Application Procedure

We make our selection and recruitment decisions based on the suitability, aptitude, and professional performance of the applicants. We carry out structured selection procedures for this purpose. In addition to a basic aptitude check conducted by analyzing the application documents we received, these procedures also include an interview conducted by a pre-defined selection committee. It usually consists of a brief personal introduction, a short presentation on a given topic, and a structured interview. You can find out what happens after the interview by referring to the information regarding “Committee Participation”. Application Tips und einen Survival Guide for Your Job Interview are available on the portal “Go Practice - Portal for Jobs and Internships at the UP".

We will assess whether you meet the criteria specified in a call for applications solely on the basis of the application documents and evidence you submit. You should therefore enclose any documentary evidence of your qualifications for the advertised position with your application. This may include proof of your professional or academic qualifications and school-leaving certificates, as well as your employer’s references.

If you are already employed in a public service position and are interested in a position at the UP, please enclose a declaration of consent for access to your personnel file with your application, stating the department in charge of keeping your personnel file.

You are given preferential consideration in case of equal qualifications. If you have a severe disability or equivalent status, please state this explicitly in your application and submit the required documentary evidence.

The selection committees usually consist of the supervisor of the advertised position, other experts in the field or employees, if applicable, and an advisory representative of the relevant staff council (for academic and artistic staff or for technical and administrative staff), the Equal Opportunity Officer, the Representative for Employees with a Severe Disability and a representative of Division 3: Human Resources and Legal Affairs.  Any member of the selection committee may ask the applicant questions during the interview. 

In the case of positions for academic staff, the staff council will be involved at the applicant's request in accordance with Section 63 (2) of the Brandenburg PersVG (Employee Representation Act). You can find the required form for this here. For non-academic positions, involvement of the staff council is mandatory and does not require an application.

Once the selection committee has made a selection decision following the interviews and presented this in a written report, the application to begin the hiring process is first submitted to the Equal Opportunity Officer for comment and then to the relevant staff council for co-determination. The future employees are only informed of the selection decision by telephone or e-mail once the relevant staff council has given its approval. In this step of the procedure, the staff council will also only get involved at the applicant's request for academic positions and in case of non-academic positions, involvement of the staff council will be obligatory without a separate request.

Unfortunately, the costs associated with the application, such as loss of earnings, travel expenses, material costs, etc., cannot be reimbursed.