End of contract period (scientific staff)

In a nutshell: What's it all about?

On reaching the maximum employment period, scientific staff must look for opportunities outside ETH in order to advance their professional career.

Opportunities and possibilities

Even if reaching the maximum employment period without a clear prospect of a follow-on solution may seem unsettling initially, it offers the person concerned a chance to reflect on their own progress. After all, mobility is an important success factor in an academic career. In order to fully benefit from the change, the approaching contract expiry should be prepared well in advance and transparently.

Get active: How to demonstrate good leadership

In your management capacity, discuss the employment contract period, and the forthcoming contract expiry, at the annual staff or career appraisal interview.
Inform the person in question well in advance that the contract can no longer be extended.
Give them encouragement in making their next career move, discuss the various options and offer your support.
Give them enough time to settle their professional affairs and prepare for their next career step.
Ensure the departure process runs smoothly (handover, reference letter, holiday entitlement, etc.).

Self-reflection: Am I applying my social and leadership competencies effectively?

Building bridges:

Did I provide the team with clear information and involve them in the process if necessary?
Did I support the employee in finding a satisfactory follow-on solution?

Acting responsibly:

Did I bring up the approaching contract expiry in good time?
How did I ensure a comprehensive transfer of know-how?

Enabling people:

How did I make sure the person in question was sufficiently prepared for the situation?
What follow-on opportunities did we discuss?

In short: 5 steps to success

1. Bring up the issue of contract expiry well in advance 2. Discuss possible follow-on solutions at an early stage 3. Plan and prepare a concrete follow-on solution 4. Ensure know-how transfer 5. Organise a departure process with an appreciative farewell

Areas of responsibility: Roles

Manager: responsible for transparent discussion of the approaching maximum employment period at an early stage and supporting the employee in searching for follow-on solutions; if employment has been longer than 5 years, produce a career plan with the employee in the fourth year (see Personnel Ordinance for the ETH Domain, PVO Art. 7 para. 5)

Employee: responsible for finding a follow-on solution in good time once the maximum employment period has been reached