Employees in administration and technology (“other” employees)
Recently, colleagues who have been employed at the TU for many years have left the university, which has led to a great concentration of work for the remaining employees and a loss of knowledge. There are certainly different individual reasons for each departure, but it is clear that comprehensive measures to retain and attract competent and motivated employees are urgently needed.
TU-FAIR supports the following measures, for example:
- Check and renew old BAKs (description of the scope of duties)
- Introduction of the “Muster-BAK” for the administration in the faculties
- Capital city allowance
- Payment of the capital city allowance from TU budget
- Human resources development
- Structured personnel development concept to offer colleagues who want to further qualify and develop their professional skills a perspective at the TU
- Using human resources for the development and implementation of personnel development - personnel development is an ongoing task!
- Better compatibility of work and family
- Quick conclusion of the service agreement “mobile working”
- Create generous home office space
- Improve technical equipment (laptops, VPN tunnel) for the home office
- Annual employee talks
- Conclusion of the service agreement “Annual employee talks” as soon as possible
- The DV must be lived, executives must be sensitized for the topic
- Healthy leading
- Promotion of a participatory management style
- Mandatory further training for managers
- Appreciation by managers: lack of appreciation was a determining topic in the BGM survey 2016 and the SoMi study 2019
- Investigate the causes of terminations
- Conducting conversations with employees who have quit
- Critical self-reflection of the causes and remedy
- Training of new colleagues
- Structured induction concepts for new employees
TU-FAIR is committed to the implementation of these measures and actively participates in them.
Academic staff are also represented by the Staff Council of the TU. This begins with the job advertisement, we decide on your employment and agree to your extension. You can come to the Staff Council with all matters concerning your employment relationship.
Members of our list TU-FAIR were and are employed as research assistants at the TU. Some of them have done their doctorate at our university, so they know the worries and needs of the academic staff from their own experience. Whether it is a matter of temporary employment contracts or the burden of doing a doctorate alongside teaching or project work, writing applications for third-party funding in order to keep their jobs, or the lack of prospects for a permanent position.
Many research assistants do not have a full-time position, but work full-time because this is expected of them and because the thin staffing and high workload at the same time make this necessary. Regularly conducted studies prove this fact. In addition, during the first qualification phase, research assistants are required to teach and often do administrative work in their field of expertise. There is usually little or no time left for the doctorate.
Although the amendment of the Wissenschaftszeitvertragsgesetz (WissZeitVG) has ensured that academic staff financed by third-party funds should be given employment contracts until the end of the project period, some of these colleagues must still constantly fear for their next extension. The effects of the Covid 19 pandemic have worsened the working conditions for externally funded World Championships and an end to this situation is not yet in sight.
If you are a research associate at the TU Berlin and have any questions regarding your employment relationship, please feel free to contact us at any time. We will give you competent advice on all points from A for employment contract to Z for interim report. We will represent you in all matters, help you solve problems and assist you in case of conflicts.
Corporate Health Management BGM
The “Company Health Management” project has been running at our university since 2016. The establishment of the Corporate Health Management BGM is now well advanced, but not yet completed. The steering committee of the BGM has developed a concept that is currently being fine-tuned. After completion of this coordination and approval by the Presidium and the Staff Council, the BGM should be further concretized by a service agreement.
We are actively committed to the targeted improvement of your working conditions and the bundling of health-promoting measures.
The BGM employee survey carried out in 2016 resulted in the establishment of a working group on “Culture and Appreciation”, which held a workshop in 2018 that also called for measures to deal with and resolve conflicts, e.g. mediation. Subsequently, the steering committee of the BGM set up a sub-working group, which was given the task of developing a concept for conflict management at the TU.
After intensive work, this concept was presented to the BGM committee (“small steering committee”) in 2019 and discussed in the BGM steering committee in April 2020. The next step is the approval of the framework concept by the Presidential Board and finally by the Staff Council. As with the concept of occupational health management, it would appear to make sense here too to structure conflict management through a service agreement and to create a clear regulation.
We are in favor of a rapid establishment and implementation of the concept and will work on the service agreements for occupational health and conflict management in your interest.