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HRS4R 2021-2024: Revised Action Plan of the University of Potsdam5IV Training and Development39. Access toresearchtraining andcontinuousdevelopment;28. CareerdevelopmentPhD CoachingPotsdam GraduateSchoolQ1 2022started: March 2021Target group are PhD candidates in the first and second year of doctoralstudies to strengthen interdisciplinary support and a strong network on theway to a doctorate. Coaching is targeted especially towards candidatespursuing an individual doctorate. The aim is to support and strengthen qualityassurance in doctoral studies.39. Access to[ ]; 33.Teaching; 28.CareerdevelopmentTeachingProfessionalsPotsdam GraduateSchoolQ1 2022started: March 2021Three continuing education programmes in academic teaching designed fordifferent target groups: Junior Teaching Professionals for PhD candidates,Senior Teaching Professionals for postdocs and New Appointees andInternational Teaching Professionals for foreign or internationally orientedresearchers. Until end of 2020, the Federal Ministry of Education and Researchfunded Teaching Professionals. Funding for the coming years must be secured.The goal is to continuously develop the programmes. In particular with a focuson the increasing digitalisation of teaching.39. Access to[ ]; 28. Careerdevelopment;37. Supervision andmanagerialdutiesBasic Module ManagementSkills for Researchand UniversityPotsdam GraduateSchoolQ4 2021next start: September2021The Basic Module - Management Skills for Research and University impartsfundamental and science-relevant methods and instruments of management.Participants learn the basics of efficient project management and learn how tosuccessfully raise third-party funding. In addition, participants strengthen theircommunication and conflict resolution skills as well as their leadership andteam skills.39. Access to[ ]; 28. CareerdevelopmentScienceManagementPotsdam GraduateSchoolQ2 2022next start: August 2021Science management requires extensive competencies and comprehensiveknowledge of the organisation and control of scientific institutions.Participants in the programme acquire fundamental and diversified knowledgefor their everyday work that is adapted to the specifics of scientificorganisations.39. Access to[ ]; 28. Careerdevelopment;9. PublicengagementScienceCommunicationPotsdam GraduateSchoolQ2 2023next start: August 2022Nowadays science communication is one of the regular tasks of scientists. It isincreasingly finding its way into society. The transfer of expert knowledge as atask of science communication is more important than ever. The enormousinfluence of the internet, digitalisation and social media should not beunderestimated. Digital and social media have an important function as

HRS4R 2021-2024: Revised Action Plan of the University of Potsdam6additional communication channels between science and society. This aspect ischanging the way scientists work and requires extended skills.39. Access to[ ]; 28. Careerdevelopment;8. Dissemination of resultsScience MeetsMarketPotsdam GraduateSchoolQ2 2022next start: September2021Science Meets Market provides impulses for entrepreneurial career pathsoutside of traditional research. The participants will be sensitised to innovativebusiness models, learn essential management skills, establish contacts withentrepreneurs and get to know their own founding personality. Presentationtechniques, marketing and negotiation management also play an importantrole. PhD candidates and postdocs will find out why the human being is soimportant for the company's success and how they can acquire financialresources for their goals.39. Access to[ ];7. Goodpractice inresearchGood ResearchPracticePotsdam GraduateSchoolQ3 2022course planned forautumn 2022The Potsdam Graduate School plans to develop an education programmewhich addresses 'Good Research Practice'. The participants will be sensitised toprofessional ethics of researches. The programme will be newly designed andadapted to the needs of PhD candidates and postdocs.

HRS4R 2018-2021: Completed Actions7HRS4R 2018-2021: Completed ActionsAction field(Charter &Code)Title actionResponsible UnitTimingIndicator(s) / TargetCurrent status / CommentaryAs part of the implementation of their anti-discrimination policy, the universitylaunched a website on diversity and anti-discrimination. This website is open tothe public and offers information on diversity in teaching and research, the antidiscrimination policy of the university, and other diversity-related topics. Thewebsite also provides guidance on how to respond to experiences ofdiscrimination at the university and how to file an official complaint.First attempts to create a landing page have not been successful. In 2020, it wasdecided to incorporate this landing page into a larger web project on theantidiscrimination policy of the UP (see action "non-discriminatory university"website). Students and employees can find information on what to do andwhere to find support in case they experience discrimination on this s-tun-bei-diskriminierungAll regulations and information on the tenure track programme are availableonline (in German and English): ocedureI Ethical and Professional Aspects10. Nondiscrimination10. Nondiscrimination11. Evaluation/ appraisalsystem; 21.Postdoctoralappointments(Code)11. Evaluation/ appraisalsystem;Creation of ahomepage"nondiscriminatoryuniversity"Creation of alanding pageEqual OpportunityCoordination OfficeQ2 2021Release of websiteEqual OpportunityCoordination OfficeQ2 2021Release of websiteIntroductionof standardsto carry outtenure trackproceduresandpreparation ofguidelines tosecure qualityin tenure trackproceduresReference toqualificationopportunitiesin personnelmanagementVice President forResearch, JuniorAcademics and EqualOpportunities; Officeof the PresidentQ4 2018Publication ofregulationsCareer Management;Executive BoardQ3 2020Coordination ofsuggested wording bythe Executive BoardA paragraph about qualification opportunities has been worded andimplemented in the performance agreement section of the appointment offerfor new hires.

HRS4R 2018-2021: Completed Actions38. Continuingprofessionaldevelopment11. Evaluation/ appraisalsystem11. Evaluation/ appraisalsystemand highereducationdidactics inthe agreedobjectives oftheappointmentofferEvaluation ofthe use ofperformancebased payEvaluation ofthe use ofperformancebased pay8Executive BoardQ2 2018Deliberation aboutestablishing perspectivediscussionsPerspective discussions between faculties and professors are conducted withtenure track professors at the time of their performance evaluation. Full-timeprofessors can apply for performance-based pay by submitting a writtenapplication outlining their scholarly achievements and other performancecomponents. These applications are evaluated by the deans of the faculties andapproved by the President of the UP.After its introduction in 2017, the first cycle of the phased model of merit-basedpay will be completed in 2021. After five years, temporary merit-based paycomponents will be reviewed and can be turned into permanent paycomponents. The implementation of the phased model was evaluated in 2021.The model is well-accepted and implemented. Since 2017, the number ofprofessors who were granted merit-based pay components has increasedcontinuously. To date, about 20% of our professors benefit from it.Executive BoardQ2 2021Evaluation of meritbased pay regulationsAppointmentManagement / EqualOpportunityCoordination Office /Division of HumanResources and LegalAffairsAppointmentManagement / DualCareer ServiceQ4 2020Coordination ofsuggested wordingThe standard text component in job announcements was adjusted to reflect thechanges in federal law on gender diversity (completed Q4 2019). A textcomponent for announcements of open professorships in the field of teachertraining and pedagogy was worded and confirmed to include requirements forgender and diversity sensitive leadership skills (completed Q4 2020).Needs analysis forfurther offers. Objective:To continue planning andexpansion of newprogramme linesespecially for newlyhired professors withexisting formats while atThe Welcome Workshop for new hires has been taking place as an annual kickoff event since 2016. It has gone through further strategic and conceptualdevelopment. In the context of quality management, the workshop has beenevaluated both by participating internal stakeholders as well as the participatingnew hires. Their feedback is used to continuously develop the workshop formatto align it with the needs of the participants.II Recruitment of Researchers12. Recruitment; 13.Recruitment(Code)Announcement for openprofessorshippositions12. Recruitment; 24.WorkingconditionsExpansion ofassistance andadvice for newhires 12016-2021

HRS4R 2018-2021: Completed Actions9the same timecontinuing developmentin a need-orientedmanner.Revision of theguidebook for academichiring12. Recruitment; 13.Recruitment(Code)12. Recruitment; 24.Workingconditions12. Recruitment; 25.Stability andpermanenceof employment; 21.Postdoctoralappointments(Code)13. Recruitment (Code);15. Transparency (Code)Expansion ofassistance andadvice for newhires 2Expansion ofassistance andadvice for newhires 4Predictableacademiccareers:twelveadditionaltenure trackprofessorshipsAppointmentManagement / DualCareer ServiceSince Q22019The guidelines are continually updated to accommodate changes in the legalframework and to adjust procedural workflows. Templates for committee workhave been made available to the faculties and chairs of selection committees.AppointmentManagement / DualCareer ServiceSince Q12020Creation of an Intranetwebpage forappointment processesAn internal landing page has been created with a collection of the relevantguidelines and templates for faculty members and selection committees.Vice President forResearch, JuniorAcademics and EqualOpportunitiesQ2 2021Hiring of the requestedtenure trackprofessorships from thefederal-state programmeto support youngacademicsWith the help of supporting funds from the Federal Ministry of Education andResearch, the University of Potsdam has expanded its tenure track programmeby eleven additional professorships. One position in the field of educationscience could not be filled before the appointment deadline of the fundingorganisation. The reason for this was that no candidate could be found whofulfilled the very strict hiring criteria of the funding organisation for this position(very early career stage, PhD, high quality research, school teaching experience,and university teaching experience).Expansion ofassistance andadvice for newhires 6AppointmentManagement / DualCareer ServiceQ3 2021Creation / update ofinformation materials fornew hires (in Germanand English)13. Recruitment (Code);14. Selection(Code); 16.Judging merit(Code)13.Recruitment(Code);14. to 21.Revision ofinternalguidelines fora structuredrecruitmentprocessCreation oftheuniversity'sown OTM-RDivision of HumanResources and LegalAffairsQ4 2018Completion and internalpublicationDivision of HumanResources and LegalAffairsQ2 2020OTM-R policy iscompleted and publishedon the UP's websiteThe webpage of the appointment management team serves as the main point ofinformation for new hires. The implementation of an FAQ section on thiswebpage is in preparation. A supplemental fact sheet has been created andupdated explaining the formal requirements for the appointment procedure(since Q3 2019).This document provides hands-on information on the recruitment of personnelin a structured, transparent, and legal way, ensuring high process and outcomequality. It is mandatory to follow these process guidelines for the recruitment ofnon-scientific staff and is highly recommended for the recruitment ofresearchers. (Document can be obtained from the Division of Human Resourcesand Legal Affairs)The university's own OTM-R policy for researchers was developed andacknowledged by the Senate of the University of Potsdam on 07 July 2021. TheOTM-R strategy was published here: earchers

HRS4R 2018-2021: Completed Actions18.Recognition ofmobilityexperience(Code)policy forresearchersExpansion ofsupportservices in theWelcomeCenterPotsdam /InternationalOfficeWelcome Center /International Office10Q1 2020Implementation (fill aninternal position)A new position was filled in 2020 (Full time, Advisor to Researchers). Incomingguests statistics: 2017: 364 new arrivals; 2018: 391 new arrivals; 2019: 351 newarrivalsExecutive Board,FacultiesQ4 2018Reporting on thefulfilment ofperformance and targetagreements foruniversity researchprioritiesFaculties have reported on the fulfilment of performance and target agreementsfor university research priorities to the Executive Board of the university.Executive Board,FacultiesQ4 2018Reporting on thefulfilment ofperformance and targetagreements with thefaculties (research areas)Faculties have reported on the fulfilment of their performance and targetagreements as of the end of 2018. Reporting focussed on scholarly performanceof the faculties. Current performance and target agreements were set for theyears 2020 to 2023; they exclusively focus on the fields of teaching and studying.Equal OpportunityCoordination OfficeQ2 2018Training of the centralEqual OpportunitiesCommissioner as adiversity trainerAfter the last revision of the action plan, there was a change in staffing withinthe Equal Opportunities Coordination Office. Due to her qualifications, the newhead of the Equal Opportunities Coordination Office does not need to completethis training.III Working Conditions and Social Security23. Researchenvironment23. Researchenvironment24. Workingconditions;10. NondiscriminationInternaluniversitysupport forprofiledevelopmentbyconcentratingon ort forprofiledevelopmentbyconcentratingon universityresearchprioritiesApplication forthe Add-OnDiversity inthe Total EQuality

HRS4R 2018-2021: Completed Actions24. Workingconditions;10. Nondiscrimination24. Workingconditions;10. Nondiscrimination24. Workingconditions24. Workingconditions25. cedureApplication forthe Add-OnDiversity inthe Total EQualitycertificationprocedureApplication forthe Add-OnDiversity inthe Total EQualitycertificationprocedureParticipationin the NACAPSStudy 2019Strengthenour welcomingculture qualitycampaign tointernationalize theadministrationImplementation of Senateresolutionregardingminimum11Equal OpportunityCoordination OfficeQ1 2018Workshop series(monthly offering of aworkshop over thecourse of a year)This action was cancelled and replaced. After the last revision of the action planthere was a change in staffing within the Equal Opportunities CoordinationOffice. The new head of the office proposed a new strategy to systematicallyaddress the topic of diversity at the UP (see new actions below).Equal OpportunityCoordination OfficeQ4 2018Membership/internalinitiative to commit tothe Diversity Charter For Diversity in theWorkplace.After the last revision of the action plan, this point was re-evaluated. Instead ofcommitting to the Diversity Charter, the Equal Opportunities Coordination Officedecided to apply for the Audit "Vielfalt gestalten" ["Shaping diversity"]. Goingbeyond the requirements imposed by the Diversity Charter, this audit comeswith an external review of how diversity is actually practiced within theuniversity, and how this practice can be improved (see new action on this topic).Potsdam GraduateSchoolQ1 2020Active promotion of thestudy amongst PhDstudents; analysis ofresults of the UP sampleDivision of HumanResources and LegalAffairsQ2 2019Division of HumanResources and LegalAffairsSince Q32014Yearly English languagecourses and continuingeducation to raiseintercultural awarenessuntil the summersemester of 2019, atleast 40 employees willreceive training.Proportion of short-termcontracts for researchershas decreased over timeIn 2019, 642 PhD candidates of the UP took part in the first wave of the NationalAcademics Panel Study, a 15-year multi-cohort longitudinal study on the careerdevelopment of young academics in Germany. The survey covered topics such asworking conditions, characteristics of PhD projects and support structures, as wellas PhD students' career motives. We obtained results specifically for theparticipants from the UP. We used them to analyse how support structures forPhD students could be improved (e.g., by developing new training concepts suchas “Good Research Practice”, see below).The university has continuously offered English language and interculturalawareness courses tailored to the needs of administration staff since 2015. In2018 and 2020, about 50 employees received training. In 2019, training had tobe suspended because the relevant position had not yet been filled with a newtrainer. In 2020, some courses were cancelled due to the COVID-19 pandemic.The university has granted permanent funding for future language and culturalawareness courses as part of its personnel development portfolio.This is a long-term measure; its implementation is reviewed on a yearly basis bythe person responsible for personnel development. Since 2013 (before theresolution), the proportion of short-term contracts (i.e., 1 year) for newly hiredresearchers has decreased considerably (47% in 2013 versus 38% in 2018, 32% in2019, 35% in 2020), and the proportion of long-term contracts (i.e., 3 years) has

HRS4R 2018-2021: Completed Actions27. Genderbalance; 10.Nondiscrimination29. Value ofmobility30. Access tocareer advice;28. Careerdevelopment30. Access tocareer advice;28. Careerdevelopment;27. Genderbalance30. Access tocareer advice;periods ofemploymentfor staffresearchersEqualOpportunityConcept 2020202512increased significantly (e.g., 11% in 2013 versus 30% in 2018, 34% in 2019, 30%in 2020).Equ

her/his doctorate at the UP. 8. Dissemina-tion of results; 9. Public engagement Implementation of the University's transfer strategy; Implementation of the project GO:UP Innovative University Executive Board, Potsdam Transfer 2018-2022 Transfer and innovation pilot projects 1. Technology Campus Golm (Joint Labs) 2. Education Campus