The Rosalind Franklin Tenure track

* Annual appraisal interviews enable those in positions of authority to judge carefully about the employees functioning and abilities. The interviews are systematically carried out and recorded.

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

N.B. If the candidate meets the criteria for promotion in a shorter period, the appraisals of performance and promotion can take place earlier.

Phase 1, the fellowship

• The fellow will be appointed as a Post-doc or 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, supporting staff, financial means, criteria for and consequences of appraisal and career.

• Interim evaluations take place in annual appraisal interviews.

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 appraisal and appointment advisory committee (BAC) consists of:

• The (Vice-)Dean of the faculty of Behavioural and Social Sciences

• 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 discipline

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 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 80% has been spent on research and 20% on teaching and organisational 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 one of the research programs of the Faculty of Behavioural and Social Sciences.

• The candidate has published at least five articles in five years in high ranking international scientific journals (first author).

• The candidate has acquired research grants from the 2nd or 3rd stream. She was primary applicant of at least three grant applications, and gained at least one substantial grant (e.g. for a PhD student or post doc place, or sizeable investment grant; preferably prestigious grants such as VENI, VIDI or VICI).

• The candidate has successfully supervised PhD students, or has the potential to do so.

• The candidate has acquired (inter)national recognition as demonstrated by, for example, participation in international research networks and conferences, prizes, membership of the editorial board of high ranked journals, invited lectures at international conferences, and/or participation in international committees.

Teaching:

• The candidate has successfully carried out 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 her own discipline in particular. She has shown to be able to translate this vision into adequate teaching activities (content, working methods, evaluation).

• 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 ( http://www.culture2.coe.int/portfolio/documents/0521803136txt.pdf   , p. 24).

General:

• The candidate has adequate knowledge of the organisational structure of the Faculty of Behavioural and Social Sciences, 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 criticism by students and colleagues on his/her functioning. She has arranged her own professionalization.

• 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 Rosalind Franklin 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 Behavioural and Social Sciences.

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 an personal contract which records agreements about tasks (40% teaching-60% research), 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 Behavioural and Social Sciences

• 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 discipline

• A bachelor or master student in the discipline of the candidate

N.B.1 The candidate’s supervisor shall be consultedon 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 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 40% has been spent on teaching and 60% on research. 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; e.g. this can be demonstrated by an outstanding external assessment according to the SEP. The line of research fits in with one of the research programs of the Faculty of Behavioural and Social Sciences. The research has clear connections with (inter)national research programs, which can lead to (inter)national collaboration.

• The candidate has published at least eight articles in international peer-reviewed scientific journals (Citation Index Journals) in the last five years (first author). The articles have an outstanding quality (according to SEP-criteria).

• The candidate has acquired research grants from the 2nd or 3rd stream. In the last ten years she has acquired at least three substantial, preferably prestigious, grants.

• In the last ten years the candidate has independently and successfully supervised at least three PhD students.

• The candidate has acquired (inter)national recognition as demonstrated by, for example, participation in international research networks and conferences, prizes, membership of the editorial board of high ranked journals, invited lectures at international conferences, and/or participation in international committees. These activities should demonstrate that the candidate has the capacity and authority to direct developments in her research area.

Teaching:

• The candidate has successfully carried out 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 her own discipline in particular.

• The candidate has introduced demonstrable improvements in teaching activities (content, working methods, evaluation).

• The candidate supervised activities at program level, over and above the course level, for example in curriculum renewal projects.

• 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 (C1) and English (C1) to teach properly in both languages. (See: the scale of the Council of Europe reference scheme ( http://www.culture2.coe.int/portfolio/documents/0521803136txt.pdf   , p. 24).

General:

• The candidate has adequate knowledge of the organisational structure of the Faculty of Behavioural and Social Sciences, and is well informed about (inter)national developments in research and education.

• The candidate has made important contributions to the organisational tasks of theResearch Institute, Research School or The Academic Training Institute.

• The candidate operates well in delegated tasks of the Full Professor (e.g. participation in selection committees, supervising and coaching of scientific personnel, appraisal interviews).

• The candidate is sufficiently introspective and receptive to criticism by students and colleagues about his/her functioning. She has arranged her own professionalization.

• The candidate has fostered a good atmosphere and team spirit and has contributed to the discussion and distribution of duties within the section in which she participates.

Consequences:

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

1. The candidate shall be nominated to the Executive Board for appointment as Full Professor (Hoogleraar 2, phase 3).
2. The candidate shall not be nominated to the Executive Board for appointment to Full Professor. The appointment as Associate Professor (UHD) will be continued. After five years she can put herself forward again for appraisal of performance (once).

Phase 3, Full Professor (Hoogleraar 2)

After the nomination for appointment as Full Professor, the prevailing regulations for appointment of Full Professors (‘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.