1. Career development academic staff Room for top talent

2. Attracting (inter)national top talent Holding on to top talent Scientific quality of education and research comes first Room for ambitions and personal development perspective MARTIN KROPFF Rector Magnificus Wageningen University ‘Top level academics enhance the quality of scientific research and education.’

3. Whom does it concern? Newly appointed academic staff (Assistant and Associate Professors) recruitment is based on vacancies Current staff can choose: in consultation with the chair holder assessment by BAC

4. assessment Professor holding a 5 yearsscale 14 Personal Chair + supplement What does it look like? Assistant Professor 2 3 years max.scale 11 assessment Assistant Professor 1 3 years max.scale 12 temporary 6 years maximum assessment – permanent position or end of temporary position Associate Professor 23 years max.scale 13 assessment Associate Professor 13 years max.scale 14

5. Career steps and procedures Severe recruitment & selection Departmental BAC Advise on appointment Director Gen. decides 2 Assistant Professor 3 years max. temporary scale 11 Inflow

6. Severe recruitment & selection Departmental BAC Advise on appointment Director Gen. decides 2 Assistant Professor temporary 6 years max. Career steps and procedures Inflow 1 Midterm assessment BAC Advise on promotion Director Gen. decides 3 years max. scale 12 3 years max. scale 11

7. Severe recruitment & selection Departmental BAC Advise on appointment Director Gen. decides 2 Assistant Professor temporary 6 years max. 1 Midterm assessment BAC Advise on promotion Director Gen. decides Career steps and procedures permanent position Inflow 3 years max. scale 12 2 Associate Professor Severe assessment Departmental BAC Advise on appointment Director Gen. decides 3 years max. scale 13 3 years max. scale 11

8. temporary 6 years max. Severe recruitment & selection Departmental BAC Advise on appointment Director Gen. decides 1 Midterm assessment BAC Advise on promotion Director Gen. decides Severe assessment Departmental BAC Advise on appointment Director Gen. decides 2 Associate Professor Career steps and procedures 2 Assistant Professor Inflow 3 years max. scale 12 3 years max. scale 13 extension Midterm assessment BAC Advise on promotion or extension Director Gen. decides 1 3 years max. scale 14 3 years max. scale 11 permanent position

9. Severe recruitment & selection Departmental BAC Advise on appointment Director Gen. decides temporary 6 years max. 3 years max. scale 12 1 Midterm assessment BAC Advise on promotion Director Gen. decides Severe assessment Departmental BAC Advise on appointment Director Gen. decides 3 years max. scale 13 2 Associate Professor Career steps and procedures Midterm assessment BAC Advise on promotion or extension Director Gen. decides 1 extension 3 years max. scale 14 permanent position 2 Assistant Professor 3 years max. scale 11 Inflow 5 years scale 14 + supplement extension Severe assessment Doctorate Board + Departmental BAC Advise on app. or extension Executive Board decides on app. or extension with resit after 5 years Professor Personal Chair

10. Quality criteria (1) Quality criteria are predetermined depending on Sciences Group or scientific domain framework approved by Stearing Group Integral Quality Insurance Collected credits determine access to assessment process Quality parameters of OWI and WGS

11. Quality criteria (2) Personal file: results of education, research and management vision and own research line other scientific activities contributions to the Wageningen UR organisation Competences ability to cooperate in teams Scientific quality (referees) Chair group informants EDITH FESKENS Professor holding a Personal Chair (Nutrition and Metabolic Syndrome) ‘ I am glad that teamwork is seen as a major criterion for promotion.’

12. Quality parameters Education Basic Teaching Qualification (BKO or earlier acquired competences (EVC)) Course evaluation score > average (3.7) Scientific and didactic quality Credits for education

13. Quality parameters Research Publications in refereed, international magazines (indicative: citations and H-factor) Graduation and PhD supervision Acquisition of substantial projects Research credits

14. Personal file (examples) List of performed courses and credits for education Supervised BSc and MSc theses Educational innovations Programme committee List of publications and research credits Supervised PhD students Acquisition of research projects International networks Contributions to social debate

15. How does it work? Career steps after inflow: no financial restrictions no competition between candidates Credits pro rata in case of: - part time appointment - major tasks, other than education and research - permanent position based on quality assessment (extension of promotion is possible) Hardship clause in case of care of young children Rules on considerations and objections apply

16. Consequences negative assessment Assistant Professor: ending of temporary position no extension* no permanent position Associate Professor: possible extension for high potentials or external mobility or non-academic trajectory * CLA Dutch Universities includes specific grounds for extension

17. Consequences current staff Current staff can choose new career trajectory (in consultation with chair holder, followed by assessment procedure) Assessment criteria UD and UHD are the same as those of the new career trajectory within the same job profile and job level Career paths for teachers and researchers will remain based on the Hay job profiles BAS RODENBURG Postdoctoral researcher at the Animal Breeding and Genomics Centre ‘ This new policy offers me better perspectives for personal growth.’

18. Switching to the new career trajectory Professor holding a Personal Chair UHD 1 UHD 2 UD 1 UD 2 External inflow Assistant Prof. 2 Assistant Prof. 1 Associate Prof. 2 Career path current staff, permanent or with prospect of permanent position Associate Prof. 1 Career path new staff and current temporary staff (based on vacancies) switch

19. Switching to the new career trajectory Professor holding a Personal Chair Associate Prof. 1 Associate Prof. 2 Assistant Prof. 1 Assistant Prof. 2 External inflow switch In practice career path is confined to UD1 and UD2 and to UHD1 and UHD2 Assessment procedures and criteria are identical for both paths Assessment procedure Professor Personal Chair does not change Switch UD in consultation with chair holder, followed by assessment procedure UHD vacancies filled in as Associate Professor, also with internal recruitment Procedure includes assessment of the next step of the career path Recruitment aimed at new career path Inflow of new staff possible at all levels UHD 1 UHD 2 UD 1 UD 2

20. Personnel structure and personnel costs Career principle, not ‘formation’ principle Expectation: annual inflow 20 fte Assistant Professors based on UD vacancies and current UD switching to the new career path Executive Board provides budget for the salary supplement of Professors holding a Personal Chair

21. 2008 Current 2020 New 2020 Total 2020 Personnel structure (fte) 0 50 100 150 200 250 300 350 400 450 Professor Personal Chair Associate Professor 1 / UHD 1 Associate Professor 2 / UHD 2 Assistant Professor 1 / UD 1 Assistant Professor 2 / UD 2

22. More information For more information regarding the career policy of Wageningen UR, please contact your: Chair holder Human Resource Department More information is also available on the Wageningen UR Intranet (www.intranet.wur.nl), go to People > Career > Career policy