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Assistant Professor, Associate Professor and Professor

Initiation

  1. The Head of Department at the recruiting department contacts HR at the school to obtain information on . HR provides support throughout the process.
  2. The Head of Department initiates a discussion with the Future Faculty-responsible regarding initiation of recruitment. The basis for the discussions is to include suggestions for the position, subject, any set funding and strategic staff planning. The suggestion shall be established in the department's management group.
  3. The Future Faculty-responsible submits the documentation to the school’s Faculty Council and requests comments. The Faculty Council is asked specifically to comment on related positions within other departments. The Faculty Council will return promptly with comments to the Future Faculty-responsible.
  4. The Head of Department proposes the suggested recruitment to the Management Council. Any adjustments or further coordination with other departments will be clarified.
  5. If, after preparation, the Future Faculty-responsible approves the proposal, the Future Faculty-responsible instructs HR to formally initiate the process.
  6. HR informs the school’s joint consultative group about the planned recruitment.

The school’s proposal for the establishment of a position and employment profile

  1. The recruitment board carries out a needs analysis and begins the process of drawing up proposals for establishing a position in accordance with point 1.3 in The Faculty Councils instructions for Appointments Procedure . The work includes setting up a project plan, informing potential applicants and submitting a proposal for experts.
  2. The recruitment board submits a  electronically to HR and the Future Faculty-responsible who reviews the documentation.
  3. The chairperson of the recruitment board informs the school’s Management Council about the planned recruitment.
  4. The Head of School approves proposals for the establishment of a position.
  5. HR uploads approved proposals in the recruitment system and hands over the matter to a handling officer at teacher appointments/the University Administration for further processing and decisions according to

Advertising

  1. HR submits an employment profile in the recruitment system and asks the recruitment board for additional information to write an advertisement.
  2. The recruitment board and the Future Faculty-responsible approve advertisement proposals in consultation with a handling officer at teacher appointments/the University Administration and HR.
  3. HR publishes the advertisement and handles incoming applications. HR sends an advertisment link to the recruitment board and information to pEECS (Communications Unit).
  4. HR informs the recruitment board and the recruitment committee chairperson (also the Future Faculty-responsible) when three days remain of the application period. The chairperson of the recruitment committee decides on the possible extension of the application period and informs HR to extend the advertisement.
  5. The chairperson of the recruitment committee informs the Dean of Faculty of the decision to extend the advertising period.

Proposal for experts

  1. HR notifies the recruitment board after the application deadline has passed that a proposal for experts need to be prepared.
  2. The recruitment board proposes four experts with an equal gender distribution to the Future Faculty-responsible.
  3. The Future Faculty-responsible selects two experts and informs HR of this.
  4. HR contacts the two selected experts to investigate whether the individuals can take on the assignment and to gather documentation on which to base decisions (conflict of interest form, CV, publication list).
  5. HR prepares the school's proposal for expert reviewers (docx 72 kB)  and sends it to the Future Faculty-responsible for approval.
  6. HR uploads approved proposals in the recruitment system and hands over the matter to a handling officer at teacher appointments/the University Administration for further processing and decisions according to

School visit

  1. The recruitment board invites selected candidates to a school visit in conjunction with them being called for an interview.
  2. The school visit is conducted in collaboration with the recruiting department, with the Head of Department being responsible for the programme of the visit.

Decision

Professor

  1. The recruitment board ranks candidates and a handling officer at teacher appointments/the University Administration, writes a report and submits the basis for decision to the President.
  2. The President negotiates the terms of employment with the candidate and decides on appointment.
  3. A formal decision is written by a handling officer at teacher appointments/the University Administration.

Associate Professor and Assistant Professor

  1. The recruitment board ranks candidates and a handling officer at teacher appointments/the University Administration, writes a report and submits the basis for a decision to the Head of Department.
  2. The Head of Department determines which division the position belongs to on the basis of the candidates’ profile. The position may be placed at different divisions depending on the candidates’ profile.
  3. The Head of Division who according to the ranking list will employ the candidate shall conduct negotiations regarding terms of employment and decide on appointment. If the negotiation is not successful, the next candidate on the ranking list will be contacted, which may mean that another division head conducts the negotiations.
  4. A formal decision is written by HR.

Contact

Contacts for questions regarding faculty recruitments.