At Radboud University, a person is appointed as a full professor or a professor by special appointment, along with the title of the teaching and research remit and the relevant discipline.
Full professors are nominated by the dean and appointed by the Executive Board. All full professors have a teaching and research remit with a minimum scope of 0.6 FTE. The appointment can be for a fixed term or an indefinite term. Fixed-term appointments have the possibility of extension. Irrespective of the appointment type, full professors may be offered a fixed or an indefinite employment contract. For newly employed professors, the maximum duration of the fixed-term contract is 18 months. In the event of proven suitability, an indefinite employment contract will be offered.
External funding is possible for a standard teaching and research remit. Clear agreements must be reached between the external funder and the faculty and set out in a cooperation agreement to be signed prior to the start of the teaching and research remit.
Standard teaching and research remits may be open to internal and external applicants, unless the Executive Board decides otherwise (e.g. with respect to a candidate’s career development).
Professors by special appointment
Professors by special appointment are nominated by the dean and appointed by the Executive Board. These professors are offered a fixed-term teaching and research remit. For a special teaching and research remit, the professor signs a contract with an external institution. Professors by special appointment sign a Special Teaching and Research Remit Agreement and are not appointed within Radboud University or Radboud university medical center.
All professors by special appointment have a teaching and research remit with a minimum scope of 0.2 FTE (subject to justifiable exemptions). The initial term of a professor by special appointment is set at three years and can be extended thereafter for up to five years.
The university’s partnerships with external organisations (funds, social organisations and companies) is expressed and strengthened through the special teaching and research remit model. In this sense, the special teaching and research remit can be divided into two areas: the faculty's relationship with external partners, and the research and education pursued by the university. It is precisely because of these links (financial and otherwise) with external organisations that attention must be paid to potential conflicts of interest for which clear agreements must be made with the professor by special appointment.
These are set out in a Special Teaching and Research Remit Agreement, an example of which can be found in the appendix. In addition, a cooperation agreement will be drawn up setting out the agreements between the external partner and the faculty.
The procedure for granting a special teaching and research remit is twofold: the preparation of the teaching and research remit (entering into a relationship with an external partner) and the actual granting of the remit to an individual. Both internal and external recruitment is possible for professors by special appointment.
Knowledge exchange teaching and research remit
A knowledge exchange teaching and research remit gives the university the opportunity to temporarily appoint individuals with specific expertise. This teaching and research remit grants the individual specific tasks within the faculty, which are described in detail in a profile approved by the Executive Board. A general profile will also be drafted for the knowledge exchange teaching and research remit. The procedure for establishing a knowledge exchange teaching and research remit is the same as that for standard and special teaching and research remits. If necessary, a Supervisory Board can serve as an appointment advisory committee for this remit.
The knowledge exchange teaching and research remit has a fixed term and a scope of 0.2 FTE.
Dean and Executive Board members
If a new dean or Executive Board member with professorial title is appointed internally or externally, timely agreements will be made about the relevant teaching and research remit. These agreements
must include the following: what the vacancy entails, the title that the dean, vice-dean or Executive Board member will receive, and the faculty’s return guarantee. The Executive Board and the Faculty Board will make clear agreements about these issues.