Career development academic staff
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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

Career developmentacademic staff

Room for top talent


Room for top talent

MARTIN KROPFF

Rector MagnificusWageningen 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


Whom does it concern

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?


What does it look like

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 23 years max.scale 13

assessment

Associate Professor 13 years max.scale 14

assessment

Professor holding a 5 yearsscale 14Personal Chair + supplement


Career steps and procedures

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


Career steps and procedures1

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


Career steps and procedures2

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.


Career steps and procedures3

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


Career steps and procedures4

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.


Quality criteria 1

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)


Quality criteria 2

EDITH FESKENSProfessor holding a Personal Chair(Nutrition and MetabolicSyndrome)

‘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


Quality parameters education

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


Quality parameters research

Quality parameters Research

  • Publications in refereed, international magazines(indicative: citations and H-factor)

  • Graduation and PhD supervision

  • Acquisition of substantial projects

  • Research credits


Personal file examples

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


How does it work

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


Consequences negative assessment

Consequences negative assessment

  • Assistant Professor: ending of temporary positionno extension* no permanent position

  • Associate Professor: possible extension for high potentials or external mobilityor non-academic trajectory

    * CLA Dutch Universities includes specific grounds for extension


Consequences current staff

BAS RODENBURG

Postdoctoral researcher at the Animal Breeding andGenomics 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


Switching to the new career trajectory

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


Switching to the new career trajectory1

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


Personnel structure and personnel costs

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


Personnel structure fte

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


More information

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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