Career paths

Scientific career structure
Members of staff who are employed in a scientific post at DTU are subject to the regulations for scientific employees at universities.

The following scientific staff positions are described:

 

Technical-administrative staff career path

A significant share of DTU’s many different activities are supported, facilitated and carried out by our technical and administrative staff: web designers, business controllers, HR partners, IT support staff, accounts clerks, system programmers, animal keepers, gardeners, ferry captains, laboratory technicians and historians to name but a few.

We offer a range of excellent career opportunities within various specialist and managerial posts for staff employed in the technical and administrative functions.

DTU Leadership Role

All employees at DTU are entitled to competent leadership, and this is ensured through careful training of all DTU’s managers. Good leadership at all levels is a key element in ensuring that DTU remains a leading technical university.

Leadership is found at all levels within the DTU system, from the leadership of research groups of varying sizes and characters to the leadership of other organisational units where specialists, researchers and other highly qualified employees generate results through mutually binding working partnerships at DTU.

The DTU Leadership Role reflects the fact that professional competency is a basic requirement for leadership at the university. Leadership should be seen as a lever designed to enable DTU to achieve its stated strategic goals.

Follow the link to read the folder on DTU's Leadership Role.

Employee satisfaction

We are constantly striving to improve the working environment at DTU. As such, we carry out an employee satisfaction survey every two years which helps to provide a systematic and up to date picture of employee satisfaction.

The satisfaction survey is used as a management tool to work with and for greater job satisfaction, and it also forms the basis for a dialogue between the various staff groups.

This dialogue, in turn, gives rise to specific focus areas and shapes the preparation of obligatory action plans designed to strengthen and develop our organisation, our collaboration and the satisfaction of our staff in general.