Overview
Appointments at the University of Technology Nuremberg are currently made based on the following stages: as either UTN Assistant Professors (Bavarian State salary level W2) for 6 years with tenure track, UTN Professors (Bavarian State salary level W3, permanent position) or UTN Distinguished Professors (Bavarian State salary level W3, permanent position). Upon successful tenure evaluation, UTN assistant professors receive tenure for an UTN professorship. Further progression to a UTN Distinguished Professorship is possible for outstanding UTN professors, upon request and performance evaluation.
Please note our tenure track statutes.
FAQ
The agreement on objectives includes goals in the areas of research, teaching, and transfer, as well as in the academic area (guidelines for quality criteria). The candidate must achieve these during their tenure phase. They form the basis for the decision on whether tenure will be granted. The objectives are determined individually and subject-specifically during the appointment negotiations and cannot be adjusted later. They are formulated precisely enough to make it clear how they are to be fulfilled, yet open enough to accommodate changes in research plans.
The Standing Tenure Committee is a cross-departmental body that evaluates all tenure cases at UTN. Its members include the founding department chairs, other professors, and representatives of students, academic staff, and the Equal Opportunity Officer. The Tenure Committee ensures comparable evaluation standards across all departments. It is composed of diverse members and, at its discretion, brings in additional members with relevant expertise for each tenure procedure. Members of the Standing Tenure Committee cannot be mentors to tenure-track professors or members of the Founding Executive Board.
Tenure-track professors are on par with other professors: They independently supervise PhDs, postdocs, and theses. Due to the additional demands of the tenure track, UTN assistant professors have a reduced teaching load. After the interim evaluation and in consultation with the founding department chair, tenure-track professors may take a research semester, which they can use for, for example, international research stays or preparing for the tenure evaluation.
All UTN assistant professors choose a mentor in consultation with the founding department chair within the first six months of employment. Mentors support the tenure-track professors and must be subject-related W3 professors with permanent contracts. They may also come from another research institution. Additionally, a second mentor can be chosen, who may also work in industry.
The interim evaluation usually takes place in the 3rd year of the tenure-track professorship. It serves as a prognosis for the tenure evaluation. The Tenure Committee sets a date for a 30-minute presentation and a 30-minute interview. Additionally, candidates must submit a 10-page interim report aligned with the objectives agreement four weeks in advance. A template for the interim report can be provided. Upon request, mentors can attend the presentation. The Tenure Committee then prepares a report comparing the performance with the objectives and provides it to the candidate.
The tenure evaluation typically occurs in the 6th year, but no sooner than five years after the candidate begins the tenure-track professorship. The process starts when the candidate submits their self-report. If the report is submitted late or not at all, the tenure evaluation will not take place, and the contract ends at its regular term. The UTN Appointment Team sets the submission deadline in consultation with the founding chair, no later than six months before the contract ends. The self-report is about 20 pages long and is aligned with the objectives agreement. The evaluation consists of a 30-minute public presentation and a 30-minute private interview with the Tenure Committee. Expert opinions are also obtained. Finally, the Tenure Committee writes a report comparing the candidate’s performance with the objectives and makes a recommendation for or against promotion to a W3 professorship. The candidate may comment on this report. The decision rests with the President. In case of a negative decision, the candidate may receive transition funding for one additional year, within legal limits.
An early tenure evaluation (Fast Track) can usually be initiated from the 3rd year onwards if exceptional achievements in research and teaching have been demonstrated. Such a request can be made by the candidate (in consultation with the founding department chair) or directly by the department chair. The process then follows the regular tenure evaluation procedure.
When tenure-track professors take parental leave, we extend the tenure phases and any deadlines by the length of the leave, up to a maximum of four years.
If the candidate or close relatives become ill, teaching duties can be reduced in consultation with the founding department chair.