Hochschule Geisenheim University (HGU) is opening more long-term and sustainable career paths in order to promote excellent scientists. In 2017, the university's executive committee took a key decision to reinforce their recruitment policy by establishing a tenure-track system to appoint junior scientists with high potential as assistant professors (Qualifikationsprofessur according to Hessian Higher Education Act). Subsequently, the university senate has approved this decision. HGU's organizational cultural change has already started as this has become an integral part of the HGU recruitment process and career policy. In spring 2018, the first tenure-track professorships were advertised. By 2026, approximately 18% of all professorships will be appointed via this career path. This will offer attractive conditions for young scientists and allow HGU to better compete for top scientists both nationally and internationally. HGU offers tenure-track professorships exclusively as a path from a W1 appointment to a tenured higher grade W2 appointment. The entire tenure process is governed by HGU tenure-track statutes. The tenure-track qualification period is embedded in various personnel development measures, such as a voluntary mentoring program, tailored training and education packages, and an onboarding procedure oriented towards target groups. All procedures, from appointment to evaluation, are designed to be fair and transparent, with university-wide consistency, quality assurance and clear underlying evaluation standards.
The tenure-track professorship of Hochschule Geisenheim University is based on a transparent, fair and quality-assured appointment procedure. This procedure has been stipulated in the Statutes for the Qualification Assessment of Tenure-Track Professorships.
The procedure starts with the Agreement on Targets to be Reached for Appointment which will be negotiated between the President and the tenure-track candidate. These individual targets refer to the fieldsof research and knowledge transfer, academic teaching, academic administrative autonomy and commitment as well as social and leadership skills. It will then be decided in a two-stage evaluation procedure, in which also external scientists are involved, whether the candidate shows the required qualification in all categories. After three years of service or employment, the process of an interim evaluation will be started with the aim of assessing the progress made by the candidate. Should this interim evaluation show negative results, talks will be held with the Head of Department, the Head of Division and, if necessary, also with the President in order to provide guidance and individual support for each candidate and adjust respective measures. The process of the final evaluation (tenure evaluation) will be started one year prior to the end of employment. During the entire qualification period, all tenure- track professors will be supported individually by development talks held annually with the Head of Department, the Head of Division and, if necessary, with the President. In addition, various personnel development measures will be provided, such as a wide range of training and advanced education packages as well as coaching and mentoring programs. Both evaluation procedures will be carried out by an independent tenure-track committee.