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Career development academic staff

Career development academic staff. R oom for top talent. MARTIN KROPFF Rector Magnificus Wageningen University ‘Top level academics enhance the quality of scientific research and education.’. Room for top talent. Attracting (inter)national top talent Holding on to top talent

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Career development academic staff

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  1. Career developmentacademic staff Room for top talent

  2. MARTIN KROPFF Rector Magnificus Wageningen University ‘Top level academics enhance the quality of scientific research and education.’ Room for top talent • Attracting (inter)national top talent • Holding on to top talent • Scientific quality of education and research comes first • Room for ambitions and personal development perspective

  3. Newly appointed academic staff (Assistant and Associate Professors) recruitment is based on vacancies Current staff can choose: in consultation with the chair holder assessment by BAC Whom does it concern?

  4. Assistant Professor 2 3 years max. scale 11 assessment Assistant Professor 1 3 years max. scale 12 temporary 6 years maximum What does it look like? assessment – permanent position or end of temporary position Associate Professor 2 3 years max. scale 13 assessment Associate Professor 1 3 years max. scale 14 assessment Professor holding a 5 years scale 14Personal Chair + supplement

  5. Assistant Professor 2 3 years max. temporary scale 11 Severe recruitment& selection Departmental BAC Advise on appointment Director Gen. decides Career steps and procedures Inflow

  6. Assistant Professor 1 2 3 years max.scale 12 Midterm assessment BAC Advise on promotion Director Gen. decides temporary 6 years max. Career steps and procedures Inflow 3 years max.scale 11 Severe recruitment& selection Departmental BAC Advise on appointment Director Gen. decides

  7. Associate Professor 2 Assistant Professor 1 2 3 years max. scale 13 Severe assessment Departmental BAC Advise on appointment Director Gen. decides Midterm assessment BAC Advise on promotion Director Gen. decides permanent position Career steps and procedures Inflow 3 years max.scale 12 3 years max.scale 11 Severe recruitment& selection Departmental BAC Advise on appointment Director Gen. decides temporary 6 years max.

  8. Associate Professor 1 2 Assistant Professor 1 extension 2 3 years max.scale 14 Midterm assessment BAC Advise on promotion or extension Director Gen. decides Career steps and procedures Inflow 3 years max. scale 13 3 years max.scale 12 3 years max.scale 11 Severe assessment Departmental BAC Advise on appointment Director Gen. decides Midterm assessment BAC Advise on promotion Director Gen. decides Severe recruitment& selection Departmental BAC Advise on appointment Director Gen. decides temporary 6 years max. permanent position

  9. ProfessorPersonal Chair Associate Professor 1 2 extension Assistant Professor 1 extension 2 Severe assessment Doctorate Board + Departmental BAC Advise on app. or extension Executive Board decides on app.or extension with resit after5 years Midterm assessment BAC Advise on promotion or extension Director Gen. decides Midterm assessment BAC Advise on promotion Director Gen. decides permanent position Career steps and procedures 5 years scale 14 + supplement Inflow 3 years max.scale 14 3 years max. scale 13 3 years max.scale 12 3 years max.scale 11 Severe assessment Departmental BAC Advise on appointment Director Gen. decides Severe recruitment& selection Departmental BAC Advise on appointment Director Gen. decides temporary 6 years max.

  10. Quality criteria are predetermined depending on Sciences Group or scientific domain framework approved by Stearing Group Integral Quality Insurance Collected credits determine access to assessment process Quality parameters of OWI and WGS Quality criteria (1)

  11. EDITH FESKENS Professor holding a Personal Chair (Nutrition and Metabolic Syndrome) ‘I am glad that teamwork is seenas a major criterion for promotion.’ Quality criteria (2) • Personal file: results of education, research and management • vision and own research line • other scientific activities • contributions to the Wageningen UR organisation • Competences • ability to cooperate in teams • Scientific quality (referees) • Chair group informants

  12. Quality parameters Education • Basic Teaching Qualification (BKO or earlier acquired competences (EVC)) • Course evaluation score > average (3.7) • Scientific and didactic quality • Credits for education

  13. Quality parameters Research • Publications in refereed, international magazines(indicative: citations and H-factor) • Graduation and PhD supervision • Acquisition of substantial projects • Research credits

  14. Personal file (examples) • List of performed courses and credits for education • Supervised BSc and MSc theses • Educational innovations • Programme committee • List of publications and research credits • Supervised PhD students • Acquisition of research projects • International networks • Contributions to social debate

  15. How does it work? • Career steps after inflow: • no financial restrictions • no competition between candidates • Credits pro rata in case of:- part time appointment - major tasks, other than education and research • permanent position based on quality assessment(extension of promotion is possible) • Hardship clause in case of care of young children • Rules on considerations and objections apply

  16. Consequences negative assessment • Assistant Professor: ending of temporary position no extension* no permanent position • Associate Professor: possible extension for high potentials or external mobility or non-academic trajectory * CLA Dutch Universities includes specific grounds for extension

  17. BAS RODENBURG Postdoctoral researcher at the Animal Breeding and Genomics Centre ‘This new policy offers me better perspectives for personal growth.’ Consequences current staff • Current staff can choose new career trajectory(in consultation with chair holder, followed by assessment procedure) • Assessment criteria UD and UHD are the same as those of the new career trajectory within the same job profile and job level • Career paths for teachers and researchers will remain based on the Hay job profiles

  18. Associate Prof. 1 Externalinflow Associate Prof. 2 Assistant Prof. 1 Assistant Prof. 2 Career pathnew staff andcurrent temporary staff (based on vacancies) Switching to the new career trajectory Professor holding a Personal Chair UHD 1 UHD 2 UD 1 switch UD 2 Career path current staff, permanent or with prospect of permanent position

  19. Switching to the new career trajectory Professor holding a Personal Chair UHD 1 Associate Prof. 1 Externalinflow UHD 2 Associate Prof. 2 UD 1 Assistant Prof. 1 switch UD 2 Assistant Prof. 2 • In practice career path is confined to UD1 and UD2 and to UHD1 and UHD2 • Assessment procedures and criteria are identical for both paths • Assessment procedure Professor Personal Chair does not change • Switch UD in consultation with chair holder, followed by assessment procedure • UHD vacancies filled in as Associate Professor, also with internal recruitment • Procedure includes assessment of the next step of the career path • Recruitment aimed at new career path • Inflow of new staff possible at all levels

  20. Career principle, not ‘formation’ principle Expectation: annual inflow 20 fte Assistant Professors based on UD vacancies and current UD switching to the new career path Executive Board provides budget for the salary supplement of Professors holding a Personal Chair Personnel structure and personnel costs

  21. Professor Personal Chair Associate Professor 1 / UHD 1 Associate Professor 2 / UHD 2 Assistant Professor 1 / UD 1 Assistant Professor 2 / UD 2 Current New Total 2020 2020 2020 Personnel structure (fte) 450 400 350 300 250 200 150 100 50 0 2008

  22. More information For more information regarding the career policy of Wageningen UR, please contact your: • Chair holder • Human Resource Department • More information is also available on the Wageningen UR Intranet (www.intranet.wur.nl), go to People > Career > Career policy

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