Academic Job Markets in USA and the rest of Europe

1. Academic Job Markets in USA and the rest of Europe June Kay, Career Development Consultant

2. Programme • Introduction • European Universities - 4 Models • USA • Types of Institutions • Roles • Recruitment Processes • Further sources of information

3. Introduction • UK by far highest rate of non-national academic staff • UK Ranked Academically 1st in EU & 4th in World • EU average salary (gross) = 40126 Euros • USA average salary (gross) = 62793 Euros • Austria, Netherlands, Switzerland and Luxembourg high = 50 - 60,000 Euros • UK salaries start low but finish highest • As in Natural Science, post-doc level becoming crucial in SS & Humanities in most EU countries

4. European Universities • Anglo-Saxon – inspired by UK • Continental European Model • Scandinavian Model • Central-Eastern European Model

5. Anglo-Saxon Model • E.G. UK, Ireland, Netherlands • Open transparent recruitment • Open to non-national – foreign researchers seen as an asset • Academic flexibility, freedom from teaching, quality of administration • Greater time available for research • Impact upon quality / quantity of research and international reputation • Compete with USA

6. European Continental Model • Dominates in EU – inner oriented • EG Italy, Spain, Germany, France • Informal Agreements dominate – no guarantee best candidate gets job • Generally closed to non-national researchers • Promotion based on seniority – not publication and research quality • Department funding not dependent upon productivity • Impact upon quality & quantity of research & international reputation • Recent decades some changes but still difficult

7. Scandinavian Model • Open & competitive system with focus on merit • New positions advertised internationally • Amount of research & teaching relatively balanced • Sweden has separate career tracks • Common to move between public & private sector and foreign unis • Still dominated by informal rules & agreements • Often recruit those they know, internal candidates • Rarely recruit those without a personal contact with faculty and in the country

8. Transitional Central-Eastern European Model • More dynamic and competitive to stop brain drain to The West • Changing curricula to meet highest academic standards • Changing university structures – reducing administrative and teaching staff • Demanding good quality and practice • Co-operations with leading European universities • Rise of private Higher Education Institutions

9. Transitional Central-Eastern European Model • More dynamic and competitive to stop brain drain to The West • Changing curricula to meet highest academic standards • Changing university structures – reducing administrative and teaching staff • Demanding good quality and practice • Co-operations with leading European universities • Rise of private Higher Education Institutions

10. Comparing the Systems • Neither centralized French nor decentralised German system can compete with Anglo-Saxon academic world • UK, Netherlands, Switzerland attract researchers – Germany / Italy face difficulties • Anglo-Saxon system – • Healthy competition between universities • Decent career prospects to reward hard work • High levels of mobility • Openness to Non-nationals • English Language often used in Netherlands, Scandinavia & Turkey • Some systems scholar is civil servant = secure, places limited at junior level, career not based upon research publications / output • Anglo-Saxon = less secure but job opportunities can increase based upon performance.

11. Comparing the Rewards • All countries different social benefits, childcare, family allowance etc • Various methods for topping up salary with bonuses etc • Eastern European counties and Mediterranean countries (except France) – low to medium remuneration • Nordic Countries, France & Switzerland = high to very high remuneration • UK salary well above EU average but well behind USA • Italy salary depends upon length of service = 80% professors on higher salary than USA • Increase in remuneration over research career – UK 235%, Denmark 90% • Higher salaries for men than women in most countries – Malta the exception! • Between 10-15% PhD holders in EU unemployed / underemployed

12. Postdoctoral Research • Postdoctoral research is now becoming recognised as a proper career stage • Internationalisation is most advanced at post-doctoral level • Tend to be research focused and fixed term • In several systems the postdoctoral stage is a bottleneck e.g. Belgium • Emergence of the PI – Principal Investigator • European Charter for Researcher / Code of Conduct for recruitment of researchers

13. Where to continue your research • http://ec.europa.eu/euraxess (European Commission) • www.EuroScienceJobs.com • www.EuroScience.org • www.lifesciencejobs.com • http://physicsworld.com/cws/jobs • http://mcfa.eu (Marie Curie) • www.academicjobseu.com • www.academictransfer.org (Holland) • www.heanet.ie (Ireland) • www.forsk.dk (in Danish) • www.abg.asso.fr (French but can search PhD openings in English) • www.thesis.de (in German)

18. United States of America • Recruitment Overview • Most permanent positions begin late August / September • Vacancies advertised previous “fall” – announced • Adverts August / September reviewing October / November • Conference Interviews during winter • Telephone / On-site interviews in Spring • Offers mid-spring – process completed late spring • Similar for visiting positions = 1 to 3 years

19. ADJUNCT position One semester or one year Non-tenure appointment May / may not have an office No benefits Paid lump sum for each class taught Annually Renewable Applied to all non-tenure lecturers & adjuncts No guarantee but may be renewed Carnegie Classifications Classifies all US degree-granting HE institutions Divided into broad categories Tenure Track Leads to permanent professorial appointment Open range Accept candidates of various ranks Rank of position will depend upon quality & experience 0f chosen applicant Glossary

20. Type of Institution • Public • Subsidized by the state • Subject to state-wide legislation • Not-for-profit • Private • Funded by tuition fees, endowments & donations • Not-for-profit • Can receive state or federal aid dollars • Proprietary • Privately owned • Operated for profit • Fasted growing segment • “derided as low quality education”

21. Announcement of Vacancies • Newsletters / Journals of scholarly organisations • National conference announcements • www. higheredjobs.com • www.universityjobs.com/ • www.chronicle.com/jobs (Chronicle of Higher Education) • www.academic360.com • www.edweek.org (mainly primary / secondary school though) • www.apnjobs.com (academic positions network) • www.academiccareers.com

22. Elements of application • Networking – prefer to hire someone they already have information on! • CV & Cover Letter • 3 Letters of Recommendation • Sample Syllabus • Supportive Materials to demonstrate teaching effectiveness • Description of research plans and teaching interests

23. CV & Cover Letter • Letter – as for UK – see examples http://www.grad.illinois.edu/careerservices/academic/articles.htm • CV • 2 to 3 pages for PhD graduates & Postdoctoral Researchers • ABD = “All bar dissertation” or “candidate” – if not finished PhD yet • Again very similar to UK – see examples • Initial screening – request dissertation abstract, academic transcript, teaching portfolio, writing sample

26. Application……. • Letters of recommendation • Dissertation Adviser and other faculty members • Credentials file – recommenders write one letter • Dissertation Abstract • 1 to 2 page essay • Context (existing literature) • Convey scope and meaning of your work

27. Teaching Portfolio • List of taught courses • Sample syllabi for each course • Teaching philosophy statement • List of awards / certificates for teaching • Sample materials for 1 or 2 courses e.g. handouts, reading list, assignments, exam • Evaluation of your teaching by faculty member • Sample student evaluations • List of sample courses you are prepared to deliver • DVD – 20 min presentation – usually required by smaller institutions

28. Teaching Philosophy 1 to 2 page essay Shows your commitment to education Shows your approach to teaching For example….. Goals for your student Ways you facilitate learning Perspective on role of professor Support with specific examples Indicate courses qualified to teach and those you’d like to design in future Research Interests 1 to 2 page essay in the first person Describe dissertation research and any ideas for future article and books from it Discuss fresh future plans Why are these important / interesting Place in brief context Indicate facilities, equipment needed and possible sources of funding Statements…..

29. Academic Interviewing • Often initially telephone / conference interview • Sign up in advance or at conference • Campus interview for 3 or 4 shortlisted • Job talk • Multiple interviews • Meal with research committee members • Teaching • Job Offers

30. Post-doctoral Research • As in UK • Mainly Science • Release time – usually ¼ • Hard money V Soft money • Spousal Hiring Scheme

31. Where to continue your research • www.phds.org • www.postdocjobs.com • http://sciencecareers.org • www.chronicle.com • http://www.grad.uiuc.edu/careerservices/academic/ “The Academic Job Search Handbook” by Vick & Furlong – published 2008 “Making the Right Moves – A Practical Guide to Scientific Management for Postdocs and New Faculty”