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Career development academic staff Room for top talent.
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Transcript of Career development academic staff Room for top talent.
![Page 1: Career development academic staff Room for top talent.](https://reader035.fdocuments.net/reader035/viewer/2022062714/56649cf85503460f949c97d7/html5/thumbnails/1.jpg)
Career developmentacademic staff
Room for top talent
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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.’
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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
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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
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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
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Severe recruitment& selection
Departmental BAC
Advise on appointment
Director Gen. decides
2
Assistant Professor
temporary 6 years max.
Career steps and procedures
Inflow
1
Midterm assessment
BAC
Advise on promotion
Director Gen. decides
3 years max.scale 12
3 years max.scale 11
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Severe recruitment& selection
Departmental BAC
Advise on appointment
Director Gen. decides
2
Assistant Professor
temporary 6 years max.
1
Midterm assessment
BAC
Advise on promotion
Director Gen. decides
Career steps and procedures
permanent position
Inflow 3 years max.scale 12
2
Associate Professor
Severe assessment
Departmental BAC
Advise on appointment
Director Gen. decides
3 years max. scale 13
3 years max.scale 11
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temporary 6 years max.
Severe recruitment& selection
Departmental BAC
Advise on appointment
Director Gen. decides
1
Midterm assessment
BAC
Advise on promotion
Director Gen. decides
Severe assessment
Departmental BAC
Advise on appointment
Director Gen. decides
2
Associate ProfessorCareer steps and procedures
2
Assistant Professor
Inflow 3 years max.scale 12
3 years max. scale 13
extension
Midterm assessment
BAC
Advise on promotion or extension
Director Gen. decides
1
3 years max.scale 14
3 years max.scale 11
permanent position
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Severe recruitment& selection
Departmental BAC
Advise on appointment
Director Gen. decides
temporary 6 years max.
3 years max.scale 12
1
Midterm assessment
BAC
Advise on promotion
Director Gen. decides
Severe assessment
Departmental BAC
Advise on appointment
Director Gen. decides
3 years max. scale 13
2
Associate ProfessorCareer steps and procedures
Midterm assessment
BAC
Advise on promotion or extension
Director Gen. decides
1
extension
3 years max.scale 14
permanent position
2
Assistant Professor
3 years max.scale 11
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
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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
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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.’
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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
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Quality parameters Research
Publications in refereed, international magazines(indicative: citations and H-factor)
Graduation and PhD supervision Acquisition of substantial projects Research credits
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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
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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
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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
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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.’
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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
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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
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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
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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
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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