INFLUENCE

DTU expects you to provide your immediate superior and the rest of the organization with active support and constructive criticism. This can occur through daily dialogue, in connection with the preparation of the development goals and measures plan (UMV), at employee development interviews (MUS), formal meetings, during seminars, or via your response to DTU Job Satisfaction Surveys, etc.

DTU’s annual cycle includes a dialogue between DTU’s Executive Board and all departments and centres. The annual cycle is managed through a range of meetings, where all the departments regularly discuss their strategies, action plans, and budgets with the Executive Board. As an employee at DTU you have an active role in the dialogue with DTU’s management because DTU expects the UMV to be the result of broad employee involvement. You can read more about the formal framework for involvement and co-determination in the HR policy. You are encouraged to contribute to DTU’s management. You can do so by playing an active role in DTU’s academic organization or by providing input to joint consultation committees (‘LSU’ in Danish), through dialogue with your union representative, or with the occupational health and safety representative.

The formal basis for DTU’s management is the collaboration agreement between the Danish State and its employees which states that strong, solution-oriented, and local collaboration between managers and employees is crucial to well-functioning institutions.

No matter how you become involved in DTU’s partnership system, dialogue and collaboration are essential. You can read more about how management at DTU is based on involvement and co-determination in DTU’s Articles of Association.

DTU’S WORK CULTURE 11

12 DTU’S WORK CULTURE