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Tenure Track

The Tenure-track system is a career path or line of about ten years for academic staff. If the career path is followed successfully, it will lead to a professorship.

The Tenure-track system is characterized by a careful, strict selection policy, directed towards attracting extremely talented researchers. Later on in the path, previously established criteria will be carefully applied by a committee to determine whether the tenure-track staff member can continue the career path from assistant professor via associate professor to full professor.

With regard to the preconditions, during the entire path a great deal of attention will be paid to supervising the member of staff and improving teaching and management skills.

Phase Duration Evaluation
1 Fellowship
Assistant Professor (UD)
Salary scale depends on experience
max. 5 years (temporary appointment) Appraisal interviews, yearly*
After 3 and 5 years appraisal of performance with regards to the admission to the next phase**
2 Associate professor (UHD)
Salary scale 13/14
max. 5 years Appraisal interviews, yearly
After 2 years appraisal of performance with regards to promotion to salary scale 14
After max. 4½ years appraisal of performance with regards to the admission to the next phase
3 Full professor
(hoogleraar 2)
Scale prof. 2
No time limit Appraisal interviews, once every two years

* During an annual appraisal interview the assessors give their considered opinion about the functioning and abilities of the member of staff. The interview is systematically carried out and recorded.

** During a performance interview, the assessors give their opinion about the performance of the member of staff during a predetermined period in the past. The interview is systematically carried out and recorded. Decisions of a legally binding nature may be based on such an appraisal.

Phase 1, the fellowship

The fellow will be appointed as an Assistant Professor during a maximum of five years. The period of the first phase can be adjusted to the experience of the candidate. It is possible to opt for an appointment of 80% and a duration of six years.

Part of the terms of employment is a personal contract which records agreements about tasks, financial means, criteria for and consequences of appraisal and career.

Transition from phase 1 to phase 2 (position as Associate Professor/UHD)

Six months before the end of the first phase, the procedure for appraisal of performance required for promotion to Associate Professor will be started. The board of the faculty will institute an appraisal and appointment advisory committee (BAC) that consists of:

  • The Dean of the Faculty of Theology and Religious Studies
  • The Director of the Research Institute
  • The Director of the Academic Training Institute
  • External expert of the same discipline
  • Expert from the University of Groningen , but outside the department

N.B.1 The candidate’s supervisor shall be consulted on the performance of the candidate.

N.B.2 The BAC shall obtain at least three external references. For promotion it is required that at least two assessments of the candidate are positive without reservations.

N.B.3 The evaluation of the teaching capacities of the candidate takes place on basis of regular evaluations.

N.B.4 The appraisal and appointment committee consists of at least one woman.

Criteria for appointment to Associate Professor (UHD, phase 2)

The criteria are based on a 100% appointment of five years, of which 40% has been spent on research, 50% on teaching and 10% on management tasks. If the ratio of tasks is different, the criteria will be adjusted in proportion.

Research:

  • The candidate has developed a clear and original line of research, with potential for an outstanding external assessment according to the SEP. The line of research fits in with the research program of the Faculty of Theology and Religious Studies.
  • On average, the candidate has published at least three articles per year in peer reviewed journals or international collective volumes, of which at least two with a substantial and original contribution; a monograph counts as eight articles.
  • International recognition as being demonstrated by invitations and international guest lectures.
  • The candidate has applied for a substantial research grant at least once with a rating A.
  • The candidate has been successfully supervising at least one PhD student, or has demonstrated the potential to do so.

Teaching:

  • The candidate has successfully carried out his/her teaching tasks.
  • The teaching is of high quality. This will be evaluated by or on behalf of the Director of the Academic Training Institute. Evaluations by students are taken into account.
  • The candidate has a clear vision on education in general and in his/her own discipline in particular. She has shown to be able to translate this vision into adequate teaching activities (content, working methods, evaluation and enthusiasm).
  • The candidate has sufficient knowledge of Dutch (B2) and English (C1/C2) to teach properly in both languages. (See: the scale of the Council of Europe reference scheme 'Common European Framework'

General:

  • The candidate has adequate knowledge of the organisational structure of the Faculty of Theology and Religious Studies, and is well informed about (inter)national developments in research and education.
  • The candidate has contributed efficiently and effectively to the research and educational processes in which she is involved. She has demonstrated organisational capacities.
  • The candidate is sufficiently introspective and receptive to feed back by students and colleagues on his/her functioning.
  • The candidate has supervising qualities.
  • The candidate fosters a good atmosphere and team spirit.
  • The candidate demonstrates the capacities and motivation to reach the standard for a Full Professorship within five years.

Consequences:

Based on the former criteria the BAC will make one of the following recommendations to the faculty board:

  1. The Fellow shall be nominated to the Executive Board for appointment as Associate Professor (UHD1, phase 2).
  2. The contract shall not be extended. The candidate shall be supported in seeking a career outside the Faculty of Theology and Religious Studies.

Phase 2, Associate Professor (UHD1)

The candidate will be appointed as Associate Professor (UHD1, salary scale 13/14) during a period of at most of five years (an appointment of 80% is possible).

Part of the terms of employment as Associate Professor is a personal contract that records agreements about tasks (50% teaching, 40% research, 10% management), supporting staff, financial means, criteria for and consequences of appraisal and career.

Interim evaluations take place in annual appraisal interviews.

Two years after the appointment as Associate Professor a procedure for appraisal of performance will take place with the intention of a promotion to salary scale 14.

Transition from phase 2 to phase 3 (position as Full Professor)

Six months before the end of the second phase, the procedure for appraisal of performance required for promotion to Full professor will be started. The appraisal and appointment advisory committee (BAC) consists of:

  • The Dean of the Faculty of Theology and Religious Studies
  • The Director of the Research Institute
  • The Director of the Academic Training Institute
  • External expert of the same discipline
  • Expert form the University of Groningen, but outside the department
  • A bachelor or master student in the discipline of the candidate

N.B.1 The candidate’s supervisor shall be consulted on the performance of the candidate.

N.B.2 The BAC shall obtain at least three external references of international experts. For promotion it is required that at least two of the three assessments of the candidate are positive without reservations.

N.B.3 The appraisal and appointment committee consists of at least one woman.

N.B.4 Furthermore, the procedure follows the prevailing regulations for appointment as Full Professors (‘Handleiding voor hoogleraarbenoemingen’).

Criteria for appointment as Full Professor (Hoogleraar 2, phase 3)

The criteria are based on a 100% appointment of five years, of which 50% has been spent on teaching, 40% on research and 10 % on management. If the ratio of tasks is different, the criteria will be adjusted in proportion.

Research:

  • The candidate has developed a clear, productive and original line of research, as can be demonstrated by an outstanding external assessment according to the SEP. The line of research fits in with the research program of the Faculty of Theology and Religious Studies.
  • On average, the candidate has published at least three articles per year in peer reviewed journals or international collective volumes, of which at least two with a substantial and original contribution; a monograph counts as eight articles.
  • International recognition as being demonstrated by invitations and international guest lectures.
  • During this period, the candidate must have gained a substantial research award from the second of third stream (e.g. for a PhD or postdoc).
  • In the last ten years, the candidate has been successfully supervising at least two PhD students

Teaching:

  • The candidate has successfully carried out his/her teaching tasks.
  • The teaching is of high quality. This will be evaluated by or on behalf of the Director of the Academic Training Institute. Evaluations by students are taken into account.
  • The candidate has a clear vision on education in general and in his/her own discipline in particular. She has shown to be able to translate this vision into adequate teaching activities (content, working methods, evaluation and enthusiasm).
  • The candidate has successfully contributed to the curriculum management, for example by chairing a departmental committee, curriculum committee, or occasional committees and projects.
  • The candidate has sufficient knowledge of Dutch (B2) and English (C1) to teach properly in both languages. (See: the scale of the Council of Europe reference scheme)

General:

  • The candidate has adequate knowledge of the organisational structure of the Faculty of Theology and Religious Studies, and is well informed about (inter)national developments in research and education.
  • The candidate has contributed efficiently and effectively to the research and educational processes in which she is involved. She has demonstrated organisational skills.
  • The candidate is sufficiently introspective and receptive to feed back by students and colleagues on his/her functioning.
  • The candidate has supervising qualities.
  • The candidate fosters a good atmosphere and team spirit.

Consequences:

If the BAC 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.

A non-positive appraisal by the BAC will mean a continuation of the UHD1 appointment and loss of the ius promovendi for new PhD students.

Phase 3, Full Professor (Hoogleraar 2)

After the nomination for appointment as Full Professor, the prevailing regulations for appointment of Full Professors (presently called ‘Handleiding voor hoogleraarbenoemingen’) will be followed:

  • A structure committee (structuurcommissie) writes a structure report (structuurrapport). Because this position concerns a personal professorship, this report will be geared to the candidate.
  • The candidate will be appraised on criteria which are laid down in the structure report. A bachelor or master student will participate in the procedure.
  • Other universities will be consulted.
  • Appointment as Full Professor (Hoogleraar 2, an appointment of 80% is possible).
  • The appointment concerns a personal professorship, but can change into a structural professorship if this becomes available. It is possible that the relationship between a personal and a structural professorship will be changed in the immediate future.
Laatst gewijzigd:30 juli 2015 16:30