SDU wants to attract, retain and develop scientific talent so that SDU can fulfil its core tasks in research, teaching and dissemination. SDU therefore aims to be competitive as an attractive workplace. The promotion programme is one of several possible career paths in the transition from associate professor to professor.
The length and content of the programme depends on the associate professor’s experience and the needs for skills development. Also, the programme can be offered both to currently employed associate professors and to new recruits for associate professorships; for these, admission to the promotion programme can be included.
Admission process for currently employed associate professors
The head of department puts together a review group consisting of one internal and two external members. The head of department is not part of the review group. The group is to be put together following the same principles as an assessment committee for a professorship, including with regard for the group’s competence and the group’s representation of genders.
The head of department submits the application material and promotion plan to the review group. The group prepares a written statement indicating the group’s assessment of the associate professor’s suitability and the review group’s recommendation for admission or refusal. The statement is sent to the head of department and the applicant associate professor.
The dean authorises and accepts/declines the application. The associate professor is informed about admission to the programme or the grounds for refusal.
Illustration of admission process for already employed associate professors
Admission process for new employees
In connection with the appointment, the dean conclusively evaluates and approves whether the newly hired associate professor should be admitted to the programme.
From start-up to professorial assessment
This evaluation may replace the annual check-in conversation between the head of department and the associate professor during the year in question. The mid-term evaluation can be initiated if the associate professor is not deemed ready after 2 to 4 years to begin the final assessment. This is particularly relevant for newly hired associate professors.
The purpose is:
- to evaluate the associate professor in relation to the objectives of the promotion portfolio
- to ensure that the associate professor is on track to achieve a positive evaluation after completion of the promotion programme
- to guide the associate professor in relation to planning the time remaining on the promotion programme
The head of department can establish an evaluation committee, preferably with 1–2 external members, who conduct an interview with the associate professor and prepare a written evaluation (not an assessment), which will be included in the associate professor’s promotion portfolio. The evaluation is a preliminary assessment of how much progress the associate professor has made. There may be cases in which the associate professor’s mid-term evaluation is so positive that the person concerned may, in agreement with the head of department, be nominated for the final assessment. If the evaluation shows that the associate professor is not performing satisfactorily, the associate professor still has the opportunity to rectify this before the final assessment.
Transition to professorship requires a positive assessment that is approved by the dean. An associate professor can be assessed a maximum of two times during the promotion programme. In the event of negative assessment, the associate professor remains employed under the customary associate professor terms.