TENURE TRACK AND CAREER ADVANCEMENT AT THE SCHOOL OF SOCIAL SCIENCES AND HUMANITIES

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1 TENURE TRACK AND CAREER ADVANCEMENT AT THE SCHOOL OF SOCIAL SCIENCES AND HUMANITIES The University of Tampere uses a four-level research career model which specifies that staff can be promoted either through the tenure track system or, if the person is especially distinguished and the school's HR Strategy allows it, through the so-called 'normal procedure' for non-tenure-track faculty members. Tenure Track Positions and Career Advancement Tenure Track. The University of Tampere employs a tenure track system that complements its fourlevel career model. 1 In the tenure track system, a person can be employed as a post-doctoral researcher, a university lecturer, a university researcher or an associate professor on a fixed-term contract for three to five years. During that time, the faculty member's work and results will be monitored closely. The tenure track system allows teaching and research staff to advance to a permanent professorship in their field. The levels of the tenure track system are 1) post-doctoral researcher, 2) university researcher or university lecturer, 3) associate professor, and 4) full professor. Candidates can enter the tenure track at any stage, and they will automatically enter the regular evaluation system. Tenure track positions are filled through an open call for applications, just as any other vacancy at the University of Tampere. The call for applications must state that the successful candidate will be employed for a fixed term and possibly offered a permanent position at a later time. The tenure track system uses expert evaluation in considering promotion to the next level in the system. At levels one, two and three, employment is on a fixed-term basis for three to five years. At level four (professorship), employment is open-ended. Professorships are filled through an invitation procedure. Career Advancement. If a faculty member is not in the tenure track system but is especially distinguished, he/she can be promoted after undergoing an evaluation process. 2 1 The University's Regulations on Human Resources define required qualifications and the general guidelines in recruitment. The Rector's guidelines of 4 May 2012 on recruitment supplement the Regulations on Human Resources. 2 According to the University's HR Strategy and the Rector's guidelines on recruitment, if a Dean so recommends and an expert evaluation has been conducted, the Rector can: Promote an academically distinguished post-doctoral researcher to a university lecturer or university researcher on a fixed-term contract. Promote an academically distinguished university lecturer or university researcher to associate professor on a fixed-term contract. When a person is appointed associate professor, he/she will be evaluated in three to five years and possibly offered a permanent position as a professor. When appointing professors, the invitation procedure is employed.

2 Academic Committee Each school has an academic committee, whose purpose is to organise the evaluation process applied in the tenure track system (schedule evaluations with faculty members, choose and brief evaluators, sum up the evaluation process and prepare the matter for the board). assess whether the titles of people being promoted need to be changed and if the school's strategy on education and research requires it. propose motions on promotions and title changes to the school's steering committee and board. maintain the school's expert network in order to solicit high-quality evaluations. handle any other tasks related to the evaluation of academic activities to support decision-making at the school. Evaluation Process Tenure Track The evaluation process generally starts one year before a fixed-term contract ends and proceeds as follows: 1) The evaluated faculty member or the academic committee starts the evaluation process. Evaluation usually begins four to four and a half years after the person accepts the position. This ensures that the evaluation process can be completed before the faculty member's contract ends. If a person proceeds exceptionally quickly, evaluation may start three years after the person accepts the position. 2) The evaluated faculty member submits the documents and accounts required for the evaluation. 3) The academic committee appoints two or three objective experts. 4) If the experts and the academic committee consider the faculty member ready for a promotion, he/she will be promoted to the next level and his/her contract will be extended by five years. 5) If a faculty member is to be promoted to level four in the tenure track system, the invitation procedure will commence and, if successful, the person will be employed on an open-ended contract. 6) If a faculty member does not pass the evaluation, his/her employment will terminate when his/her contract expires.

3 Career Advancement Especially distinguished faculty members may ask to be evaluated if they want to be considered for a promotion. The evaluation process is as follows: 1) A faculty member asks the academic committee to evaluate his/her work and title. Considering the school's interest, the school's research strategy and the opinion of the staff in the department and degree programme, the academic committee assesses the need for a promotion. 2) The academic committee makes a preliminary assessment of whether the faculty member's academic activities over the past five years can be considered 'especially distinguished' and whether an expert evaluation should be made and promotion considered. The criteria used in the tenure track system applies in this evaluation process as well (see 'Evaluation Criteria' below). If the academic committee's preliminary assessment is favourable, the evaluation process will be continued. If the assessment is negative, the evaluation process will be discontinued. 3) The academic committee recommends the promotion to the School's HR committee (steering committee), which prepares the necessary changes for the School's HR Strategy and make a motion to the Board. 4) The Board considers the matter and makes a conditional change in the HR Strategy. 5) The academic committee starts the evaluation process. The process follows the same formula and criteria as the evaluation in the tenure track system. The evaluation may reach either a favourable or a negative result. If the result is negative, the evaluation process stops and the changes made to the HR Strategy are cancelled. 6) If the evaluation is favourable, the academic committee will consult with the Board. The Dean will then submit a proposal to the Rector on changing the title and appointing the person to a new position. 7) The Rector then makes the final decision. Evaluation Criteria At the School of Social Sciences and Humanities, the criteria used in the tenure track system and career advancement are based on the principles of predictability, openness and international comparability. Performance is evaluated in three areas: a) research, b) education and c) academic leadership and activities in the academic community. Different areas are emphasised depending on the position in question, and the importance of each area is defined individually for each position. Below are the evaluation criteria that are considered in the possible promotion of someone to the next level of the system.

4 Post-Doctoral er o The applicant has completed a successful post-doctoral period (two or three years), during which he/she has published a minimum of two to four high-quality academic publications. o The applicant submits a feasible high-quality research plan for the coming five-year period. o The applicant has demonstrated the ability to provide academic education. University er or University Lecturer o The applicant has completed a successful period as a post-doctoral researcher or in a similar research and/or teaching position, during which he/she has published a minimum of three to six academic publications. Of the publications, high-quality peer-reviewed articles and books published internationally hold the most weight. o The applicant has found supplementary funding for his/her research (and possibly set up his/her own research team). o The applicant submits a feasible high-quality research plan for the coming period as a university researcher or university lecturer. o The applicant has participated in providing and planning education. o The applicant has taken courses in university pedagogy, and the school and the applicant s colleagues are satisfied with the education the applicant provides. Student feedback is also taken into consideration when considering the applicant's teaching qualifications. Activities in the academic community o The applicant has experience in some tasks typical in the academic community, e.g. organising conferences, peer-reviewing or activities in scientific organisations. Associate Professor o The applicant has completed a successful period as a university researcher or university lecturer or acted in a similar research and/or teaching position, during which he/she has published a minimum of four to eight academic publications. Of the publications, highquality peer-reviewed articles and books published internationally and used as references hold the most weight. o The applicant must have an individual research approach. o The applicant has found supplementary funding for his/her research and set up his/her

5 own research team. o The applicant has supervised Master's theses and possibly also postgraduate studies and demonstrated the ability to provide education at an advanced level. o The applicant has experience in planning courses. o The applicant has experience in producing teaching materials. o The applicant has taken courses in university pedagogy, and the school and the applicant s colleagues are satisfied with the education the applicant provides. Student feedback and teaching merits (awards and distinctions) are also taken into consideration when considering the applicant's teaching qualifications. Academic leadership and activities in the academic community o Activities in the academic community, e.g. organising conferences, editing publications, undertaking high-level academic evaluation tasks and holding significant positions in academic organisations o Academic leadership, e.g. managing a research team or leadership in university administration Professor (Permanent Position) o The applicant has completed a successful period as an associate professor, during which he/she has published a minimum of four to eight academic publications. Of the publications, high-quality peer-reviewed articles and books published internationally hold the most weight. o The applicant's publications are widely used as a reference, and he/she is internationally renowned in his/her field. o The applicant has an established line of research that enjoys supplementary funding. o The applicant has demonstrated the ability to coordinate research networks and, as proof, he/she has co-publications or co-funding. o The applicant has supervised theses and dissertations at the graduate and postgraduate level. o The applicant has experience in planning courses and curriculum guides. o The applicant has experience in producing teaching materials. o The applicant has taken courses in university pedagogy, and the school and the staff in the field are satisfied with the education the applicant provides. Student feedback and teaching merits (awards and distinctions) are also taken into consideration when considering the applicant's teaching qualifications.

6 Activities in the academic community and academic leadership o Activities in the academic community, e.g. organising conferences, editing publications, undertaking high-level academic evaluation tasks and holding significant positions in academic organisations o Academic leadership, e.g. managing a research team or leadership in university administration In positions that have an emphasis on teaching, the ability to produce teaching materials, pedagogic training, and teaching merits at all levels are considered an advantage.

Under section 14 of the Universities Act (558/2009), the Board of the University of Tampere hereby approves these regulations on 22 February 2012.

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