Who we are

Board of GRIN:

Alexine de Wit (Chair), Björn de Kruijf (Secretary), Taichi Ochi (Treasurer), Annemiek Veldsink (PhD Council Support), Candan Yılmaz (Public Relations), Thijs de Vroet (University Relations)

Proper closure of the bursary experiment:

After the discontinuation of the bursary experiment in the summer of 2024, the University of Groningen (UG) is responsible for the transfer of bursary PhD contracts to employee contracts. On the 1st of September 2024, all bursary PhD candidates who have not yet completed their contract will be hired as employees of the University. In order for this transition to be succesful, the University has to provide clarity on this process. It is GRIN’s stance that all former bursary PhDs haveto be paid in the salary scale that matches their experience level (e.g. a 4th year bursary PhD being paid as a 4th year employed PhD, not as a 1st year employee). Additionally, the UG is responsible for all administration regarding the ABP (pension fund), tax authorities and any other organizations. Next to that, GRIN believes no former bursary PhD should be forced to teach in their new employee position, since bursary PhDs were promised no teaching obligations during their PhD. Finally, the UG should promise that the change of contract type cannot have an effect on the allocation of extensions. According to GRIN, the UG should start communication on these issues as soon as possible, but no later than September 2023.

      - The UG has the obligation to give PhD candidates the salary they deserve based on their seniority and cannot oblige former bursary PhD candidates to teach.

      - The UG should resolve uncertainty for PhD candidates and their supervisors as soon as possible by informing them on the practicalities of the transition process. 

Formalizing extensions:

As of now, the formal requirements of extensions are not made explicit. For instance, the CLA states that, in case a person is sick, an extension may be granted. By tailor-made extension policies, whether or not you are entitled to an extension becomes a gray area that does not benefit the well-being of the PhD student. For instance, since in many cases PhD candidates cannot a priori predict whether an extension will be granted, the PhD candidate can feel discouraged to report being ill. GRIN therefore has the opinion that “A PhD trajectory is not a job, because you cannot be sick.” The same goes for pregnancy leave and absence related to mental health problems. Since PhDs cannot be sick, they have a higher chance of getting into a severe burnout instead of taking time off when they need to. GRIN therefore urges the UG, the UNL and the unions to formalize sick and maternity leave for PhD candidates and Post-docs.

       - Automatic extensions should be granted for sick and maternity/paternity leave.

“Unclarity” about procedures with regards to R&D meetings:

The composition of PhD committees is different amongst faculties and even amongst institutes within the same faculty. Some PhDs have an external member in their PhD committee, such as the director of the graduate school, a PI from a different institute or someone from HR, other PhD students do not have any external party present. In other Dutch universities, the presence of an external member during the R&D meetings is standard protocol. Given that the R&D meetings are meant to monitor the progress of the PhD project, the development of the PhD candidate and the relationship between supervisor and PhD candidate, we feel including an external party helps to keep track of the aims and objectives that have been stated in the TSP / R&D forms and is beneficial to the PhD student, especially in those cases where misunderstandings arise. 

        - An external member should be part of the yearly R&D meetings between PhD candidates and their supervisors.

Onboarding:

GRIN is of the opinion that every PhD should be properly informed about their rights and the associated UG PhD policies when starting a PhD in Groningen. This information should not be dependent on the supervisor or individual private network. To improve these issues, GRIN is working together with the Groningen Graduate Schools to create a document that contains links to relevant information on the rights and responsibilities of PhDs and what to do when problems arise. 

        - PhD candidates should get all the relevant information on national and UG policies regarding doing a PhD when they start their PhD. This information should be easily accessible at all times.

Supervisory skills for supervisors:

GRIN thinks leadership skills should be a formal part of the BAC. However, the criteria used to assess the progress of tenure trackers are not in line with the job tasks of a professor. One of the most important tasks of professors is the supervision of PhD students and giving leadership to a research group. Therefore, leadership skills have to be a formal part of the assessment process, rather than being measured by the number of PhD defenses and supervised Master/Bachelor projects. The program “Erkennen en waarderen” is the perfect time to change the current view on what the capabilities of a successful professor are and how leadership skills can be a part of the assessment of good professors.  

Alongside this, we think that the supervisory course for supervisors should become mandatory for getting Ius promovendi at the University of Groningen, even if someone took a similar course somewhere else. We observe some policies are unique for the UG or the Netherlands requiring new information to the supervisor. It never hurts to hear twice how you should treat people. 

        - Supervision skills should become a formal part of the BAC.

        - PhD supervisors should do the course to get the Ius promovendi of the UG.

Social safety:

GRIN acknowledges that the PhD-supervisor relation is vulnerable, especially for social safety issues. Most of the policy changes currently taking place within the UG will hopefully ensure social safety for everyone, not only for PhDs. We endorse all actions of the UG to create a safe working environment. 

https://www.scienceguide.nl/2023/01/promovendi-hebben-onafhankelijke-ombudsman-hard-nodig/