New career paths in academia

• Contents: Concept for New Career Paths in research | Implementation in the pilot project | Concept development and FAQ | Contact for interested institutions | Links: Academic careers at RUB

The concept for New Career Paths in academia

The concept for the project "New Career Paths at RUB" is described and tested in two paths (modules). Institutions that enter the pilot phase can decide for themselves whether they want to implement both elements or just one of them.

For a detailed description of both modules, please read the Concept Paper "New Career Paths at RUB" (PDF).

Module 1 of the concept: Career paths on the way to a professorship

Objective: clear description of career stages, definition of advisory, selection and evaluation processes from doctoral studies through to appointment, transparent performance expectations, more autonomy for ECRs

Clearly defined career stages with standardized designations will be introduced along the path from doctorate to eligibility for professorship.

• Career stages
  • during the doctorate: Doctoral Researcher
  • at the beginning of the postdoc phase: Postdoctoral Researcher
  • after achieving a further, subject-specific qualification: Established Researcher
  • upon achievement of the subject-specific criteria for eligibility for professorship: Leading Researcher

These academic career milestones are linked to transparent performance expectations:

For the transitions between career stages, feedback mechanisms as well as selection and evaluation processes must be defined that are quality-assured, transparent and equitable. The performance criteria are based on the tenure track regulations of Ruhr University (link), adapted to the respective qualification level. They must be subject-specific. The objective is to provide ECRs with early feedback on their career development opportunities and to advise and support them in such a way that they ultimately have the best possible chances of obtaining a professorship.

The model clearly structures academic career paths at RUB, making them easier to plan, more attractive and more internationally compatible.

Module 2 of the concept: Permanent research positions beyond the professorship

Objectives: Identification of permanent tasks with specific focal points in research, teaching or academic management; creation of new perspectives with permanent job profiles beyond the professorship

Fixed-term employment is a statutory exception that must be justified. For this reason, permanent tasks in academia must be performed within the framework of permanent employment contracts. By establishing three standardized job profiles, the "New Career Paths at RUB" concept aims to meet the university's organizational needs as efficiently and flexibly as possible, while at the same time creating attractive employment opportunities for highly qualified staff. The aim of the project is to create permanent job profiles, namely Lecturer, Researcher and Academic Manager. As part of the pilot phase, the necessary qualifications for the respective job profiles will be defined, and existing permanent academic staff will be assigned to the profiles.

With this module, we can show prospects for career development within the framework of permanent employment relationships and further develop goals and agreements from the contract on good employment at Ruhr University.

Chart

Please click on the image to view it in full size.

• Download chart (PDF)

Implementation in the pilot project

The "New Career Paths" will be tested in various academic fields as part of a pilot phase until around the beginning of 2027.

The focus here is on feasibility and the benefits for early career researchers and the institutions participating in the pilot phase.

The concept will be evaluated during implementation. At the end of the pilot phase, the concept will be adapted and implemented on the basis of the knowledge gained.

Development and FAQ

Contact and Management

The strategic management of the project lies with Isolde Karle, Vice-Rector for Diversity, Inclusion and Talent Development.

Information on the operational implementation can be found in the Serviceportal.

Would you as an individual researcher or dean like to find out more about the concept, give feedback or perhaps get involved in the pilot phase? Then please contact the operational project management: