Starting 1 April 2022, the staff selection process will be governed by the updated Selection Procedure Policy, which is based on the principles of an open, transparent and efficient selection procedure (OTM-R policy) and is in line with the Code of Conduct for the Recruitment of Researchers.  The policy applies to the whole University and ensures that all applicants are treated equally, providing them with a fair framework and eliminating discrimination, e.g. on the basis of gender, age, ethnicity, national or social origin, religion or belief, sexual orientation, language, disability, political opinion, social and economic conditions. 

The Selection Procedure Code specifies the types of positions to which it applies, outlines the requirements for the content and form of the job postings, and sets deadlines for each step of the selection process. In addition, it establishes guidelines for the appointment and conduct of selection committees. 

In accordance with the principles of open, transparent and efficient selection procedures, the selection procedures are published on the University's website and other relevant platforms, e.g. see Euraxess.

A more detailed description of the processes related to the implementation of the selection procedure, recommended tools for the selection of employees and the method of determining appropriate selection criteria are specified in the internal methodology, which is issued in the Rector's Directive for the Selection of Employees and is directly related to the Selection Procedure Code. The methodology further specifies the duties and powers of the persons involved in the staff selection process, the recommended methods for evaluating results, and administrative procedures for preparing the selection documentation. Additionally, it includes template forms that indicate the minimum requirements for the Announcement of the Selection Procedure and the Record of the Selection Procedure (links to the annexes SR 3/2022), all in line with the OTM-R policy. 

The effective integration of new employees into the work and community life of the University is supported through an actively managed adaptation process. This process guides new employees through specific steps at specified intervals, allowing for a quicker and easier orientation in a new environment. The employees are provided with a checklist that helps them track the completion of each step and follow their progress.

As part of the maximum support for scientific and research work at the University, special care is given to employees in postdoc positions.