Guide to Human Resources Development Offers - FOR ALL EMPLOYEES - Max-Planck-Gesellschaft
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MAX PLANCK
TA L E N T C O M PA N I O N
Guide to Human Resources
Development Offers
FOR ALL EMPLOYEES
EDITORIAL
Prof. Dr. Martin
Stratmann, President
of the Max Planck
Society,
Rüdiger Willems,
Secretary General of
the Max Planck Society
Editorial
Focus on people –
attracting and fostering talent
For over 70 years, Max Planck Society scientists have been conducting research at the
highest level, continously producing groundbreaking findings and realigning the bound-
aries of knowledge. A multitude of prizes awarded at all levels is proof of this. Key to
this success is people: distinguished research personalities, junior scientists as well as
employees in research management and research support.
Attracting talented people – regardless of their career level – familiarising them with
the special features of our organization and supporting their career development has
always been an important objective for the Max Planck Society. It is also one of the
most critical advantages for research institutions today. For many years, top research-
ers have been able to choose where they want to work. The Max Planck Society offers
optimal working and framework conditions: a high degree of freedom in the selection
of research topics, an outstanding infrastructure and excellent networks with other
research institutions worldwide. There are also opportunities for individual support
at the various Institutes, not least provided by the respective managers, as well as
guidelines developed by our committees, which describe and support collaboration
within the MPG.
We are now focusing even more on the needs of the people who work for and join
us by establishing a Department of Human Resources Development & Opportunities
within the Administrative Headquarters. What is important to people when deciding on
their next career steps in these times of high mobility and flexibility? This is precise-
ly the question that serves as a starting point for our experts, to whom you will be
introduced in the following pages. In response, they have developed a broad spectrum
of core services that complement the opportunities offered by the various Institutes.
They provide advice and support for the Institutes and their employees with regard
to topics such as dual careers, onboarding or integration as well as development
opportunities and family-friendly working, and facilitate access to these services.
This brochure sets out the details with references to the respective target group and
practical application. It presents the individual opportunities at the Max Planck Society,
from your initial employment, through the period of employment, to leaving the MPG,
no matter what career level or area you are or will be working in.
We would like to wish all new employees a successful start at the MPG. The purpose
of this guide is to provide important information to help you develop your career, tips
and networking opportunities, both for you, as well as for those who have already been
with the Max Planck Society for some time.
Yours sincerely,
Martin Stratmann and Rüdiger Willems
ICNOH
IN HNA
ATLT
ENTS
LT
66 Navigating this
Orientierung
Orientierung in brochure
in der
der 16
10
10 Welcome
Attract & Onboard
Attract && Recruit
Recruit 54
54 Networking
Arbeit im
Arbeit – ––
im Netz
Netz 62
62 Contacts
Kontakt
Kontakt
Broschüre
Broschüre Collaborations
Kooperationen&&&Partnerships
Kooperationen
8 Our mission 26
16
16 Develop
Welcome
Welcome &&&
Retain
Onboard
Onboard 66
66 Imprint
Impressum
Impressum
Partnerschaften
Partnerschaften
88 Unser Auftrag
Unser Auftrag 60 MPG Career Networks –
10 Attract & Recruit 46
26
26 Navigate
Develop &&&Retain
Develop Transfer
Retain 60
60 Karrierenetzwerke
Karrierenetzwerke
an Overview
der MPG
der MPG imim Überblick
Überblick
46
46 Navigate && Transfer
Navigate Transfer
1 ATTRACT & RECRUIT
p.
S.10
S.
Mit
to
10
The Max Planck
Mitaktivem
aktivem
willuse
will dieactive
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SocietyBranding
Employer
Employer intends
Branding
employer branding
Max-Planck-Gesellschaft
Max-Planck-Gesellschaft
2 WELCOME & ONBOARD
p.
S.16
S.
In
16
Inder
Theder
Max
arbeiten
Max-Planck-Gesellschaft
Planck Society employs
Max-Planck-Gesellschaft
arbeiten23,800
around rund23.800
rund 23.800 Menschen
people Menschen
from all over
3 DEVELOP & RETAIN
p.
S.26
S. 26
Erfolgreichecareers
Successful
Erfolgreiche
sinddemanding,
and
sind
Karriereverläufe
are diverse
Karriereverläufe
vielfältigund
vielfältig und anspruchsvoll.
which is why
anspruchsvoll.
4 NAVIGATE & TRANSFER
p.
S.46
S.
Als
46
Alsthe
As
Max
sind
Keimzelle
Keimzelle
sinddie
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hub of science,
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the
dieMax-Planck-Institute
Planck Max-Planck-Institute
Institutes are charac- von
von
to target
gezielt
gezielt the
die
die world’s best
weltweit
weltweit bestenminds
besten Köpfein
Köpfe ausworld.
the
aus allerWelt.
aller Welt. Damitdiese
We provide
Damit diesecareer
dual sich
sich Daher
the
DaherMPG bietet
bietet dieMPG
provides
die MPG fach-und
specialist
fach- und
and ständiger
terized
ständiger Erneuerung
by Erneuerung
constant geprägt
renewal,
geprägt just––
science.
inder
in We rely on data
derWissenschaft
Wissenschaft mining
ansprechen.
ansprechen. schnelleinleben
services,
schnell einleben undinihr
assistance
und ihr Potenzial
finding
Potenzial zielgruppenspezifische
target group-specific support
zielgruppenspezifische Förder-
Förder- sowie
as
so wiesich
their sich auchdie
employees
auch die Mitarbei-
must develop
Mitarbei-
and
Zur career
ZurGewinnung tracking,
Gewinnung neuermake
neuer use of
herausra-
herausra- entfaltenkönnen,
entfalten können,and
accommodation erleichtert
childcare,
erleichtert die
as
die programmean
programmes
programme an sowie
assowie
well asbedarfs-
career
bedarfs- ter*innenkontinuierlich
continuously.
ter*innen kontinuierlich weiter-
The MPG supports
weiter-
existing
gender contacts
genderTalente
Talente and sie
setzt
setzt support
sieauf the
aufData
Data MPGas
well
MPG neuen
neuen Mitarbeiter*innen
a structured onboarding
Mitarbeiter*innen gerechteKarriereentwicklung
development
gerechte Karriereentwicklung für
paths tailored to für entwickeln
their transfer
entwickeln müssen.
müssen. DieMPG
within academia
Die MPGas
expansion
Miningund
Mining undofCareer
scouting
Career processes
Tracking,
Tracking, undderen
und derenFamilien
programme Familien dasemploy-
to help new
das Ankom-
Ankom- Mitarbeiter*innen
the needs of employees
Mitarbeiter*innen unterdem
unter dem
in Dach
theDach unterstützt
well
unterstützt sowohl
as into sowohl
other derenTransfer
deren Transfer
professional
to attract
nutzt
nutzt outstanding
vorhandene
vorhandene new talent.
Kontakte
Kontakte und
und menand
ees
men mittheir
mit Dualfamilies
Dual CareerServices,
Career Services,
to settle in derPlanck
form
der Planck Academy
of courses,
Academy mitKursen,
coaching
mit Kursen,
and fiinnerhalb
elds through
innerhalb derAcademia
der Academia alsauch
courses, career
als auch
fairs
unterstütztden
unterstützt denAusbau
Ausbauder der Hilfestellung
quickly
Hilfestellung beider
and realize
bei der Wohnungs-
their potential.
Wohnungs- Coachingsunder
mentoring
Coachings undMentoring-Ange-
und Mentoring-Ange-
the aegis of the inandere
and
in andere Berufsfelder
collaborations
Berufsfelder über
withüber Kurse,
industry
Kurse,
Scouting-Prozesse.
Scouting-Prozesse. sucheund
suche undKinderbetreuung
Kinderbetreuungsowie sowie boten.MPG-eigene
Planck
boten. MPG-eigene
Academy. The wissenschaft-
MPG’s own
wissenschaft- Karrieremessen,
and universities. We
Karrieremessen, Industrie-
ensureund
Industrie- und
the
künftigmit
künftig miteinem
einemstrukturierten
strukturierten licheNetzwerke
liche Netzwerke
scientifi c networks und
undandPreise
awards
Preise geben
geben Hochschulkooperationen.
effective and sustainable promo-
Hochschulkooperationen. Die
Die
Onboarding-Programm.
Onboarding-Programm. Leistungsträger*innen
provide
Leistungsträger*innen zusätzliche
additional incentives for
zusätzliche aktive
tion
aktive Kontaktpflege
ofKontaktpflege
talent by keeping mitinAlumni
mit Alumni
contact
Anreize.
top performers.
Anreize. sowie
with
sowie Career
alumni
Career andTracking-Maßnah-
career tracking
Tracking-Maßnah-
mensichern
sicherndie
measures.
men diewirksame
wirksameund und
nachhaltigeTalentförderung.
nachhaltige Talentförderung.
NAVIGATING THIS
BROCHURE
Navigating this brochure
The needs of top talent are manifold: the one is planning a research stay abroad
and needs support with a visa application, the other needs to get to grips with
his or her doctoral thesis after graduating from university, whilst another needs
childcare facilities during a business trip. To help you navigate the many services
on offer, each of them is categorized under one of four phases: Attract & Recruit,
Welcome & Onboarding, Develop & Retain and Navigate & Transfer. Each of the
four phases has a different colour strip to be found on the right side of the bro-
chure. The corresponding diagram is on pages 8 and 9.
Each service is also indicated by specific symbols which represent the respective
target group, as each requires a different form of support. So use the four phases
as an aid to orientation, then look for the symbol that corresponds to you. This
will give you a quick overview of services and opportunities with content that is
relevant to you.
Are you interested in a specific service or programme and would like to find out
more? In addition to the services described in each chapter, you will find a list of
contacts who will be happy to assist you.
An environment for the best talents requires a highly
responsive human resources policy and an excellent
service infrastructure. We aim to acquire deep under SCIENTIFIC DIRECTORS (W3)
standing of the needs of our researchers and to
jointly develop support services and motivational (MAX PLANCK) RESEARCH GROUP LEADERS (W2)
development programmes. With this in mind, our task
is to promote solidarity and responsibility among all
GROUP LEADERS
of our skilled researchers with and for one another in
order to strengthen the Max Planck family.
POSTDOCS
DOCTORAL RESEARCHERS
KERSTIN DÜBNER-GEE
HEAD OF DEPARTMENT
RESEARCH MANAGEMENT AND ADMINISTRATIVE/TECHNICAL SUPPORT
OF HUMAN RESOURCES DEVELOPMENT & OPPORTUNITIES
EXTERNAL RESEARCHERS
6 M A X P L A N C K TA L E N T C O M PA N I O N 7
OUR MISSION
Excellent minds for science,
business and society
Attracting, developing
Our mission: Services & Support – during every career and promoting talent with
to focus on people phase at the Max Planck Society the best prospects
1 2
• The recruitment and promotion of excellent The professional focus and personal devel-
minds requires facilitating attractive working opment of researchers are inextricably
conditions and individual career paths. Our Talent Scouting Onboarding & Events linked within their careers. This can be seen
human resources development services in the internationally established qualifica-
Career Tracking Dual Career Services
provide all Max Planck Society employees tion levels, which go hand in hand with the
with the opportunity to acquire the requisite Personalized Recruiting Welcome Services acquisition of scientific competence, from
skills, not only with a focus on their specific doctoral researchers to postdocs and group
subject, but also on personal development. Employer Branding (International) Childcare & leaders to scientific leaders, and mark the
Schools, Housing ascending career stages at the same time.
• A key component for innovation and com- In the future, employees in the non-scien-
petitiveness, and the creation of opportuni- tific field will be able to take advantage of
ties for exchange and collaboration within funding opportunities geared towards a man-
the Max Planck Society, are strong net- agement position or specialist level qualifi-
works with our alumni, research partners cation. Staff exchanges between Institutes
and industry. and the Administrative Headquarters Depart-
ment will also be quicker and easier in the
• The Max Planck Society systematically ATTRACT WELCOME future. The Max Planck Society provides all
places people at the centre. Right at the employees with excellent opportunities for
top of the agenda for organization-specific & & successful career development. Our portfolio
human resourcess is, therefore, the cre- of support options includes everything from
ation of value-oriented collaboration. The
RECRUIT ONBOARD recruiting employees to spending time with
Max Planck Society exemplifies these values the Max Planck Society to transfers to the
and they are embedded in our services. fields of science, industry and others. These
opportunities are specifically tailored to the
various target groups and career levels –
after all, the support requirements of doctoral
researchers differ from those of clerical staff,
IT experts or prospective professors. They
supplement the human resources develop-
ment measures at the Institutes and undergo
continuous development.
Networks:
Alumni, Companies
Industry Track 4 3 Planck Academy:
Training, Coaching, Mentoring
Leadership Development
Career Tracking Career Tracks, Guidelines
Advisory Services Workplace Health
NAVIGATE DEVELOP
Management
& &
TRANSFER RETAIN
8 M A X P L A N C K TA L E N T C O M PA N I O N 9
ATT
AT RA
TR CT
AC &R
T& CR
REEC T
UIIT
RU
AT TRACT & RECRUIT
Keine Frage:
There Es sind die
is no question Mitarbeiter*innen,
about it: employees are diethe
eine Forschungs-
heartbeat of
einrichtung
research wie die Max-Planck-Gesellschaft
institutions such as the Max Planck beleben und help
Society and ihr zum
Erfolgtoverhelfen.
them succeed.Schließlich
After all, it sind
is thesie es, die diewho
employees drängenden
solve press-For-
schungsfragen
ing lösen, unvermutete
research questions, Zusammenhänge
identify unexpected connectionsentdecken
and
und neuartige Ideen und Ansätze entwickeln. Exzellenz
develop new ideas and approaches. At the same time, excellence in der
Wissenschaft
in setzt on
science is reliant gleichzeitig
excellent exzellente
support staff.Mitarbeiter*innen
Going forward,im
Supportbereich voraus. Mit einer maßgeschneiderten
the MPG intends to remain an attractive employer for experts Angebots- in
struktur für die Persönlichkeits-
administration, science management, und Karriereentwicklung
IT and technology and sowie to
neuen Services
strengthen theirzur besseren Vereinbarkeit
development von Beruf
through tailor-made und Familie
opportunities
willpersonal
for die MPG and künftig auch
career für Fachexpert*innen
development as well as in Verwaltung,
new services to
Wissenschaftsmanagement, IT und Technik
improve the reconciliation of career and family life. eine attraktive Arbeit-
geberin sein und diese stärker an sich binden.
The Max Planck Society aims to target the world’s best scientific
Mit einem
minds and aktiven
boost itsEmployer Branding
international willas
appeal dieanMax-Planck-
employer through
Gesellschaft gezielt die weltweit besten
active employer branding. The diversity found at the Köpfe in der MPG,
Wissen- oppor-
schaft ansprechen
tunities for individualund ihre internationale
development and theStrahlkraft
MPG communityals Arbeit-
are
geberin stärken. Die Diversität der MPG, die Möglichkeiten
all important aspects of the working environment that make the zur
individuellen
MPG so unique.Entfaltung und die MPG-Community sind wichtige
Bestandteile des Arbeitsumfelds, das die MPG so einzigartig macht.
The Max Planck Society uses data mining and career tracking,
Was die existing
exploits Gewinnung neuer and
contacts herausragender Talente angeht,
favours the expansion so
of scouting
setzt die Max-Planck-Gesellschaft
processes to attract outstanding new auf talent.
Data Mining und Career
Tracking, nutzt vorhandene Kontakte und unterstützt den Ausbau
dercourse,
Of Scouting-Prozesse.
we continuously optimize our funding programmes
and are committed to excellence, diversity and internationality,
Selbstverständlich
which is reflected in optimiert die Max-Planck-Gesellschaft
our presence at globally prestigious ihre careerFör-
derprogramme laufend.
fairs and other events. Ihr Bestreben um Exzellenz, Diversität und
Internationalität signalisiert sie nach außen unter anderem durch
Präsenz bei weltweit renommierten Karriereveranstaltungen.
M AMXA P
X -LPALNACNKC T
KA- TLAELNETN C
TOBE
MGPLAENI T
I OEN
R 11
ATTRACT & RECRUIT
AT T R A C T & R E C R U I T
Support & Services
Meeting with Nobel Prize Laureates –
International Career Events The MPG’s Lindau Post-Event
Postdocs The Max Planck Society has been using international career fairs to attract moti- The Lindau Nobel Prize Laureate Conference annually brings together 30 to 40 Postdocs
vated and high-performing international junior scientists for several years now. Nobel Prize Laureates with around 600 excellent young scientists from all over
So far, the focus of our public relations and outreach has been on the research the world including students, doctoral researchers and postdoctoral researchers.
Doctoral Researchers profile and the career opportunities associated with it. The Department of Human The objective of this event is to promote the exchange between researchers from Doctoral Researchers
Resources Development & Opportunities is expanding these in collaboration with different generations, cultures and disciplines and to facilitate the exchange of
the Research Policy & External Relations Department to include opportunities and ideas and the discussion of topics of global importance.
External Researchers
services from the emerging Planck Academy and other services, for example, in
connection with family services, welcome, integration and dual career support. The Max Planck Society supports this event and makes it possible for the best
doctoral researchers and postdocs to take part. Following the get-together in
Lindau, we also offer around 25 selected participants an exclusive insight into the
Anne Grewlich-Gercke Max Planck research environment in the MPG Post-Lindau Event: interested young
+49 89 21081803 scientists can apply in advance to visit a Max Planck Institute of their choice. Suc-
anne.grewlichgercke@gv.mpg.de cessful applicants receive a travel grant and are invited to spend two days at the
Max Planck Society’s Administrative Headquarters Department in Munich, fol-
lowed by two days at the Institute of their choice. There they can collaborate with
a working group and introduce themselves and their own research, for example,
in a poster presentation, a seminar or a brief scientific discussion. This helps to
establish lasting contacts between Max Planck Institutes and outstanding young
researchers.
Dr. Christiane Haupt
+49 89 21081469
christiane.haupt@gv.mpg.de
12 M A X P L A N C K TA L E N T C O M PA N I O N 13
ATTRACT & RECRUIT
AT T R A C T & R E C R U I T
Sabbatical Award
External Researchers The Sabbatical Award is presented to established scientists who are planning
a research stay at a Max Planck Institute and have previously been identified
as potential candidates for a position as a Director. The award winner usually
receives a research grant to carry out a research project at a Max Planck Institute
comprising additional material and personnel resources.
Dr. Christian Erlacher
+49 89 21081322
christian.erlacher@gv.mpg.de
Expansion of recruitment and retention
Talent Scouting
measures for research management and
support staff
In order to ensure that vacancies for executive positions at Max Planck Institutes Scientific Directors
(W3)
are filled with the most excellent individuals, active support is being provided in
Research Management Excellence in science also requires excellent support staff. The HR Development the identification and recruitment process. Talent Scouting therefore focuses on (Max Planck) Research
and administrative/ Group Leaders (W2)
& Opportunities Department develops career paths and hr development meas- identifying outstanding researchers from all disciplines and career levels. Inno-
technical support
ures to attract and retain these experts to the MPG. This includes the enhance- vative scientific publications presented in scientific journals or at conferences,
ment of non-monetary MPG services for the specific target groups in addition to honours and awards, or significant work at the interface between science and Group Leaders
qualification programmes for MPG-specific functions. The Department of Human society are just a few of the sources on which the proactive and systematic iden-
Resources Development & Opportunities provides this within the Planck Academy tification of top researchers is based.
Postdocs
to internal and external target groups with the goal of complementing and sup-
porting the Institutes and their activities in this area. The objective is to identify the brightest minds and give them the opportunity
to carry out long-term research at the Max Planck Society by tackling ground-
External Researchers
breaking scientific issues.
Gunther Löfflmann Berrin Tezcan
+49 89 21081820 +49 89 21081190
gunther.loefflmann@gv.mpg.de berrin.tezcan@gv.mpg.de
Caroline Hein
+49 89 21081809
caroline.hein@gv.mpg.de
14 M A X P L A N C K TA L E N T C O M PA N I O N 15
WELCOME & ONBOARD
Die
TheMaxPlanckGesellschaft
Max Planck Society is a place ist einofOrt der Vielfalt:
diversity: SomeIn23,800
den 86
W E LC O M E & O N B O A R D
Instituten
employeesund from Einrichtungen im In-are
all over the world und Ausland
working in arbeiten rund
our 86 Institutes
23.800 Mitarbeiter*innen
and facilities in Germany and aus aller Welt.
abroad. ToDamit
ensurediese
that ihre
theyIdeen
can
und Potenziale
develop their ideasfrei entfalten können,
and potential ist es
without wichtig,itdass
restraint, sie gut
is impor-
in derthat
tant MPG ankommen,
their start at thesich
MPGschnell
is as zurechtfinden und sich
smooth as possible, als
that
Teil
theyder Max-Planck-Community
quickly sehen. Um
find their feet and consider dies insbesondere
themselves part of the
Forschenden aus dem Ausland
Max Planck community. zu ermöglichen,
To facilitate this, many ofhaben viele
our Institutes
Institute International
have established Offices und
International Welcome
Offices CentersCentres,
and Welcome etabliert.
Einige haben
adressing sich researchers
foreign in Dual-Career-Fragen
in particular.regional
Somemit haveanderen
estab-
Organisationen vernetzt. with other organizations to deal with
lished regional networks
dual-career issues.
Künftig sollen neue Mitarbeiter*innen bereits vor ihrem Arbeits-
beginn von
In future, einem
new strukturierten
employees Onboarding
will benefit profitiereninduction
from structured – derzeit
erarbeitet
programmes die even
Abteilung
beforePersonalentwicklung
they start work here:&the Chancen ein ent-
Department of
sprechendes
Human Resources Programm, das die &
Development Arbeit an den Instituten
Opportunities ergänzt.
is currently de-
Auf dieseaWeise
veloping soll die Integration
corresponding programme schneller und einfacher
to complement workgelin-
being
gen. So out
carried können neue
at the Mitarbeiter*innen
various Institutes. This beispielsweise
should makeimintegration
Rahmen
themenspezifischer
faster and easier. ForEinführungsveranstaltungen
example, new employees can diefamiliarize
Max-Planck-
Gesellschaft
themselves with als Arbeitgeberin
the Max Planck kennenlernen,
Society as an sich durch E-Lear-
employer at intro-
ning-Angebote
ductory events mit relevanten
on specific Informationen
subjects, wie ihren
learn relevant Rechten
information,
und
suchPflichten
as their auseinandersetzen
rights and obligations, und through
Sicherheit in ihren jeweiligen
e-learning and gain
beruflichen
confidence Rollen
in theirgewinnen.
respective professional roles.
Das Stellenangebot
The job may well soundklingt verlockend
tempting, but–how
doch canwie
onesoll man diepro-
reconcile
beruflichen Anforderungen
fessional obligations mit dem family
with everyday Familienalltag
life? TheinMax Einklang
Planck
bringen? Die Max-Planck-Gesellschaft
Society makes it easier for new employeeserleichtert neuen
and their Mitarbei-
families get
ter*innen
settled at das Ankommenresearch
the respective mit der Familie
locationam jeweiligen
or in the new Wissen-
country.
schaftsstandort
For example, theoder auchinim
Institute neuen Land.
question Zum Beispiel
will provide supportunter-
in the
stützt
searchdasfor jeweilige
childcareInstitut bei der Suche
and (international) nach Kinderbetreuung
schools. Information and
und (internationalen)
advice Schulen.
are usually available Informationen
at the und Beratung sind
time of application.
in der Regel bereits ab dem Zeitpunkt der Bewerbung verfügbar.
MXA X
MA P -LPALNACNKC K
T -ATLAELNETN T
CBO EMGPLAENI TI O
ENR 17
WELCOME & ONBOARD
Support & Services
Welcome & Integration Dual Career
All employees How do you get the required visa quickly? How does one go about securing residence Being invited to work at a Max Planck Institute sounds promising and is an attrac- Scientific Directors
W E LC O M E & O N B O A R D
(W3)
permits for family members? Numerous questions need to be clarified whenever inter- tive career step for many, but what about the partner whose current job is too
national researchers take up a new position or are appointed to management roles. far away for a normal family life? The Max Planck Society offers assistance in
They need somewhere to live, and may have to find childcare facilities or (international) this regard: we can often offer jobs for the partners of newly appointed Direc-
schools. tors or, under certain conditions, offer them additional financial support through
numerous collaboration networks. Or else we can identify suitable job offers on
The majority of the Max Planck Institutes support new employees with these chal- the open employment market. At some locations, we even offer a professional
lenges, either through an International Office or a contact person with the relevant dual-career consultancy service via collaborating organizations and also address
experience. They provide important information well in advance of the relocation and, other target groups within the respective Max Planck Institute.
above all, provide support for foreign employees during their start-up phase. They also
provide assistance with opening bank accounts, taking out insurance policies and
filling out official forms. The researchers in question can usually use these help ser- Marlar Kin
vices on an ongoing basis, even after the relocation has been completed. Increasingly, +49 89 21081757
the Institutes are also providing long-term integration services, including events and marlar.kin@gv.mpg.de
networking activities with other internationals within the Max Planck family and in the
region. Our Administrative Headquarters Department supports these on-site services
provided by the individual Institutes in terms of networking among themselves and
with other organizations. It also provides newly arrived researchers with a centralized
source of information relating to the work of the International Offices and immigration
as well as living and working in Germany.
Marlar Kin
+49 89 21081757
marlar.kin@gv.mpg.de
18 M A X P L A N C K TA L E N T C O M PA N I O N 19WELCOME & ONBOARD
Onboarding
(Max Planck) Research STRUCTURED ONBOARDING FOR SCIENTIFIC LEADERS
Group Leaders (W2)
Leading a research group or an entire Institute is no easy task. The MPG is cur- STRUCTURED ONBOARDING FOR DOCTORAL RESEARCHERS Doctoral Researchers
Scientific Directors rently embarking to facilitate the start for Research Group Leaders and Direc- Initially the adjustment for doctoral researchers is huge: whereas they had
(W3) tors and support their activities in terms of leadership challenges within the become accustomed to everyday university life, now they suddenly have to nav-
W E LC O M E & O N B O A R D
framework of a structured onboarding system as part of the Max Planck Leaders igate a Max Planck Institute as junior scientists and initiate their own research
Programme. Interested researchers will have an initial interview with Human project. In addition, more than half of all doctoral researchers come from abroad
Resource Development & Opportunities Department staff during which they will and have to deal with a different language and culture. The Max Planck Society
identify their own specific requirements and plan their individual onboarding pro- supports new doctoral researchers through structured doctoral programmes
gramme. Welcome open days and seminars for Managing Directors are addi- and numerous services from the Planck Academy, such as face-to-face and
tional building blocks in this process. The researchers learn more about leader- online seminars and individual services provided by the Institutes. Regional and
ship responsibility and other managerial topics, as well as Institute management supra-regional welcome events also facilate the exchange of ideas, strengthen the
and logistical issues in various workshops. The Max Planck Society also offers affiliation to the Max Planck family and help get careers off to a good start.
German language and regional studies courses for foreign Research Group
Leaders and Directors.
Dr. Christiane Haupt (interim) Annegret Lorf
+49 89 21081469 +49 89 21081216
Dr. Katharina Haas christiane.haupt@gv.mpg.de annegret.lorf@gv.mpg.de
+49 89 21081801
katharina.haas@gv.mpg.de
STRUCTURED ONBOARDING FOR ADMINISTRATION, Research Management
and administrative/
RESEARCH MANAGEMENT, IT AND TECHNOLOGY
technical support
Postdocs STRUCTURED ONBOARDING FOR POSTDOCS Right from the start, the Max Planck Society attaches great importance to pro-
The postdoctoral phase is about orientation and leads to a decision-making point: moting the enthusiasm and motivation of our employees as well as a good
to establish a long-term career in science, one has to achieve visible success in working atmosphere. This also applies to the science-support areas such as
one’s own field of research within a few years. Our online starter package bundles administration, research management, libraries, IT and technology, because excel-
relevant information and is intended to help scientists get off to a good start in lence in science would not be possible without the commitment of the relevant
this new career phase. What do I need to bear in mind for a successful postdoc staff members from all science-support sections.
phase? What support can I count on? The Planck Academy plans live and online
seminars as well as welcome events for this target group. With central elements within the Planck Academy, the Department of Human
Resources Development & Opportunities focuses in particular on support struc-
tures, such as the introductory event and guidelines for new employees and their
Dr. Christiane Haupt superiors, that strengthen affiliation with the Max Planck Society, communicate
+49 89 21081469 its values and facilitate closer networking. Its aim is to support all new employees
christiane.haupt@gv.mpg.de and their managers in their successful entry into their new area of responsibility.
Caroline Hein Gunther Löfflmann
+49 89 21081809 +49 89 21081820
caroline.hein@gv.mpg.de gunther.loefflmann@gv.mpg.de
Tanja Neumann
+49 89 21081813
tanja.neumann@gv.mpg.de
20 M A X P L A N C K TA L E N T C O M PA N I O N 21WELCOME & ONBOARD
Services and benefits
for employees with children
Scientific Directors THE FAMILY OFFICE COLLABORATIONS WITH CHILDCARE INSTITUTIONS All employees
(W3)
The competitive pressures of leading international cutting-edge research and It is often difficult to find a nursery or kindergarten place, but without one, working
Research Management the associated decisions for individual careers present researchers with a range life can be a logistical nightmare day out. This is why the Max Planck Institutes
and administrative/ of specific challenges. How can these demands be combined with family life? have entered into collaboration agreements with external day-care centres, which
W E LC O M E & O N B O A R D
technical support
The Max Planck Society attaches great importance to family friendliness and guarantee them a certain number of places. What this means for employees and
provides a wide range of services to facilitate the challenging balance between scholarship holders of the Max Planck Society is that they can often find a suit-
career and family. The Institute Administration teams are a first point of contact able childcare place through their respective Institutes. The Administrations of the
for all our staff members. The administration teams refer fundamental questions Institutes receive advice and support from the Family Office in all matters relating
and difficult cases to the central Family Office in the Administrative Headquar- to the conclusion of collaboration agreements.
ters Department. The Family Office deals with all legal, strategic and concep-
tual issues relating to the reconciliation of career and family life. It also provides
regular training courses for the Institute Administration services on specific Susanna Münich-Rieger
issues relating to these topics. These can also be held at the respective Institute +49 89 21081915
locations if necessary and upon request by the respective Institute Administration susanna.muenichrieger@gv.mpg.de
services.
Susanna Münich-Rieger Sabine Neitzel
+49 89 21081915 +49 89 21081518 REIMBURSEMENT OF ADDITIONAL CHILDCARE AND LONG-TERM All employees
susanna.muenichrieger@gv.mpg.de sabine.neitzel@gv.mpg.de CARE COSTS FOR BUSINESS AND TRAINING TRIPS
The usual support provision is often inadequate during business trips, which results
Britta Schluttenhofer (for Administrative Headquarters) in additional expenses for parents or relatives. Employees with a TVöD employment
+49 89 21082472 contract have been benefiting from an extended reimbursement scheme for additional
britta.schluttenhofer@gv.mpg.de childcare costs incurred as a result of business trips since 2017. The Administration
Departments of the various Institutes can ask the Family Office for support with ques-
tions of interpretation.
All employees CHILDCARE (UP TO 14 YEARS) AND ELDERCARE VIA A FAMILY SER- Sabine Neitzel
VICES PROVIDER +49 89 21081518
A conference has been scheduled, but who will take care of the child during this sabine.neitzel@gv.mpg.de
time? Who can best take care of the child during school holidays? And where to
find long-term childcare? The Max Planck Society has a framework agreement
with a family services company, which finds caregivers, such as babysitters,
au-pairs, holiday or short-term emergency careworkers, for children up to the age
of 14. Support with nursing advice and care is also provided. The Academy is also
offered free of charge and can be accessed via "https:// www.familienservice.
de/veranstaltungen". This service is available to all MPG employees and scholar-
ship holders and can be reached via a central hotline number or via the provider’s
service portal. The relevant certificate of eligibility and other information are avail-
able from the respective Institute Administration.
Sabine Neitzel
+49 89 21081518
sabine.neitzel@gv.mpg.de
22 M A X P L A N C K TA L E N T C O M PA N I O N 23WELCOME & ONBOARD
Postdocs THE “TODDLER SUPPORT” PILOT PROJECT PARENT-CHILD ROOM All employees
Launching a career and raising children at the same time: these two significant tasks Under certain conditions, the Max Planck Institutes can arrange parent-child rooms
often coincide for many researchers. However, quickly returning to work can be crucial and kids’ rooms for all children of affiliated faculty and staff. The Family Office pro-
Doctoral Researchers in highly competitive work environments such as the world of science. Childcare vides legal support to the various Institute Administrations to implement this service at
services are often needed as of the third month of the child’s life. The problem is, the local level.
however, that usually childcare is extremely expensive. The Max Planck Society and
Research Management
and administrative/ the Max Planck Foundation are, therefore, funding childcare services for toddlers
W E LC O M E & O N B O A R D
technical support upon application. Since this is a pilot project, its final duration has been left open. It is Sabine Neitzel
therefore provisionally limited to a specific group of entitled persons (doctoral students +49 89 21081518
as well as postdocs with an employment contract governed by the Collective Wage sabine.neitzel@gv.mpg.de
Agreement for the Civil Service (TVöD).
Sabine Neitzel Susanna Münich-Rieger
+49 89 21081518 +49 89 21081915 ADVICE ON MATERNITY PROTECTION AND PATERNITY LEAVE Research Management
sabine.neitzel@gv.mpg.de susanna.muenichrieger@gv.mpg.de Questions often arise about maternity protection and paternity leave, not only among and administrative/
technical support
(expectant) parents, but also within the Institutes. The Family Office provides infor- (Institute managers)
mation and advice to the Institute Administrations with regard to legal issues and
regulations as well as support with the implementation of legal solutions.
Susanna Münich-Rieger
+49 89 21081915
susanna.muenichrieger@gv.mpg.de
INTERNATIONAL FAMILY SERVICES Scientific Directors
It is usually even more difficult to find suitable care services and schools for young (W3)
people in a foreign country. The Max Planck Society is currently looking into options (Max Planck) Research
for collaborations with universities, other scientific organizations and schools with an Group Leaders (W2)
international orientation or interest, which may make it easier for foreign employees to
find suitable openings, consolidate the Max Planck Society’s international family policy Group Leaders
and make the economic and scientific conurbations even more attractive to interna-
tional applicants.
Postdocs
Sabine Neitzel Marlar Kin
Doctoral Researchers
+49 89 21081518 +49 89 21081757
sabine.neitzel@gv.mpg.de marlar.kin@gv.mpg.de
Susanna Münich-Rieger
+49 89 21081915
susanna.muenichrieger@gv.mpg.de
24 M A X P L A N C K TA L E N T C O M PA N I O N 25DEVELOP &&RETAIN
DEVELOP RE TAIN
Successful
In careers insind
der Wissenschaft science are generally
erfolgreiche diverse andvielfältig
Karriereverläufe challeng-
ing: following
und graduation,
anspruchsvoll: Nach dem manyStudienabschluss
graduates opt forentscheiden
a doctorate,
then viele
sich possibly for a postdoctoral
Absolvent*innen für eineposition,
Promotion, and sometimes
dann eventuell climb
the eine
für career ladder to a professorship
Postdoc-Stelle, mitunter erklimmenor directorship. Others use
sie die Karriereleiter
theirzuscientific
bis expertise
einer Professur to pursue
oder zum/zura Direktor*in.
career in industryAndereorwieder-
some
other
um professional
nutzen field. The Max Planck
ihre wissenschaftliche Expertise, Society
um eineprovides support
Laufbahn
throughout
in all these
der Industrie developmental
oder einem anderen stages.
Berufsfeld einzuschlagen.
Die Max-Planck-Gesellschaft bietet bei all diesen Entwicklungs-
IndividualUnterstützung
schritten career development an. is based on the various steps
along the career track as well as the associated support struc-
tures.
Die For doctoral
individuelle candidates, the main
Karriereentwicklung challenge
orientiert sich aninitially is to
den einzel-
acquire
nen the auf
Stufen subject-specific
der Karriereleiterskillsund
anddemmethods
damit for the doctorate
einhergehenden
and, at aSo
Bedarf. more
gehtadvanced stage, to focus
es für Promovierende voron possible
allem darum, career
anfangspaths
within
das and outside
notwendige of academia. This
Handwerkszeug individual
für die Promotion learning and
zu erwerben
development
und sich dannprocess takesVerlauf
im weiteren place, for instance,
über mögliche in various courses,
Karrierewege
at career fairs
innerhalb or within the
und außerhalb derframework
Wissenschaft of collaborations
zu informieren. with
D E V E LO P & R E TA I N
industry and
Letzteres universities.
geschieht beispielsweise in Kursen, auf Karrieremessen
oder im Rahmen von Industrie- und Hochschulkooperationen.
Postdocs initially pursue an academic career following their doc-
torates. However, other
Postdoktorand*innen than professorships,
verfolgen über die Promotion the academic
hinaus world
offers feweine
zunächst alternatives. It is, therefore,
wissenschaftliche important to
Berufslaufbahn. pointeiner
Neben out
potential career
Professur bietet paths, other than a
die akademische professorship,
Welt at the begin-
jedoch nur wenige Alter-
ning of this
nativen. Dahercareer phase
ist es that may
zu Beginn dieserleadKarrierephase
to success. This is why
wichtig, für
the Max
den Planck
weiteren Society
Erfolg nebensupports further auch
der Professur academic
andere development
mögliche
and strives to
Berufswege identify attractive
aufzuzeigen. perspectives beyond the
Die Max-Planck-Gesellschaft field of
unter-
science.
stützt daher sowohl die angestrebte Weiterentwicklung in der
Academia als auch die Identifizierung attraktiver Perspektiven
The Max Planck
außerhalb Society offers employees in the field of research
der Wissenschaft.
both support for professional development and opportunities for
promotion
Für within their
Mitarbeiter*innen imown ranks.
wissenschaftsstützenden Bereich bietet die
Max-Planck-Gesellschaft sowohl Förderung in der fachlichen Ent-
wicklung als auch Aufstiegschancen innerhalb der eigenen Reihen.
MM
A XA XP-LPALNACNKC K
T -ATLAELNETN T
C BOEMGPLAENI TI O
ENR 27DEVELOP & RETAIN
Diversity-friendly Support & Services
career progression –
Talent, Gender & Diversity Centralized support and advice for the
Max Planck Institutes
All employees Teams of people from different backgrounds achieve better results and more innova- Young researchers shape the future of their chosen field and the further development Group Leaders
tive solutions. Even beyond a given working group, the workplace and the institution of a scientific working group. Junior sientists at the Max Planck Society also make
as a whole benefit from staff diversity, diverse ideas, approaches and points of view. a significant contribution to the research output of the various Institutes and form a
However, diverse teams present more of a challenge to group leaders, as each group large group of scientific staff members. An important objective within the Max Planck Postdocs
member has different needs and personality traits. The leaders must also successfully Society is therefore to optimize the promotion of talented junior scientists at the indi-
act together despite their diversity, vidual career levels.
Doctoral Researchers
The Max Planck Society takes a holistic view of diversity and supports structures in This promotion of junior scientists is based on numerous internal provisions and
Research Management
which all staff members can develop their full potential, regardless of gender, religion, guidelines, of both a legal and administerial law-related nature. A support service team
and administrative/
age, ethnicity, disability, sexual orientation, identity or socio-economic background. Yet for questions related to early-stage researchers within the Department of Human technical support
the MPG does not limit itself to individual approaches to promote various talents with Resources Development & Opportunities advises all Institutes when relevant questions (Institute Directors)
all their diversity. Instead, diversity and equal opportunities are incorporated as core arise in connection with young researchers, be it in relation to day-to-day business or
elements in all measures and fields of activity throughout the MPG human resources structural questions.
development programmes. This means that the Max Planck Society provides aware-
ness-raising measures and training that support both diversity and more transparent The MPG has established specific MPG-wide guidelines for doctoral candidates and
career paths. The focus in this context is on the skills and successful interaction postdocs, which the Institutes are required to take account of. There are also regula-
between various talented individuals and minorities to promote cultural change for tions for scholarships to promote guest stays by international young researchers as
diversity-based personnel development. well as for interns and graduate assistants at the start of their scientific training. Spe-
D E V E LO P & R E TA I N
cific questions, such as those that may arise in the International Max Planck Research
Schools (IMPRS) or the Max Planck Schools’ structured doctoral programmes, are also
Frauke Logermann clarified by the Department of Human Resources Development & Opportunities in the
+49 89 21081576 context of Institute consultations.
frauke.logermann@gv.mpg.de
Britta Schluttenhofer Annegret Lorf
+49 89 21082472 +49 89 21081216
britta.schluttenhofer@gv.mpg.de annegret.lorf@gv.mpg.de
28 M A X P L A N C K TA L E N T C O M PA N I O N 29DEVELOP & RETAIN
Structured funding programmes
As an institution-wide standard which corresponds to the aspirations of the MAX PLANCK SCHOOLS Doctoral Researchers
Max Planck Society, scientific excellence is created by brilliant minds in conjunction Conducting research in collaboration with other institutions is a promising and
with optimal framework conditions for their work. Therefore, the MPG supports junior internationally widespread practice, especially for particularly extensive and
scientists within the framework of structured programmes that provide not only finan- groundbreaking research topics. Less common, on the other hand, are regional
cial support but also supplementary career development opportunities. The approach or national consortia for the training of doctoral candidates. The Max Planck
of focusing on the individual development of scientific skills and setting the course for Schools were launched in 2017 as a pilot project by the Max Planck Society, in
an attractive career either within or outside of the MPG is common to all programmes. cooperation with universities and non-university research institutions, and began
operating in 2019. There, the best researchers from various disciplines collabo-
In addition to the application and evaluation process, the ongoing support and super- rate closely for five years to advance such a subject area. The pilot phase will be
vision of the Institutes implementing the programmes is an essential aspect of central accompanied by an evaluation.
programme management. More information is available at www.maxplanckschools.de (German)
Silke Weineck Hanna Kriebel Annegret Lorf
+49 89 21081758 Department for Science Policy and +49 89 21081216
silke.weineck@gv.mpg.de Strategic Processes annegret.lorf@gv.mpg.de
+49 89 21081198
hanna.kriebel@gv.mpg.de
Doctoral Researchers INTERNATIONAL MAX PLANCK RESEARCH SCHOOLS – IMPRS
The International Max Planck Research Schools enable outstanding doctoral
D E V E LO P & R E TA I N
candidates to complete their doctorates under excellent conditions and have MAX PLANCK RESEARCH GROUPS Postdocs
been an essential instrument for promoting outstanding doctoral training at the High-calibre researchers who wish to pursue a career in science need to build up
Max Planck Institutes since 2000. Within the IMPRS, one or more Max Planck an independent profile and assume leadership responsibilities. The Max Planck
Institutes collaborate closely with universities and other research institutions – Research Groups provide postdocs with a first-class form of support on their sci-
including foreign ones – and enable doctorates to be achieved under first-class entific career paths. There are two types of Max Planck Research Groups: the
framework conditions, particularly in terms of supervision and equipment. Par- institute-specific ones, run under the direct aegis of the individual Max Planck
ticipants are able to conduct interdisciplinary and transdisciplinary research and Institutes and whose subject areas are closely related to the respective MPI; in
establish subject-specific networks from an early stage of their scientific develop- addition, the Max Planck Society also publishes an annual call for proposals for
ment. Doctoral candidates also benefit from a regular exchange of ideas in work- open-topic Max Planck Research Groups.
shops, summer schools and at conferences, all of which helps them to become
familiar with different perspectives on their own field of research. There are cur- The Max Planck Research Group Leaders are employed under a W2 con-
rently 67 IMPRS in which almost all of the 86 Max Planck Institutes participate. tract limited to five years, which can be extended up to two times by two years
each time, on a section-specific basis, and have their own budgets. Interested
Max Planck Research Group leaders can also participate in the initial evaluation
Annegret Lorf for the Technical University of Munich’s (TUM) tenure-track procedure.
+49 89 21081216
annegret.lorf@gv.mpg.de
Dr Katharina Miller-Meyer
+49 89 21081446
katharina.millermeyer@gv.mpg.de
30 M A X P L A N C K TA L E N T C O M PA N I O N 31DEVELOP & RETAIN
Postdocs THE LISE MEITNER EXCELLENCE PROGRAMME
The Lise Meitner Excellence Programme, which started in the spring of 2018, sup-
Group Leaders
ports exceptionally qualified female scientists: in this way, the MPG gains up to Planck Academy programmes
ten female researchers at W2 level each year. The multistage selection process
is conducted in close collaboration with those Max Planck Institutes interested and services
in hiring and hosting a Lise Meitner Group. These groups are centrally funded
and receive a generous budget commensurate with international standards for
a period of five years. The leaders of a Lise Meitner Group can also participate
in an in-house MPG tenure-track process, which means that, if a tenure com- All programmes from a single source: as of 2020, the Planck Academy will bundle all All employees
mittee votes in favour, the group leader will be offered a permanent W2 position centrally run Max Planck Society personnel and career development programmes. The
with group facilities at one of the Max Planck Institutes. There is also a chance of programmes are tailored to the individual target groups from scientific leaders to junior
being taken on as a Director: female scientists can qualify for inclusion in the can- scientists, right through to science management and administration.
didate Directors pool1.
All programmes should be easily and readily accessible to all employees across the
entire MPG. This is why the Planck Academy relies on various kinds of learning, de-
Dr. Katharina Miller-Meyer velopment and networking formats such as face-to-face formats, coaching, mentor-
+49 89 21081446 ing and leadership feedback. Going forward, the Planck Academy will also combine
katharina.millermeyer@gv.mpg.de face-to-face formats with virtual components such as e-learning modules, webinars or
virtual study rooms. The Planck Academy’s appeal will be based on the combination
of different elements of talent and career development, facilitating access to these
opportunities and thus complementing the learning and development activities at the
Institutes.
Postdocs MINERVA FAST TRACK
The Max Planck Society’s “Minerva Fast Track” programme offers excellent young fe-
male scientists a kind of “fast lane”: this constitutes the initial career option immediate- Berrin Tezcan
Doctoral Researchers ly following graduation or for a maximum of two years thereafter. The programme is +49 89 21081190
aimed at doctoral candidates from the fields of chemistry, physics and technology as berrin.tezcan@gv.mpg.de
well as from the arts, social sciences and humanities. The prerequisite is that a scien-
D E V E LO P & R E TA I N
tific member of the Max Planck Society must nominate the female junior scientist for
the programme and agree to support her as a mentor. The purpose of this programme
is individual career advancement following the doctorate, which is why, in individual
cases, doctoral candidates who have just completed their doctoral studies may also be
Regular training and advanced training
nominated. The “Minerva Fast Track” programme is divided into two phases. In the first programmes
phase, two young female scientists will each receive a TVöD position as well as fund-
ing for material and support staff for a maximum of three years. As this phase draws
to a close, they can apply to join one of the open-topic Max Planck Research Groups2. MAX PLANCK LEADERS PROGRAMME Scientific Directors
Achieving sustainable success in science requires scientific excellence and respon- (W3)
sible leadership. The expectations placed on scientific leaders in this context are (Max Planck) Research
Dr. Katharina Miller-Meyer specified, in a fundamental, scientifically sound manner, by the Max Planck Leadership Group Leaders (W2)
+49 89 21081446 Characteristics. The Leadership Characteristics thus form the starting point for a
katharina.millermeyer@gv.mpg.de needs-based management programme and are designed to support academic manag-
ers in responsibly fulfilling their leadership role.
The programme includes an in-depth seminar for Executive Directors, an optional
seminar on all the basics of leadership and coaching packages for specific needs as
well as various formats for collegial internal and external networking.
1
Applicants of any gender are welcome. The Lise Meitner Excellence Programme has
expressly set itself the goal of correcting the existing under-representation of female
scientists at W2 level within the Max Planck Society. From a legal perspective it is re-
garded as positive discrimination in favour of the under-represented gender. Applications
by women therefore enjoy priority within the boundaries of what is legally permissible. Dr. Katharina Haas
Female scientists will, however, not be afforded preferential consideration if reasons wor- +49 89 21081801
thy of legal protection, which lie in the qualification and/or person of another applicant,
outweigh such consideration. maxplanck.leaders@gv.mpg.de
2
The same application conditions apply as for the Lise Meitner Excellence Programme set
out under footnote 1.
32 M A X P L A N C K TA L E N T C O M PA N I O N 33DEVELOP & RETAIN
(Max Planck) Research “MANAGEMENT AND LEADERSHIP PROGRAMME FOR RESEARCH SIGN UP! CAREER BUILDING Postdocs
Group Leaders (W2)
GROUP LEADERS“ Every year, Institute Directors nominate postdocs with high academic poten-
How do I build up a successful Research Group? How can I lead my team authen- tial to take part in the “Sign Up! Career Building Programme”, which the MPG has
Group Leaders tically? For several years now, the Max Planck Society has successfully conducted been presenting in collaboration with the “EAF Berlin. Diversity in Leadership”
the seminar series “Management and Leadership Programme for Research Group since 2009. Up to 18 postdocs per year have been able to take part in it since
Leaders” (formerly: “Manage and More”). The three modules build upon each other but 2017. Built around three modules, the programme aims to prepare them for man-
can also be booked separately according to one’s own individual requirements. They agement tasks in science by imparting appropriate skills and to reinforce these
comprise the subjects of “Managing and leading high performance teams”, “Effective through a career-oriented network. The modules include interactive training ses-
self-leadership” as well as “Scientific excellence, innovation and networking“. The sions and bespoke training opportunities, but also fireside chats with established
seminar series is part of the Max Planck Leaders Programme and builds on the devel- scientific managers1.
oped leadership characteristics..
Dr. Martha Roßmayer
Dr. Katharina Haas +49 89 21081426
+49 89 21081801 martha.rossmayer@gv.mpg.de
maxplanck.leaders@gv.mpg.de
SEMINAR PROGRAMME FOR DOCTORAL CANDIDATES Doctoral Researchers
Postdocs SEMINAR PROGRAMME FOR POST-DOCTORAL RESEARCHERS If excellent junior scientists are to be prepared for successful careers, then scientific
What support do postdocs require? Postdocs who have only just begun their qualifications alone will not be sufficient. A successful doctoral phase at the
research require other services than those needed in the advanced postdoc- Max Planck Society comprises a tailor-made seminar and training programme for
toral phase. During the postdoctoral phase, researchers increasingly focus on the doctoral candidates, thus helping to achieve scientific independence, which is the
development for their further careers. objective of doctoral training.
The Max Planck Society’s continuing education programme takes account of all In addition to providing an outstanding scientific environment for the doctoral project,
of these requirements and therefore offers a range of different support structures. the Institutes also provide comprehensive continuing education for talented young
D E V E LO P & R E TA I N
Postdocs acquire key competencies for their further scientific careers in the early individuals, which enables them to reach their personal goals and scientific objectives.
postdoctoral phase, during which the young scientists first have to establish The Planck Academy also offers additional training and development opportunities,
themselves (internationally) in their own respective fields of research and present delivered, for example, as classroom seminars in small groups at various locations
their own research results. The seminar programme can provide support with pro- around Germany, supplemented by online formats.
fessional presentations at international conferences, international conferences or
successfully getting to grips with the peer-review process. During the advanced The seminar programme also includes training related to personal development,
postdoc phase, the focus changes towards the development of leadership and self-management including healthcare, communication and all topics related to
management skills and preparing for the next professional step, which involves career planning. In this way, doctoral candidates should be optimally prepared for a
acquiring third-party funding, preparing for appointment procedures, and devel- career both within and outside of academia. The MPG therefore offers online tools for
oping leadership and conflict management skills. Thus, the objective of these self-assessment, face-to-face seminars, a career mentoring programme and special
seminars is not so much to impart technical knowledge, but rather to foster per- career events to help with individual career planning. This enables young researchers
sonal development in the context of a long-term career. to familiarize themselves early on with the various potential career paths, especially in
industry, and to build up networks.
The seminars on the identification of future prospects are designed to encourage
postdocs to also look for career opportunities beyond academia. In the relevant
seminars, the participants prepare skills profiles and gain a practical situational Dr. Christiane Haupt
knowledge of selection procedures used outside of academia in job application +49 89 21081469
training sessions. christiane.haupt@gv.mpg.de
Dr. Christiane Haupt
+49 89 21081469
christiane.haupt@gv.mpg.de
1
The same application conditions apply as for the Lise Meitner Excellence Programme set
out under footnote 1 on page 32.
34 M A X P L A N C K TA L E N T C O M PA N I O N 35Sie können auch lesen
