mentions the Code as an important influencing factor. With the Code, the University of Kassel commits itself to medium and long-term personnel planning. The aim is, among other things, to identify permanent tasks and minimize fixed-term contracts (§ 14 para. 3 Code for Good Work at Hessian Universities). The current personnel development concept is silent on this topic. It is surprising that these issues are not addressed. After all, the focus should be on the the results of the university's employee surveys. be aligned with the results of the university's employee surveys. The previous organizational climate survey shows that fixed-term employment contracts are a problem for good cooperation at the university. Employees experience an increased workload and a decrease in work motivation as a result of fixed-term staff changes. Frictional losses also occur in work processes and institutional research is lost. Fixed-term employment contracts are therefore not only a problem for the employees concerned, but for the university as a whole.

There is a lack of measures to ease the burden

The organizational climate survey shows that many employees have experienced stress symptoms such as sleep disorders, burnout and depression themselves or in their immediate working environment. However, the current version of the personnel development concept does not contain any concrete measures to relieve employees.

Classification and outsourcing not an issue

It also remains unclear to what extent the university intends to classify its employees according to their skills and activities following the planned extensive further training. It is already apparent that job descriptions often do not correspond to actual professional practice. In many cases, job classifications are not perceived as appropriate.

The concept does not address the integration of employees who have actually been working at the university for years but are employed by external companies. For administrative and technical employees, the Code of Good Work stipulates that universities should primarily perform their tasks with their own staff. Increased equal opportunities means that employees from cleaning and security services, for example, are integrated into the university's workforce. Student assistants also deserve a collective agreement and representation by the staff council. This is the only way to achieve equal rights, fair wages and good working conditions.

That is why we demand: The concept of staff development must be significantly expanded in terms of content. Otherwise, the planned projects will take place on the backs of the employees.