6.3 Key personnel figures
Table 6.3.1 Number of employees (individuals and FTE), by sex (as of December 31) | |||||||||
2019 | 2020 | 2021 | |||||||
Male | Female | Total | Male | Female | Total | Male | Female | Total | |
Individuals | 1066 | 1288 | 2354 | 1069 | 1428 | 2497 | 1113 | 1479 | 2592 |
FTE | 855.4 | 963.6 | 1819 | 859.9 | 1050.5 | 1910.4 | 879.3 | 1096.4 | 1975.7 |
Table 6.3.2 Staffing level in FTE (as of December 31; broken down into academic staff and support and management staff, and into permanent and temporary personnel) | |||||
Year | Academic staff–permanent | Academic staff–temporary | Support and management staff–permanent | Support and management staff–temporary | Total |
2017 | 398.1 | 612.4 | 594.5 | 89.9 | 1694.9 |
2018 | 414.4 | 661.8 | 595.1 | 103.4 | 1774.7 |
2019* | 514.4 | 577.3 | 623.3 | 104 | 1819 |
2020 | 539.5 | 598.9 | 637.7 | 134.3 | 1910.4 |
2021 | 545.2 | 611.2 | 662.3 | 157 | 1975.7 |
- * Beginning in 2019, employees in the Tenure Track category have been covered by permanent contracts.
The proportion of temporary contracts for academic staff has grown faster than the number of permanent appointments for academic staff relative to 2021. This is a troubling development that we would like to counteract. In the 2021 Collective Labor Agreement for Dutch Universities, it was agreed to move more toward permanent appointments. The size of the flexible non-core workforce—particularly of lecturers—was also discussed.
Table 6.3.3 Developments in number of employees, in FTE (as of December 31) and personnel expenses | ||||
2018 | 2019 | 2020 | 2021 | |
Personnel at Tilburg University (FTE) | 1775 | 1819 | 1910 | 1976 |
Academic staff | 1,076 (60.6%) | 1,092 (60.0%) | 1,138 (59.6%) | 1,156 (58.5%) |
Support and management staff | 699 (39.4%) | 727 (40.0%) | 772 (40.4%) | 819 (41.5%) |
Total personnel expenses (in € million) | 156 | 164 | 175 | 187 |
Table 6.3.4 Developments in academic staff (HGL, UHD, UD), in FTE (as of December 31) | |||||||
Full Professor (HGL) | Associate Professor (UHD) | Assistant Professor (UD) | Total | ||||
Male | Female | Male | Female | Male | Female | ||
2017 | 139.7 | 32.8 | 63.9 | 27.1 | 120.1 | 88.8 | 472.4 |
2018 | 140.6 | 38.1 | 65.5 | 28.5 | 135.3 | 110.1 | 518.1 |
2019 | 128.4 | 38.2 | 70.7 | 31.3 | 140 | 106.9 | 515.5 |
2020 | 118.2 | 37.2 | 77.6 | 33.4 | 147.8 | 123.6 | 537.8 |
2021 | 110.1 | 38.5 | 81.6 | 34.5 | 146.4 | 130.4 | 541.4 |
Figure 6.3.1 Academic positions Full Professor (HGL), Associate Professor (UHD), and Assistant Professor (UD); in FTE by sex (as of 31 December)
The proportion of women has increased for nearly all academic positions in recent years. The pace of this development is nevertheless still too slow. Tilburg University has yet to make major strides in this regard.
Figure 6.3.2 PhD students, lecturers, and researchers; in FTE, by sex (as of 31 December)
About 57% of all PhD students are women. About 26% of all full professors are women. The proportion of women decreases as one ascends the academic ladder. The Diversity and Inclusion Action Plan takes steps to increase the proportion of women across the board.
The development of temporary staff employed by the University in relation to the total workforce (broken down by sex) is displayed in the following tables.
Table 6.3.5 Developments in academic staff with temporary contracts (HGL, UHD, UD), in FTE (as of December 31) | |||||||||
Full Professor (HGL) | Associate Professor (UHD) | Assistant Professor (UD) | |||||||
Male | Female | Total | Male | Female | Total | Male | Female | Total | |
2017 | 6.2 | 0.8 | 7 | 2.7 | 1.2 | 3.9 | 66.3 | 49.6 | 115.9 |
2018 | 4.7 | 0.7 | 5.4 | 2 | 2 | 4 | 77.7 | 70.1 | 147.8 |
2019* | 5.6 | 0.2 | 5.8 | 2 | 3 | 5 | 27 | 24.7 | 51.7 |
2020 | 3.4 | 0 | 3.4 | 3 | 3 | 6 | 30.2 | 25.3 | 55.5 |
2021 | 3.3 | 1 | 4.3 | 0 | 1.9 | 1.9 | 31.3 | 22.9 | 54.2 |
- * Beginning in 2019, employees in the Tenure Track category (UD position group) have been covered by permanent contracts, and they are thus not counted in the figures above.
Table 6.3.6 Developments in academic staff with temporary contracts (lecturers), in FTE (as of December 31) | |||
Lecturer | |||
Male | Female | Total | |
2017 | 37.9 | 44.1 | 82 |
2018 | 32.5 | 41.5 | 74 |
2019 | 34.9 | 47.5 | 82.4 |
2020 | 43.3 | 57.9 | 101.2 |
2021 | 65 | 84.6 | 149.6 |
The group of lecturer positions is characterized by relatively more temporary contracts. The flexible non-core workforce of lecturers is an important area of concern, including in relation to the Collective Labor Agreement. We are making agreements with the Schools and the representative bodies about the flexible non-core workforce.
Figure 6.3.3 Developments in the age composition of academic staff; in percentages of FTE (as of 31 December)
Figure 6.3.4 Developments in the age composition of support staff; in percentages of FTE (as of 31 December)
Table 6.3.7 Developments in sick leave < 1 year (in percentages) | |||||
2017 | 2018 | 2019 | 2020 | 2021 | |
Sick leave percentage (Academic Staff) | 1.6 | 1.7 | 1.9 | 2.2 | 2.6 |
Sick leave percentage (Support and Management Staff) | 3.8 | 4.4 | 4.5 | 3.1 | 3.3 |
Sick leave percentage (total) | 2.5 | 2.8 | 3 | 2.6 | 2.9 |
Table 6.3.8 Intake in individuals, broken down by job category* | |||||
2017 | 2018 | 2019 | 2020 | 2021 | |
Full Professor (HGL) | 12 (5%) | 7 (3%) | 6 (2%) | 4 (2%) | 7 (4%) |
Associate Professor (UHD) | 6 (1%) | 2 (2%) | 3 (3%) | 4 (3%) | 4 (3%) |
Assistant Professor (UD) | 52 (22%) | 57 (21%) | 31 (12%) | 52 (18%) | 35 (12%) |
Lecturer | 75 (42%) | 57 (33%) | 67 (36%) | 73 (33%) | 121 (43%) |
Researcher | 60 (46%) | 59 (47%) | 50 (39%) | 73 (48%) | 43 (34%) |
PhD student | 90 (29%) | 80 (24%) | 58 (18%) | 64 (20%) | 44 (15%) |
Other Academic Staff | 2 (66%) | 3 (50%) | 2 (40%) | 3 (60%) | 3 (60%) |
Student assistant | 248 (122%) | 251 (136%) | 305 (143%) | 380 (154%) | 376 (146%) |
Support and management staff | 270 (32%) | 135 (16%) | 147 (16%) | 168 (18%) | 181 (18%) |
TOTAL | 815 (37%) | 651 (29%) | 668 (28%) | 821 (33%) | 814 (31%) |
- * Intake figures are expressed as a percentage of the total number of individuals in the same job category on December 31 of the year.
Table 6.3.9 Exit of individuals, broken down by job category* | |||||
2017 | 2018 | 2019 | 2020 | 2021 | |
Full Professor (HGL) | 11 (5%) | 8 (4%) | 15 (7%) | 17 (9%) | 20 (11%) |
Associate Professor (UHD) | 6 (6%) | 6 (6%) | 9 (8%) | 11 (9%) | 11 (9%) |
Assistant Professor (UD) | 18 (8%) | 17 (6%) | 28 (10%) | 19 (6%) | 31 (10%) |
Lecturer | 49 (28%) | 59 (34%) | 68 (36%) | 53 (24%) | 61 (21%) |
Researcher | 39 (30%) | 55 (44%) | 61 (43%) | 61 (40%) | 56 (44%) |
PhD student | 65 (21%) | 50 (15%) | 69 (21%) | 57 (18%) | 57 (19%) |
Other Academic Staff | 0 (0%) | 0 (0%) | 2 (50%) | 2 (40%) | 2 (40%) |
Student assistant | 198 (97%) | 267 (145%) | 284 (133%) | 344 (139%) | 366 (142%) |
Support and management staff | 263 (31%) | 103 (12%) | 159 (18%) | 120 (13%) | 124 (12%) |
TOTAL | 649 (29%) | 565 (25%) | 695 (30%) | 684 (27%) | 728 (28%) |
- * Exit figures are expressed as a percentage of the total number of individuals in the same job category on December 31 of the year.
Some groups of academic staff positions (e.g., researchers and lecturers) are characterized by relatively high entry and exit rates. Many researchers and lecturers have temporary contracts. Discussions are being held about the flexible non-core workforce of researchers and lecturers. In addition, the Diversity and Inclusion Action Plan calls attention to the entry and exit of talent (particularly women), and increasing attention is being paid to the recruitment and retention of personnel.
