Ausschreibung von Stellen

The group of employees in the non-academic service includes, among others, all employees in the administrative service, the technical service, the craft service, the IT service, the library service as well as trainees in these areas.

In principle, all vacant positions must be advertised internally as well as externally. A job advertisement does not have to be made in the following cases:

• A newly appointed professor brings a third-party funded project to Leuphana University of Lüneburg and the intended person is already working in the project and is to be employed here in the project.
• In the case of remaining terms of third-party funded projects where the employment period is shorter than 3 months. In the case of extension of the project, the call for applications is necessary for these cases.
• In the case of extension of contracts, insofar as a call for tenders has taken place for the initial contract.
• In the event of an increase in the number of contracts, provided that a call for tenders was issued for the initial contract.

The department is formally responsible for advertising vacancies. However, in order to prepare the subsequent selection procedure in the best possible way, the staff council and the equal opportunities representative are informed in advance of the advertisement.

It is important that you clarify funding before advertising positions. This can be, for example, funds from a specific position defined in the staffing plan, from vacant positions, but also from personnel funds, material funds or third-party funds not previously planned for a position. If the employment is financed by third-party funds, please enclose a copy of the approval notice from the third-party funder with your application.

For more details on the possibilities of filling positions and the use of funds, please refer to the "Guideline on Position Management".

The conclusion of fixed-term employment contracts is only permissible if there is a reason for a fixed term or the law allows for a fixed term without an objective reason. Reasons for fixed-term contracts are mentioned in various laws. The most important regulation for administrative and technical positions is the Part-Time and Fixed-term Employment Act (Teilzeit- und Befristungsgesetz, TzBfG).

Choosing the right reason for a fixed-term contract is important, among other things, because it determines the permissible duration of the fixed-term contract. It must already be clarified when advertising the position whether and in what way the vacant position can be filled. The legal examination of whether a reason for a fixed term is actually relevant and whether the person to be hired fulfils the personal and factual requirements is carried out by the Human Resources Department.

Fixed-term contracts for employees in administration and technology with a material reason Art. 14, para. 2 TzBfG)

A first possibility to limit the term of a position in administration and technology is on the basis of the Part-Time Fixed-Term Employment Act (Teilzeitbefristungsgesetz, TzBfG), if there is a special reason. Art. 14 para. 1 of the TzBfG contains an exemplary list of reasons for a fixed-term contract. For the university's readiness, the following reasons in particular come into consideration:

• Temporary additional need (Art.14 para. 1 No. 1 TzBfG): There is a need for work performance that is only temporarily required.
• Substitution (Art. 14 para. 1 No. 3 TzBfG): Employees are hired to replace employees who are prevented from performing work (for example, due to parental leave replacement, maternity leave, leave of absence, temporary reduction of working hours).
• Reasons in the person of the employee: Sometimes there are also reasons in the person of the employee that justify a fixed-term contract, for example social reasons (bridging until studies), reasons from the sphere of the employee (limited residence permit), education, training or further training measures, job creation measures (§§ 260ff SGB III).

The examination of the existence of a material reason is carried out by the Human Resources Department.

Fixed-term contracts for employees in administration and technology without material grounds Art. 14 para.2 TzBfG

A second possibility to limit the duration of positions in administration and technology exists on the basis of the Part-Time Fixed-Term Employment Act (Teilzeitbefristungsgesetz, TzBfG), even without a special reason. In this case, a fixed-term contract must be for at least six months and can only last up to a total of two years. Within this period, a fixed-term employment relationship may be extended up to three times (i.e. up to four employment contracts in succession). Any employment relationship with the university or its legal predecessors - for example, also as a student assistant - and also employment relationships dating back further in time are to be taken into account.

1. Clarify financing: Please first clarify the funding of the position to be advertised. In this regard, please refer to the DIRECTIVE ON FUNDING. The Human Resources Department requires the following information from you in this context:
   • For positions from third-party funds: Cost centre number with fund number as well as project application and notification of grant,
   • For positions already created in the job plan: Indication of the job number from the job plan,
   • For positions not yet created in the position plan: Information on the planned financing (cost centre/fund number or other information on financing).
2. Clarify time limit: In the next step, please clarify whether the position can be advertised for an indefinite period or whether it must be advertised for a fixed term, taking into account the above information.
3. Stellenbeschreibung formulieren: Please formulate a JOB DESCRIPTION, describing in particular the activities envisaged for the post.
4. Formulate job description: Please formulate the JOB DESCRIPTION IN GERMAN or a JOB DESCRIPTION IN ENGLISH on the basis of the job description.
5. Request for tender: Please fill out an APPLICATION TO ADVERTISE A POSITION, providing information on funding, if applicable, the time limit of the position, the duration of the advertisement (min. 2 weeks) and for publication on (if applicable, chargeable) portals, such as Stepstone, Academics, Landeszeitung, etc. in addition to publication on our homepage, the Lower Saxony Job Exchange and the Job Exchange of the Employment Agency. NOTE: In the first step, the personnel service obtains offers from the desired portals. Only after the budget has been approved by the applicant can the job advertisement be placed on the portals specified here. Our colleagues in the Human Resources Department will be happy to advise you on the media in which the job advertisement should be placed and will ensure that it is handled quickly and professionally.
6. Submit documents: Please send the aforementioned documents to the Human Resources Department via the Dean's Office or via the Head of Department to bewerbung@leuphana.de:
   • Application to advertise a post with details of funding, time limit, duration of advertisement and publication channels
   • Job description
   • Job advertisement text (please in Word format, in German and English possible)
7. Publish a call for tender:  The Human Resources Department will check all submitted documents as well as the funding of the position to be advertised and will contact you if there are any queries. The duration of the processing of a job advertisement depends on the completeness of the documents to be submitted. In addition, job advertisements are processed as they are received. As soon as the job advertisement is published on the Leuphana website, you will be notified by the department by mail.

To enable you to fill in, sign and save writable pdf forms without any problems, they should be downloaded to the computer and saved. Use the free Adobe Acrobat Reader or the Adobe Pro version to fill in the forms and use the DFN certificate for digital signatures (instructions).