The establishment of a professorship begins with a dialogue between the department head (and, if relevant, the research leadership) from the region and the department director at DTU.

The establishment form is completed, after which the proposal for the professorship is presented to both the hospital management and the Rectorate at DTU.

For the purpose of the establishment request, background information, justification, funding, research and teaching tasks, etc. must be included  (see establishment form).

Management from DTU and Region H/department management (with notification to hospital management) collaborate on establishing the position, where the following documents must be in place:

• Establishment form/job analysis
• Approval from Region H/department management and DTU department director as well as the rector
• Possibly a grant letter (for named grants)

See relevant links at the bottom of this page.

When establishing a professorship, a search committee must be appointed. The search committee shall explore the field to identify potential candidates of both genders for the position, both within and outside Denmark. The recruitment committee may, at the discretion of the department director, serve as the search committee.

The region/hospital and DTU coordinate the advertisement texts for the professorship and chief physician positions, with the hospital posting the chief physician advertisement and DTU posting the professorship advertisement.

Prior to proceeding, a professional evaluation must be carried out; the chair of the evaluation committee will be the department director or, if relevant, section head at DTU, while the remainder of the committee must be approved by Region H and DTU (department director and subsequently DTU’s dean). The requirements for establishing the evaluation committee follow the usual applicable rules for both Region H and DTU.

The establishment form containing information about the evaluation committee is sent to the region and DTU’s Corporate HR once the committee is approved. DTU’s Corporate HR then initiates the evaluation process.

The deadline for the evaluation committee’s work is set at 4 weeks from receipt of the materials.

At this stage of the recruitment process, it may also be relevant that, in parallel with the evaluation process managed by DTU, there is a requirement for a professional evaluation of the clinical competencies related to the primary appointment in the region.

You can read about the composition of the evaluation committee here.

After a positive evaluation, qualified candidate(s) are selected for employment interviews by the joint recruitment committee.

Following the interviews, a professorial interview is arranged with the President, after which a decision on the appointment is made. Finally, employment letters are issued by DTU Corporate HR.