WISE tenure track policy
TENURE TRACK POLICY
July 8 2016
Contents 1.
Aim of this document ...................................................................................................................... 3
2.
About WISE ...................................................................................................................................... 4 2.1 Background and aim of the programme ....................................................................................... 4
3. Guidelines for applicants ..................................................................................................................... 4 3.1 Who can apply ............................................................................................................................... 4 3.2 How to apply ................................................................................................................................. 5 4.
Assessment procedure .................................................................................................................... 5 4.1 Procedure ...................................................................................................................................... 5 4.2 WISE office..................................................................................................................................... 6 4.3 Recommendation by the appointment committee (AC)............................................................... 6 4.3.1 Composition of the AC............................................................................................................ 6 4.3.2 The AC’s task and working procedure .................................................................................... 6 4.3.3 The AC’s recommendations.................................................................................................... 7 4.4 The WISE evaluation committee’s decision-making process ........................................................ 7 4.4.1 Composition of the WISE evaluation committee ................................................................... 7 4.4.2 Decision by the WISE evaluation committee ......................................................................... 7 4.5 Obligations arising from participation........................................................................................... 8
5.
Commencing employment and employment conditions ................................................................ 8 5.1 Employment contract2................................................................................................................... 8 5.2 Tenure track plan .......................................................................................................................... 9 5.3 Other facilities/employment conditions ....................................................................................... 9
6.
Evaluations .................................................................................................................................... 10 6.1 Composition of evaluation committee ........................................................................................ 10 6.2 Evaluation time and criteria ........................................................................................................ 10 6.3 Dropping out ............................................................................................................................... 10
7.
Promotion to a permanent staff position ..................................................................................... 10
8.
Annex: WISE vacancy 1st round ..................................................................................................... 11
2
1. Aim of this document A good tenure track policy requires clear procedures for recruitment, selection, evaluation and promotion. The tenure trackers that are selected through the WISE programme will be hired by various NWO research institutes. Each institute/discipline has its specific characteristics and opportunities which will influence the agreements that the institute will want to make with the tenure tracker. This document aims to provide clarity on WISE-related procedures.
3
2. About WISE 2.1 Background and aim of the programme The Women In Science Excel (WISE) programme provides talented female scientists an opportunity to develop/expand their own research group at one of the NWO institutes. NWO believes in providing opportunities for all talented researchers to excel. As such, NWO is committed to improving the gender balance among its research staff. The WISE tenure track programme contributes directly to attracting top female researchers and promoting their advancement. In the coming five years, NWO’s institutes will be offering 20 tenure track positions. A round of candidate recruitment will take place in each of these five years. With a focus on guidance and the right facilities, the programme will provide talented international and national researchers with a great career path towards a tenured position. The Netherlands scores poorly on international rankings of female participation in science, especially in higher positions. Indeed, a recent study revealed that nowhere else in the world is science associated more with men than in the Netherlands.1 That is why a rise in the number of women in science is a priority in NWO’s new strategy and why this issue has been incorporated into the Ministry of Education, Culture and Science’s 2025 Vision for Science. The WISE programme’s recruitment and advancement of female talent will promote balance in gender diversity at the institutes. Moreover, talent is a magnet for more talent: the new tenure trackers in this programme and the female scientists who have advanced through the ranks will serve as role models and encourage the influx of new female top scientists. The attention generated by the institutes’ programme for female scientists and the career opportunities available to advance to the top generally make these institutes a more appealing prospect for talented women and helps to unite them. The increasing influence of women in the workplace helps to neutralise the effects of gender bias and create equal opportunities for men and women. In addition, NWO promotes the development of an inclusive culture with a focus on implicit gender bias, which is needed for the advancement of female scientists in all NWO institutes.
3. Guidelines for applicants 3.1 Who can apply The tenure track positions target female researchers, preferably those who obtained their PhD at least three years ago. They will have to submit a research proposal and indicate at which NWO institute they would like to work. Successful candidates will be offered a tenure track position (five years) at the institute of their choice. Following a successful tenure track, fellows will receive a tenured position at the institute. There are also opportunities for more senior female researchers, who qualify more quickly for tenured positions. Further information on the general requirements can be found in the vacancy text (annex 1).
1
http://d-miller.github.io/Stereotypes-Table/
4
3.2 How to apply Applicants should submit: 1. a full curriculum vitae including a complete list of publications; 2. a letter of motivation, including which of the participating NWO research institutes you want to apply for; 3. a 3-5 page research plan, including a statement of research accomplishments and future research goals, possible collaborations within the institute or outside the institute, and how this research dovetails with the institute’s strategy; 4. a list of 3-5 selected ‘best papers’ (preferably including copies); and 5. the names and contact information (including e-mail addresses) of 3 referees. The application files should be sent electronically in PDF format to [email protected]. Recipient institutes will provide successful candidates with a post-graduate trainee position (or similar junior position) or an investment budget. In addition, institutes will also provide tenure trackers with an expenses budget for travel and so on. The post-graduate trainee position (or similar junior position) does not necessarily have to be an established post. The candidate will indicate in her application whether she would like an investment budget or a junior position. It is important that tenure trackers can start working on their line of research quickly and without obstacles, also keeping in mind that tenure trackers will apply for their own funding as well.
4. Assessment procedure 4.1 Procedure The WISE programme has five recruitment rounds planned in the period 2016-2020. In total, 20 WISE positions will become available. During each round, the programme will indicate how many positions are being advertised in the present round. The recruitment rounds are essentially implemented across all institutes, but it is possible that a given institute will not participate in all of the rounds. Excellence is the key criterion during the WISE evaluation committee’s selection of candidates, but it will also take into account their distribution across the institutes. The selection procedure consists of the following steps: 1. The applications are checked to ensure that they are complete and meet with the formal requirements set by the WISE office. The applications are forwarded to the institute where the candidate would like to work. 2. The institute invites the best candidates for an interview and talk. A committee, comparable to an appointment committee, puts together a list of priorities and well-founded recommendations for the independent WISE evaluation committee. 3. The two best candidates of each institute are invited for an interview by the WISE evaluation committee. 4. The WISE committee decides which candidates will receive a WISE tenure track based on the best candidates’ research proposals, the recommendations and priorities of the institutes in question, and the interview.
5
4.2 WISE office The WISE office receives the applications. The WISE office performs an initial scan of the applications’ admissibility, checks to ensure they are complete and then forwards them to the institute where the candidate would like to work. Applicants receive a written confirmation of receipt from the WISE office, which indicates that they can expect the institute in question to notify them about the procedure. The WISE office will handle the rounds, support the WISE evaluation committee and act as its secretary. The office will be the point of contact for the institutes and support the institutes with recruitment and policymaking. Internet: www.nwo.nl/wise Email: [email protected] Contact person: Sandra de Keijzer
4.3 Recommendation by the appointment committee (AC) 4.3.1 Composition of the AC The director of the institute puts together an appointment committee (AC) for the selection procedure. The AC consists of approximately five members, at least one of whom does not work at the institute. The following seats will usually be occupied in the AC: - institute director; - institute manager; - senior scientists(s) working at the institute in the research area(s) in question; - senior scientists(s) working outside the institute in the research area(s) in question; - institute human resources advisor. The AC will appointment a chairperson. 4.3.2 The AC’s task and working procedure The AC’s tasks are: - communicate and coordinate with candidates about procedure; - evaluate and prioritise applications; - conduct selection interviews with the best candidates; - provide the WISE evaluation committee with recommendations; - complete the procedure and report on it. A definite part of the selection procedure is a symposium – accessible to staff at the institute – about a scientific subject (to be determined by the candidate) and one or more confidential selection talks with the AC. The AC will ensure that the procedure is planned according to the timeline of the WISE application rounds and communicate and coordinate matters with the candidates.
6
The AC will make advance agreements that guarantee the confidentiality of data and information from the selection and determine how to carry out the selection interviews, how to disseminate information to candidates and how to request information about a candidate (references). When consulting references, information will be collected regarding the requirements for the position and appointment. Any costs generated by the recommendation procedure (such as travel and accommodation costs for the candidates) will be paid by the institute. 4.3.3 The AC’s recommendations The AC makes recommendations that describe the selection procedure and indicates for each candidate whether it would hire her or not if she was accepted into the WISE programme. For those candidates receiving a ‘no’, the AC will provide a brief explanation outlining why the institute should not hire them. The AC gives priority to candidates that the institute would want to hire. It has to provide reasons for nominating each of the candidates. In doing so, it has to explain to what degree a selected candidate fulfils the position’s requirements. The AC provides a provisional prognosis of the level and type of position that nominated candidates are likely to achieve at an institute through the tenure track. This prognosis is meant to support decision-making and will be treated confidentially. The candidate cannot derive any rights from it, however; advancement will ultimately depend on the actual development of the scientist.
4.4 The WISE evaluation committee’s decision-making process 4.4.1 Composition of the WISE evaluation committee The WISE evaluation committee consists of at least five and a maximum of six internationally renowned scientists, from outside the institutes and preferably from abroad, who jointly represent all the disciplines of the institutes. The composition will be determined in consultation with NWO’s governing board. If a committee member is involved in an application in a recruitment round, then he/she will be replaced during further decision-making by another representative of the discipline in question. In the case of a vacancy, the WISE committee will nominate candidates for a successor. A WISE evaluation committee member must fit the following profile: 1. internationally recognised expert in his/her discipline 2. multidisciplinary thinking 3. high profile 4. has experience as an international member of scientific committees, preferably in committees for individual fellowships (Marie Curie) or appointment committees 4.4.2 Decision by the WISE evaluation committee Based on the recommendations of the appointment committees, the WISE committee invites a maximum of two candidates for each institute for an interview. The WISE committee decides which candidates will receive a WISE tenure track based on the candidates’ research proposals, the recommendations and priorities of the institutes in question and the interview. Only excellent candidates will be awarded such a position. 7
The WISE committee informs the institutes of its decision. The institutes, in turn, inform the candidates of the news, regardless of whether it is positive or negative.
4.5 Obligations arising from participation By participating in the WISE programme, the institutes are committing themselves to the following: 1. implementing the WISE tenure policy, which entails, among other things: establishing an appointment committee or comparable committee and providing the WISE committee with recommendations; agreeing on a tenure track plan with a selected candidate and hiring this candidate; providing the candidate with good support; establishing an evaluation committee (potentially equal to an appointment committee); offering a tenured position following a successfully completed tenure track. 2. financial commitments, including: supplementing salary costs; providing a junior position or investment budget to ensure that the tenure track gets off to a good start; providing an expenses budget for travel, etc.; covering costs for the advisory process (see section 4.3); covering costs for publishing the vacancy announcement in specialist journals and on websites, etc. 3. reporting to the WISE office tenure track plan (see section 5.2); evaluation of tenure tracker (see section 6).
5. Commencing employment and employment conditions 5.1 Employment contract2 After the WISE committee awards a tenure track, the institute will begin talks/negotiations with the candidate about the terms of employment.2 Part of the employment contract is a tenure track plan (see below). The candidate will be given a temporary contract for a period of a maximum of five years. The candidate will start, depending on her experience and achieved results, in salary scale 11 or 12 (CAOOI). The positions are essentially full-time ones, but there is a possibility of taking on a position for (at least) 0.8 FTE. The employment contract for a part-time position will be adjusted proportionately, but for a maximum of six years.
2
We keep talking about employment here, when it could also concern appointments.
8
The employment contract will include a clause that extends the final date of the contract in the case of maternity and parental leave during the term of employment, taking into consideration the maximum CAO-OI allowance.
5.2 Tenure track plan Part of the employment contract is a 'tenure track plan'. This plan is agreed upon by the tenure tracker and the institute before the employment contract is signed. The plan is submitted to the WISE office for approval. The following points are stipulated in the tenure track plan: - how the plan can lead to an employment contract for an indefinite period; - the length of the plan; - the evaluation procedure and evaluation criteria; - the consequences of a positive or negative evaluation; - form and scope of a start-up package (such as a post-graduate trainee position or comparable position3 or an investment budget); - size of the expenses budget.
5.3 Other facilities/employment conditions Commencing employment: - The institute helps the candidate, when possible, to find housing and child care facilities, etc. - The institute provides input and support in helping partners of tenure trackers find work. - The institute will look for at least one adviser for the tenure tracker who is not involved in the evaluations and who does not work at the institute. The institute can ask the WISE office for help in this matter. During employment: - The institute will ensure that the tenure tracker receives good supervision. - A performance and assessment talk will take place every year, in which the tenure tracker will be given concrete feedback revealing to what extent she is 'on track', 'above track' or 'below par'. This makes it possible to rectify problems in time. - The institute will encourage the tenure tracker’s development by offering training opportunities, etc. - The institute will give the tenure tracker leeway to set up her own independent line of research and be recognised as an independent researcher. The tenure tracker is a 'full faculty member' at the institute and as such will participate in meetings and do (light) committee work. - The institute will give the tenure tracker the necessary support to be successful and will also provide the necessary technical, administrative and ICT support.
3
It is not necessary for a position to be a newly established post.
9
6. Evaluations 6.1 Composition of evaluation committee The institute handles the evaluations for the establishment of a sufficiently independent committee. The composition of the evaluation committee is comparable to that of the previous selection committee (AC, see section 4.3). In any case, there will be at least one senior scientist in the committee who does not work at the institute. An employee at the WISE office will be added to the evaluation committee.
6.2 Evaluation time and criteria The evaluation times (mid-term and end-term) and evaluation criteria (for example, scientific output, education, funding, outreach, visibility, academic leadership) are stipulated in the tenure track plan. The evaluation is conducted/handled as agreed. In the case of a five-year employment contract, the tenure tracker will undergo a mid-term evaluation at the end of the second year. In the case of a position lasting less than five years, the evaluation will occur proportionately much sooner. In the second-last year of the employment contract, the tenure tracker will have an end-term evaluation to determine whether her performance has merited a tenured position. Part of the evaluation procedure is a symposium – accessible to the public – about a scientific subject (to be determined by the tenure tracker) and one or more confidential selection talks with the evaluation committee. The evaluation committee reports the results of the evaluation to the WISE office.
6.3 Dropping out If it becomes clear during a tenure track that the tenure tack is not successful, then the institute will help the tenure tracker to find a suitable job outside the institute.
7. Promotion to a permanent staff position The decision whether or not to change an employment contract into a contract for an indefinite period must be made at least one year prior to the end of the agreed period based on the tenure tracker’s performance. A positive end-term evaluation will result in the tenure tracker receiving a tenured position and a promotion to salary scale 13 in the fifth year (CAO-OI). She will be appointed a permanent member of staff (scale 13/14) no later than the moment at which the tenure tracker is given a contract for an indefinite period as an extension of the tenure track. The institute is obliged to make an effort to get the tenure tracker a position as professor at a Dutch university.
10
The institute will also continue to provide a stimulating work environment after the tenure tracker has started working as a permanent staff member. After all, it would be a shame to lose this talented woman at this point!
8. Annex: WISE vacancy 1st round Vacancy Women In Science Excel programme - 2016 Three Women In Science Excel (WISE) tenure tracks at NWO’s research institutes The Women In Science Excel (WISE) programme provides talented female scientists with an opportunity to develop or expand their own research group at one of the NWO institutes. NWO believes in providing opportunities for all talented researchers to excel. As such, NWO is committed to improving the gender balance among its research staff. WISE contributes directly by attracting top female researchers and promoting their advancement. Over a period of five years, NWO’s institutes will be offering 20 WISE fellowships. The tenure track positions target young female researchers who have obtained their PhD preferably at least three years ago. Successful candidates will be offered a tenure track position (five years) at the institute of their choice. Following a successful tenure track, fellows will receive a tenured position at the same institute. There are also opportunities for more senior female researchers, who qualify more quickly for tenured positions. Three WISE tenure tracks are being offered in the first round of the programme. The NWO research institutes participating in this first round are: AMOLF, ARCNL, ASTRON, CWI, Nikhef, NIOZ and NSCR. For details concerning each institute’s research topics and strategy, please check www.nwo.nl/wise. General requirements You are a highly motivated and enthusiastic researcher and obtained your PhD degree preferably at least three years ago. You have an exemplary research record backed by publications in international top journals and/or peer-reviewed books. You have the ability to act independently and have worked in several research institutes, preferably in different countries. You are capable of establishing partnerships with researchers in other scientific fields. You have a proven affinity for teaching, demonstrated by tutoring/mentoring of individuals or small groups, for example. You have very good organisational and communication skills, and know how to inspire your co-workers. You will be expected to acquire external funding for research projects and to learn the Dutch language. Your application must include a well-founded, innovative research plan for the first five years and a challenging outlook for the future, which takes into account the international research landscape of the institute you want to work for. Conditions of employment We offer a top-level research environment with excellent opportunities to expand and develop your own research programme and personal development plan. At the start of your contract, you will develop a strategy to ensure the successful completion of your tenure track. This strategy will also detail arrangements to guarantee a strong starting position for you (such as a PhD position or a 11
consumables budget) and provide you with personal development guidance (such as courses and the assignment of a mentor). Employees from abroad will receive support settling in the Netherlands, for example with housing or finding partners a suitable job. The tenure track position is for a maximum of five years depending on experience and accomplishments. The terms of employment comply with the Dutch Collective Labour Agreement for Research Centres ('CAO-onderzoekinstellingen'). Depending on your background and experience, the gross monthly salary of a tenure track position on a full-time basis will range between €3,469.00 and €5,425.00 gross per month. Employees are also entitled to a holiday allowance of 8% of the gross annual salary and a year-end bonus of 8.33%. It is possible to work part-time with a minimum of 0.8 FTE. If the employment is less than 1 FTE, the term of the employment will be extended proportionally, with a maximum of six years. Your performance will be evaluated regularly during your tenure track term, based on performance criteria agreed upon and outlined in your tenure track plan. You will be offered a tenured position at the end of a successfully completed tenure track term. Application Applicants should submit: 1. a full curriculum vitae including a complete list of publications; 2. a letter of motivation, including which of the participating NWO research institutes you want to apply for; 3. a 3-5 page research plan, including a statement of research accomplishments and future research goals, possible collaborations within the institute or outside the institute, and how this research dovetails with the institute’s strategy; 4. a list of 3-5 selected ‘best papers’ (preferably including copies); and 5. the names and contact information (including e-mail addresses) of 3 referees. The application files should be sent electronically in PDF format to [email protected]. Applications with incomplete credentials will not be taken into consideration. You may apply for this position until September 28 2016 14:00 CEST. The application is a two-step procedure. A committee assigned by the institute chosen by the candidate will make an initial selection. An independent committee with (international) researchers from outside the institutes will evaluate and prioritise the candidate(s) nominated by the institutes and make the final decision. More details about the application procedure and the timeframe reserved for interviews can be found on www.nwo.nl/wise. For more information, please contact Sandra de Keijzer via [email protected] or +31 (0)30 600 1217. Please do not send application documents to this address! For more information about the WISE programme, please visit the website: www.nwo.nl/wise.
July 8 2016 12
July 8 2016
Contents 1.
Aim of this document ...................................................................................................................... 3
2.
About WISE ...................................................................................................................................... 4 2.1 Background and aim of the programme ....................................................................................... 4
3. Guidelines for applicants ..................................................................................................................... 4 3.1 Who can apply ............................................................................................................................... 4 3.2 How to apply ................................................................................................................................. 5 4.
Assessment procedure .................................................................................................................... 5 4.1 Procedure ...................................................................................................................................... 5 4.2 WISE office..................................................................................................................................... 6 4.3 Recommendation by the appointment committee (AC)............................................................... 6 4.3.1 Composition of the AC............................................................................................................ 6 4.3.2 The AC’s task and working procedure .................................................................................... 6 4.3.3 The AC’s recommendations.................................................................................................... 7 4.4 The WISE evaluation committee’s decision-making process ........................................................ 7 4.4.1 Composition of the WISE evaluation committee ................................................................... 7 4.4.2 Decision by the WISE evaluation committee ......................................................................... 7 4.5 Obligations arising from participation........................................................................................... 8
5.
Commencing employment and employment conditions ................................................................ 8 5.1 Employment contract2................................................................................................................... 8 5.2 Tenure track plan .......................................................................................................................... 9 5.3 Other facilities/employment conditions ....................................................................................... 9
6.
Evaluations .................................................................................................................................... 10 6.1 Composition of evaluation committee ........................................................................................ 10 6.2 Evaluation time and criteria ........................................................................................................ 10 6.3 Dropping out ............................................................................................................................... 10
7.
Promotion to a permanent staff position ..................................................................................... 10
8.
Annex: WISE vacancy 1st round ..................................................................................................... 11
2
1. Aim of this document A good tenure track policy requires clear procedures for recruitment, selection, evaluation and promotion. The tenure trackers that are selected through the WISE programme will be hired by various NWO research institutes. Each institute/discipline has its specific characteristics and opportunities which will influence the agreements that the institute will want to make with the tenure tracker. This document aims to provide clarity on WISE-related procedures.
3
2. About WISE 2.1 Background and aim of the programme The Women In Science Excel (WISE) programme provides talented female scientists an opportunity to develop/expand their own research group at one of the NWO institutes. NWO believes in providing opportunities for all talented researchers to excel. As such, NWO is committed to improving the gender balance among its research staff. The WISE tenure track programme contributes directly to attracting top female researchers and promoting their advancement. In the coming five years, NWO’s institutes will be offering 20 tenure track positions. A round of candidate recruitment will take place in each of these five years. With a focus on guidance and the right facilities, the programme will provide talented international and national researchers with a great career path towards a tenured position. The Netherlands scores poorly on international rankings of female participation in science, especially in higher positions. Indeed, a recent study revealed that nowhere else in the world is science associated more with men than in the Netherlands.1 That is why a rise in the number of women in science is a priority in NWO’s new strategy and why this issue has been incorporated into the Ministry of Education, Culture and Science’s 2025 Vision for Science. The WISE programme’s recruitment and advancement of female talent will promote balance in gender diversity at the institutes. Moreover, talent is a magnet for more talent: the new tenure trackers in this programme and the female scientists who have advanced through the ranks will serve as role models and encourage the influx of new female top scientists. The attention generated by the institutes’ programme for female scientists and the career opportunities available to advance to the top generally make these institutes a more appealing prospect for talented women and helps to unite them. The increasing influence of women in the workplace helps to neutralise the effects of gender bias and create equal opportunities for men and women. In addition, NWO promotes the development of an inclusive culture with a focus on implicit gender bias, which is needed for the advancement of female scientists in all NWO institutes.
3. Guidelines for applicants 3.1 Who can apply The tenure track positions target female researchers, preferably those who obtained their PhD at least three years ago. They will have to submit a research proposal and indicate at which NWO institute they would like to work. Successful candidates will be offered a tenure track position (five years) at the institute of their choice. Following a successful tenure track, fellows will receive a tenured position at the institute. There are also opportunities for more senior female researchers, who qualify more quickly for tenured positions. Further information on the general requirements can be found in the vacancy text (annex 1).
1
http://d-miller.github.io/Stereotypes-Table/
4
3.2 How to apply Applicants should submit: 1. a full curriculum vitae including a complete list of publications; 2. a letter of motivation, including which of the participating NWO research institutes you want to apply for; 3. a 3-5 page research plan, including a statement of research accomplishments and future research goals, possible collaborations within the institute or outside the institute, and how this research dovetails with the institute’s strategy; 4. a list of 3-5 selected ‘best papers’ (preferably including copies); and 5. the names and contact information (including e-mail addresses) of 3 referees. The application files should be sent electronically in PDF format to [email protected]. Recipient institutes will provide successful candidates with a post-graduate trainee position (or similar junior position) or an investment budget. In addition, institutes will also provide tenure trackers with an expenses budget for travel and so on. The post-graduate trainee position (or similar junior position) does not necessarily have to be an established post. The candidate will indicate in her application whether she would like an investment budget or a junior position. It is important that tenure trackers can start working on their line of research quickly and without obstacles, also keeping in mind that tenure trackers will apply for their own funding as well.
4. Assessment procedure 4.1 Procedure The WISE programme has five recruitment rounds planned in the period 2016-2020. In total, 20 WISE positions will become available. During each round, the programme will indicate how many positions are being advertised in the present round. The recruitment rounds are essentially implemented across all institutes, but it is possible that a given institute will not participate in all of the rounds. Excellence is the key criterion during the WISE evaluation committee’s selection of candidates, but it will also take into account their distribution across the institutes. The selection procedure consists of the following steps: 1. The applications are checked to ensure that they are complete and meet with the formal requirements set by the WISE office. The applications are forwarded to the institute where the candidate would like to work. 2. The institute invites the best candidates for an interview and talk. A committee, comparable to an appointment committee, puts together a list of priorities and well-founded recommendations for the independent WISE evaluation committee. 3. The two best candidates of each institute are invited for an interview by the WISE evaluation committee. 4. The WISE committee decides which candidates will receive a WISE tenure track based on the best candidates’ research proposals, the recommendations and priorities of the institutes in question, and the interview.
5
4.2 WISE office The WISE office receives the applications. The WISE office performs an initial scan of the applications’ admissibility, checks to ensure they are complete and then forwards them to the institute where the candidate would like to work. Applicants receive a written confirmation of receipt from the WISE office, which indicates that they can expect the institute in question to notify them about the procedure. The WISE office will handle the rounds, support the WISE evaluation committee and act as its secretary. The office will be the point of contact for the institutes and support the institutes with recruitment and policymaking. Internet: www.nwo.nl/wise Email: [email protected] Contact person: Sandra de Keijzer
4.3 Recommendation by the appointment committee (AC) 4.3.1 Composition of the AC The director of the institute puts together an appointment committee (AC) for the selection procedure. The AC consists of approximately five members, at least one of whom does not work at the institute. The following seats will usually be occupied in the AC: - institute director; - institute manager; - senior scientists(s) working at the institute in the research area(s) in question; - senior scientists(s) working outside the institute in the research area(s) in question; - institute human resources advisor. The AC will appointment a chairperson. 4.3.2 The AC’s task and working procedure The AC’s tasks are: - communicate and coordinate with candidates about procedure; - evaluate and prioritise applications; - conduct selection interviews with the best candidates; - provide the WISE evaluation committee with recommendations; - complete the procedure and report on it. A definite part of the selection procedure is a symposium – accessible to staff at the institute – about a scientific subject (to be determined by the candidate) and one or more confidential selection talks with the AC. The AC will ensure that the procedure is planned according to the timeline of the WISE application rounds and communicate and coordinate matters with the candidates.
6
The AC will make advance agreements that guarantee the confidentiality of data and information from the selection and determine how to carry out the selection interviews, how to disseminate information to candidates and how to request information about a candidate (references). When consulting references, information will be collected regarding the requirements for the position and appointment. Any costs generated by the recommendation procedure (such as travel and accommodation costs for the candidates) will be paid by the institute. 4.3.3 The AC’s recommendations The AC makes recommendations that describe the selection procedure and indicates for each candidate whether it would hire her or not if she was accepted into the WISE programme. For those candidates receiving a ‘no’, the AC will provide a brief explanation outlining why the institute should not hire them. The AC gives priority to candidates that the institute would want to hire. It has to provide reasons for nominating each of the candidates. In doing so, it has to explain to what degree a selected candidate fulfils the position’s requirements. The AC provides a provisional prognosis of the level and type of position that nominated candidates are likely to achieve at an institute through the tenure track. This prognosis is meant to support decision-making and will be treated confidentially. The candidate cannot derive any rights from it, however; advancement will ultimately depend on the actual development of the scientist.
4.4 The WISE evaluation committee’s decision-making process 4.4.1 Composition of the WISE evaluation committee The WISE evaluation committee consists of at least five and a maximum of six internationally renowned scientists, from outside the institutes and preferably from abroad, who jointly represent all the disciplines of the institutes. The composition will be determined in consultation with NWO’s governing board. If a committee member is involved in an application in a recruitment round, then he/she will be replaced during further decision-making by another representative of the discipline in question. In the case of a vacancy, the WISE committee will nominate candidates for a successor. A WISE evaluation committee member must fit the following profile: 1. internationally recognised expert in his/her discipline 2. multidisciplinary thinking 3. high profile 4. has experience as an international member of scientific committees, preferably in committees for individual fellowships (Marie Curie) or appointment committees 4.4.2 Decision by the WISE evaluation committee Based on the recommendations of the appointment committees, the WISE committee invites a maximum of two candidates for each institute for an interview. The WISE committee decides which candidates will receive a WISE tenure track based on the candidates’ research proposals, the recommendations and priorities of the institutes in question and the interview. Only excellent candidates will be awarded such a position. 7
The WISE committee informs the institutes of its decision. The institutes, in turn, inform the candidates of the news, regardless of whether it is positive or negative.
4.5 Obligations arising from participation By participating in the WISE programme, the institutes are committing themselves to the following: 1. implementing the WISE tenure policy, which entails, among other things: establishing an appointment committee or comparable committee and providing the WISE committee with recommendations; agreeing on a tenure track plan with a selected candidate and hiring this candidate; providing the candidate with good support; establishing an evaluation committee (potentially equal to an appointment committee); offering a tenured position following a successfully completed tenure track. 2. financial commitments, including: supplementing salary costs; providing a junior position or investment budget to ensure that the tenure track gets off to a good start; providing an expenses budget for travel, etc.; covering costs for the advisory process (see section 4.3); covering costs for publishing the vacancy announcement in specialist journals and on websites, etc. 3. reporting to the WISE office tenure track plan (see section 5.2); evaluation of tenure tracker (see section 6).
5. Commencing employment and employment conditions 5.1 Employment contract2 After the WISE committee awards a tenure track, the institute will begin talks/negotiations with the candidate about the terms of employment.2 Part of the employment contract is a tenure track plan (see below). The candidate will be given a temporary contract for a period of a maximum of five years. The candidate will start, depending on her experience and achieved results, in salary scale 11 or 12 (CAOOI). The positions are essentially full-time ones, but there is a possibility of taking on a position for (at least) 0.8 FTE. The employment contract for a part-time position will be adjusted proportionately, but for a maximum of six years.
2
We keep talking about employment here, when it could also concern appointments.
8
The employment contract will include a clause that extends the final date of the contract in the case of maternity and parental leave during the term of employment, taking into consideration the maximum CAO-OI allowance.
5.2 Tenure track plan Part of the employment contract is a 'tenure track plan'. This plan is agreed upon by the tenure tracker and the institute before the employment contract is signed. The plan is submitted to the WISE office for approval. The following points are stipulated in the tenure track plan: - how the plan can lead to an employment contract for an indefinite period; - the length of the plan; - the evaluation procedure and evaluation criteria; - the consequences of a positive or negative evaluation; - form and scope of a start-up package (such as a post-graduate trainee position or comparable position3 or an investment budget); - size of the expenses budget.
5.3 Other facilities/employment conditions Commencing employment: - The institute helps the candidate, when possible, to find housing and child care facilities, etc. - The institute provides input and support in helping partners of tenure trackers find work. - The institute will look for at least one adviser for the tenure tracker who is not involved in the evaluations and who does not work at the institute. The institute can ask the WISE office for help in this matter. During employment: - The institute will ensure that the tenure tracker receives good supervision. - A performance and assessment talk will take place every year, in which the tenure tracker will be given concrete feedback revealing to what extent she is 'on track', 'above track' or 'below par'. This makes it possible to rectify problems in time. - The institute will encourage the tenure tracker’s development by offering training opportunities, etc. - The institute will give the tenure tracker leeway to set up her own independent line of research and be recognised as an independent researcher. The tenure tracker is a 'full faculty member' at the institute and as such will participate in meetings and do (light) committee work. - The institute will give the tenure tracker the necessary support to be successful and will also provide the necessary technical, administrative and ICT support.
3
It is not necessary for a position to be a newly established post.
9
6. Evaluations 6.1 Composition of evaluation committee The institute handles the evaluations for the establishment of a sufficiently independent committee. The composition of the evaluation committee is comparable to that of the previous selection committee (AC, see section 4.3). In any case, there will be at least one senior scientist in the committee who does not work at the institute. An employee at the WISE office will be added to the evaluation committee.
6.2 Evaluation time and criteria The evaluation times (mid-term and end-term) and evaluation criteria (for example, scientific output, education, funding, outreach, visibility, academic leadership) are stipulated in the tenure track plan. The evaluation is conducted/handled as agreed. In the case of a five-year employment contract, the tenure tracker will undergo a mid-term evaluation at the end of the second year. In the case of a position lasting less than five years, the evaluation will occur proportionately much sooner. In the second-last year of the employment contract, the tenure tracker will have an end-term evaluation to determine whether her performance has merited a tenured position. Part of the evaluation procedure is a symposium – accessible to the public – about a scientific subject (to be determined by the tenure tracker) and one or more confidential selection talks with the evaluation committee. The evaluation committee reports the results of the evaluation to the WISE office.
6.3 Dropping out If it becomes clear during a tenure track that the tenure tack is not successful, then the institute will help the tenure tracker to find a suitable job outside the institute.
7. Promotion to a permanent staff position The decision whether or not to change an employment contract into a contract for an indefinite period must be made at least one year prior to the end of the agreed period based on the tenure tracker’s performance. A positive end-term evaluation will result in the tenure tracker receiving a tenured position and a promotion to salary scale 13 in the fifth year (CAO-OI). She will be appointed a permanent member of staff (scale 13/14) no later than the moment at which the tenure tracker is given a contract for an indefinite period as an extension of the tenure track. The institute is obliged to make an effort to get the tenure tracker a position as professor at a Dutch university.
10
The institute will also continue to provide a stimulating work environment after the tenure tracker has started working as a permanent staff member. After all, it would be a shame to lose this talented woman at this point!
8. Annex: WISE vacancy 1st round Vacancy Women In Science Excel programme - 2016 Three Women In Science Excel (WISE) tenure tracks at NWO’s research institutes The Women In Science Excel (WISE) programme provides talented female scientists with an opportunity to develop or expand their own research group at one of the NWO institutes. NWO believes in providing opportunities for all talented researchers to excel. As such, NWO is committed to improving the gender balance among its research staff. WISE contributes directly by attracting top female researchers and promoting their advancement. Over a period of five years, NWO’s institutes will be offering 20 WISE fellowships. The tenure track positions target young female researchers who have obtained their PhD preferably at least three years ago. Successful candidates will be offered a tenure track position (five years) at the institute of their choice. Following a successful tenure track, fellows will receive a tenured position at the same institute. There are also opportunities for more senior female researchers, who qualify more quickly for tenured positions. Three WISE tenure tracks are being offered in the first round of the programme. The NWO research institutes participating in this first round are: AMOLF, ARCNL, ASTRON, CWI, Nikhef, NIOZ and NSCR. For details concerning each institute’s research topics and strategy, please check www.nwo.nl/wise. General requirements You are a highly motivated and enthusiastic researcher and obtained your PhD degree preferably at least three years ago. You have an exemplary research record backed by publications in international top journals and/or peer-reviewed books. You have the ability to act independently and have worked in several research institutes, preferably in different countries. You are capable of establishing partnerships with researchers in other scientific fields. You have a proven affinity for teaching, demonstrated by tutoring/mentoring of individuals or small groups, for example. You have very good organisational and communication skills, and know how to inspire your co-workers. You will be expected to acquire external funding for research projects and to learn the Dutch language. Your application must include a well-founded, innovative research plan for the first five years and a challenging outlook for the future, which takes into account the international research landscape of the institute you want to work for. Conditions of employment We offer a top-level research environment with excellent opportunities to expand and develop your own research programme and personal development plan. At the start of your contract, you will develop a strategy to ensure the successful completion of your tenure track. This strategy will also detail arrangements to guarantee a strong starting position for you (such as a PhD position or a 11
consumables budget) and provide you with personal development guidance (such as courses and the assignment of a mentor). Employees from abroad will receive support settling in the Netherlands, for example with housing or finding partners a suitable job. The tenure track position is for a maximum of five years depending on experience and accomplishments. The terms of employment comply with the Dutch Collective Labour Agreement for Research Centres ('CAO-onderzoekinstellingen'). Depending on your background and experience, the gross monthly salary of a tenure track position on a full-time basis will range between €3,469.00 and €5,425.00 gross per month. Employees are also entitled to a holiday allowance of 8% of the gross annual salary and a year-end bonus of 8.33%. It is possible to work part-time with a minimum of 0.8 FTE. If the employment is less than 1 FTE, the term of the employment will be extended proportionally, with a maximum of six years. Your performance will be evaluated regularly during your tenure track term, based on performance criteria agreed upon and outlined in your tenure track plan. You will be offered a tenured position at the end of a successfully completed tenure track term. Application Applicants should submit: 1. a full curriculum vitae including a complete list of publications; 2. a letter of motivation, including which of the participating NWO research institutes you want to apply for; 3. a 3-5 page research plan, including a statement of research accomplishments and future research goals, possible collaborations within the institute or outside the institute, and how this research dovetails with the institute’s strategy; 4. a list of 3-5 selected ‘best papers’ (preferably including copies); and 5. the names and contact information (including e-mail addresses) of 3 referees. The application files should be sent electronically in PDF format to [email protected]. Applications with incomplete credentials will not be taken into consideration. You may apply for this position until September 28 2016 14:00 CEST. The application is a two-step procedure. A committee assigned by the institute chosen by the candidate will make an initial selection. An independent committee with (international) researchers from outside the institutes will evaluate and prioritise the candidate(s) nominated by the institutes and make the final decision. More details about the application procedure and the timeframe reserved for interviews can be found on www.nwo.nl/wise. For more information, please contact Sandra de Keijzer via [email protected] or +31 (0)30 600 1217. Please do not send application documents to this address! For more information about the WISE programme, please visit the website: www.nwo.nl/wise.
July 8 2016 12
