EQUALITY GUIdE - KU Leuven

Chapter 2 ! Career paths: recruitment ! promotion ! dismissal 101
erning body of Ghent University before they can appear on the website. Since the
vacancies also appear in the Belgian Bulletin of Acts, they have to comply with the
laws of this institution as well. Specific requirements are applied, depending on the
position in question 113 .
The ZAP-vacancies follow the same standard model. Furthermore, a fixed application
form, which can be downloaded from the website, has to be used for this statute. The
vacancies are published either as vacancies for (senior) lecturers or as vacancies for
(senior) full professors. The governing body decides, at the suggestion of the faculty’s
council, whether or not a ZAP-position can be declared vacant. The vacancy is also
published in the Belgian Bulletin of Acts. Therefore, the requirements concerning the
applicants’ diploma and profile have to be sufficiently extensive 114 . Depending on the
job content, the importance of services may be underscored 115 . This may be of considerable
importance, since there is much evidence to support the hypothesis that female
researchers have an eye for services related to the support of students, as well as to
internal and external matters.
The ATP-vacancies can be divided into two large segments. Some vacancies, on the
one hand, are open to everybody. These vacancies are subdivided into contractual
vacancies for a fixed duration and permanent statutory and contractual appointments.
The internal vacancies, on the other hand, are related to promotion or mutation.
Hence, the applicant has to have a certain number of years of working experience in a
specific ATP-position. The structure of the vacancies is determined by the type of contract
concerned. The contractual appointments with a fixed duration don’t follow a
standard model. Like the applicants for the WP-positions, the ATP-applicants have to
address the author of the vacancy. Conversely, the vacancies for the permanent ATPappointments
have the same structure as the vacancies for the AAP-positions and are
also recorded in the Belgian Bulletin of Acts. The candidates have to send their applications
to an external selection agency that is responsible for the selection and recruitment
of the permanent technical and administrative staff. However, the final selection
is made by the department concerned. The internal vacancies are written by the department
of Personnel and the Organization’s Administration Office of Personnel Management.
Of course, the head of the department concerned is closely involved. Subsequently,
the vacancy is approved by Ghent University’s governing body. These vacancies
are written according to fixed rules and are very extensive. The ad has to contain
features such as the job title, the job content, the position’s level, the salary scale, the
general requirements, the profile, the requirements related to the candidate’s diploma,
the required experience, the required seniority, the need for previous favourable evaluations,
the duration of the trial period and the modalities concerning the applica-
113 Appointments’ procedure, articles 4-9.
114 Appointment, promotion, evaluation and job description of the members of ZAP, article 5.
115 Article 6.