Changing an employment contract

During a staff member’s career, changes will regularly be made to their employment contract. Examples of such changes include:

  • The renewal or termination of the staff member’s employment contract.
  • The conversion of the staff member’s employment contract from a temporary contract to a permanent contract.
  • An increase in the staff member’s salary.
  • When the staff member carries out other work or is due to start working in another department.
  • When the staff member is given more responsibilities.

These changes will require modifications to the staff member’s contract. As supervisor, you will need to seek advice from your (Human Resources) HR contact and coordinate the changes. In most cases, an appraisal interview will need to be conducted and approval will need to be obtained from the Head of the Department. The staff member will receive a signed letter or new employment contract, which will include details of the modifications and changes that have been made.

Promotion policy for academics

Many faculties have established their own promotion policy. This is often an elaboration on the classification criteria for research, education, valorisation, and organisation, which have been formulated in the University Job Classification System (UFO). This system is used by supervisors to determine which requirements a staff member will need to satisfy in order to be promoted from Associate Professor 2 to Associate Professor 1, for example. Obtaining the University Teaching Qualification (UTQ) or publication and citation requirements are all examples of specifications within the classification criteria. Supervisors may also seek advice from their own HR department.


Contact the HR staff member from your department.

Contact department