Current vacancies for professorships can be found here.

Implementation according to UG 2002 and the statutes of the University of Graz

Further documents may be requested by the appointment committee, which can be found in the advertisement text.

Submission of a complete set of electronic application documents by e-mail to bewerbung.professur(at)uni-graz.at:

Please organize your application documents according to the following structure, preferably in a .pdf document:

1. Letter of application
2. Curriculum vitae with a description of your academic career
3. List of publications, numbered, with complete bibliographic information, sorted by
   • monographs
   • (co-)edited volumes
   • journal articles
   • Other information
4. Presentation of teaching to date
5. List of previous research projects and collaborations
6. Description of future research intentions
7. List of your five most important publications

The University of Graz is increasingly carrying out bibliometric analyses as part of its appointment procedures. In order to be able to clearly assign publications in this context, we request - if available - that you provide a persistent identifier (ORCID, Researcher-ID etc.) with an updated profile.

Further information on the application:
At the University of Graz, the academic age of applicants is taken into account. Please provide us with the necessary factual basis by including information on the specific framework conditions of your previous positions as well as on care responsibilities, parental leave, part-time employment or other interruptions in your academic career in your CV.

One employment criterion regularly included in job advertisements at the University of Graz is the gender mainstreaming competence of applicants. This can be demonstrated as follows, among other things

• previous activities in relevant committees and organizations (such as in a working group for gender equality issues)
• Completion of gender sensitivity training and/or corresponding further training courses
• Competent answers to questions about their own positioning in the gender mainstreaming process as part of their personal presentation

You can find more information on this in the relevant position paper of the Working Group for Equal Opportunities at the University of Graz: http: //static.uni-graz.at/fileadmin/Akgl/2_Rechtsgrundlagen/positionspapier_gm_okt2008.pdf )

Implementation in accordance with UG 2002 and the guideline on the establishment, advertising and filling of career positions in accordance with § 99 para. 5 UG

Further documents may be requested by the selection committee, which can be found in the advertisement text.

Submission of a complete set of electronic application documents by e-mail to bewerbung.tenure-track(at)uni-graz.at

Please organize your application documents according to the following structure, preferably in a .pdf document:

1. Letter of application
2. curriculum vitae
3. List of publications, numbered, with complete bibliographic information, sorted by
   • monographs
   • (co-)edited volumes
   • journal articles
   • Other publications
4. Submission of the three most important publications
5. Presentation of any teaching and lecturing activities
6. Presentation of any previous research projects and collaborations
7. Exposé of future plans and goals in the field of research

The University of Graz is increasingly carrying out bibliometric analyses as part of its appointment procedures. In order to be able to clearly assign publications in this context, we ask you to provide a persistent identifier (ORCID, Researcher-ID etc.) with an updated profile, if available.

Further information on the application:
At the University of Graz, the academic age of applicants is taken into account. Please provide us with the necessary factual basis by including information on the specific framework conditions of your previous positions as well as on care responsibilities, parental leave, part-time employment or other interruptions in your academic career in your CV.

An employment criterion regularly included in job advertisements at the University of Graz is the gender mainstreaming competence of applicants. This can be demonstrated as follows, among other things

• previous activities in relevant committees and organizations (such as in a working group for equal treatment issues)
• Completion of gender sensitivity training and/or corresponding further training courses
• Competent answers to questions about their own positioning in the gender mainstreaming process as part of their personal presentation

You can find more information on this in the relevant position paper of the Working Group for Equal Treatment Issues of the University of Graz: static.uni-graz.at/fileadmin/Akgl/2_Rechtsgrundlagen/positionspapier_gm_okt2008.pdf

The appointment procedure pursuant to § 98 UG is divided into several stages, in which different university bodies are responsible for the formal and substantive progress of the procedure. In addition to the responsible dean and the faculty committee, the Senate, the Rectorate and the Rector, the appointment committee appointed by the Senate also plays a central role in this context.

The prerequisite for initiating an appointment procedure is the dedication of a permanent position or a position with a fixed term of more than five years to a university professor in the development plan (Section 98 (1) UG). The appointment procedure is initiated by the Rectorate and must be communicated to the Senate, the responsible faculty committee and the head of the responsible organizational unit.

Further links:

• §98 UG
• Appointment guidelines section of the statutes

Appointment committee

Tasks and composition

The tasks of the appointment committee are regulated in § 98 UG and are detailed in the appointment guidelines section of the statutes. Essentially, this involves the preparation of a proposal for the job advertisement text and requirements profile, an initial review of the application documents, the preparation of a list of suitable candidates who are to be invited to give appointment presentations and, finally, the preparation of an appointment proposal for the Rector.

The appointment committee appointed by the Senate must include at least two members who are qualified in the relevant subject area and who are non-experts. The other members of the appointment committee should be members of the university from the faculty and related fields.

The appointment committee is made up of ten members, with a ratio of 6 university professors: 2 representatives from the mid-level faculty: 2 students.

Call for applications and requirements profile

In consultation with the head of the responsible organizational unit, the appointment committee draws up a proposal for the job profile and job advertisement text. The Rectorate is responsible for defining the requirements profile and the job advertisement text.

The job profile serves to describe the tasks associated with the position to be filled as well as the embedding of the position in the organization of the University of Graz in sufficient detail to enable the reviewers to assess the suitability of the applicants for the advertised position.

In any case, the advertisement text must contain all admission requirements and a requirements profile that is as precise as possible. The application period must be at least three weeks. The advertisement must be published in the Karl-Franzens-University of Graz Gazette. In addition, the call for applications must be published in national and international media.

Reviewers

The representatives of the university professors in the Senate shall appoint at least two reviewers, including at least one external reviewer, on the basis of the proposals submitted by the university professors of the faculty. The Rector has the right to appoint an additional reviewer.

The Chair of the Senate shall then request the experts to prepare expert opinions on the suitability of the applicants for the advertised position. The expert reports should be prepared within a period to be determined, but no later than three months from the date of acceptance.

Appointment hearing

The rector must make the selection decision from the appointment proposal. The Rector must inform the Equal Opportunities Working Group of his/her selection decision before the appointment negotiations begin. The working group has the right to lodge a complaint within two weeks. The Arbitration Commission shall decide on this with a decision (§ 98 para. 9 UG). If the complaint is upheld, the Rector must make a new selection decision in accordance with the legal opinion of the Arbitration Commission (§ 98 para. 10 UG).

The rector shall immediately commence the appointment negotiations. The head of the responsible organizational unit shall be invited to these discussions.

The appointment negotiations are administratively supervised by the Human Resources Department. If the selected applicant accepts the appointment in principle, he/she will be asked to disclose his/her appointment preferences, including salary expectations. On the basis of these documents, negotiations will begin and an appointment offer and an appointment target and performance agreement will be drawn up.

If the appointment negotiations are successful, the Rector concludes the employment contract with the selected candidate on behalf of the University (§ 98 para. 11 UG). Depending on the dedication and advertisement of the professorship, this may be a fixed-term or permanent employment contract with the University of Graz. In individual cases, it is also possible to conclude a fixed-term employment contract, which is extended for an indefinite period after an appropriate performance evaluation (tenure track). However, such a transfer to an employment contract for an indefinite period is only provided for professorships that have been designated and advertised as "temporary".

When filling professorships for a period not exceeding five years, an abbreviated appointment procedure takes place, to which essential parts of § 98 UG do not apply (§ 99 para. 1 UG).

The position to be filled shall be publicly advertised by the Rector in Austria and abroad. After the application deadline, the rector shall bring the applications to the attention of the university professors in the subject area to which the position is assigned. They may submit a statement.

The rector shall select the candidate for the position to be filled upon recommendation or after consultation with the university professors of the subject area to which the position is assigned and conclude a fixed-term employment contract with the selected candidate.

An extension of the employment relationship of a university professor appointed in accordance with § 99 UG is excluded.

Employment contract

If the university and the applicant reach an agreement in the course of the appointment negotiations, an employment contract will be concluded. The relevant provisions are set out in the collective agreement for university employees. The employment contract includes all essential provisions of the employment relationship.

Collective agreement

The provisions of the Universities Collective Agreement apply to the employment relationships of university professors appointed in accordance with § 98 and § 99 UG: http: //www.uniko.ac.at/dachverband/

Insurance and taxes

Employees working in Austria are subject to compulsory social security insurance. This consists of health, accident, unemployment and pension insurance. Contributions are paid by the university as part of the monthly payroll. The responsible social insurance provider for university employees is the Insurance Institution for Public Servants http://www.bva.at. It is also possible to take out private insurance in these areas.

In connection with moving to Austria from abroad, please refer to the international consultation days of the social insurance institutions: http: //www.pensionsversicherung.at

Taxes in Austria

Wage tax is paid by the university as part of the monthly payroll as part of the employment relationship as a university professor. Further information on wage and income tax in Austria and employee assessment can be found on the website of the Federal Ministry of Finance.
http://www.bmf.gv.at

Employee benefits

Employee pension fund

The provisions of the Austrian Employee and Self-Employed Pension Act (BMSVG) apply to the employment relationships of university professors appointed in accordance with § 98 and § 99 UG. This essentially stipulates that the employer must pay contributions amounting to 1.53% of the monthly gross salary into an employee pension fund for all employees hired from January 1, 2003. The employee pension fund of the University of Graz is the APK-Vorsorgekasse:
http://www.apk-mvk.at/

Pension fund

In addition to the statutory pension insurance, the Universities' Pension Fund Agreement includes a pension fund commitment for employees of Austrian universities. For university professors, 10% of the monthly gross salary is paid into a pension fund on this basis by the university. The basis for calculating these contributions at the University of Graz is not the minimum salary stipulated in the collective agreement, as provided for in the Universities' Employment Contract, but the actual salary agreed in the appointment negotiations.

The pension fund of the University of Graz is the VBV pension fund:
http://www.vbv.at/