Information for Applicants

Approval of position description and Call for applications

Professorships at the University are usually tenured. Otherwise they are connected with a Tenure-Track as a rule¹,  Junior Professorships in particular. The allocation of professorships is based on the University Development Plan, which defines the staffing and resources needs of the various fields in a long-term perspective and which is coordinated between the rectorate, academic senate and dean’s offices.

Before the professorship to be filled is advertised, the Rector and dean of the respective faculty negotiate how the position is to be described and classify the position within the overall planning of the scientific field, taking into account possible strategic reorientations.

In the resulting agreement to advertise the position, also the timing of the process, members of the appointment committee, the assessment of individual qualification profiles and the independent consultation process are specified. Special measures to increase diversity among the professors are also agreed upon here.

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^{1 Exceptional cases are positions that are financed through third-party funds or the Higher Education Pact. Information about limitations can be find in the job advertisement.}

Selection of candidates

In order to ensure the quality of the appointment procedure, the composition  of the Appointments Committee must ensure adequate representation of the field in question. Appointments Committees should be appointed with equal gender representation. Also professors from other faculties and other universities are included. In Bremen, the Committees are supported by an independent consultant who advises on the appointments procedure and compliance with the strategic goals of the University.

The Appointments Committee specifies the selection criteria and invites the most suitable candidates to attend a hearing. The hearing usually consists of an academic presentation followed by a discussion, a demonstration lecture for students, and a description of the candidate’s teaching and research concepts in dialogue with the Appointments Committee.

Not only excellent skills in research and teaching, but also personal skills are crucial for a professorship. The increasing networks among research units or the management of institutes call for diversity and gender-competent leadership capabilities and organizational management skills. These competences should also be taken into account when selecting candidates. The University of Bremen generally passes this task to a human resources consultancy specialized in such assessments.

For each applicant who is shortlisted after the hearing, the appointments committee obtains at least two expert opinions. Upon receipt and evaluation of these reviews, the appointments committee arrives at a final proposal list, which typically includes three names.

Family time (maternity leave, parental leave or care) is appropriately taken into account when assessing scientific performance.

Appointment report and subsequent approval by University bodies

The appointment proposal and the ranking of short-listed candidates have to be explained in detail.  The explanation, a description of the process, all minutes of meetings and expert opinions are to be included in the appointment report. The complete report has to pass the appointments committee and subsequently passed on to the faculty board.

The faculty board decides either to accept or to reject the appointment proposal.

In case of acceptance the faculty board forwards the proposal to the rectorate. If the recorate accepts the proposal too, it will be submitted to the Senator of Science, Health and Consumer Protection.

Offer of appointment

The actual offer of appointment comes from the Senator of Science, Health and Consumer Protection, usually within six weeks after submission of the appointment proposal.

If you have received an offer of appointment you can find further information here.