Career Aspects Professorial Staff

Functional career

Professorial staff  can choose to follow the functional career path or not. Taking this career path implies the drafting and testing of pre-approved personalized objectives, within a five year cycle.

Promotion within the functional career:

  • Assistant professor -> associate professor ( after 1 cycle of personalized objectives and two favorable evaluations)
  • Associate professor -> full professor (after two cycles of personalized objectives and two favorable evaluations)

Procedure

Professorial staff need to decide whether or not to opt for the functional career path.
This decision needs to be made before October 30th of the ongoing academic year. This choice is formalized in the e-HR application in Apollo (on the “career” screen).

Each member of the professorial staff can decide at any time to leave the functional career path in the same page in Apollo.

Draft of the personalized objectives

The personalized objectives can be drafted once a year (October 31st ) and can be revised once per semester: a formal request for revision of the personalized objectives needs to delivered at the Department of Personnel and Organization either at the latest October 30th or February 14th .

Testing of the personalized objectives

Through e-Hr in Apollo DPO verifies during the ongoing academic year for which professorial staff the personalized objectives need to be tested.  The individual member of the professorial staff can delay the moment testing through Apollo and postpone it to the next period of testing.

Flat Career

Professioral staff having received favorable evaluations and  having met the seniority conditions, will automatically promote. No personalized objectives need to be met.

Promotion within the flat career:

  • From associate professor 1 to associate professor 2 after 10 years of seniority and – in the professorial grade of associate professor 1- two favorable evaluations ,  one of which needs to be the last evaluation.
  • From full professor to senior full professor (part-time) after 8 years of seniority and – in the professorial grade of full professor - two favorable evaluations, one of which needs to be the last evaluation.

An evaluation is favorable when the finale evaluation is either “good” or “very good”.(evaluation for professorial staff)

Transitional measures

Transitional measures were drafted and are part of the ZAP regulation at the time of instoring the new career paths for professorial staff (in 2012) in order to guarantee the acquired rights of professorial staff already on board.

Assistant ProfessorTenure track

The university decree states that associate professors can be hired in a Tenured Track for a 5 year term. For the tenured career path personalized objectives need to be drafted. After 3 years a formal feedback moment is organized and at the end of the appointment period the personalized objectives are tested in function of a possible appointed to the scale of associate professor.

Apollo career screen

A professorial career path can start and evolve in many different ways. In order to keep an overview of the full career path, a career screen in the e-HR application Apollo is available for consultation, additions and change. It is situated under the tab ”Personnel”.
Every member of the professorial staff ( with the exception of visiting professors en professors emeriti with continued activities), the dean, the department chair and it’s delegates can overview the full career of the professorial staff.

Questions