1. a completed college degree
2. pedagogical aptitude, demonstrated by relevant prior education or, in exceptional cases, established during the appointment process
3. special aptitude for scholarly work, which is generally demonstrated by the quality of a doctoral dissertation
4. additional scholarly achievements, which are evaluated exclusively and comprehensively during the appointment process; these achievements are demonstrated in the context of a junior professorship, a habilitation, or work as a research assistant at a university or a non-university research institution, or in the context of scholarly work in business, administration, or in another sector of society, in Germany or abroad (the last half-sentence applies only to appointment to a first university professorship)

In the case of an appointment to a university professorship, pursuant to Section 37(2) of the Higher Education Act of North Rhine-Westphalia (HG NRW), junior professors from the appointing institution may generally be considered only if they have changed institutions after earning their doctorate or have been engaged in research for at least two years outside the appointing institution. Research assistants at the institution in question may be considered only in justified exceptional cases and if the requirements of the first sentence are additionally met, unless the principle of selecting the best candidate pursuant to Article 33(2) of the Basic Law requires the appointment of a member of the institution.

The teaching load for university professors is 9 SWS, unless otherwise specified in the job posting.

1. a completed college degree
2. pedagogical aptitude, demonstrated by relevant prior education or, in exceptional cases, established during the appointment process
3. special aptitude for scholarly work, which is generally demonstrated by the quality of a doctoral dissertation
4. additional scholarly achievements, which are evaluated exclusively and comprehensively during the appointment process; these achievements are demonstrated through a junior professorship, a habilitation, or work as a research assistant at a university or a non-university research institution, or through scholarly work in business, administration, or in another sector of society, either in Germany or abroad (the last half-sentence applies only to appointment to a first university professorship)

Special Provision: In artistic disciplines, the requirement under 3) may be replaced by evidence of special aptitude for artistic work, and the requirement under 4) may be replaced by evidence of additional artistic achievements. Evidence of additional artistic achievements is generally provided by demonstrating exceptional accomplishments during a five-year period of artistic activity, at least three years of which must have been carried out outside the higher education sector.

In the case of appointment to a university professorship, pursuant to § 37(2) HG NRW, junior professors from the applicant’s own institution may generally only be considered if they changed institutions after earning their doctorate or were engaged in academic work for at least two years outside the appointing institution. Research assistants from the same institution may be considered only in justified exceptional cases and if the requirements of the first sentence are additionally met, unless the principle of selecting the best candidate pursuant to Article 33(2) of the Basic Law requires the appointment of a member of that institution.

The teaching load for university professors is 9 SWS, unless otherwise specified in the job posting.

1. a completed college degree
2. pedagogical aptitude, demonstrated by appropriate prior training or, in exceptional cases, established during the appointment process
3. special aptitude for scholarly work, which is generally demonstrated by the quality of a doctoral dissertation
4. additional scholarly achievements, which are evaluated exclusively and comprehensively during the appointment process; these achievements are demonstrated through a junior professorship, a habilitation, or work as a research assistant at a university or a non-university research institution, or through scholarly work in business, administration, or in another sector of society, either domestically or abroad (the last half-sentence applies only to appointments to a first university professorship)

In the case of an appointment to a university professorship, pursuant to § 37(2) HG NRW, junior professors from the appointing institution may generally only be considered if they have changed institutions after earning their doctorate or have been engaged in research for at least two years outside the appointing institution. Research assistants at the university in question may be considered only in justified exceptional cases and if the requirements of the first sentence are additionally met, unless the principle of selecting the best candidate pursuant to Article 33(2) of the Basic Law requires the appointment of a member of the university. In this context, the Tenure-Track Regulations of the University of Siegen stipulate that applicants must have earned their doctorate at another university or, after earning their doctorate at the University of Siegen, must have been engaged in academic work outside the University of Siegen for at least two years.

Tenure-Track Process: The appointment is initially to a fixed-term W2 university professorship for 5 years. Upon appointment to the fixed-term W2 professorship, the appointment to a subsequent tenured university professorship (W2 or W3, depending on the job posting) is promised on the condition that the tenure evaluation criteria, which are established at the time of appointment to the fixed-term W2 professorship, are met during the W2 professorship, and that the academic and pedagogical qualifications required for the subsequent permanent professorship are demonstrated at the time of the tenure evaluation. The tenure evaluation is conducted as the appointment procedure for the subsequent tenured professorship in the fifth year of the fixed-term W2 professorship, whereby the tenured professorship is not advertised.

The teaching load for university professors is 9 SWS, unless otherwise specified in the job posting.

Individuals who are qualified for a university professorship may be hired on a part-time basis as university professors under a private-law employment contract. The regulations governing hiring, job duties, and other matters applicable to full-time professors apply to them. Therefore, the same statutory requirements for appointment apply as for a (full-time) university professorship at the W2 or W3 level (see above).

A position is considered part-time only if the professor is assigned fewer than half of the regular duties of a full-time professor. The teaching load for part-time university professors is therefore less than 4.5 SWS.

1. a completed college degree
2. pedagogical aptitude, demonstrated by relevant prior education or, in exceptional cases, established during the appointment process
3. special aptitude for academic work, which is generally demonstrated by the quality of a doctoral dissertation

Junior professors are initially appointed as temporary civil servants for a term of three years. The junior professor’s civil service appointment is to be extended for an additional three years during the third year, with his or her consent, provided he or she has proven himself or herself as a university instructor. Their performance as a university instructor is assessed during the third year of the junior professorship (so-called interim evaluation).

The teaching load for junior professors is 4 SWS during the first 3 years and 5 SWS during the following 3 years.

1. a completed college degree
2. pedagogical aptitude, demonstrated by relevant prior education or, in exceptional cases, established during the appointment process
3. special aptitude for scholarly work, which is generally demonstrated by the quality of a doctoral dissertation

Special note: In artistic disciplines, the requirement under 3) may be replaced by evidence of a special aptitude for artistic work.

Junior professors are initially appointed as temporary civil servants for a term of three years. The junior professor’s civil service appointment is to be extended for an additional three years during the third year, with his or her consent, if he or she has proven himself or herself as a university instructor. Their performance as a university instructor is assessed during the third year of the junior professorship (so-called interim evaluation).

The teaching load for junior professors is 4 SWS during the first 3 years and 5 SWS during the following 3 years.

1. a completed college degree
2. pedagogical aptitude, demonstrated by relevant prior education or, in exceptional cases, established during the appointment process
3. exceptional aptitude for scholarly work, which is generally demonstrated by the quality of a doctoral dissertation

Tenure-Track Process: Upon appointment to the junior professorship, the appointment to a subsequent tenured university professorship (W2 or W3, depending on the job posting) is contingent upon the following: that the tenure evaluation criteria—which are established at the time of appointment to the junior professorship—are met during the tenure of the junior professorship, and that the academic and pedagogical qualifications required for the university professorship are present at the time of the tenure evaluation. The tenure evaluation is conducted as the appointment procedure for the subsequent tenured university professorship in the sixth year of the junior professorship, in which case the job posting for the tenured university professorship is waived.

With regard to the tenure track, it should be noted that, pursuant to Section 37( 2 HG NRW, as a rule, can only be considered for appointment to a university professorship if they have changed universities after earning their doctorate or have been engaged in academic work for at least two years outside the appointing university. Since, within the framework of the tenure track, junior professors from the same institution are always appointed to a university professorship, the aforementioned requirement must always be met at the time of appointment to the junior professorship with tenure track. In this context, the University of Siegen’s Tenure-Track Regulations stipulate that applicants for the junior professorship with tenure track should have earned their doctorate at another institution or, after earning their doctorate at the University of Siegen, should have been engaged in research for at least two years outside the University of Siegen.

The teaching load for junior professors is 4 SWS during the first 3 years and 5 SWS during the following 3 years. The teaching load for the subsequent university professorship is 9 SWS, unless otherwise specified in the job posting.

The goal of joint appointments is to foster deeper cooperation between the University of Siegen and a non-university research institution through personnel ties and the joint recruitment of outstanding researchers. This cooperation is based on the shared interests and goals of the University of Siegen and the respective non-university research institution. The joint framework is generally established through a cooperation agreement.

Common models for joint appointments include, in particular:

• the reimbursement model (“Berlin model”):
  The individual is appointed by the University of Siegen as a professor, typically as a tenured civil servant, with a simultaneous (possibly part-time) assignment to a non-university research institution. Salary is paid by the University of Siegen. The non-university research institution reimburses the university for personnel costs (pro rata, if applicable), including a pension supplement. The rights and obligations of the professor at the non-university research institution (other than compensation) are governed by a separate contract between the two parties. The teaching load at the University of Siegen is typically 2 SWS.
• The leave-of-absence model (“Jülich Model”):
  The professor is appointed by the University of Siegen, typically as a civil servant, while simultaneously taking a leave of absence to work at a non-university research institution. The professor enters into a private-law employment contract with the non-university research institution. Remuneration is provided by the non-university research institution, which also pays a pension supplement (for the professor’s future retirement benefits under civil service status) to the University of Siegen. The teaching load at the University of Siegen is usually 2 SWS.
• The part-time employment model (“Karlsruhe Model”):
  The professor is appointed at the University of Siegen, generally as a civil servant, and performs additional functions at the non-university research institution on a part-time basis. Salary is paid by the University of Siegen. The non-university research institution enters into a separate agreement with the professor regarding the secondary employment and, as a rule, also regarding separate compensation for it. The teaching load at the University of Siegen is usually reduced.