expect to receive attractive commensurate remuneration and benefits with pay increases linked to progression, and to be made aware of the review of remuneration conditions, for example once they are successful in obtaining a permanent or open-ended contract. This should include access to adequate social protection.

should provide commensurate attractive remuneration and benefits and be open and transparent about these. The benefits should be independent of the researchers’ status and contract type (permanent or open-ended), as far as is possible under existing employment legislation and collective bargaining agreements.

expect to have a clear and defined progression pathway that leads to permanent employment or an open-ended contract. 

are recommended to have adequate and sustained support from internal funds, a funding body, or government. When developing a strategy for TTLM positions, they should consider funding and workforce planning, wider institutional strategies (e.g., human resources, research, teaching) and relevant external normative and legal frameworks (e.g., Council Recommendations and national legislation). Involving researchers in this process is recommended (e.g., through consultation or relevant committees). 

expect to have been thoroughly informed about the recruitment process, expected skills and competencies, selection criteria, working conditions and benefits, contractual status, and progression pathway(s).

should advertise TTLM positions externally, and make openly available information about the recruitment process, expected skills and competencies, selection criteria, working conditions and benefits, contractual status, and progression pathway(s). 

expect to work in environments that welcome and value diversity, which are healthy and accessible, and have no tolerance for bullying, harassment, or pressure to compromise research integrity. 

are recommended to foster collegiality and belonging among researchers on TTLMs models, support good mental health and wellbeing, and offer balanced, flexible, and achievable workloads. There should be clear mechanisms for dealing with bullying and harassment and poor research integrity. Researchers on TTLMs models should also have opportunities to take breaks and request reasonable adjustments (e.g., for health reasons), without any negative effects.  Onboarding processes should be established to support this.

expect to have the time and ability to engage in meaningful professional and career development, including access to relevant training and opportunities (including in other sectors) that develop the leadership qualities necessary for academic progression and independence. Mentoring schemes should also be offered.

are recommended to ensure ongoing professional and career development, enabling researchers on TTLMs models to access training and development opportunities and to encourage upskilling and reskilling opportunities. The career development offers should be relevant to needs and career stages, and align with relevant tools and frameworks (e.g. ResearchComp). They should also support other professional outcomes, offer counselling for career alternatives, and support non-linear, multi-career and hybrid paths.

expect there to be a formal evaluation process at set checkpoints and against clear criteria. These criteria and timeline should be made available to them before or at the time of appointment. Where it becomes clear that they may not meet the criteria, researchers expect this to be communicated as early as possible and a support plan and process of remediation should be put in place.

are recommended to set out a formal evaluation process with clear criteria, timelines, and checkpoints. Assessment should be balanced between the qualitative and quantitative evaluation of research and recognise a diversity of outputs and contributions. The criteria and timelines should consider the effects of career breaks and other disruptions, thus respecting non-linear career progression. They should include an appeals process and mechanisms to support researchers who are unlikely to be offered a permanent or open-ended position. Criteria should include other elements beyond research quality for example behavioural competence and contribution to the department and institution.

expect to be supported to pursue their career ambitions, with recognition for diverse contributions and outputs (e.g., across research, teaching, leadership, innovation, and engagement) through a range of possible career pathways. Where possible this should include the opportunity for non-linear, multi career and hybrid paths that are recognised on par with linear career paths.

should consider utilising a tenure track-like model which is sufficiently flexible to acknowledge the variation within academic careers and offers different pathways reflecting differing contributions (e.g., research, teaching) and which recognises and values collaboration (e.g., with industry). Where possible, they should support non-linear, multi career and hybrid paths that are recognised on par with linear career paths. 

expect to have a named line manager (or named senior member of staff) with allocated time, availability, and expertise to offer them regular points to check-in, appraise their performance, and provide the support needed to achieve their full potential.

should provide structured line management for researchers on TTLMs models, including regular appraisals and performance reviews, and support line managers or counselling bodies through training to provide honest and constructive feedback, aid professional and career development, and to acknowledge and mitigate the effects of career breaks, disruptions, and inequalities. 

expect a competitive recruitment process with selection criteria that consider a diverse range of skills, competencies, and experiences (including inter-sectoral) in an inclusive and accessible manner.

should ensure that selection and recruitment processes are competitive, with merit-based selection criteria that consider a diverse range of skills, competencies, and experiences (including inter-sectoral), and are inclusive and accessible to all. Institutions should consider equal opportunities and ways of supporting applications from under-represented groups.