uniAKTUELL: What is the reason for this change?
Chistoph Pappa: Highly qualified employees form the most important basis for the success of the university. The selection of employees, in particular professors, is correspondingly important, both in terms of professional qualifications and the procedure. This should be transparent, fair and compliant in every respect. The previous guidelines on recusal and bias were generally still up to date in terms of content. However, elements have now come to light that were not previously covered, in particular the problem that either the person to be appointed, candidates in the process or related parties have intervened. This also constitutes a breach of the duty to refrain from exerting influence. It is the intention of the Executive Board of the University to legally record this as well and to also provide for sanctions.

When does bias even exist?
Bias exists when it can be assumed on the basis of the circumstances that the person involved in the procedure lacks the necessary impartiality and impartiality to make a decision. In the university context, one point plays a significant role in this regard, which gives the question of recusal and bias more importance and explosiveness: due to academic self-administration, it is much more common than in other contexts for the assessor and the person being assessed to know each other. Academics often work together in different constellations, as co-authors, project collaborators, reviewers, supervisors, superiors, etc.

What exactly is changing?
The previous guidelines on recusal and partiality have been converted into directives and provided with more precisely formulated obligations and sanctions in the event of their violation. The aim is to create an instrument that has a preventive and - if necessary - a sanctioning effect sanctioning effect if necessary. However, the directives continue to primarily provide guidance and assistance with regard to the adequate assessment of possible bias and the correct handling of this issue in employment procedures. These directives apply to appointment committees for the election of professorships. The topic of bias/reasons for recusal must therefore be the subject of the first committee meeting. The general principles of administrative law apply to other committees and appointments.