New Tracks for Everyone

Starting in 2021, HSE University is introducing changes to its academic staff policy in the form of a flexible system of three tracks for academic staff development: academic, teaching, and adjunct. Vadim Radaev, First Vice-Rector of HSE University, talked to Okna Rosta about the features of these tracks, new career opportunities, and how academics can move between tracks.

Vadim Radaev, First Vice-Rector of HSE University

New goals for academic staff development

Since the creation of HSE University, attracting the best researchers, teachers, and administrators has been our main competitive advantage. Moreover, staff development is still at the core of the University’s ethos.

Over the last 15 years, HSE University has seen two stages in the implementation of academic staff policy. During the first stage (2005-2011), various conditions were created for attracting and developing staff members. For instance, we formalized the concept of effective contracts, increased the number of programmes offered by HSE Centre for Staff Training, launched an international recruitment, and introduced academic bonuses for publications in international peer-reviewed journals and for achieving the status of Best Teacher.

During the second stage (2012-2018), we saw a continuous rise in total professional requirements, thereby ensuring growth in the competitiveness of academic staff and the University as a whole. For example, we have established requirements for the level and quality of publications, moved to open calls for teaching positions for external candidates, and introduced a KPI system to assess the performance of faculty deans.

Today’s challenge is that the current system of selection, motivation and review of academic staff was built in direct relation to colleagues who have outputs in the form of research publications. However, the tasks faced by our institution are becoming more complex and diverse. First, we need more non-academic practitioners for expanding practice areas (design, advertising, management, and computer science). Second, we require qualified teachers who are not necessarily engaged in extensive research. As a result, broad groups of staff have found themselves outside our basic criterion system, which is developed and effective, but as I mentioned, has been developed with research-focused academics in mind.

Two new tracks

Therefore, along with the academic track, we are introducing a teaching track for those who teach courses at a high level, engage in project work with students, and provide methodological support, but at the same time, do not have the required number of publications and/or experience outside of academia. The distinctive features of this group may include having the title of Best Teacher for at least three years; recording online courses with more than 10,000 participants; recording lectures for major educational platforms with more than 10,000 views; regularly delivering public talks to large audiences; and publishing textbooks and teaching aids.

The adjunct track has been introduced for those with extensive non-academic experience so that they can bring in innovations from ‘the field’ and organize project work. Such practitioners are characterized as having current or previous employment outside the academic area. Practitioners who have joined HSE University as their main place of work, for instance, may have patents, professional awards, and industry titles.

The requirements for academic staff on the academic track remain mainly unchanged and are determined at the University-wide level. They face much higher requirements for their publication output, but they are also provided with additional opportunities to incentivize it. In regards to the other two tracks, such requirements are lower. However, there is no possibility of bonuses.

Academic staff in the teaching track have to meet stringent requirements for student's assessments of teaching quality, whereas those in the adjunct track - for engaging in applied activities.

This differentiation of approaches to the three tracks is designed to legitimize the status of those who opt for teaching and adjunct tracks, while also creating additional opportunities for their development. I do not think that other institutions employ this particular approach. However, many universities have a teaching track, and many practitioners work as adjuncts.

Opportunities for career development under every track

There are many possibilities for all academic staff, regardless of track they choose. In addition to guaranteed wages, all of our colleagues, for whom the University is their principal place of employment, have the opportunity to enhance their qualifications with the support of the University, receive travel grants, participate in various competitions, secure a social package, including voluntary health insurance, receive multiple types of awards, strive for the title of the Best Teacher and, if successful, receive an appropriate bonus, have teaching assistants, or get longer vacations, and so forth.

A choice of one of these three tracks does not mean the creation of separate positions. Such positions are introduced as a professional status in addition to a regular one.

Career development within each track can be achieved in three dimensions. First, one can move along the position line, as before, with each track having its own tiers of positions. For instance, they are assistant professors, lecturers, senior lecturers, associate professors, and professors (if participating in the research track).

Second, within each track, one can receive an honorary status. For instance, there are ordinary professors, distinguished professors, research professors, associate researchers, consulting professors, associate consultants, and outstanding practitioner. This system is expected to be synchronized for teaching and practice tracks.

And third, one can move up the administrative ladder if one takes on responsibilities to manage a unit or a programme. An administrative career can also be manifested through transitioning to various leadership positions, eg, project heads, heads of laboratories, directors of institutes, directors of administrative departments, and vice rectors.

Procedure for choosing a different track and moving between tracks

The transition will be gradual, and our colleagues will be able to shift to one of the three tracks as their current employment contracts expire. The transition process has already begun as part of the 2021 winter call for new academic staff competition.

Assessments of candidates for all three tracks are carried out by review and selection committees, which include leading professors, researchers, practitioners and methodologists, and heads of key departments. It is worth noting that academic staff taking part in competitions have the right to choose any of the three tracks. In turn, a relevant committee will then confirm the particular track for the position, taking into account the applicant's preference.

Moreover, one’s chosen track is not fixed forever – it is possible to switch between tracks. Usually, this can be done under the framework of the next call for academic staff competition, but it is also possible to enter the competition earlier and change one’s track.

HSE University constantly initiates new change, gradually raising requirements and overcoming the inevitable inertia through adjustment of regulatory rules and instruments. By continuously improving staff's work and living conditions, our institution strives to foster an environment conducive to their further development.

April 28, 2021