NTNU aims to support your professional and academic development as a member of the technical and administrative staff throughout your career. Having up-to-date and relevant competence is essential as we work together to solve today’s challenges and prepare for future changes. Your development is a vital part of NTNU’s overall quality and societal mission.

Norsk: Kompetanse- og karriereutvikling for teknisk-administrativt ansatte

Competence and career main page

Your role and responsibility

You play the most important role in your own career. What goals and ambitions do you have as an employee at NTNU? How do you think you can contribute to helping us achieve our goals? And how can you provide high-quality services to students, colleagues, and external partners?

As an employee at NTNU, we as your employer expect that you:

• Have a desire to develop yourself
• Familiarize yourself with the competence needs of the organization and your unit
• Reflect on your own competence needs
• Are willing to share your expertise with other employees

Appraisal interview

The appraisal interview is the most important arena for discussing your aspirations, the needs of your unit, and relevant career and competence development measures with your manager.

It is important that you prepare well. Go to Appraisal interview for information about what is expected of you and how to prepare.

Although the interview is a formal and important opportunity to talk with your manager about career and competence development, you are of course welcome to initiate such conversations at any time. For example, opportunities may arise to participate in projects, or you may come across a course you would like to attend. It is important that you take an active role in your own career and competence development.

Competence Development

As a member of the technical and administrative staff, your competence development can take many forms. If you need experience with project and development work, participating in a cross-unit project can be valuable. If you want to learn from others in similar roles, a job shadowing or temporary placement in another unit may be a good option. Or perhaps you need a course in preventive HSE work due to new responsibilities?

Examples of competence development measures:

• Rotation of tasks within your unit
• Peer guidance or training
• Temporary placement in another NTNU unit
• Participation in major development projects
• Conferences, seminars, and gatherings
• Participation in professional networks
• Exchange opportunities
• Continuing and further education
• Courses and other short-term training

Career development

It is important that you talk to your manager about any career development aspirations you may have, so that you can clarify what opportunities exist within your current position and at your unit. Such conversations can serve as a good starting point for facilitating various competence-building measures aimed at supporting your career development.

In this context, career development refers to your opportunities for advancement, either toward a higher-level position or a more specialized role. This could include, for example:

• Change in occupation/position code: If there have been significant changes in your responsibilities, level of complexity, or scope of work, there may be grounds for a change in your job classification—for example, from Adviser to Senior Adviser. This is something you can apply for yourself, or your manager can apply for on your behalf. Descriptions and requirements for the various job classifications can be found in NTNU’s lønnspolitikk (wage policy – only available in Norwegian).
• Applying for a vacant position within your current unit or another unit at NTNU: There are many internal career development opportunities at NTNU through applying for similar roles in other units. This allows you to build on your existing competence and continue developing your career. Og to Vacancies - NTNU to explore your options.

Although NTNU both encourages and expects you to develop your competence, this does not mean that everyone must aim for a higher position. For some individuals, or during certain periods of life, the right path may be to further develop their competence within their current role.