'Recognition & Rewards as implemented at ACTA focuses on five domains: research, education, valorisation, management and governance, and patient care. During promotions, appointments, or evaluations, all these components are considered. If someone excels more in education than in other domains, then education becomes the determining factor. However, this does not mean that other domains can be neglected; a certain level of performance is still required to progress.'
Previously overlooked
In the past, the focus was primarily on research. If you excelled in research, you could advance far in the academic world. Those who were passionate about patient care or education and put a lot of energy into improving them were often overlooked when it came to career advancement. We have experienced this ourselves firsthand.
Broad support
The Recognition & Rewards programme at ACTA is widely supported. It provides much-needed clarity on how people can develop their careers in different areas. Many discussions and training sessions are now being held on how to implement Recognition & Rewards within different sections or departments. Additionally, the format of annual appraisals has been adjusted. The programme is really starting to take root. At the same time, it is important to monitor and guide the process, as change does not happen automatically. Attention and commitment are crucial.
Strategic workforce planning
Recognition & Rewards is valuable not only for individual employees but also for the organisation as a whole. It is essential to assess what is needed in the long term, or at least the medium term, for a section, department, or faculty. How do you build a team? What knowledge and expertise are required? How do you fill different roles? This calls for strategic workforce planning, for example, by conducting a departmental talent review. The Recognition & Rewards framework can be a useful tool in this process.
More than just a good lecturer
In our approach to Recognition & Rewards regarding the teaching track, we have taken a thorough approach and developed a well-founded proposal. For us, education involves much more than just being a good lecturer. It includes educational innovation, assessment and exams, new teaching methods, digital education, and various roles and functions within education. These include programme directors, examination board chairs, coordinators, and project leaders in education. The challenge remains how to recognise and reward lecturers who are exceptional in teaching but less involved in these additional roles.
Collaboration and cross-pollination
Throughout the development of our programme, we found great value in participating in various university and faculty committees and steering groups focused on education. The exchange of ideas with education professionals from other faculties and universities was also highly beneficial, leading to fresh perspectives and inspiration. We strongly encourage colleagues in the early stages of implementing Recognition & Rewards to seek connections and explore existing resources. We are confident that many can benefit from the recently developed ACTA Recognition & Rewards programme, and we are eager to share our insights and ideas.
Keeping the discussion alive
If you believe it is important for all aspects of an academic career to be acknowledged and valued, it is essential to discuss this with many colleagues. The more frequently this topic is brought up, the better. Over time, people will begin to think about it more deeply. Consider diversity and inclusion: ten years ago, few people thought about it, but now it is an integral part of the academic landscape.
It is also beneficial for employees to actively showcase their roles, the passion they bring to their work, and the value they add. Most importantly, focus on what you enjoy and excel at. This benefits both you and the university.
