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OnderzoekOnderzoek Faculteit der LetterenRosalind Franklin Fellowships

Tenure track

A tenure track at the Faculty of Arts consists of four phases. The period after which tenure and full professorship will be awarded is at most five and seven years, but may be influenced by academic results before and during the assessment period.

Overview:
Position Duration Evaluation points
University lecturer (UD 1) Max. 5-year temporary appointment Selection by the Appointments Advice Committee
Annual evaluations
After 4.5 years, assessment for promotion via special committee
Associate professor (UHD 2)

3 years (with tenure from this point)

Annual performance appraisal interviews
After 2.5 years assessment for promotion to UHD1/junior professor
Associate professor (UHD 1)/junior professor 1-4 years Annual evaluations
After 1-3,5 years, assessment for promotion via special committee
Full Professor 2 Tenured Annual evaluations

Explanatory notes:

Phase 1: appointment as university lecturer (UD)

  • Temporary appointment as UD for a maximum of five years. Depending on the candidate's experience, the responsibilities, the position and the durations may be adjusted.
    The position is for at least 80%, the duration of the period can be adjusted if necessary to a maximum temporary appointment of 6 years.
  • On appointment, a contract will be drawn up which sets out the agreements concerning the responsibilities, the support (training, supervision) and the resources, assessment criteria, assessment points and consequences for the career. These agreements will be made between the relevant professor and the candidate and presented for approval to the Faculty Board.
  • The teaching duties will cover no more than 20% of the appointment.
  • Interim evaluations will be conducted during the performance appraisal interviews.
  • The assessment procedure by the faculty tenure track committee will begin six months before the end of the appointment. This committee will advise the faculty board whether or not to appoint the university lecturer as university senior lecturer. In principle, there will be two female members of the committee - in accordance with the faculty policy.

The committee will assess whether the candidate can be considered for the following phase of the tenure track. It will apply the following criteria:  

Criteria for the appointment to university senior lecturer (UHD):

Research

  • The candidate has developed her/his own clear and productive line of research, with potential for an outstanding external research assessment. The research line fits or dovetails with one of the programmes of the faculty research institutes
  • The candidate must have produced at least 5 peer-reviewed academic articles, or qualitatively comparable publications, in the 5-year period preceding the assessment
  • The candidate has generated research funding from the 2nd and/or 3rd stream. The candidate has been awarded a substantial grant at least once in open competition over the last five years
  • The candidate supervises PhD students independently and has acted as a joint supervisor of at least one successfully defended thesis
  • The importance of the candidate's research is nationally and internationally recognized, as demonstrated by participation in international research networks and conferences, prizes, awards, invitations as keynote speaker, editorial board membership of journals or participation in international committees
  • The candidate will present a research proposal (3-5 pages).
Teaching
  • The candidate conducts teaching activities well, as demonstrated by positive evaluations of course modules
  • The candidate demonstrates vision regarding teaching, learning and assessment in general and within the own discipline in particular
  • The candidate has demonstrated the ability to translate this vision into an adequate teaching and learning programme (content, didactic working methods, assessment)
  • The candidate has good didactic qualities, supported by a successfully completed didactic training  
General
  • A non-Dutch-speaking candidate has mastered Dutch to B2/C1 level; a non-English-speaking candidate has mastered English to B2/C1 level.
  • The candidate understands the way the Faculty and the RUG are organized, and is aware of national and international developments in the field of teaching and research
  • The candidate must contribute efficiently and effectively to the smooth running of the teaching and research processes in which he/she is involved. The candidate has assumed some organizational responsibilities
  • The candidate demonstrates self reflection, is open to criticism from superiors, colleagues and students and is actively involved in her/his own professional development
  • The candidate possesses potential leadership qualities
  • The candidate has contributed to a good working atmosphere and team spirit within the environment where he/she operates.

Comments

The evaluation committee comes to its decision on the basis of:

  1. an interview with the candidate
  2. CV, overview of publications, overview of academic activities
  3. at least two external references (selected independently of the candidate).
  4. five academic publications (peer reviewed)
  5. proposal for future research activities
  6. teaching overview and recent teaching evaluations
  7. overview of advanced professional training of the last two years
  8. recommendation of the supervising professor

If necessary, the committee may request more/different publications and/or an assessment.  

Consequences

If the committee does not issue a positive appraisal, the temporary appointment will cease. The candidate will be offered support in finding another job.
If the committee issues a positive appraisal, the candidate will be appointed as UHD 2 with tenure at the Faculty.

Phase 2: Appointment as UHD 2

  • Appointment as UHD 2
  • On appointment, a contract will be drawn up which sets out the agreements concerning the responsibilities, the support (training, supervision) and the resources, assessment criteria, assessment points and career consequences. These agreements will be made between the supervising professor and the candidate and will cover the duration of the UHD2 path. They will be presented for approval to the Faculty Board.
  • Interim evaluations will be conducted during the performance appraisal interviews.

Assessment after three years

Within three years, the functioning of the candidate will be assessed in accordance with the usual guidelines. A non-positive appraisal leads to a continuation of the UHD 2 appointment. A positive appraisal will result in appointment for one to four years as UHD 1. She/he will also be recommended to the Executive Board for appointment to junior professor. This recommendation will be accompanied by a report setting out the teaching and research responsibilities of the junior professor.

Phase 3: Appointment UHD 1/junior professor

  • Appointment as UHD 1/junior professor for one to four years
  • After one year as UHD1/junior professor, the candidate can choose herself/himself the moment of assessment for promotion to a full professorship. This possibility is open only once and the assessment should take place at most 3,5 years after the appointment as UHD1. Given the fact that this involves appointing the candidate to a personal chair, an appointment committee will be set up, consisting of:
      - the dean or vice dean, chair
      - the director of the relevant Research Institute
      - the director of graduate and postgraduate studies Faculty of Arts
      - an external expert
      - a professor of a related discipline within Arts
      - a student
    In principle, there will be two female members of the committee - in accordance with faculty policy.

The committee will assess whether the candidate can be considered for the following phase of the tenure track. It will apply the following criteria:

Criteria for appointment to full professor2

Research

  • The candidate has developed a clear and productive own line of research, with potential for an outstanding external research assessment. The research line is related to the research profile of the faculty
  • The research demonstrates clear links with national and international research programmes, with the potential to form national and international alliances
  • The candidate must have produced at least 7 peer-reviewed academic articles, or qualitatively comparable publications, in the 5-year period preceding the assessment
  • The candidate has generated research funding from the 2nd and/or 3rd stream. In the last 10 years, the candidate has been granted a significant award, generating post doc and/or PhD student support, at least twice in open competition
  • The candidate supervises PhD students independently and has acted as a joint supervisor of at least three successfully defended theses
  • The importance of the candidate's research is nationally and internationally recognized, as demonstrated by participation in international research networks and conferences, prizes, awards, invitations as keynote speaker, editorial board membership of journals or participation in international committees. These activities must demonstrate that the candidate has the capability and authority to guide developments within the field
  • The candidate will present a proposal setting out a vision of the future of the chair (3-5 pages).

Teaching

  • The candidate conducts teaching, learning and assessment activities well, as demonstrated by positive evaluations of courses modules
  • The candidate demonstrates vision regarding teaching, learning and assessment in general and within the own discipline in particular
  • The candidate has demonstrated the ability to translate this vision into an adequate teaching and learning programme (content, didactic working methods, assessment)
  • The candidate has introduced improvements to the curriculum
  • The candidate has managed supramodular activities at programme level, for example curriculum enhancement projects
  • The candidate has contributed successfully to curriculum management, for example by chairing a departmental committee, board of examiners or other incidental committees or work groups

General

  • The candidate is aware of national and international developments in the field of teaching and research
  • The candidate has contributed significantly to the organizational tasks of the department, the teaching or research institute
  • The candidate performs delegated supervisory tasks well (e.g. participation in appointment committees, managing and coaching staff, and personnel evaluations)
  • The candidate demonstrates self reflection, is open to criticism from superiors, colleagues and students and is actively involved in her/his own professional development
  • The candidate has contributed to a good working atmosphere and team spirit and to discussions and consultations within the department.

Comments

The committee comes to its decision on the basis of:

  1. an interview with the candidate
  2. CV, overview of publications, overview of academic activities
  3. at least two external references (selected independently of the candidate).
  4. five academic publications (peer reviewed)
  5. proposal for the development of the chair
  6. teaching overview and recent teaching evaluations
  7. overview of the professional training activities of the last two years
  8. recommendation of the supervising professor

If necessary, the committee may request more/different publications and/or an assessment.

Consequences

A non-positive appraisal by the committee will mean a continuation of the UHD1 appointment and loss of the ius promovendi for new PhD students.
If the committee issues a positive appraisal, the candidate will be recommended for promotion to full professor 2 to the Executive Board. The nomination will be accompanied by the report concerning the chair and the recommendation of the committee.

Phase 4: Appointment as full professor 2

The Faculty Board will request the Executive Board to proceed to appointing the candidate to full professor 2 with tenure.

Laatst gewijzigd:04 november 2016 10:59