In an ever sharper competition for research funding, it is important that the next generation of researchers have an opportunity to position themselves early. We as senior researchers should let the next generation forward. This includes giving them the opportunity of being main supervisors and last authors. It may include giving them the opportunity to show that they are independent researchers, by the seniors not being on the author list om publications. All these measures require that the next generation has actually contributed to the merits they then receive. The latter measure, that seniors refrain from co-authorship, is perhaps the most difficult. It impairs the senior’s own merit, thereby reducing his/her chances of success in subsequent applications. It is contrary to past practice. But it can give today’s young generation an increased opportunity of success.

An increased investment in the next generation also sets new requirements for departmental and faculty management. One cannot ask senior scientists to refrain from being main supervisor and last authors while at the same time, this is exactly how they are measured at for instance salary negotiations. Instead the faculty and institute managements should evaluate the senior scientists based on the total research and teaching output of the research group, and perhaps the number of papers from the research group at which the seniors do not have last authorship or are not mentioned at all. Alternatively, senior researchers should be evaluated based on other criteria such as how many of their PhD graduates who have managed to establish themselves as independent researchers. This is no simple matter, and all comments are welcomed!

Per