Improved legal position of Lecturers at Radboud University

The agreements regarding the legal position of lecturers: 

1. Lecturers with a scientific ambition (Teacher 4 – PhD upon entering employment)

a. When junior lecturers are hired, Radboud University aims to hire employees in the position of Lecturer-PhD with an initial and one-time long-term contract of 6 years to obtain a UTQ and a successful dissertation. 

b. The position of Lecturer 4-PhD has a lecturer-research ratio that fits within a realistic task assignment, meaning that the Lecturer-PhD is given sufficient research time to achieve a successful dissertation and sufficient opportunity to obtain a UTQ.

c. Afterwards, progression to assistant professor follows, subject to staffing requirements. As internal candidates, lecturers with a PhD have a preferential position when meeting the job requirements. 

2. Lecturers with a teaching ambition (Lecturer 4 upon entering employment)

a. A Lecturer 4 already provides developed regular educational components (an educational component defined as a course, subject, etc. within a programme). This teaching position can therefore be considered as a position for a new lecturer to gain experience in the sector.

b. The standard for new contracts with Lecturers 4 will be a maximum of 3 temporary contracts, subject to a maximum duration of 3 years. 

c. During this period, a Lecturer 4 will be given the opportunity to acquire academic and didactic skills and to work on their own personal (career) development.

d. Radboud University now exclusively applies the one-off long-term contract of 4-6 years (Article 2.2a of the collective agreement):

    i. if it concerns the long-term replacement of or deputising for teaching duties, or

    ii. for those for whom teaching is an ancillaryactivity. 

    iii. if the lecturer himself explicitly and in writing indicates the desire for a one-off long-term temporary contract.

e. Current contracts with Lecturers 4, with an employment contract for longer than 36 months, will remain in place and will terminate on the agreed end date. In other words: this contract form for Lecturers 4 will slowly disappear.

f. A transition to a position as PhD, PhD Lecturer or Lecturer 3 will follow at the end of the contract, depending on the needs of the organisation and the performance of the lecturer. Naturally, this is subject to staffing requirements. Without the need for further staffing, redundancy and guidance from work to work follows. The lecturer has a preferential position when recruiting for a permanent teaching position.

g. As basic principle for progression from Lecturer 4 to Lecturer 3, the lecturer must have a PhD (dissertation) if the lecturer will be teaching courses in the master's phase. For the progression of course lecturers who provide and develop (competency-based) education, such as education in laboratories, cartography and languages, sufficient and demonstrable academic research skills may also apply in addition to the PhD requirement. In this context, for example, a BIG registration or a completed specialist training course can be considered as an alternative as well. Basic principle for these lecturers is that they have a task within education-related research, which fits within a realistic task assignment. 

h. In specific cases where the educational organisation makes this necessary, a permanent employment contract as Lecturer 4 may follow, subject to proven suitability. 

3. Lecturers 3 and above are employed on a permanent basis after 12 or 18 months

a. A Lecturer 3 makes an independent contribution to the development of academic education (periodic maintenance) and this position can therefore not be regarded as a starter position and/or as temporary and supplementary. 

b. Lecturers appointed as Lecturer 3 or higher for whom this is their first position and who have proven their suitability after a maximum of 18 months will be appointed permanently. If this suitability cannot be determined, or cannot yet be determined due to illness, pregnancy or maternity leave or incapacity for work, the temporary employment contract may be extended once more, for a maximum period of twelve months. 

c. In the event of an internal transfer to the position of Lecturer 3, a permanent contract will follow immediately, if and insofar as the employee has been employed for a period of 12 months or longer and subject to proven suitability. 

d. By way of exception to the provisions under a to c, Radboud University will only apply the one-off long-term contract of 4-6 years (Article 2.2a of the collective agreement) or a maximum of 3 temporary contracts with a maximum duration of 3 years (Article 2.3, paragraph 5 of the collective agreement) in the event of:

    i. replacement of or deputising for teaching duties, if a member of the permanent academic staff is temporarily relieved of his or her tasks in connection with receiving a research grant, or

    ii. replacement of a member of the permanent academic staff who is absent due to illness for a prolonged period.

e. The basic principles as listed in point 2g apply to Lecturer 3. Further arrangements will be made on this if necessary or if required.