Professors

This guideline should be read in conjunction with the sub-policy for Professors.

Employment process

The employment of a professor is initiated by the Institute Director with the submission of a special form to the Executive Board – in practical terms to the member of the Executive Board responsible for matters pertaining to professors.

Before a professor post is advertised, the Institute Director, together with the institute's HR Partner, must have assessed the possibility of recruiting a professor at a sufficiently high DTU level, both internationally and nationally, including whether there are any potential internal candidates for the post. In terms of staff policy it is important to ensure that internal candidates are not ignored, but candidates must be actively recruited internationally.

The appointment of a review committee, assessment by the Academic Council and the subsequent procedure are described here. (LINK SKAL OPDATERES)

The review committee usually consists of three members: an internal chairperson, i.e. a DTU professor, and two external expert assessors at the professor level of which at least one, or both if possible, must be employed abroad. The review committee must assess the professional level of applicants on the basis of a high international standard that corresponds to technical universities or similar academic institutions that DTU wants to be compared with.

The committee has a relatively free hand when it comes to phrasing its conclusion, but it must primarily conclude whether a particular applicant is qualified or not qualified for the available post of professor. The committee is not required to rank qualified candidates if several apply.

Professor interview

The President will decide which of the qualified applicants are to be invited to a professor interview. In addition to the President, a professor interview panel includes: the Head of Department, the chairperson of the review committee and a member of the Executive Board, typically the individual in charge of matters relating to professors. It is also possible for others to sit in on the interview panel, e.g. a research manager, a future professor colleague from the institute or the institute's HR Partner.

Once the professor interview or interviews have been completed, the members of the interview panel (not including the applicant or applicants) will discuss any other matters of relevance to the appointment of an individual to the professor post in question. Subsequently, the President decides which candidate, if any, is to be appointed to the post of professor. In some cases, more than one applicant may be appointed on the basis of the same job advert.

The expectations placed on professors by DTU are outlined to applicants during the professor interview.

Professor posts

The post of professor is a permanent faculty post, with an associated obligation to teach of up to 50%. The professor post is in pay bracket 37 or pay bracket 38. Pay bracket 37 posts are graded in terms of salary into professor 1, professor 2 and professor 3, while pay bracket 38 posts are graded in terms of salary into professor A and professor B.

Commencement

The guideline on professors is approved by the Executive Board and discussed by the Cooperation and Joint Consultation Committee (HSU) in March 2017.

The guideline becomes effective from the time it is published on DTU Inside.