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Published on November 16, 2007

Author: Haggrid

Source: authorstream.com

Tenure Track Approaches to Create a New Paradigm in Germany:  Tenure Track Approaches to Create a New Paradigm in Germany Beate Scholz Dresden, 07-09-02 Contents:  Contents The Roots The Model The Reality The Rollout Impetus for creating a new paradigm:  Impetus for creating a new paradigm Recommendation by DFG’s Board, Oct. 2000 Shrinking numbers of talented researchers in Germany Need for reliable career structures Heisenberg Fellowship scheme no longer appropriate to fit needs of the target group Introduction of a new qualification framework for an academic career, 1999ff. Young Investigator Groups Juniorprofessuren (assistant professorship) ‘Brain Drain’, survey by Christoph Buechtemann; Verena Tobsch: German Scientists in the United States, 2001 Challenge in terms of numbers, but even more in terms of quality Heisenberg Programme – since 1977:  Heisenberg Programme – since 1977 Objective To bridge the gap between end of qualification and permanent position To provide researchers who have fulfilled requirements to become full professors with well paid fellowships Eligibility Criteria Age limit: candidates younger than 36 In exceptional cases: application possible before achieving the age of 40 Arrangements Free choice of host institution Funding for up to five years Life Sciences/ Medicine 27% Humanities/Social Sciences 35% Engineering and Computer Sciences 4% Natural Sciences 35% 2005 n= 75 (women: 19%) Heisenberg Programme – obstacles to change:  Heisenberg Programme – obstacles to change Political/legal requirements University matters (e.g. tenure track options)  competence of the Länder Support of individuals and setting up of new structures  Federal Government’s competence General principle: mobility requirement after qualification (“Hausberufungsverbot”) DFG Joint funding by Länder and Federal government requires adherence to legal regulations on both sides Contents:  Contents The Roots The Model The Reality The Rollout Promotion of Research Careers: DFG’s ‘Funding Chain‘:  Promotion of Research Careers: DFG’s ‘Funding Chain‘ Student in DFG Project or Research Training Group Heisenberg Professorship Undergraduate Studies PhD Training Postdoc Phase Preparing Future Faculty Associate Professorship Phase Full Professorship Emmy Noether- Programme Phase of Qualification Research Training Group Fellowship Position in a DFG-funded research project Position in a DFG-funded research project Position in a DFG-funded research project Position in a DFG-funded research project Research Fellowship Research Fellowship Research Fellowship Independent Position Independent Position Position in a Research Training Group Heisenberg Fellowship Heisenberg Programme – two options:  Heisenberg Programme – two options Heisenberg Fellowship (ongoing) Objective To bridge the gap between end of qualification and permanent position To provide researchers who have fulfilled requirements to become full professors with well paid fellowships Eligibility Criteria Abolition of age limit Qualification for full professorship essential Requirements Outstanding scientific career and track record Challenging research project with 5 years’ scope Arrangements Geographic flexibility Basic stipend (€ 3,750 per month) + consumables + travel allowance NEW Heisenberg Programme – two options:  Heisenberg Programme – two options Heisenberg Professorship Objective Tenured positions equivalent to associate professorship Perspective to achieve full professorship at the same institution Eligibility Criteria Same as Heisenberg Fellowship Open to Heisenberg Fellows Requirements Same as Heisenberg Fellowship Host Institution Declaration: explaining how far Heisenberg Professorship contributes to new priorities in research Funding arrangements Salary equivalent to associate professorship Heisenberg Programme – procedures /1:  Heisenberg Programme – procedures /1 DFG Host Institution Applicant/ Heisenberg Fellow Heisenberg Programme – procedures /2:  Heisenberg Programme – procedures /2 DFG Host Institution No No Yes Yes Decisions Heisenberg Programme – procedures /3:  Heisenberg Programme – procedures /3 DFG Heisenberg professor After 3 years Host Institution Contents:  Contents The Roots The Model The Reality The Rollout Heisenberg Professorship – since 2006:  Heisenberg Professorship – since 2006 n = 27 Berlin Kiel Hannover Clausthal Leipzig Ilmenau Würzburg München Tübingen Kaiserslautern Darmstadt Frankfurt Bochum 4 1 1 1 1 1 1 1 1 1 2 2 2 n = 19 Applications Decisions Decisions n = 19 Humanities/Social Sciences Life Sciences Natural Sciences Engineering Achievements so far:  Achievements so far At first: interest in the programme merely on the applicants’ side Now: Universities or faculties engaged at very early stage Increasingly: active ‘headhunting’ and personnel development Incentive to define new research priorities Professorial Appointment Procedure Acceleration: duration of professorial appointment process significantly reduced Some universities abstain from own procedures Pre-requisite: accordance with laws in the respective ‘Land’ Contents:  Contents The Roots The Model The Reality The Rollout On the way to a new paradigm:  On the way to a new paradigm Similar schemes Young Investigator Groups + Tenure Track Volkswagen Foundation: Lichtenberg Programme (since 2002) Helmholtz Centres (since 2005) Need for common understanding of ‘Tenure Track in Germany’ Permission to apply for permanent position at the same institution (in competition with others) Offer of permanent position at same institution without additional professorial appointment process (based on positive evaluation of job holder) vs. Results of ‘Career Paths Conference’, Nov. 2006:  Results of ‘Career Paths Conference’, Nov. 2006 Common view Need for Tenure Track system acknowledged Search for good practice for reference Definition “System which offers (young) researchers on temporary appointments an option to achieve (unlimited) professorship at their host institution.” Challenges Transparent assessment criteria and appointment procedures ‘Exit package’ in case of failure Creation of new positions based on candidate’s competencies Risk-taking attitude on all sides

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