{"id":68870,"date":"2023-03-13T11:15:18","date_gmt":"2023-03-13T10:15:18","guid":{"rendered":"https:\/\/aktuelles.uni-frankfurt.de\/?p=68870"},"modified":"2023-03-13T11:17:08","modified_gmt":"2023-03-13T10:17:08","slug":"the-tenure-track-professorship-is-cultural-change-the-order-of-the-day","status":"publish","type":"post","link":"https:\/\/aktuelles.uni-frankfurt.de\/en\/english\/the-tenure-track-professorship-is-cultural-change-the-order-of-the-day\/","title":{"rendered":"The Tenure-Track Professorship: Is \u201cCultural Change\u201d the Order of the Day?"},"content":{"rendered":"\n

There can be no doubt about the fact that the tenure-track professorship has considerable potential. But how could it be better embedded within Germany\u2019s academic system, and how might a further development of staff structures in this system look like? Together, Dr. Nicole Thaller and her colleagues from the \u201cTenure-Track Network\u201d have given this matter some thought, and published their ideas in a highly acclaimed article in DUZ, a German-language magazine for science and society.<\/strong><\/p>\n\n\n\n

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UniReport:<\/em> Dr. Thaller, what experiences from the Tenure-Track Network did you incorporate in your DUZ article?<\/strong><\/p>\n\n\n\n

\"\"<\/a>
Dr. Nicole Thaller is Advisor for Overarching Research Issues and Academic Career Development at Goethe University Frankfurt and Operational Manager for the Wisna project.
thaller@pvw.uni-frankfurt.de<\/a>
Photo: Uwe Dettmar<\/em><\/figcaption><\/figure>\n\n\n\n

Nicole Thaller: <\/em>The network was born out of the initiative of Jena, Frankfurt, Freiburg, Mainz and Hanover universities and the German U15 [a network representing 15 leading German research-intensive universities], which jointly hosted the tenure-track conference \u201cThe Tenure-Track Professorship \u2013 New Momentum for Germany\u2019s Academic System\u201d in Berlin in September 2020. Within the network, working groups deal with different questions and topics: alongside Working Group 3, \u201cThe International Appeal of the Tenure-Track Professorship\u201d, which I\u2019m coordinating, there is also Working Group 1 \u201cPotential Analysis, Performance Indicators and Quality Assurance\u201d, Working Group 2 \u201cSupport and Further Qualification of Tenure-Track Professors\u201d and Working Group 4 \u201cFurther Development of Academic Staff Structures and Career Perspectives in Academia beyond the Professorship\u201d. The network currently has around 100 members at about 40 universities, all of whom have a background in science management and specialist expertise in the topics covered by the network. We exchange views and ideas on a regular basis and network at the annual meeting. We develop content together at our meetings, which is then made accessible to the university public: In addition to the DUZ article, I would also like to mention the article \u201cInternationale Attraktivit\u00e4t der deutschen Tenure-Track-Professur \u2013 Geeignetes Rekrutierungstool f\u00fcr internationale Bewerber*innen?\u201c [The International Appeal of the German Tenure-Track Professorship \u2013 A Suitable Recruitment Tool for International Applicants?], published in the issue \u201cTenure-Track-Professur und akademische Karrierewege\u201d [The Tenure-Track Professorship and Academic Career Paths] of the journal Personal- und Organisationsentwicklung in Einrichtungen in Lehre und Forschung.<\/p>\n\n\n\n

(Open Access here.<\/a>)<\/p>\n\n\n\n

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Why, in fact, does moving to another university cause career problems? After obtaining a tenured professorship, would the previous tenure-track professor still be able to move?<\/strong><\/p>\n\n\n\n

A look at the international academic landscape shows that the long phase of uncertainty in an academic career, when compared with other countries, at the very least merits an explanation. With Germany competing for the best academic minds, offering interesting prospects at an earlier career stage could increase its appeal. The introduction and implementation of the tenure-track professorship is linked to goals that were formulated, among others, in the \u201cBund-L\u00e4nder-Programm zur F\u00f6rderung des wissenschaftlichen Nachwuchses\u201d [Joint Federal Government \u2013 Federal States Funding Program for Junior Academics], including more reliable prospects, equal opportunities and internationally attractive career paths. However, we\u2019re currently observing from external calls that other universities are also very interested in our appointed tenure-track professors \u2013 especially our female professors. It could be that what we\u2019re seeing here is an interesting development in the envisaged cultural change, linked to the signal effect of a professorship.<\/p>\n\n\n\n

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The tight timeframe of the tenure-track professorship appears to be a problem: What could be done in this regard?<\/strong><\/p>\n\n\n\n

The potential for configuration lies above all in legal and organizational aspects. At the federal state level, higher education legislation should create the necessary framework, by taking care responsibilities into account for example. The universities can then do the finetuning, such as allowing extensions to tenure-track professorships, as the science and research funding organizations did in the context of the coronavirus pandemic.<\/p>\n\n\n\n

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What resources-related problems exist?<\/strong><\/p>\n\n\n\n

If it\u2019s not the tenure-track professorship with a reduced teaching load that is used to calculate teaching capacities but instead the actual professorship with a full teaching load, this can have a major impact on the resources of the faculty in question. For the cultural change to succeed, this difference in teaching requirements would have to be offset in other ways. The adjustment of the Capacity Guidelines envisaged in the Coalition Agreement of the Federal Government in 2021 might offer some relief and at the same time constitutes an important building block for the successful implementation of tenure track, alongside legislative adjustments at the federal state level. In addition, it remains unclear how willing universities will be to invest in costly lab modifications and equipment, for example, when there is the possibility of a potentially negative tenure-track evaluation. Beyond questions of endowment, a discourse within higher education policy on time resources and better access to external funding would also be desirable. Adjustments in the funding conditions of external funding programs would be conducive to this, including opening up the Federal Government\u2019s \u201cWomen Professors Program\u201d or establishing special program lines for tenure-track professorships.<\/p>\n\n\n\n

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\"\"<\/a><\/figure>\n\n\n\n
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In your DUZ article, you argue that introducing new committees in the context of tenure-track professorships is a challenge.<\/strong><\/p>\n\n\n\n

New committees could be seen as additional work, as an increased administrative burden. They could trigger friction in internalized ways of thinking that make adjustment processes necessary. Established quality standards might have to be supplemented or even replaced by new ones, or ones that need to be negotiated afresh. Cultural change also means being amenable to changes in general.<\/p>\n\n\n\n

<\/div>\n\n\n\n

You also speak of \u201csubject-specific challenges\u201d.<\/strong><\/p>\n\n\n\n

I mean, for example, that disciplines in which \u201chabilitation\u201d, the postdoctoral teaching qualification, plays a key role for appointability might consider the tenure-track professorship less suitable. At the same time, the tenure-track professorship also offers many creative opportunities, such as developing new fields of research or expanding high-potential research areas.<\/p>\n\n\n\n

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Negative evaluation decisions are difficult, too.<\/strong><\/p>\n\n\n\n

If the evaluators of a tenure-track professorship believe it\u2019s questionable whether Germany\u2019s academic system already offers sufficient career alternatives in the event of a negative evaluation, they might factor this into their decisions.<\/p>\n\n\n\n

<\/div>\n\n\n\n

How would you describe the difference to a junior professorship?<\/strong><\/p>\n\n\n\n

The possibility of adding \u201ctenure track\u201d when advertising professorships was created with the introduction of the junior professorship in 2002, as part of the Fifth Amendment to the Framework Act for Higher Education. In practice, however, it was not much used. The junior professorship was mostly implemented as a professorship initially limited to three years, then extended by a further three years after successful interim evaluation \u2013 and thus limited to a total of six years. This meant that, as implemented in practice, the junior professorship did not solve the fundamental challenge of academic training on the one hand and a simultaneous uncertainty about your further academic career on the other.<\/p>\n\n\n\n

The term \u201ctenure track\u201d, borrowed from the US-American academic system, means \u201cpath to lifelong appointment\u201d to a professorship and thus aims to demonstrate a more reliable perspective that depends solely on a person\u2019s individual academic performance. While many federal states continue to use the term \u201cjunior professorship\u201d for tenure-track professorships, too, by using the term \u201cQualification Professorship with Development Commitment\u201d \u2013 as employed in the Hessian Higher Education Act \u2013 Hesse explains what it\u2019s essentially about.<\/p>\n\n\n\n

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How could the discussion be continued in a fruitful way? What framework conditions are required?<\/strong><\/p>\n\n\n\n

In particular, we need structural adjustments, for example in capacity legislation, further adjustments in the legal framework, greater consideration of the tenure-track professorship in the programs of the science and research funding organizations, and an upgrading and continuation of the tenure-track program as announced in the Coalition Agreement of the Federal Government in 2021.<\/p>\n\n\n\n

<\/div>\n\n\n\n

You are the operational manager for the Wisna project. What is it about?<\/strong><\/p>\n\n\n\n

To consolidate the tenure-track system over the longer term and implement it across the board, Germany\u2019s joint federal and state program supporting early-career researchers [Bund-L\u00e4nder-Programm zur F\u00f6rderung des wissenschaftlichen Nachwuchses, Wisna] was launched in 2016. The program aims to create more transparent, more reliable and more family-friendly career paths and to enhance the international appeal of Germany\u2019s academic system. With a volume of \u20ac1bn for 1,000 funded tenure-track professorships, the program aims to drive cultural and structural change at universities and to make academic staff structures more diversified and permeable.<\/p>\n\n\n\n

Interviewer: Dirk Frank<\/em><\/p>\n\n\n\n

<\/div>\n\n\n\n

The article (in German) \u201cKulturwandel: Transformation gestalten<\/strong>\u201d [Cultural Change: Shaping Transformation] was published in Issue 10\/2022, 2 December 2022, of DUZ WISSENSCHAFT & MANAGEMENT, and can be downloaded here<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"

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