Process for hiring to University Lecturer (level 3A) and/or Senior University Lecturer (level 3B)

Information regarding the recruitment of University Lecturer (level 3A) and/or Senior University Lecturer (level 3B) within the teaching-oriented tenure track system.

The tenure track qualification requirements for the positions as University Lecturer and Senior University Lecturer are set in the Personnel Instruction (2024) and the Guidelines for the implementation of Hanken’s (2024) teaching-oriented tenure track system.

Application Material

Applicants to the position(s) will submit:

CV (proposed content at https://tenk.fi/en/advice-and-materials/template-researchers-curriculum-vitae), including list of publications.
If the position is open for appointments across levels (lecturer and/or university lecturer and/or senior university lecturer), applicants are asked to specify which level they are applying at.
Personal statement, which includes a description of previous and ongoing teaching, research activity, participation in externally funded projects, contribution to the pedagogical development at the department or university beyond own teaching, service to one's own department and university and contribution through societal interaction. The personal statement needs to be written with the position in question in mind.
Copies of no more than five research publications that, in the candidate’s opinion, best demonstrate scientific quality research.
Teaching portfolio (proposed content at https://www.hanken.fi/en/faculty-staff/job-opportunities/job-opportunities/applications-and-selection-process)

All applications are submitted electronically to the recruitment database Laura (see How to apply).

Competence Requirements - University Lecturer

In addition to the requirements for a lecturer, a university lecturer is expected to demonstrate high levels in teaching, higher education pedagogical studies and research activity. A university lecturer is also expected to have experience in development of and leadership within teaching and have contributed through institutional service and societal interaction. The teaching track university lecturer position is permanent. (Hanken's Personnel Instruction, 11 §).

The Department Committee assesses all complete applications using both qualitative and quantitative indicative examples of evidence for the extent to which each candidate fulfils the criteria in the Hanken Personnel Instruction (2024) and the criteria in the table below.

Standard for each of the qualification areas	Indicative Examples of Evidence Evaluation of candidates should be made using a holistic consideration of all submitted materials. The candidate’s personal statement should discuss how the candidate believes she/he meets the standard and provide documentary evidence in support. Exceptional merits in one part of a qualification area may compensate for lack of merits in another part of the qualification area. Teaching is the most important of the four different qualification areas followed by research, and then service and societal interaction.
Teaching
Achieved and can demonstrate high levels in teaching, higher education pedagogical studies, and experience in development of and leadership within teaching.	Examples of evidence can be: Development as a teacher including completion of at least 15 ECTS in higher education pedagogical studies Experience of pedagogical leadership within your own subject, e.g. coordinator/director of a teaching program, examiner within a course with several teachers Development of teaching materials, including materials that are used beyond own teaching Experience of teaching and supervising students at different levels including lifelong learning and executive education Teaching portfolio documenting teaching experience and reflections on pedagogical approach and skills Demonstrated application of feedback from colleagues, students and others in the development of own teaching High quality (e.g. high response rate and level) student feedback. Awards, prizes related to teaching
Research
Achieved and can demonstrate research activity.	Examples of evidence can be: Scientific quality of published and unpublished research manuscripts Plans for own future research Contributions to scientific seminars and conferences Involvement in projects with external research funding Experience of supervising doctoral researchers Participation in national and international scientific networks
Service
Contributed through institutional service.	Examples of evidence can be: Experience of administrative tasks within an educational program, a department, a faculty or a university Leadership experience and/or training Actively contributing to the working environment in the department and university
Societal Interaction
Contributed through societal interaction.	Examples of evidence can be: Diverse experience of teaching and involvement outside the academic community

Additional competence requirements specific to the open position in question are defined in the job advertisement.

Competence Requirements - Senior University Lecturer

In addition to the requirements for a university lecturer (see above), a senior university lecturer will have achieved and can demonstrate long-term and high-quality teaching, comprehensive and multifaceted higher education pedagogical studies, and active and long-term research activity. A senior university lecturer is also expected to have significant and diverse experience of development of and leadership within teaching as well as contribution through responsible assignments within the scope of institutional service and continued societal interaction nationally and/or internationally. The teaching track senior university lecturer position is permanent. (Hanken's Personnel Instruction, 12 §).

Standard for each of the qualification areas	Indicative Examples of Evidence Evaluation of candidates should be made using a holistic consideration of all submitted materials. The candidate’s personal statement should discuss how the candidate believes she/he meets the standard and provide documentary evidence in support. Exceptional merits in one part of a qualification area may compensate for lack of merits in another part of the qualification area. Teaching is the most important of the four different qualification areas followed by research, and then service and societal interaction.
Teaching
Long-term and high quality teaching, comprehensive and multifaceted higher education pedagogical studies, and significant and diverse experience of development of and leadership within teaching	Examples of evidence can be: Development as a teacher including completion of at least 15 ECTS in higher education pedagogical studies Experience of international cooperation and expert assignments in teaching Demonstrates ongoing development of own pedagogical competence in relation to teaching and supervision, e.g. educational qualifications or membership of national/international educational associations Long-term and diverse experience in teaching and supervising students at various levels including lifelong learning and executive education Teaching portfolio documenting teaching experience and reflections on pedagogical approach and skills Demonstrated continuous application of feedback from colleagues, students and others in the development of own teaching Continued high quality (e.g. high response rate and level) student feedback Awards Continued contribution to the pedagogical development at the department or university beyond own teaching Pedagogical leadership, e.g. as programme coordinator/director
Research
Achievement of active and long-term research activity.	Examples of evidence can be: Actively published in academic journals over a longer period of time Continuous research activity Contributions to scientific seminars and conferences Active involvement in projects with external research funding Extensive experience in supervising doctoral students Active participation in national and international scientific networks
Service
Significant and diverse experience of contribution through responsible assignments within the scope of institutional service.	Examples of evidence can be: Diverse experience of administrative tasks within the framework of an educational programme, a department, a faculty or a university Leadership experience and/or training Actively contributing to the working environment in the department and university Member of committees, councils, boards and working groups
Societal Interaction
Continued societal interaction nationally and/or internationally.	Examples of evidence can be: Interaction with external stakeholders Expert and advisory roles in private and public organizations Leadership within the development of teaching in one's own subject, e.g. involvement of business and society in teaching

Additional competence requirements specific to the open position in question are defined in the job advertisement.

Department Committee

A Department Committee is appointed by the Rector based on a proposal from the Head of Department (HoD) and will consist of a minimum of a Chair who should be a professor of the subject and could be the HoD, two department academics, one academic from another department/university, and one person from HR as secretary.

Hanken’s recommendations regarding conflict of interest will apply in terms of academic cooperation with an applicant by any member of Department Committee. In short-listing processes where a member has reported a conflict of interest/been disqualified in relation to individual applicants due to academic collaboration, the member’s participation in the decision-making process shall be limited only to the extent necessary to ensure an impartial and transparent process. If a member has reported a conflict of interest /been disqualified in relation to a short-listed applicant, the member shall resign from the Department Committee.

Selection Process

The Department Committee (DC) assesses all complete applications using both qualitative and quantitative indicative examples of evidence for the extent to which each candidate fulfils the criteria in the Hanken Personnel Instruction (2024) and the criteria in the tables provided above for university lecturer and senior university lecturer. The DC shortlists candidates and, if necessary, prepares proposals for external experts.
- For evaluation of applicants for senior university lecturer: Rector appoints three external evaluators (plus two additional external evaluators in reserve) based on a proposal from the DC to provide statements on the short-listed applicants. The short-listed applicants are given an opportunity to present objections regarding disqualification and/or insufficient impartiality in the selection of external reviewers.
- The external evaluators are contacted first by the Chair of the Department Committee to determine willingness to act in this capacity, then by HR.
The Library provides a Publication Report on the candidates applying for a position as a senior university lecturer.
The DC organizes and conducts all interviews with a restricted number (usually 2-3) of short-listed applicants.
The Teaching Evaluation Committee, (TEC) organises a teaching demonstration and interview with the highest ranked applicants (usually 2-3). The teaching demonstrations should, as a rule, be organised in connection with the applicants interviews with the DC. TEC provides a statement to the DC on whether it considers the candidate(s) to meet the requirements for the qualification area of teaching for the position in question. In its statement, the TEC also provides feedback to the candidate.
The DC meets and prepares a proposal for the Faculty Recruitment and Promotion (FRP) Committee in which it states which of the ranked candidates fulfil the requirements and are deemed suitable to be hired.
The Chair of the Department Committee is invited to present the case for the FRP Committee, after which the Chair must leave the meeting. The FRP Committee assesses the DC’s proposal and all supporting documents and provides a recommendation to the Rector.
Rector makes the final decision to award, or not offer appointment to University Lecturer Level 3A or Senior University Lecturer Level 3B.
Rector informs the applicant about the decision. The applicant and the Head of Department (HoD) are invited to a meeting to discuss the work contract and salary.
In case of a decision to hire the applicant, the HoD submits the material for the work contract to HR; HR completes the work contract, which is signed by Rector and the applicant.
The Chair of the Department Committee informs the other short-listed candidates about the outcome.