• The collective agreement provides the framework in relation to employment law, although it also allows the university appropriate leeway.
  • The guide concentrates on the assistants, fellows, senior scientists, assistant professors and associate professors employee groups and should provide an overview of the requirements and processes.
  • There is neither a legal claim nor an automatic right to the modification options described in the guide. The intended posts, with the exception of project assistant, can only be obtained by applying for a vacant and advertised position.
  • The university aims to increase the proportion of women, especially in management roles and among the academic staff of the science and arts faculties, and therefore expressly encourages suitably qualified women to apply. Preference will be shown to female applicants who are equally suited to the role as the best-suited male applicant, provided that there are no underlying reasons in favour of the male applicant.
  • We are committed to hiring people with disabilities if they have the relevant skills and qualifications, and therefore expressly encourage these people to apply. If you have any questions, please contact TU Wien's disabilities representative Gerhard Neustätter.

  • In addition to the group of employees listed in the above overview, the collective agreement also makes provision among academic staff for the

*) Student employees (course assistants, tutors)

*) Teaching assistants

*) Project assistants

*) Senior lecturers

employee groups.

  • Student employees fall under the Service Unit for general university staff. Teaching assistants fall under the Service Unit for lecturers and time management. 
  • The Rector's Office does not regard senior lecturers as a fixed component of the career model. These posts can only be created and awarded through special measures being undertaken by the Rector's Office.
  • The position of university professor can be obtained through an appointment procedure. That is, by:

a) Applying for an advertised post of professor

b) Appointments committee

c) Invitation to an applicant lecture

d) Drawing up of a shortlist

e) Appointment negotiations with the Rector, together with the relevant Dean.

Key points

  • A completed Master's degree or Diploma is a prerequisite for a predoctoral assistant. Applicants who are in possession of a degree from a technical college and have been admitted to a doctoral programme also count as having met the requirement for the position. 
  • Employment is limited to a maximum of 30 hours a week. 
  • Posts for predoctoral assistants must be approved via the Dean's Office and the Vice Rector's Office for Personnel and Gender.  
  • Predoctoral assistants appear in the TISS address book in the "Academic Employees" group with the job title "University Assistant" - abbreviated to "Univ. Ass.". 
  • The completion of the doctoral programme does not automatically lead to acceptance for a postdoctoral position and to a relevant grading under the salary structure of the collective agreement.


Fellowship programmes

  • To support junior researchers, doctorate courses are awarded every year by the Rector's Office, under the jurisdiction of Vice Rector Matyas. 
  • The contractual relationship is limited to a term of 3 years.
  • The contractual relationships are funded from the global budget and employment is limited to 30 hours a week. 
  • Additional second-party or third-party funding is possible and desirable.
  • Fellowship programme employees can also be entrusted with teaching duties, provided this does not jeopardise the course objectives.
  • Otherwise, the same key points apply as for university assistants (predoctoral position).


Modification options for university assistants (predoctoral position)

  • Provided the consecutive short-term employment contracts ban is not affected:
  • Applying for a postdoctoral position limited to 6 years. Postdoctoral positions must always be advertised. 
  • Applying for a senior scientist post. These positions must also be advertised.
  • Switching to the post of project assistant. No advertisement required.

Key points

  • Postdoctoral positions can only be obtained via an advertising procedure. Even if there has previously been an existing contractual relationship as a predoctoral assistant or project assistant.   
  • University assistants (postdoctoral position) are employed in a contractual relationship limited to 4 to 6 years. For replacement posts, the appointment period can also be shorter.
  • Extension beyond 6 years is not possible in this capacity. 
  • For the position of postdoctoral assistant, the applicant must have completed their dissertation.
  • Full-time employment is recommended.
  • Postdoctoral assistants appear in the TISS address book in the "Academic Employees" group with the job title "University Assistant" - abbreviated to "Univ. Ass.".


Modification options

  • Provided the consecutive short-term employment contracts ban is not affected:
  • Applying for an advertised career position.
  • Applying for an advertised position as a senior scientist.
  • Switching to a position for a project assistant.

Key points

  • Senior scientists largely supersede the staff scientists previously provided for in the Contract Staff Act (Vertragsbedienstetengesetz).
  • The position of senior scientist can only be obtained by applying for an advertised post.
  • Prerequisite for the position: a completed doctorate.
  • Posts for senior scientists can only be authorised for advertisement with the agreement of the Dean and Vice Rector for Personnel and Gender. 
  • The duties of the senior scientist not only include the general duties prescribed in the collective agreement, they also and most importantly include system-maintaining duties. 
  • Senior scientists appear in the TISS address book in the "Academic Employees" group with the job title "Senior Scientist".


Modification options

  • If a limitation exists, extended indefinitely.

  • A career position for which a qualification agreement is possible can only be filled via an advertising procedure. 
  • A prerequisite for advertising is a vacant career post in the structural plan prepared by the Rector's Office. The advertisement is assigned to an organisational unit by agreement between the Dean and Vice Rector for Personnel and Gender. 
  • The offer of a qualification agreement must be made in writing within two years of the career position appointment. By agreement between the head of the institute and the Dean, after consultation with the employees' council and the working group on equal opportunities, it is presented to the Rector for finalising. 
  • The qualification objectives must be specified so that they can generally be achieved within four years.
  • After concluding the qualification agreement, the employee is put into salary bracket A 2 and uses the job title "Assistant Professor". 
  • The head of an organisational unit must

*) give the Assistant Professor sufficient time to achieve the qualification,

*) make the necessary resources available to them, and

*) encourage qualification in general.

  • The precautions taken must be documented by the institute accordingly and are also a component of the appraisal interview. 
  • Whether or not qualification objectives are achieved is established by the Rector, after the head of the institute and the Dean have given their opinion in detail.
  • Once the qualification objectives have been achieved, there is an increase in statutory pay as laid down in A 2 a). From this time onward, the employee can use the title "Associate Professor". 
  • They appear in the TISS address book as "Assistant Professor" or "Associate Professor". The Assistant Professor is assigned to the "Academic Employees" group, the Associate Professor to the Professors.

  • Staff changes are among the most important decisions an organisation can make and deserve adequate attention.
  • For a personnel policy to be successful, the involvement and support of every institute head is particularly important.
  • Regular appraisal interviews, obligatory under the collective agreement, with objective agreements, marking out career opportunities and appropriate framework conditions, are essential! 
  • HR Administration endeavours to keep all those involved best-informed, and to bring about a quick decision to answer concerns.
  • We are also happy to help you in person.