The objective is to achieve a balance between academic qualification positions and permanent positions in the faculties, oriented to duties and qualification goals, which may of course change. The faculties are supported by the Rectorate, University administration and personnel representatives. The establishment of strategic personnel structure planning and development for the academic side of the University is not only described in the current University Development Plan (HEP 20.26).
“Our permanent position concepts permit a comprehensive overview of all permanent academic positions and their distribution within a faculty. This makes current and future permanent position opportunities more transparent and facilitates succession planning,” explains Dr Frank Schütte, who developed the concept in collaboration with the faculties.
Faculty-specific personnel requirements planning forms the basis: A review is conducted of whether the tasks to be performed are needed in the long term. It also involves having a clear strategy with regard to the targets set out in the faculty development plans. Legal and financial aspects, as well as competition for the best academic minds, also play a role. This all results in a faculty-specific ongoing permanent position concept (a permanent position plan), which is reviewed at regular intervals. There should also be clear, fair standards with regard to teaching commitments. These are regulated in the guidelines on permanent positions in academia (German only).
Integrated personnel management for mid-level academic staff also includes reviewing the current status and needs with regard to qualification positions. “Together with the faculties, we want to develop a qualification position concept to help determine the faculty-specific balance between academic qualification positions and permanent positions,” Dr Schütte continues. This could contribute to clarifying personnel development potential at an early stage and enabling appropriate measures to be taken on a targeted basis.