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Appointment Process

Our academic development is strongly influenced by successful new appointments. We therefore strive to recruit academic personalities with strong professional profiles who want to invest and creatively develop their energy and ideas at our University.

Trans-disciplinary criteria

Since every professor holds various duties in research and teaching as well as academic self-governance, we consider the following criteria in evaluating every candidacy.

 

RELEAD SCHEME: EVALUATION CRITERIA FOR OUR PROFESSORSHIPS

 
R Research or academic excellence
E Education or excellence in teaching
L Leadership or the direction of research groups
E External funding or success in obtaining third-party funds
A Academic citizenship or engagement in academic self-governance
D Dissemination or the external impact of research, as in executive education, expert opinions and reports in the media 

 

The Appointment Process

In order to be elected at the University of St. Gallen as a full or associate professor, and in certain cases as an assistant professor or senior lecturer as well, you undergo a competitive appointment process. The responsibility for this process at the University of St. Gallen lies with the President. The President is supported by the Faculty Affairs Team of the Vice President’s Board for Research and Faculty in strategic and organisational matters. The appointment process begins with the approval by the Board of Governors of the professorship that is to be filled. This is followed by the formation of an appointment committee, which establishes the profile and qualifications required, as well as the decision-making criteria for the professorship.

Equal opportunities in our appointment procedures

We wish to increase the percentage of female professors at HSG. The following measures are accordingly taken during the appointment procedure:

  • A balanced ratio of women and men in the composition of the appointment committees
  • Consideration of the academic age rather than the biological age
  • Active "headhunting" of qualified female academics
  • Integration of a training tool on biases in recruiting and appointment procedures
  • Earlier evaluation of the applications of female academics during the committee meeting

Additionally, we aim to foster the compatibility of academic careers and family duties, and offer various means of support, such as dual career opportunities.­­

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Female professors at HSG (Start at 5:58 min)

 

Full Professorship

Associate Professorship­­

Assistant Professorship

1 President, or a representative designated by her/him 1 The President, or a representative designated by her/him  - 
3 further members designated by the President, of whom none belong to the school advertising the position, and of whom two are not active at the University 3 further members designated by the President, of whom none belong to the school advertising the position, and of whom two are not active at the University 2 further members designated by the President, of whom none belong to the school advertising the position, and of whom one is not active at the University
1 representative of the Non-tenured faculty who does not belong to the school advertising the position 1 representative of the Non-tenured faculty who belongs to the school advertising the position 1 representative of the Non-tenured faculty who belongs to the school advertising the position
1 The dean of the school (as chairperson) 1 The dean of the school or deputy dean (as chairperson) 1 The dean of the school (as chairperson) or representative designated by her/him
2 full professors elected by the school, with the approval of the President 2 full or associate professors elected by the school, with the approval of the President 1 full or associate professor elected by the school, with the approval of the President
1 representative of the Student Union 1 representative of the Student Union 1 representative of the Student Union
9 members in total  9 members in total  6 members in total 

The appointments committee invites between three and six candidates to deliver presentations, based on their current research, that are open to members of the university community. The presentation by each candidate lasts roughly thirty minutes, as a rule, followed by a question-and-answer session of roughly 10-15 minutes. After each presentation, a closed discussion takes place between the candidate and the members of the committee. With the goal of letting the candidates get to know our University better, we also offer an informal supplementary programme, in which students also participate. Subsequent to the research presentations, the appointment committee formulates a proposed nomination of a specific candidate, and this proposal is transmitted to the relevant school in the first instance.

If the school, at its assembly, reaches a decision in favour of a candidate, then the President and the Director of Administration communicate an offer from the University of St. Gallen to the candidate in question in the framework of an appointment interview

As a supplement to the appointment interview, a "Welcome Talk" takes place with a representative of the Faculty Affairs Team in which we clarify the candidate's needs regarding her or his family, residence, dual career and so on.

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