Performance Evaluation in Appointment Procedures – The Changing Tradition of Hiring Professors in Academia. Qualitative Inquiry of the DZHW Study LiBerTas

On the basis of an analysis of maximally contrasting cases (universities, disciplines), it was investigated how the change in the appointment procedure affects the relationship between the actors involved and their enactment of institutional logics. Eight universities and four universities of applied sciences with different profiles were selected for this purpose. The analysis focussed on the subjects of sociology/social sciences (universities and universities of applied sciences), mechanical engineering (universities and universities of applied sciences), physics (universities) and medicine (universities) in order to cover subject-specific differences (with regard to tasks, work processes, professorship equipment, disciplinary performance standards, etc.). A total of 76 guideline-based expert interviews were conducted with university management, deans, appointment committee chairs and equal opportunities officers from selected universities, 30 of which were prepared for the data package. The interviews focussed on the respective requirements, experiences with and assessments of appointment procedures.

基于对最大对比案例（如大学、学科）的分析，本研究探讨了任命程序的变化如何影响相关参与者及其对制度逻辑的实践。为此，选取了具有不同特征的八所大学和四所应用科学大学。分析集中于社会学/社会科学（大学和应用科学大学）、机械工程（大学和应用科学大学）、物理学（大学）以及医学（大学）等领域，以涵盖学科特定的差异（包括任务、工作流程、教授设备、学科绩效标准等）。对所选大学的大学管理层、院长、任命委员会主席和平等机会官员进行了总共76次基于指南的专家访谈，其中30次为数据包准备。访谈主要关注各自的要求、任命程序的经验和评估。