Department of Marketing

Tenure-track Policy


Tenure-track Policy for Assistant Professors

Recruitment of tenure-track Assistant Professors

It is of strategic importance for the Department to be present and visible on the international job market for junior research positions in marketing. We find tenure-track assistant professors through a broad search process to ensure that a pool of highly qualified candidates is available for consideration. Prior to an open call, we will post an ‘expression of interest’ (ELMAR,[1] LinkedIn, and the Department’s homepage) so that interested candidates can explore possibilities with us. Following that, we will advertise the tenure-track position in an open call using international portals including, ELMAR, LinkedIn, and the Department’s homepage. We will also be present at leading and relevant international conferences (e.g., ACR [i.e., consumer research], AMA [i.e., marketing in general], EMAC [i.e., marketing in general], IMP [i.e., business-to-business marketing], etc.) to conduct informal interviews with interested candidates. Finally, we will continue to make the most of our professional networks to identify suitable candidates, a process that has proven to be hugely successful in the past. All faculty in the Department are encouraged to suggest suitable candidates they know of. The deadline for applications must allow sufficient time for candidates to prepare their applications. 

We will state clearly the Department’s tenure criteria (see later) in the open call. In its recruiting (and also retention, and development) of faculty, the Department embraces norms of equality and diversity and treats all faculty fairly and equally. We do not disadvantage candidates because of their ethnic background, gender, disability, religion, belief, sexual orientation, age, and so forth when we consider potential candidates. Of interest is how candidates can contribute meaningfully to the Department, the Business School, and the wider society. Yet, if for a position at any given level, two candidates are equally qualified, the Department will appoint the candidate of the gender currently underrepresented

In terms of candidates, as the Department has a strong commitment to excellence, distinctiveness, and relevance of its research and education, candidates, who wish to join us, need to demonstrate enthusiasm for working in a department of this type. Our dedicated faculty are curious and passionate, and they are free to develop their own research and education (when this is possible). Therefore, successful candidates should have:

  • A Ph.D. in marketing (or another relevant discipline) from a business school or university.
  • A professional proficiency in English (in writing and speaking). A professional proficiency in Danish (in writing and speaking) would be an advantage.
  • The ability to conduct high-quality research (demonstrated in their completed Ph.D. thesis and, preferably, journal publications at level AJG 3 or above. Publications in journals on the FT 50 list are particularly welcome).
  • The ability to conduct excellent teaching at the Bachelor and Master levels. Candidates need to demonstrate seriousness in their teaching and must adhere to academic integrity. They must be willing to engage in pedagogical initiatives that ensure students’ mastering of the subject taught. Furthermore, candidates must be willing to participate in department and business school-wide education activities.
  • The ability to complete Copenhagen Business School’ Assistant Professor Program (APP) that leads to a documented pedagogical qualification, and the willingness to engage in continuous pedagogical development.
  • The ability to plan, undertake, and report research, education, and service (e.g., administration and academic citizenship) activities effectively, efficiently, and on time.
  • The willingness to be an active citizen in the Department where a supportive and inclusive environment is top priority.
  • The dedication to develop dynamic leadership in research, education, and services.

After the deadline for applying for the tenure-track assistant professorship position, an internal committee will assess those applications that the Head of Department and another faculty member of the Department have shortlisted. The Head of Department will determine the set-up of the internal committee, which will consist of three faculty members from the Department and approved—through consultation—by the Academic Council. In case an internal candidate applies, at least one of the committee’s members will be from outside the Department.

With regard to both the shortlisting committee and the assessment committee, members will be at least on the level of associate professor, with both genders represented in the committees. Furthermore, the members’ individual profiles will reflect, if possible, the research topics of the shortlisted candidates. In case Copenhagen Business School faculty apply for a position, they will compete on equal terms with other applicants.

After the completion of the assessment, the Head of Department will consider the applications from candidates found qualified for the position. We will invite the most qualified candidate to visit our Department, to give a research seminar, and to meet individual faculty members one-to-one. When the outcome of a visit is successful for both parties, we will extend an offer for a tenure-track assistant professorship. At the start of the actual employment, we will assign two mentors (who will be relevant in terms of their research and education interests; it is very likely that one of the mentors also will be one of the tenure-track assistant professor’s two APP mentors) from the Department’s faculty to the tenure-track assistant professor. Furthermore, the tenure-track assistant professor will receive a copy of the Department’s tenure-track policy, which the Dean of Research has agreed with.

From tenure-track Assistant Professor to Associate Professor

As part of the tenure-track policy, each tenure-track assistant professor will go through a mid-term evaluation and (if the mid-term evaluation is positive) a final formal academic assessment for appointment as associate professor. The document discusses these two steps next and what happens if the tenure-track assistant professor is not successful (i.e., grace period).

Mid-term evaluation

In addition to the yearly performance development discussion with the Head of Department, a mid-term evaluation of the tenure-track assistant professor usually will take place three years into the appointment by an internal committee. The Head of Department will determine the set-up of this internal mid-term committee, which will consist of three faculty members from the Department. Faculty members who have mentored or coauthored / cofunded with the tenure-track professor cannot be appointed to the mid-term evaluation committee. This is to ensure that the mid-term evaluation is unbiased. Appointed faculty members must be at least on the level of associate professor, with both genders represented.

The main purposes of the mid-term evaluation is to help the tenure-track assistant professor assess progress towards tenure, as well as to provide advice on how to proceed in accordance to the department’s REEAD model. For the mid-term evaluation, the tenure-track assistant professor should therefore submit statements about intended activities (organized according to the REEAD model). The committee submits its written evaluation of the tenure-track professor’s achievements vis-à-vis the REEAD expectations. 

The committee’s overall conclusions of the evaluation go into the tenure-track assistant professor’ tenure package. With this information, the Head of Department then makes an overall recommendation using the following ‘scheme’:

  1. Believes the candidate is making very good progress towards tenure.
  2. Believes the candidate is making good progress towards tenure.
  3. Believes the candidate is making some progress towards tenure.
  4. Is concerned about the candidate’s lack of progress towards tenure.
  5. Is very concerned about candidate’s lack of progress towards tenure.

When the outcome is ‘c’ or ‘d’, the tenure-track professor and the Head of Department will meet every six months to assess progress and—together with the two mentors—provide advice to the tenure-track professor. When the outcome is ‘e’, the Head of Department will consider issuing a formal warning and, in the first place, proceed as with outcomes ‘c’ and ‘d’.

Formal academic assessment for appointment as Associate Professor

The formal academic assessment for appointment as associate professor normally takes place within the last six months of the appointment. In the case of tenure-track assistant professors having performed exceedingly well on the department’s REEAD model, the formal academic assessment can be undertaken earlier, though. Furthermore, if the tenure-track assistant professor takes parental leave during the tenure-track assistant professorship employment, the appointment is extended based on length of leave in accordance with current regulation. The tenure-track assistant professor can also apply for parental-leave boost.

When the indicative expectations to performance vis-à-vis the REEAD expectations have been met, the tenure-track assistant professor is responsible for requesting the formal academic assessment and must make this request at least six month prior to the expiration of the appointment. Tenure-track assistant professors must develop their tenure package in accordance with the requirements stipulated in the Department’s tenure policy. The tenure package should include a cover letter, a CV, a statement of research initiatives and developments, a publication list, selected works, coauthor statements, a statement of educational and pedagogical initiatives and developments, teaching evaluations, and statements in regards to completion of the APP (see later).

Subsequently, the department conducts a preliminary review of the tenure-track assistant professor’s prospect for tenure based on the tenure package. To aid the Head of Department, a tenure-review committee will be set up; this committee will reflect the tenure-track professor’s research topics. The Head of Department chairs this tenure-review committee. Faculty members who have mentored or coauthored / cofunded with the tenure-track professor cannot be appointed to the tenure-review committee. Appointed faculty members must be at least on the level of associate professor, with both genders represented. The tenure-review committee probably will seek input from other faculty in the Department; this input likely could be on the tenure-track professor’s academic citizenship. Furthermore, the tenure-track professor will do a research seminar for the Department’s faculty. The conclusions of the tenure review (i.e., the Head of Department’s recommendation) goes into the tenure-track assistant professor’s tenure package.

Following that, when setting up the assessment committee, the Head of Department will follow Copenhagen Business School’ policy for appointment of assessment committee. The assessment committee will have one internal faculty member (i.e., from the Department) who acts as chairman and two external, international members (at least one from outside the Nordic countries) where academically possible. The internal faculty member must not have mentored or coauthored / cofunded with the tenure-track professor; this faculty member also must not have been part of the tenure-review committee. Furthermore, the assessment committee will include the four professorial faculty members of Copenhagen Business School’s Wide Appointment Committee (CWAC), which appoints at least two of its professorial faculty members to conduct the CWAC interview. Finally, members of the assessment committee must be at least on the level of associate professor, with both genders represented.

Specifically, the assessment committee evaluates whether the tenure-track assistant professor is qualified for appointment as associate professor based on the Department’s tenure criteria. This assessment consists of two steps:

  1. The field-specific assessors deliver a preliminary report with a recommendation regarding tenure.
  2. The appointed professorial faculty members of CWAC conduct an interview with the tenure-track assistant professor followed by a hearing in CWAC. The conclusion of this hearing is added to the assessment, and CWAC thus finalizes the assessment report. 

A tenure-track assistant professor can only be found qualified for appointment as associate professor if both the preliminary report and CWAC recommend tenure. CWAC shall not conduct an interview if the preliminary report does not include a positive recommendation. If the formal academic assessment is positive, the tenure-track assistant professor is appointed as associate professor. If tenure-track assistant professors do not request to have their qualifications assessed within the last year of appointment, or if their assessment is not positive, Copenhagen Business School terminates the tenure-track employment in accordance with the collective agreement rules.

Grace period

At the discretion of the Head of Department, the tenure-track assistant professor can be offered a grace period in the event of not qualifying for an associate professorship. Normally, the Head of Department will inform the tenure-track assistant professor at the beginning of the 6th year whether grace year will be offered. This grace period is usually a contract of up to 12 months duration. In the grace period, the former tenure-track assistant professor will have a teaching obligation similar to that of an assistant professor regardless of position offered. Finally, a grace period cannot lead to a new formal academic assessment within the tenure-track program. 

[1] ELMAR is a “digital harvest of news and activities within the broad-based marketing academic community.” The service is free for scholars and researchers who do not need to be members of the American Marketing Association.


The page was last edited by: Department of Marketing // 11/20/2020