Every three years, all Corvinus faculty members can review whether they prefer to engage in education or research according to the academic career model that is about to be accepted. HR will be preparing new job descriptions and will organize new internal trainings. Project manager reports continued. A few weeks after the management and then the student briefings, Corvinus ’various renewal projects also held online reports on their strategy, where they are now and where they want to go in the long run. Head of Strategic HR Processes Zsuzsanna Csentericsné Arnold and Vice-Rector for Faculty László Csicsmann gave a presentation on Thursday, 22nd October, which as followed live by more than 100 university employees.
In her presentation the HR manager explained that thesimplification of payroll could be experienced by Corvinus employees alreadythis year. The long-term goal of the university is to achieve a targetreference wage level in the academic and service areas, which would be broughtcloser gradually over the next period and would be provided throughindividually differentiated wage increases. Remuneration also includes the opportunityfor a performance bonus, which will be expected in March each year followingthe annual performance review. According to Zsuzsanna Csentericsné, theremuneration conditions will develop from year to year, and it will take approx.3-5 years until the wage levels achieved can be considered as fair incomparison to market wages and until the colleagues too consider their wages morefair.
As a next step, HR supports the changes related to theintroduction of the academic career model, preparing the employment conditionsaccording to the new expectations. At the same time, new job descriptions (egfinance, law, facility management) are being prepared in the Service Providerareas, which are arranged in an appropriate structure in the process of jobevaluation. This work will be performed with the involvement of managers in theHR Committee.
In-house training has already started and will befurther expanded in the future. For example, English language training are alreadyin progress, with an emphasis on teacher competence development, and newprograms will be launched in the future to develop researcher competence, andleadership training are also planned.
What will the teacher-researcher career look like?
At the event Vice-Rector László Csicsmann presented anacademic career model developed with the participation of several Corvinuscolleagues, which is planned to be introduced from 1st January 2021. Hestressed that the system is motivating and wants to steer educators towardscontinuous improvement, while also providing significant space to fulfillindividual ambitions. The aim of the University is to align individual careerpaths with the goals set in the university strategy. Currently, more than 500different individual careers are seen in the system’s capabilities.
In course of the development of the career plan, theywanted to create a flexible system where university faculty can decide everythree years whether they want to focus on research or teaching in the nextperiod. In addition, gathering international experience will also be part ofthe career path, while also wanting to pay attention to the principle of equaltreatment, so that female educators on their maternity leave will not sufferany disadvantaged for having children.
The goal is more research
Three different types of jobs were determined. Thebalanced one corresponds best to the current Corvinus practice, where approx.80 percent of the faculty member’s time is spent on teaching and 20 percent on research.
Obviously, the university expects a higher number ofteaching hours in the teaching-focused position, but in this case, too, therewill be a minimum publication requirement.
A research-focused job comes with a reduced number ofteaching hours, however, the university imposes requirements regarding thenumber and quality of the publications, such as determining which studies ininternationally accepted scientific journals are accepted for the performanceevaluation. A minimum publication quota to be met will be determined, but thesystem will also include motivating factors, such as financial rewards forfaculty members who significantly exceed the requirements.
The Vice-Rector explained that when the system isintroduced, they want to direct 60-70 colleagues towards the research-focusedarea, because it is essential to increase the number of relevant publicationsin order to move forward in international rankings.
The performance of colleagues in education-focusedjobs will also be measured based on teaching quality, learning environment, andstudent results.
Less classed, but more responsibility for heads of institute
After the presentations, the speakers also answeredthe questions of the staff. One of the suggestions was that a position withinan organization (e.g. director of an institute) also takes away the colleagues’time from research. László Csicsmann agreed with this, and said that they were alreadyworking to supplement the current material with exemptions for managers, sothat heads of institute would have less educational work, and the leadershipposition could be filled for a maximum of three three-year cycles.
Another question referred to selection of the 60-70colleagues who will be placed in research-focused positions from January, towhich the Vice-Rector responded that it would not be a selection but rather individualambitions would be taken into consideration, which should always be agreed withthe institute directors.
It was also raised that if at the end of thethree-year period, several lecturers would rather go in the direction ofresearchers within an institute, then how would it be possible to reallocatelessons without conflicts? According to László Csicsmann, in all cases the headof the institute must ensure that these types of changes do not cause HRproblems.
The project presentation event can be viewed here in hungarian.