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RUB, Marquard

New Career Paths in Academia

“New Career Paths” is an innovative and transparent qualification framework for all early-career researchers on campus. On this basis, RUB offers early-career researchers from Germany and abroad clearly structured career paths that safeguard academic excellence and fairness and provide greater predictability, recognition, and autonomy.

Four levels of researcher experience, six paths for career development

The concept recognizes four levels of researcher experience (equivalent to the EU framework), and six career paths which allow for individual development of researchers who have reached R2 level.

Structured performance evaluation of all ECRs safeguards a high level of academic quality. All evaluation as well as recruitment procedures will be based on qualitative rather than quantitative, diversity-sensitive, and transparent criteria and procedures.

Individual support, a comprehensive feedback culture, and career counselling will provide orientation, help early career researchers to pick the appropriate development path, and develop the competencies needed.

Four levels of researcher recognition

1. Doctoral phase (R1)

  • Regulations in accordance with RUB Research School.

2. Postdoc phase (R2)

  • This phase is ideally suited for mobility and building visibility. Flexible duration depending on discipline, funding schemes, and mobility phases. First opportunity to enter one of the six career paths.

3. Established researchers (R3)

  • Three paths of high academic and structural independence
  • Three paths of high structural integration

4. Leading researchers (R4)

  • Fully tenured, internationally recognized professors

Six career paths tailored to support academic career development

The six career paths are are identical up to the doctoral degree but diverge thereafter, focusing especially on R3 researchers.

The first three paths are focused on the early scientific and structural independence of researchers aiming to qualify for a W2/W3 professorship after completing their doctorate.

Researchers pursuing a career beyond a university professorship – as a researcher, lecturer, or academic manager – will choose one of three paths of lower autonomy and a higher degree of structural integration.

The concept also offers clear development prospects for Early Career Researchers (ECRs) who are already at RUB. It is also possible to change paths in response to individual career development.

Structurally independent (on the path to R4)
  • (1) Junior professorship with tenure-track
    • Own budget, leadership responsibility
    • Right to supervise doctoral students
    • Evaluation criteria: Research quality and innovation (as measured on publications, third-party-funding, and other external recognition), teaching, leadership competence

  • (2) Junior professorship without tenure-track
    • Own budget, leadership responsibility
    • Right to award doctoral degrees
    • Evaluation criteria: Research quality and innovation (as measured on publications, third-party-funding, and other external recognition), teaching, leadership competence
    • Career counseling regarding prospects within or outside the university

  • (3) ECR Research Group Leader or Individual Research Scholar (depending on discipline and requirements)
    • Own budget and responsibility for staff
    • Right to supervise doctoral candidates within self-acquired third-party funded projects
    • Evaluation criteria: Research quality and innovation (as measured on publications, third-party-funding, and other external recognition), teaching, leadership competence
    • ‘Connected independence’: organizational and academic affiliation with an institute/section/local group

Structurally integrated
  • (4) Researcher in a group
    • Organizational affiliation: Group professor or professor at the institute/section
    • Administration of self-acquired third-party funded projects
    • Supervisory authority within self-acquired third-party funded projects
    • Evaluation: Publications, teamwork skills, contribution to research projects and proposals, teaching

  • (5) Lecturer
    • Focus on teaching commitment
    • Organizational affiliation: Professor or institute/department
    • Evaluation: Primarily teaching, complemented by research evaluation

  • (6) Academic Manager/Science Manager
    • Research administration or research management
    • Trainee program
    • Evaluation: Subject expertise (certificates), teamwork skills, support for externally funded projects, evaluation by supervisors

Talent development is supported at all levels by the departments and a network of central stakeholders . All services are designed with regard to gender equality and diversity policy goals.

A pilot phase 2024/25 has helped to further develop the concept and adapt it to the needs of the different disciplines. The project ‘New Career Paths’ is coordinated by the Professional Department for Strategic Personnel and Talent Development under the supervision of the Vice Rector for Talent Development, Diversity, and Inclusion, and the Vice Rector for Structure and Planning.

Your feedback and questions continue to be welcome.

Future Proof Career Paths in the Ruhr Innovation Lab

The concept of the new career paths was further developed for the Ruhr Innovation Lab (RIL), RUB’s joint concept with TU Dortmund for the German excellence strategy. Both partners have contributed their specific expertise and measures to combine innovative career paths in research with a systematic increase in sustainable, tenured positions. In the Ruhr Innovation Lab, ECR Talent Development plays a crucial role. Comprehensive support structures are jointly provided by the partners, and innovative measures provide the ideal framework for early independence.

Coordination and Contact

You are welcome to send any feedback or questions to:

Andrea
Kaus

Head of Administrative Department Strategic Personnel and Talent Development
Address

GA 02/129

Email
nkw@ruhr-uni-bochum.de
Phone Number
+49 234 32 25556
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