Start of the tenure track

It is important for the new staff member to from the start take full responsibility for the development of their own career. This first of all requires that the staff member becomes aware of what is expected of them in terms of teaching, research, impact, organization and professionalization. Secondly, the staff member needs to early on start planning on what they need to do to satisfy the criteria of their career path. The staff member should not do this alone; the staff member and their supervisors are jointly responsible for making concrete agreements about expected results and about the development of competencies. Two important instruments in this respect are the personal development plan and the funding plan, which the staff member draws up under the guidance of their supervisors (click here for templates).  

A good start also requires familiarity with the organization. The staff member’s direct supervisor should ensure that the staff member is introduced to relevant rules, customs, and practices. Moreover, the direct supervisor should ensure that the staff member is introduced to relevant persons within (and possibly outside of) the research institute. This includes the scientific director and the education director of the institute, who will inform the staff member respectively about the strategy of the research institute and about the education organization. The education director also ensures the staff member is assigned fitting teaching tasks.

Finally, a good start requires having good advisors. The staff member can count on their supervisors for this, but it is important to also find other advisors, such as a mentor.