In the Austrian Universities Act (Universitätsgesetz) and the Collective Bargaining Agreement (Kollektivvertrag), the key tenure track career model is based on a qualification agreement (QA) (Qualifizierungsvereinbarung / QV). The Rector's Council recently introduced another variant, the “Full Professor Rank” model, in the WU By-Laws. The following is an overview of the key features of this new model and puts it into a wider context.

Historically, the qualification-agreement career model exists in two different forms. The newer version, which applies to employment contracts concluded since October 1, 2016 and is referred to as "QA-new"(QV neu), is based on § 99 para 5 and 6 of the Universities Act. This stipulates that the attainment of the agreed qualification is associated with becoming a member of the staff group of professors (as defined in § 94 para 2 item 1 of the Universities Act). According to organizational law, this can be viewed as a “continuous career model”, ie one which provides the opportunity to reach the highest academic rank. However, from the perspective of the Collective Bargaining Agreement (which is based on employment law), even after attaining their qualification, these employees remain in the staff category A2 (§ 27 of the Collective Bargaining Agreement) and are thus designated as associate professors. As a result, while they enjoy the status of being professors in self-governance bodies such as the Senate, they do not enjoy equal status in terms of remuneration and access to resources. This discrepancy has led to discussions and indeed dissatisfaction with the model since it was first introduced. Note that this issue is not a concern for employees who signed a QA-model employment contract prior to October 1, 2016 (also referred to as "QA-old" – “QV alt”) since these are not assigned the status of professor in either context. For this group of “QA-old”, the legislator also provides for the possibility of development into the group of professors (§ 99 para 4 of the Universities Act). However, WU is one of the few universities in Austria that has not yet implemented this provision. A previously included declaration of intent has been deleted in the latest version of the Strategic Plan of WU.

In a move to address the discrepancy surrounding the affiliation of "QA-new" employees, last year a further "full professor" career model (from which employees with "QA-old" contracts are generally excluded) was adopted into the WU’s By Laws (§ 43a). In order to be appointed as a “QA-new Full Professor”, first Department-specific evaluation criteria must be met within a period of at least three years after the attainment of the original QA. This is then reviewed by a commission on the basis of at least two external assessment reports. Finally, the Rector makes the appointment on the basis of a recommendation by the commission. But even after this procedure has been completed, the “QA-new Full Professor” still technically retains the designation of associate professor and remains in the A2 staff category (again as stipulated in the Collective Bargaining Agreement). Notwithstanding this, according to § 43a of the WU By-Laws, these employees may then call themselves "Full Professor” though the By-Laws do not foresee any further resulting benefits of achieving this new status. In internal presentations given by the Rector's Council, it was repeatedly emphasized that "QA-new Full Professors" can conduct salary negotiations with the Rector in the same way the regularly-appointed professors do, and that the Departments can decide whether to provide similar resources. However, neither of these are automatic entitlements of achieving a "Full Professorship", but only offered as potential options. In addition, according to the Vice-Rector for Research and Human Resources, all "QA-new Full Professors" will be treated equally to regularly-appointed professors with regard to pension fund contributions. This means, that they will receive 10% of their gross monthly salary as monthly contributions instead of 3%. A 10% contribution is generally only provided for professors according to § 25 of the Collective Bargaining Agreement (§ 73 Abs 1 Z 1 KV).

Summing up, the new “Full Professor” WU model does not lead to a promotion to the highest staff category of the Collective Bargaining Agreement and does not achieve full equality with regularly-appointed professors.

With regard to other university locations, WU is definitely taking a special path with this "full professor rank" model. However, a final assessment of the model can only be made once the Department-specific criteria mentioned above are published. These criteria are currently being developed by the Departments. The number of potential beneficiaries is currently still very small, and the number of those who will continue their careers at WU after fulfilling a "QA new" is even smaller. The number of "QA new" positions that will be created will also remain manageable.

It remains to be seen how "QA-new Full Professors" will be integrated into WU’s governance and especially how they will be involved equally into management positions. The evaluation criteria will be crucial in this. They should be aligned to the limited benefits of attaining “full professorship”, which largely consist of potential options rather than rights. In addition, full equality should be achieved with regard to involvement in governance, salary negotiations, and the distribution of Department resources. It also remains to be seen to what extent the qualification thresholds for "full professor rank" via regular appointment and via "QA-new" will be comparable (in particular, whether or not the more formalized criteria via "QA-new" will also find their way into appointment practice). In any case, it remains questionable that a very large group of WU employees (associate professors via "QA-old" or with civil servant status) are still not granted any opportunities for advancement to the highest academic rank. Here, too, WU is taking a special path.

^22.05.2023

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