End of contract period (administrative and technical staff)

In a nutshell: What's it all about?

On reaching the maximum employment period, administrative and technical staff must look for new opportunities. These may be within ETH with an open-ended contract, or outside the university as a follow-on solution.

Opportunities and possibilities

Even if reaching the maximum employment period without a clear prospect of a follow-on solution is initially unsettling, it offers the person concerned a chance to reflect on their own progress. Perhaps further development in a different area, a change of sector or even a permanent position at ETH might prove attractive? As a manager, encourage your staff to reflect on things and prepare the transition with the employee with plenty of transparency and notice.

Get active: How to demonstrate good leadership

Even during the contractual period, make it clear that the appointment is for a limited term, in order to raise awareness of this.
Inform the person in question well in advance that the contract can no longer be extended.
Give them encouragement in making their next career move, discuss the various options and offer your support.
Give them enough time to settle their professional affairs and prepare for the next career step.
Ensure the departure process runs smoothly (handover, reference letter, holiday entitlement, etc.).

Self-reflection: Am I applying my social and leadership competencies effectively?

Building bridges:

Did I provide the team with clear information and involve them in the process if necessary?
Did I support the employee in finding a satisfactory follow-on solution?

Acting responsibly:

Did I bring up the approaching contract expiry in good time?
How did I ensure a comprehensive transfer of know-how?

Enabling people:

How did I make sure the person in question was sufficiently prepared for the situation?
What follow-on opportunities did we discuss?

In short: 5 steps to success

1. Bring up the issue of contract expiry well in advance 2. Discuss possible follow-on solutions at an early stage 3. Plan and prepare a concrete follow-on solution 4. Ensure know-how transfer 5. Organise a departure process with an appreciative farewell

Areas of responsibility: Roles

Führungskraft: responsible for raising the issue of the maximum employment period with the employee in a transparent manner and at an early stage; supports the employee in finding a follow-on solution

Mitarbeitende:r: individually responsible for acknowledging the maximum employment period and finding a follow-on solution in good time