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80 % as standard employment level (salary = SNSF rate, as before), research time within employment uniformly at a minimum of 3.5 working days per week (= 70 % full-time equivalent)
50 – 70 % as a range of employment levels (EL); uniform approach of 1.5 working days as a lower limit for own research (protected time) in the case of
In addition to protected time, doctoral candidates and teaching / research assistants can be assigned teaching tasks for further work. However, the corresponding tasks must be relevant to the qualification.
In the sense of personal further qualification, PhD candidates at UZH are expected to make a significant personal contribution to the achievement of the doctorate. The personal contribution is now explicitly stated in the doctoral agreement and amounts to at least 20 % of a full-time position.
| Function
|
Employment level (EL) | Minimum working time for own research (Protected Time) (*1) |
|---|---|---|
| Doctoral candidate | 80 % as standard (*2) | 3.5 working days per week (= 70 % full-time equivalent) |
| Teaching and research assistant | 50 –70 % as a standard range (*3) | 1.5 working days per week for EL ≤ 60 %. 50 % of EL for EL > 60 |
| (*1) Logic of yearly working time: the amount of protected time can vary within the year (e.g. obligations of chair support), but must be guaranteed over the course of a year. |
| (*2) Lower workload only as an exception in justified cases (parenthood or other care obligations). Protected time minimum should remain in place even in these cases. PhD candidates with family care obligations have the possibility to reduce their workload. However, the minimum workload must be 40 percent. |
| (*3) Top-up for taking on additional tasks possible. |
Illustration 1: Representation of the standard model
Since in the future teaching and research assistants or doctoral candidates will no longer be employed to relieve chairs, institutes, and seminars of tasks that are not relevant to qualification, there is a need for a job category with the new model for junior academic positions that allows for the following types of employment:
To compensate for this, a 2-year pilot project (2024-2025) will create the possibility of employing academic staff for such activities on a fixed-term basis for a longer period than before. Specifically, the fixed-term duration will be increased from one to two years. The pilot phase will be used to more accurately assess and understand the need for temporary academic staff outside of junior academic positions and third-party funded projects.
Illustration 3: New employment categories
