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Career developmentacademic staff

Room for top talent

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

MARTIN KROPFF

Rector MagnificusWageningen University

‘Top level academics enhance the quality of scientific research and

education.’

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

assessment

Professor holding a 5 years scale 14

Personal Chair + supplement

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

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

Career steps and procedures

Severe recruitment& selection

Departmental BAC

Advise on appointment

Director Gen. decides

2

Assistant Professor

3 years max. temporary scale 11

Inflow


Departmental BAC



2

Assistant Professor

temporary 6 years max.


Inflow

1

Midterm assessment

BAC

Advise on promotion


3 years max.scale 12



Departmental BAC



2

Assistant Professor


1

Midterm assessment

BAC

Advise on promotion



permanent position

Inflow 3 years max.scale 12

2

Associate Professor

Severe assessment

Departmental BAC



3 years max. scale 13




Departmental BAC



1

Midterm assessment

BAC

Advise on promotion


Severe assessment

Departmental BAC



2

Associate ProfessorCareer steps and procedures

2

Assistant Professor

Inflow 3 years max.scale 12


extension

Midterm assessment

BAC

Advise on promotion or extension


1



permanent position


Departmental BAC





1

Midterm assessment

BAC

Advise on promotion


Severe assessment

Departmental BAC




2

Associate ProfessorCareer steps and procedures

Midterm assessment

BAC

Advise on promotion or extension


1

extension


permanent position

2

Assistant Professor


Inflow5 years scale 14 + supplement

extension

Severe assessment

Doctorate Board + Departmental BAC

Advise on app. or extension

Executive Board decides on app.or extension with resit after5 years

ProfessorPersonal Chair

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 (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

EDITH FESKENSProfessor holding a Personal Chair(Nutrition and

MetabolicSyndrome)

‘I am glad that teamwork is seen

as a major criterion for promotion.’

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

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

Graduation and PhD supervision Acquisition of substantial projects Research credits

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?

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

Assistant Professor: ending of temporary positionno 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

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

BAS RODENBURG

Postdoctoral researcher at

the Animal Breeding andGenomics Centre

‘This new policy offers me better perspectives for personal

growth.’

Switching to the new career trajectoryProfessor holding a Personal Chair

UHD 1

UHD 2

UD 1

UD 2

Externalinflow

Assistant Prof. 2

Assistant Prof. 1

Associate Prof. 2

Career path current staff,

permanent or

with prospect of

permanent position

Associate Prof. 1

Career pathnew staff andcurrent temporary staff (based on vacancies)

switch

Switching to the new career trajectoryProfessor holding a Personal Chair

Associate Prof. 1

Associate Prof. 2

Assistant Prof. 1

Assistant Prof. 2

Externalinflow

switch

• 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

UHD 1

UHD 2

UD 1

UD 2

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

2008Current2020

New2020

Total2020

Personnel structure (fte)

0

50

100

150

200

250

300

350

400

450

Professor Personal Chair

Associate Professor 1 / UHD 1

Associate Professor 2 / UHD 2

Assistant Professor 1 / UD 1

Assistant Professor 2 / UD 2

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