星期二, 十二月 01, 2009

Reviewing a Manuscript for Publication

Reviewing a Manuscript for Publication

Allen S. Lee

Professor, Department of Information Systems
Eminent Scholar, Information Systems Research Institute

School of Business
Virginia Commonwealth University

http://www.people.vcu.edu/~aslee/

Published as an invited note in
Journal of Operations Management
Volume 13, Number 1 (July 1995), pp.87-92.

If you copy, download, or circulate this paper, please simply inform the author (at AllenSLee@alum.mit.edu) that you are doing so.

This paper is based on remarks that the author prepared for presentation at the New Faculty Workshop held at the 23rdAnnual Meeting of the Decision Sciences Institute in Miami Beach, Florida, November 22, 1991.


Abstract

This paper offers suggestions about how to review a manuscript submitted for publication in the fields of management information systems, organizational studies, operations management, and management in general. Rationales for the suggestions and illustrative sample comments are provided.


Contents

o Action 1: Start out with your own summary of the manuscript.

o Action 2: Let the editor and author know what your expertise does, and does not, cover.

o Action 3: Give “action-able” advice.

o Action 4: Convince the authors by arguing from their own assumptions and framework.

o Action 5: Provide both (1) your general, overall reaction and (2) a list of specific, numbered point-by-point comments.

o Action 6: List the manuscript’s strengths.

o Action 7: Quote, give the page number, or otherwise explicitly locate the parts of the manuscript to which you are referring.

o Action 8: Offer comments on tables, figures, and diagrams.

o Action 9: Be kind.

o Action 10: Be frank, in a tactful way, about your own emotional reaction.

o Action 11: Do some of your own library research.

o Action 12: If rejecting the manuscript, suggest what future research efforts might examine.

o Action 13: If recommending a revision, spell out alternative scenarios for how the revision could be done.

o Action 14: Provide citations or a bibliography.

o Action 15: Date your review.

o Why Review?

o Conclusion



As management researchers, we regard the behavior of managers, systems professionals, and other organizational participants to be a manifestation of the values that they hold as members of their organization and their profession. In the same way, we may regard our own behaviors, as reviewers of manuscripts in the “double blind” reviewing process, to be a manifestation of the values that we hold as members of the community of scholars. As an author and editor, I have seen our community manifest the best and the worst of human values in the anonymous reviews offered on manuscripts submitted for publication. Some reviewers rise to the occasion and give extensive help, even though the anonymous reviewing process promises them nothing in return for their efforts. Other reviewers hide behind the anonymity of the reviewing process, offering negative remarks that they would not have the courage to voice in public. My immediate purpose is to offer suggestions, based on the reviews I have seen as an author and editor, about how to provide useful, kind, constructive, and responsible reviews of manuscripts submitted for publication. I offer these suggestions to my colleagues who review manuscripts submitted for publication in research journals in management information systems, organizational studies, operations management, and other fields of management.

1. Suggestions for Reviewing a Manuscript

For many of the suggestions below, I offer sample comments to illustrate my points. I have based these comments on actual reviews.

1.1 Start out with Your Own Summary of the Manuscript

As a reviewer for a manuscript, I was surprised, upon subsequently receiving the associate editor’s own review, to see that he began with a summary of the manuscript. After all, an author knows what his or her own manuscript is about, so why summarize it?

Apparently, at least in this case, the summary was provided for the benefit of the senior editor, not necessarily the author. The associate editor’s review was, I realized, as much a recommendation to the senior editor as it was an explanation to the authors. Because a reviewer’s review is, in the same way, a recommendation to an editor, I have come to believe that a summary of the manuscript being considered is no less useful in the reviewer’s review.

I now believe that an opening summary may also be useful to the manuscript’s author and to the reviewer himself or herself. For the author, how effectively the reviewer’s summary does or does not capture the gist of the manuscript may serve as one measure of how effectively the manuscript communicates its message. For the reviewer, the very exercise of composing a summary encourages and virtually assures a thorough reading of the manuscript.

Opening summaries are also useful to the editor when the manuscript is controversial. Occasionally, as an editor, I have wondered if the different reviewers assigned to a controversial manuscript have actually been sent the same manuscript. An opening summary of the manuscript, presented from the reviewer’s own perspective, would be a big help to the editor when he or she is trying to reach a decision on a manuscript that evokes controversial reactions.

Some illustrative sample comments are:

o This paper represents a major effort to test two competing theories about user satisfaction with electronic mail... The methodology of the paper consists of... The data were gathered from two field sites... The major finding was that... The contributions to theory and practice would appear to be...

o This manuscript pursues two somewhat conflicting goals. It attempts to…, while it also tries to…. The authors do a good job of the first one, but their treatment of the second one raises more questions than it answers.


1. 2 Let the Editor and Author Know What Your Expertise Does, and Does Not, Cover

By stating where you have expertise and, no less important, where you lack expertise, you will be helping the editor and author in their job of interpreting and weighing your comments. Reviewers, in voluntarily identifying where their expertise may be lacking with regard to the manuscript being reviewed, might even gain additional credibility for their claims about where they do have expertise.

o I read the paper from two perspectives: 1) someone who has employed the same methodology that the authors are using and 2) someone who is not familiar at all with the substantive area that the authors are investigating. My criticisms and suggestions are offered entirely from the first perspective.

  • For the reader, such as myself, who is unfamiliar with concepts X, Y, and Z, the authors present no helpful explanation of these concepts or justification for their inclusion in the study in the first place…
  • Another problem I had is that, probably like most of the people who read this journal, I am not deeply read in all three of the research fields that the authors draw upon. I cannot judge how well this paper builds on past research.

1. 3 Give “Action-able” Advice

Advice stated in the form of do-able tasks is mutually advantageous to the author and the reviewer in the event that the editor asks for a revision. For the author, the advised actions point to a “fixed target” where he or she may aim the revision. For the reviewer, the advised actions (as further interpreted by the editor) may serve as the criteria on which to judge the revision. In contrast, a reviewer who offers vague generalities, and no action-able advice, in his or her first review would have no real “handle” with which to approve or disapprove the revision; such a reviewer might very well find a revision returning to “haunt” him or her.

o If my concerns can be addressed successfully in a revision, then I believe the paper should be published. I have four major concerns. They are…

  • Therefore, I recommend rejection, but would be willing to review a revised version if (1) … and (2) …
  • The following suggestions are provided to improve the weaknesses pointed out above:
    1. Clearly state the objectives, contributions, and limitations of the study.
    2. Provide a definition of what you mean by Organizational Support System and use it consistently throughout the paper.
    3. Using this definition, narrow down the literature review.

1. 4 Convince the Authors by Arguing from Their Own Assumptions and Framework

A reviewer can always take issue with a manuscript’s assumptions and framework. However, disagreeing with the assumptions is not always an effective reviewing strategy because, strictly speaking, all assumptions are incorrect for what they assume away. An alternative strategy is to accept the manuscript’s assumptions (if only for the sake of argument) and then to point out any shortcomings in the manuscript by examining the consequences that follow from these assumptions. (Indeed, if the assumptions lead to no objectionable consequences, then the assumptions might not be bad assumptions in the first place.) By casting the review in terms of the authors’ own framework, the reviewer might then be more likely to convince the authors by courting and affirming the authors, rather than by disputing the authors.

o On the first page, the paper says that it will do the following… The rest of the paper, however, does not follow through adequately on what it promised to do. In particular, according to the standards of the research framework that the authors themselves have chosen, the following things still need to be done or need to be done better… Still, there is much potential value in what the paper initially proposed and I encourage the authors to flesh out the paper’s ideas more thoroughly. Along these lines, my suggestions are…

If the reviewer wishes to suggest a different framework and set of assumptions to the authors, this suggestion would be more convincing after the reviewer has demonstrated that he or she has given due consideration to the authors’ original framework, rather than dismissing it outright.

1.5 Provide Both (1) Your General, Overall Reaction and (2) a List of Specific, Numbered Point-by-Point Comments

As an author, I have received some reviews consisting entirely of numbered, point-by-point comments that give the impression that the reviewer was simply typing up his or her review as he or she was reading my manuscript linearly, sentence-by-sentence, turning it page-by-page. Whereas such a review might be detailed and even exhaustive, I have found that such reviews sometimes negatively criticize me on matters that I actually address satisfactorily later in the manuscript. These reviewers do a good job of analyzing the words in my manuscript, but they appear to put no effort into discerning what I meant by these words. My impression has been that these reviewers considered the reviewing job to be a burden and just wanted to get it over. I have found that if there is no statement of an overall reaction from the reviewer, I am sometimes left wondering about what the reviewer really means. In fact, in this situation, I sometimes wonder if the reviewer himself knows what he means. For these reasons, I believe that a general, overall reaction or overview from the reviewer is needed as much as his or her specific, point-by-point comments.

However, there is at least one occasion in which a linear, sentence-by-sentence, and page-by-page reading might be useful. When I am a reviewer, I will occasionally amend my review by paging through the manuscript once more and enumerating, point-by-point, any comments which I had planned to make when I first read the manuscript, but which somehow did not make their way into the main body of my review.

Numbering the major points in a review is helpful to the editor and author. For instance, an editor could then conveniently say to the author, “Pay particular attention to points 2, 3, and 5 by Reviewer 1. ”

1. 6 List the Manuscript’s Strengths

Perhaps the most disheartening review I have ever seen is one that began with the single-sentence paragraph, “There are several problems with this paper,” and followed with a numbered, blow-by-blow listing of all the alleged problems in the manuscript. An accompanying listing of the manuscript’s strengths would have made the review more palatable (and hence convincing) to the author.

A listing of the manuscript’s strengths takes on added importance when the reviewer’s recommendation is that the manuscript should be rejected. Is there really nothing in the manuscript that would make it worthy of a revision? Making up a list of the manuscript’s strengths would help make sure that no stone is left unturned.

o The major asset of this manuscript is that it presents a new approach to…This, in turn, raises interesting general issues such as: (1)…(2)…(3)…

o Major strengths.

1. The objective of this paper is of high interest and use to IS managers.

2. The authors are exceptionally clear about how this study builds on past studies.

3. The methodology, while new to IS, is clearly explained.

1. 7 Quote, Give the Page Number, or Otherwise Explicitly Locate the Parts of the Manuscript to Which You Are Referring

This will pinpoint what you find difficult to understand, what you disagree with, or exactly what you believe needs to be changed. Moreover, if the author should disagree with your assessment, then the author may respond precisely to your objection.

  • In the third paragraph on page 9, it is not clear to me that the authors understand the concept of construct validity.
  • On page 3, in the literature review section, the paper says, “…only 12 percent of the past studies examined the same factors we will be examining in this study….” Exactly which studies were these?I do not doubt your statement, but I would like to be able to evaluate it for myself.
  • On page 2, why does the prior research necessarily suggest that we need to study this topic, as you claim?

1. 8 Offer Comments on Tables, Figures, and Diagrams

Because tables, figures, and diagrams often appear at the end of the manuscript, they often do not receive the attention they deserve. However, I believe that reviewing an illustration can be equivalent to reviewing a thousand words. Because illustrations are often overlooked in reviews, a detailed comment about an illustration might favorably impress the author and editor, suggesting to them that the reviewer is especially conscientious. Also, suggesting a new table, figure, or diagram may encourage the author to sharpen his or her argument.

o Table 6 makes no sense to me. The labels along the vertical axis are mentioned nowhere in the text.

  • I don’t understand the reason for including Figure 4. What is the relevance of the number of X broken down into three categories?

1. 9 Be Kind

There are tactful ways to express negative criticisms. For example, if you are unsure what the contribution of the manuscript is, say “What’s new?” instead of “So what?”I believe that if the criticism cannot be stated in a kind and constructive way, then the criticism might not be worth stating at all. Also, unkind remarks in a review that is otherwise valid may create difficulties for the editor who would like to persuade the author that the review does have merit.

1. 10 Be Frank, in a Tactful Way, about Your Own Emotional Reaction

Some reviews tend to be dry. As an author and editor, I find that any hint or explicit statement about the reviewer’s feelings will help me to interpret what he or she means.

o I had a hard time making a recommendation on this manuscript . . .The paper is nicely written and competent, but dull. It is hard to get excited about the findings.

  • I am very excited about this paper. At a recent conference a colleague and I were on a panel where we debated similar points…

1. 11 Do Some of Your Own Library Research

In my experience as an author and editor, I tend to give an extra measure of credibility to reviewers who have done some library or other research for their review. This effort makes the review appear sincere and convincing. A quotation from a book or article that the reviewer has looked up can be impressive.

o On page 14, I was intrigued by the paper’s quotation of Carlson, so I decided to look up Carlson’s article. My interpretation of Carlson’s article is. . .

1. 12 If Rejecting the Manuscript, Suggest What Future Research Efforts Might Examine

Our own behavior as reviewers in the “double blind” review process reveals our individual values, which may include adversarial values and collegial values. Rejecting a manuscript and offering only the reasons for rejection reveals a person who has no contribution to make to the overall community of scholars. Rejecting a manuscript, but also offering suggestions about what the author could pursue instead or pursue differently in future research, reveals a person who is integrated into the community of scholars and seeks to foster its growth.

1. 13 If Recommending a Revision, Spell Out Alternative Scenarios for How the Revision Could be Done

Simply saying “this paper needs a good re-write” is not, by itself, helpful, especially if it is true. Often, there is more than one way to revise a manuscript. Suggest two or more scenarios, mention what you believe to be the advantages or disadvantages of each one, and leave the choice up to the author.

1. 14 Provide Citations or a Bibliography

A citation that the author finds helpful can be as valuable as a thousand or more words in the rest of the review.

1. 15 Date Your Review

As an author and editor, I do not appreciate late reviews. Once, I noticed that a colleague of min e prominently displayed the current date at the top of a review that he was about to send in. He said that the date would let the authors of the manuscript know that, if the overall cycle time on their manuscript was excessive, he was not the cause. I also suspect that a date on a review can function as an incentive for subsequent participants in the review process to act on the manuscript promptly.

2. Why Review?

I see four benefits to engaging in the effort of reviewing a manuscript submitted for publication.

Benefits to the Reviewer in the Short Run Typically, a reviewer will receive the reviews by the other reviewers and the editor. Doing a review therefore confers an insider’s view of the reviewing process. The reactions of the other reviewers and the editor all contain potential lessons for one’s own manuscripts to be submitted for publication. In reviewing manuscripts, one also gains access to invaluable bibliographies. Access to these bibliographies is sufficient justification, in itself, to find the time to participate in the reviewing process.

Benefits to the Reviewer in the Long Run Good reviewers are hard to find. A track record of good reviews will enhance one’s reputation with editors, who may then serve (if need be) as job contacts or outside reviewers in one’s tenure, promotion, and re-appointment process. In this regard, one’s performance in his or her review of a manuscript can be compared to one’s performance in a job interview. Good reviews can benefit one’s career.

Benefits to Others Numerous people have helped me launch my career as an university teacher and researcher. When they ask me to review a manuscript for which they are the editor or track chair, I regard their request as an opportunity for me to return some of the help they have given me. In our research culture, doing a review of a manuscript is a socially significant gesture.

Benefits to One’s Own School of Thought As an author, I often have the experience in which reviewers, hostile to and ignorant of the research traditions that I embrace, misreview my submission. Therefore, whenever I find that I am a reviewer for a submission that falls in my own school of thought, I expend extra efforts to give it a careful, constructive review. Realizing that the refereeing process is political, I will do my best to be supportive and affirmingly critical, drawing attention to any major significant points in the submission and delineating in explicit, constructive, and “action-able” ways how the author’s research can be improved. As a result, the editor would, if necessary, have some “ammunition” with which to neutralize any hostile and ignorant reviews and thereby to justify a positive editorial decision on this submission.

3. Conclusion

No review of a manuscript must incorporate all the features I have described above. I am also confident that there are additional useful features I have not yet encountered. I have identified these features based on my own experience as a member of the management research community. I encourage my colleagues to do the same.

Do actual instances of good reviews follow from rules for how to review a manuscript for publication, or do rules for how to review a manuscript for publication follow from actual instances of good reviews? I believe that there is some truth to both. Following any set of guidelines for how to do a review may be helpful, but should not dissuade the creative and caring reviewer from innovating additional reviewing methods.

星期四, 十一月 26, 2009

OMNeT++ Vs ns-2: A comparison

.OMNeT++ns-2
FlexibilityOMNeT++ is a flexible and generic simulation framework. One can simulate anything that can be mapped to active components that communicate by passing messages. For example, it can be used for simulating queueing networks, multiprocessor systems, hardware architectures (routers, optical switches, file servers etc.), or business processes. Several model frameworks available for different problem domains (INET Fw, Mobility Fw, OverSim, NesCT, MACSimulator, etc.)ns-2 has been designed as a (TCP/IP) network simulator, and it difficult to impossible to simulate things other than packet-switching networks and protocols with it. It has highly detailed andhardcoded concepts about nodes, agents, protocols, links, packet representation, and network adresses etc, which is good, but makes it very hard if you want to do things a little differently.
Programming ModelObject-oriented, event-driven simulator, written in C++. Topology descriptions are either written as text files (NED language), or can be dynamically created in run-time. There is also a graphical interface (GNED) for creating and editing the topologies, which automatically creates the topology file.Mixed-mode: OTcl (Object-Tcl) with underlying C++ classes. OTcl is also used for creating and configuring networks, recording results etc.
Model ManagementThe OMNeT++ simulation kernel is a class library, i.e., models in OMNeT++ are independent of the simulation kernel. The researcher writes their components (simple modules) against the OMNeT++ simulation kernel API. OMNeT++ sources are never patched by models. Simple modules are then reusable, and can be freely combined like LEGO blocks to create simulations,.In ns-2, boundary between simulation core and models is blurred, without a clear API. Install instructions for 3rd party models usually begin like: "download ns2 2.xx.x, unpack it, then apply the following patch..."
Support for Hierarchical ModelsHierarchical module structure in OMNeT++ facilitates dealing with complexity in a methodical manner. Model designer assembles a complex model from self-contained building blocks (i.e. simple modules and compound modules) which are resuable in other simulations as they are.In ns-2, models are "flat": creating subnetworks, or implementing a complex protocol as a composition of several independent units (that appear as one unit) are not possible in ns-2.
Debugging and Tracing SupportOMNeT++ can show packet transmissions while a simulation is running. OMNeT++'s Tkenv is an interactive execution environment, which allows one to examine the progress of simulation and change parameters. There is also extensive library support for packet tracing etc.?
Variety of Models AvailableOMNeT++ has a good variety of models for simulating computer systems, queueing systems etc., but lags behind the ns-2 simulator on availability of communication protocol models.ns-2 has a rich set of communication protocol models (since it has been designed as a network protocol simulator, this is not surprising).
DocumentationOMNeT++ has a well written and up-to-date manual (there are also tutorials for quick introduction). OMNeT++'s simulation API is more mature and much more powerful than ns-2's.ns-2 documentation is fragmented (there is a good tutorial for quick introduction). There is no clear dividing line between the models and the ns-2 simulation library.
Ability to Run Large NetworksOMNeT++ can simulate very large scale network topologies. The limit is the virtual memory capacity of the computer used.ns-2 has scalability problems on simulating large network topologies (more details needed here).
Support for Parallel SimulationSupports conservative parallel distributed simulation. The Null Message Algorithm (Chandy-Misra-Bryant) and Ideal Simulation Protocol (Bagrodia et al) are supported; others can be plugged in. Lookahead models for NMA can be plugged in. Communication layer is pluggable: currently implemented ones are MPI, named pipe, and file-based (for debugging). Unlike PADS, models do not need to be modified or instrumented for parallel simulation -- it is just a matter of configuration.The PADS research group at Georgia Tech. has developed extensions and enhancements to the ns-2 to allow a network simulation to be run in a parallel and distributed fashion on a network of workstations.
Experiment DesignParameters of a simulation experiments are written in theomnetpp.ini, which enforces the concept of separating model from experiments.Models and experiments are usually interwoven in ns-2: topology, parameters, model customizations, result collection etc usually in the same Tcl script, which makes "separation of concerns" difficult.
EmbeddabilityOMNeT++ simulation kernel can be embedded in other applications (where one can use alternative means of intpu/output, e.g., use databases). The existing user interfaces can be extended via plug-ins, modified or replaced.?

星期六, 十一月 21, 2009

Installing TinyOS-2.x in Ubuntu intrepid (8.10)


Thank to

http://nmlaxaman.blogspot.com/2009/01/installing-tinyos-2x-in-ubuntu-intrepid.html

To Install java on your intrepid use the following command:

sudo apt-get install sun-java5-jre sun-java5-jdk sun-java5-plugin

To verify that the correct version of Java is installed the following command can be used:
java -version

This command will print the current version of java that is active. Should there be more than one version of Java be installed on the operating system, the following command can be used to list the available java versions:

update-java-alternatives -l

This command list all the available Java runtime environments on the Ubuntu system. To change from one version to another, the following command can be used:

sudo update-java-alternatives -s < JRE version >

Mostly 'JRE version' needs to be one of the folder name under /usr/lib/jvm/

Once java is installed sucessfully the follow the points below.

1) add bellow repository to your
/etc/apt/sources.list. Though it is for hardy, it is working for intrepid also

deb http://tinyos.stanford.edu/tinyos/dists/ubuntu hardy main

2) with following commands you can update the apt-cache and search the required packages thin you can install the required version and all.

apt-get update
apt-cache search tinyos
apt-get install tinyos-2.1.0

3) then install python development package (headers)

apt-get install python-dev

4) Edit /opt/tinyos-2.1.0
/tinyos.sh and change the CLASSPATH env-variable as bellow

CLASSPATH=$CLASSPATH:$TOSROOT/support/sdk/java/tinyos.jar:.

4) Import /opt/tinyos-
2.1.0/tinyos.sh in your .bashrc; include bellow code snippet to ~/.bashrc

if [ -f /opt/tinyos-
2.1.0/tinyos.sh ] ; then
. /opt/tinyos-
2.1.0/tinyos.sh
fi

5) Now execut bash again or restart the terminal and chech your enviorenment with bellow command. It will check the enviorenment and report you the status. (Ignore the WORNING returned due to graphvis version)

tos-check-env

6) Lets compile the first application

cd $TOSROOT/apps/Blink
make micaz

for simulator

make micaz sim

星期五, 十月 30, 2009

Germany, Academic Career Structure

Germany, Academic Career Structure

Germany












Introduction

Competitiveness: the German system fairly corresponds to the Continental European model: there is a widespread belief that positions at universities are given on the basis of personal contacts more than merit. A reform has been implemented in 2001, so far with mixed outcomes.

Openness to non-nationals: due to the "closure" of the system and eventually language barriers it is not easy for foreigners to start an academic career in Germany.

Postdoc: go to the German Research Council website for information on postdocs.

Entry positions: there are two main entry positions to the academic career in Germany: Scientific Assistant or Junior Professor, the former implying the preparation of the Habilitation. Click here for more information.

Career requirements/progress: under the new system, after the Habilitation or a positive evaluation of his or her Juniorprofessorship one can become W2 Professor. Upon approval by a faculty committee and the ministry, one can become a W3 Professor. The two passages (to W2 and W3) are not consequential. Click here for more details, including on the old system.

Temporary/permanent positions: the academic career in Germany is not tenure track and a junior professor cannot become professor in the same university. Positions from C2/W2 are permanent. Click here to know more.

Salaries: national legislation fixes salaries. Their progression is not determined by seniority rules but regulated through a system of bonuses that rewards the completion of administrative tasks and successful research and teaching. Seesalaries.

Gender: please contact us or post a comment by clicking below if you have information on women's participation in German universities.

Universities and research institutions: click here for a list of German universities.

Job postings: click here for a list of useful websites.

Higher Education in Germany

The German system is usually classified as "continental European" and it is predominantly affected by the federal organisation of the state. The respective federal states (Bundesländer) differ in their education policy depending on their state governments. Even though there exist some frameworks coordinating the respective education policies, the legislative prescriptions and organisation of education contents is very heterogeneous.

The higher education system is subdivided into universities and “Fachhochschulen” (polytechnics), which implies a division into more theory- and more applied-oriented approaches. There are all together 333 higher education institutions: besides 117 universities or equivalent higher education institutions, there are 160 Fachhochschulen and 56 Colleges of Art and Music. Normally only the universities have the right to confer doctoral degrees.

With only a few exceptions, the universities in Germany are state institutions. Because of the federal structure of Germany, universities are controlled and financed by the respective Ministries of Education. The relationship between the Ministries of the federal states and the universities is regulated by the different Acts of Higher Education of each federal state, which in turn are determined and coordinated by the Framework Act of Higher Education, the HRG ( Hochschulrahmengesetz ), which is in force for all the federal states.

In 2001, a reform bagan to be enacted to liberalize the academic system and diversify the career pattern. It included a new "junior professor" position. Criteria other than seniority are being evaluated for the purpose of career advancement. However, the outcome of this reform has not been entirely successful so far. Few universities opened junoir professorship positions. Despite institutional attempts to expand the pool of potential candidates - as academic job positions are increasingly being advertised online and outside Germany - informal contacts still matter at the moment of assigning a position.

Career Curriculum

At the moment, two career patterns coexist in the country following the enactement of the 2001 reform. In particular, the new system introduced the Junior Professorship position, which was conceived as a valuable and, in the long-term, alternative to the traditional Habilitation as a prerequisite to become a professor.

Old system:
1. PhD Candidate. During this time, one usually holds an Academic Employee/Junior Research Fellow position (Wissenschaftlicher Mitarbeiter)
2. Habilitation. During this time, one usually holds an Academic Assistant/Senior Research Fellow position (Wissenschaftlicher Assistent)
3. C3 Professorship (Professor)
4. C4 Professorship (Professor)

Provisional new system:
1. PhD Candidate. During this time, one is usually regarded as Academic Employee/Junior Research Fellow (Wissenschaftlicher Mitarbeiter)

After completing a PhD, under the new system a researcher has two options:

2a. Habilitation. During this time, one is usually considered an Academic Assistant/Senior Research Fellow (Wissenschaftlicher Assistent) or
2b. W1 Professorship/Junior-Professorship (Junior-Professor)

3. W2 Professorship (Professor)
4. W3 Professorship (Professor)

Neither the Academic Employee nor the Academic Assistant positions are tenured. These are positions held while completing respectively a PhD and Habilitation. They are limited to a maximum of six years each. Only C3/C4 and W3/W4 are tenured positions.

Second, the career pattern under both the old and the new system is not linear and consequential. For example, it is not necessary to have been C2 Professor to apply for a C3 Professorship, or C3 Professor to become C4 Professor. Nor is it necessary to have been W2 Professor to become W3 Professor. Many academics started with C4 Professorship without being a C3 Professor before. It is therefore difficult to compare the German system to, for instance, the UK or US systems.

Third, it is important to note that the Junior Professorship position has not replaced the Habilitation so far. See 'Requirements for Positions' for further information.

Fourth, the C3/C4 and W2/W3 professorship positions are both fully tenured professorship positons but correspond to second-class, first-class and exceptional class (similar to the French system).

The average age for obtaining the PhD degree is 33.

Requirements for Positions

To become Scientific Assistant or Junior Professor, a PhD degree is required. As already mentioned, both positions can be held for maximum six years.

Assistants are working toward their Habilitation, while Junior Professors do not have to write a Habilitation. Instead, they have to carry out a wider variety of tasks, including research, teaching, administration and management. In practice, however, the Junior Professorship has not (yet?) become a strong alternative to the Habilitation track. This has become evident, for example, in the area of Law. Not many universities created Junior Professorships and scholars who did obtain such positions are encouraged to write a Habilitation nonetheless.

The procedure to become a Junior Professor involves several stages and can easily take a year. Both an internal and an external commission rank the candidates. In case both lists correspond with each other, the final ranking is presented to the faculty. Subsequently, the principal of the university has to agree on the list, after which it is sent to the minister of eduction of the Bundesland for final approval.

To become W2 Professor, one needs the Habilitation (in the case of Scientific Assistants) or a positive evaluation of the Juniorprofessur (in the case of Junior Professors).

The Habilitation is an additional stage of qualification after the PhD and is also called the “second PhD”. Usually, scholars write their habilitation while in employment as assistants of professors (Wissenschaftliche Assistenten). The habilitation can be either a thesis (opus magnum) or several scientific publications of outstanding quality (cumulative Habilitation). The habilitation commission of the faculty makes the decision regarding the acceptance of a habilitation. This committee grants the academic title of Private Lecturer (Privatdozent) and the teaching licence (venia legendi). After having achieved this academic grade, scholars can apply for professorships. Habilitated academics who do not have a full professorship at a university have the status of Private Lecturer and may work as freelancers for or be employed by the university.

The procedure for the appointment of professors (Berufungsverfahren) is the same at all German universities. In the Humanities and the Social Sciences, a committee of the faculty presents a shortlist of three candidates to the faculty. Members of the appointment committee may be representatives of other faculties, but special attention is paid to the "subject specific competence". According to the provisions of the Federate State laws, at least nine individuals [candidates or jury members??] must participate in the procedure. A "sufficient number" of expert opinions are collected from experts who do not have a personal relationship with the candidates and who have an established academic reputation in the academic community. These experts are asked to provide comparative evaluations of all the candidates.

According to the normal appointment procedure, the appointment committee sends a ranked list to the university senate, which is free to modify the list before it is submitted to the ministry. The ministries cannot easily justify ignoring the lists but they are free to appoint one of the three candidates. It happens that the ministry disregards suggestions emanating from the faculties.

An important feature of German academia is that with the exception of Junior Professors, habilitated academics usually cannot obtain a W3 professorship at their own university. This is specified in the Higher Education Act (HRG) and is called internal promotion prohibition.

Research Career

Please contact us if you can provide relevant information.

Barriers to Career Advancement

Informal processes play an important role to obtain an academic position in Germany. While academic posts are advertised in newspapers such as Die Zeit , potential incumbents are often already informally decided upon in advance and there is a long tradition of approaching potential candidates informally to invite them to apply. The supervisor’s role is therefore decisive for the career of a young scholar.

Job Security

The German academic career is not tenure track: by law a junior staff member cannot be promoted to a professorial position within the same institution. However, one becomes a civil servant from Academic Assistant (C2/W2 positions in the old/new system) onwards. This means that compared to other countries academics in Germany obtain tenure at a relatively late age, as on average one becomes Academic Assistant at the age of 42.

Due to the university system that guarantees the university relative academic freedom, the position of professor in Germany is stronger and more independent than, for instance, in France. As civil servants, professors have a series of attendant rights and benefits, yet this status is subject to discussion. For example, it is considered now to relate professorial pay to performance rather than merely to age.

Contracts and Duties

Please contact us if you can provide relevant information.

Sabbatical Opportunities

Please contact us if you can provide relevant information.

Gross Salaries

Gross monthly salary levels from 2007

Eastern ProvincesWestern Provinces

PhD Candidate

--

--

Postdoc

--

--

Junior Professor

3.149,94 €/month

3.405,34 €/month

Associate Professor

3.598,28 €/month

3.890,03 €/month

Full Professor

4.369,34 €/month

4.723,61 €/month


Source: Deutscher Hochschulverband and Academics.de

These salaries are fixed salaries, which are not increased according to seniority. To compensate for the reduction in salary – compared to the previous C-salaries – there is a system of bonuses. Bonusses are paid, for instance, for administrative tasks and success in research and teaching. Academics also obtain family and child allowances.

Number of Existing Positions

All Disciplines

PhD Candidate

--

--

--

Postdoc

--

--

--

Assistant Professor

--

--

--

Associate Professor

--

--

--

Full Professors

--

--

--

Source:

Please contact us or comment below if you can provide relevant information.

There are no exact numbers regarding recruitment. Partially due to the fact that it is impossible to be promoted to a tenured professorial position in the institution where one holds a junior position (apart from a Junior Professorship), mobility between universities in Germany is relatively high.

Accessibility for Non-Nationals

Please contact us if you can provide relevant information.

National Universities

Research Institutions

Academic Unions

German Academic Association for Women (Deutscher Akademikerinnenbund)

German Association of University Professors and Lecturers (Deutscher Hochschulverband, DHV): The DHV represents more than 22,000 members and follows up legal and administrative measures with statements and proposals. It is a comprehensive service and information institution for German university teachers and up-and-coming academics.

German Historical Institute in Washington, DC. The Institute published a reference guide for research, studies and funding in history and social sciences in both the US and Germany.

The German Rectors’ Conference (Hochschulrektorenkonferenz, HRK):
This is the voluntary association of state and state-recognised universities and other higher education institutions in Germany. It currently has 259 member institutions at which around 98% of all students in Germany are registered. The HRK is the political and public voice of the universities and other higher education institutions and is the forum for the higher education institutions' joint opinion-forming process. The HRK addresses all topics relating to the responsibilities of higher education institutions: Research, teaching, studies, advanced continuing education and training, knowledge and technology transfer, international cooperation, and self-administration issues.

German Research Foundation (Deutsche Forschungsgemeinschaft, DFG)
The German Research Foundation is the central, self-governing research funding organisation that promotes research at universities and other publicly financed research institutions in Germany. The DFG serves all branches of science and the humanities by funding research projects and facilitating cooperation among researchers.

Hochschulkarriere
This is a Wiki-Portal regarding the PhD promotion, the habilitation and the junior professorship, which was created to enhance contacts between young scholars.

Legislation regarding universities can be found on the websites of the German Rector's Conference and the German Hochschulverband.

Scholarly organisations and foundations

See the list of links to private institutions that provide funding. In Germany most of the funding comes from public bodies but private foundations can provide an alternative. Private foundations may put restrictions to non-German applicants but in principle they are open to EU citizens.

Party-related institutions:

Church-related institutions:

Union- and employer-related institutions:

Info for Economics

Please contact us if you can provide relevant information.

Info for Law

Please contact us if you can provide relevant information.

Info for Social and Political Science

Postdoctoral Information

See above all the German Research Council, which is the major research council in Germany.

Websites for Job Postings

Sources

Berning, E. (2004) 'Petrified Structures and still little Autonomy and Flexibility. Country Report Germany', J. Enders and E. de Weert, eds. The International Attractiveness of the Academic Workplace in Europe. Frankfurt, Gewerkschaft Erziehung und Wissenschaft 107, 160-182.

Enders, J. (2001), 'A Chair Systems in Transition: Appointments, Promotions, and Gate-keeping in German Higher Education', Higher Education 41: 3-25.

Enders, J. (2005), 'Border Crossings: Research Training, Knowledge Dissemination and the Transformation of Academic Work', Higher Education 49: 119-133.

Griffin, G., T. Green, et al. (2005), The Relationship between the Process of Professionalization in Academe and Interdisciplinarity: A Comparative Study of Eight European Countries, University of Hull, UK.

Huisman, J. and J. Bartelse, eds. (2001), Academic Careers: a Comparative Perspective. Report prepared for the Dutch Advisory Council for Science and Technology Policy on academic careers, The Netherlands, Germany, Sweden, Finland, Flanders and the United Kingdom, Enschede.

Krebs, R., I. Siouti, et al. (2005), 'Disciplinary Barriers between the Social Sciences and Humanities. National Report on Germany'

Musselin, C. (2004), 'Towards a European Academic Labour Market? Some Lessons Drawn from Empirical Studies on Academic Mobility', Higher Education 48: 55-78.

Musselin, C. (2005), 'European Academic Labor Markets in Transition', Higher Education 49: 135-154.

Special thanks to:

Ruediger von Krosigk, Programme Coordinator, MWP, EUI

Mariano Pasquale Barbato, Max Weber Fellow, 2007-08

Ingo Trauschweizer, Max Weber Fellow, 2008-2009

Giesela Rülh, Max Weber Fellow, 2007-08