Setting up faculty Career Development Committee
The task of the Career Development Committee is to advise the dean on the suitability of nominated assistant professors (or Lecturers) for promotion to associate professor (or Lecturer
1) on the basis of the TU Delft academic staff performance criteria. This advice can be supplemented by career development recommendations and/or study advice.
In addition, unsolicited advice may be given. The Career Development Committee is independent, which means that it cannot be held accountable for the content of the advice.
Composition of Career Development Committee
The Career Development Committee is a permanent committee composed of:
 At least three authoritative full-time full professors, who can supervise all of the fields of the faculty (one single permanent member per discipline, plus a permanent deputy); one single authoritative full-time full professor affiliated to a different faculty of T U Delft; 
 the Director of Education of the faculty, for the purpose of teaching input;
 (optional): one permanent external advisor (also a full-time full professor) per discipline, affiliated with another university; the external advisor is not present at t he interview with the candidate, but will give written or oral advice;
 the HR manager for input on organisational and leadership matters (=advisor/secretary);
 preferably at least one female professor.
The role of the secretary of the Career Development Committee entails the following:
 organising the committee – it is recommended that it meet once every two to three months;
 organising communications with the members, the dean, the candidate and the department;
 drawing up the recommendation of the Career Development Committee, having it assessed by the committee, and sending it to the dean.
The members of the Career Development Committee are appointed by the dean for no more than four years, preferably for successive periods for the sake of continuity.
Preparation of the file
1.
The candidate must submit the following documents to the research group leader:
 A personal vision (English): the assistant professor's view of his/her research and educational task, including a description of what the candidate considers his/her most significant contribution to scientific knowledge, now and in the future.
 An up-to-date English CV containing personal information, career information and information on other activities relevant to the position in the fi eld of research and education. This CV shall include at least the following:
 a list of publications, broken down into a list of publications in peer -reviewed journals, a list of publications in conference proceedings and a list of presentations by invitation;
 a reflection on the publications/citations according to Web of Science (ISI),
Scopus and Google Scholar (including H index); the reflection is aimed at the total number of publications/citations, the numbers per year, the top 5, and the developments in the last 5 years;
 a list of submitted and completed projects;
 a list of PhD students who have been or still are supervised by the candidate.
 a list of six referees, of which at least three are non-Dutch, preferably at the level of full professor, but at least at the level of associate professor.
Promotion from assistant professor to associate professor checklist

2.
The research group leader provides the motivation for tenure in writing, whereby the following determining factors are discussed:
 profile of the position;
 all additional criteria.
The departmental director will submit the complete proposal to the dean, after also including a personal opinion on:
 the candidate's performance;
 his/her personal development;
 an assessment of the long-term potential.
NOTE: In deviation from the working method described above, the appointment of an external candidate for the position of associate professor can be processed in writing on request.
NOTE: If the nomination concerns an assistant professor working under the organisational responsibility of one of the members of the Career Development Committee, the committee member in question will not be involved in the procedure. The committee can in that case be expanded only once to include an authoritative full professor supervising with a good view of the field, but not directly involved with the candidate; this will be assessed by the dean.
The meeting of the Career Development Committee
The meeting of the Career Development Committee is structured as follows:
 15 minutes: preliminary discussion by the members
 60 minutes:
 The candidate will start by giving a presentation in English of no more than ten minutes' duration (although the session as a whole may be longer as a result of questions and subsequent discussion of the presentation), using a limited number of PowerPoint slides containing the following information:
 vision regarding research, international positioning and possible plans for the future;
 experience with and vision regarding education and contribution to organisation of education;
 vision and plans regarding valorisation (i.e. cooperation with industry/society and contribution to society in general);
 experience with and vision regarding supervisors and personal contribution to the organisation.
 The Career Development Committee will then interview the candidate in Dut ch.
At a minimum, the following subjects will be discussed during the meeting:
 What value can the field and the personality of the candidate add to the research and education within the department and/or faculty;
 what role does the candidate wish to play in the development of junior and other researchers in his/her environment;
 which new developments can be expected if the appointment to associate professor occurs in the short term;
 what role does the candidate aim to play in the coming years within the faculty, the university and beyond, in such areas as valorisation, organisation and leadership;
 to what extent and in which areas does the candidate expect to require specific support from the organisation in order to realise the goals set.
Promotion from assistant professor to associate professor checklist

Promotion from assistant professor to associate professor checklist