Regulations for appointments to academic positions and academic/administrative management positions
Adopted by the University Board on 28 May 2014
1. Scope of application for the regulations
The regulations apply to the University of Bergen (UiB) for all appointments to teaching and researcher positions, fixed-term positions and appointments having particular conditions of employment, which are regulated according to, or in compliance with, the provisions of the Norwegian Act relating to Universities and University Colleges.
Moreover, the regulations apply to existing provisions in other formal governing documents, such as statutes, regulations, key agreements or the staff regulations for the University of Bergen, and other internal rules and guidelines.
2. Overarching recruitment principles
The qualification principle shall form the basis for appointments to UiB. The best qualified applicant shall be hired for the vacant position, unless exceptions are made in law or regulation. In assessing who is best qualified, emphasis should be placed on education, experience and personal suitability, compared with the eligibility requirements set out in the announcement, cf. The Norwegian Civil Service Act Section 3 (1) and (2).
For positions based on academic qualifications, academic production and the academic level must meet established international or national standards. When creative or performing artistic qualifications form an essential element of the competence requirement, artistic practice or development work of a high international level is required. Academic and artistic qualifications shall be assessed by means of an expert assessment according to requirements listed in the announcement and job description.
Educational competence must be documented in accordance with the requirements set out in the regulations and the criteria established by UiB.
There must be active, focused, and systematic efforts to achieve gender equality in all job categories.
3. The University Board’s function in matters concerning appointments
3.1 Appointment to the University Board
3.1.1 Normal appointment procedure
The University Board, or rector by authorisation, advertises the vacant positions when appointment is to be made by the University Board.
Appointment is based on recommendation of a nomination committee comprising three members appointed by the Board. If the rector is a member of the nomination committee, he/she shall submit the proposed appointment. The Board can then choose from all the applicants.
For positions requiring academic, educational, and/or artistic competence, the recommendation shall be based on an expert evaluation according to criteria specified in the announcement and job description.
The nomination committee shall conduct interviews, collect references, organise trial lectures and other tests to evaluate the candidate’s suitability for the post.
3.1.2 Appointment of University Director
The University Board announces the position of University Director. A recommendation is submitted by a nomination committee comprising a chairperson and four members. Two of the members shall represent the employer, one of which should be the faculty director and one the director of central administration/library director, one member shall be from the public sector trade union and one member from the student organisations.
The University Board appoints the University Director to a fixed-term position. The fixed term is six years and no-one can be appointed to a fixed term for a continuous period of more than twelve years.
3.1.3 Appointment of Dean
The Rector announces the position of Dean. A recommendation is submitted by a nomination committee comprising a chairperson and four members. Members should preferably be affiliated with the faculty. Two of the members shall represent the employer, one member shall be from the public sector trade unions and one member from the student organisations.
The University Board appoints the Dean after the faculty board has had an opportunity to present its opinion. The Dean is appointed for a fixed term of four years. No-one can be appointed to a fixed term for a continuous period of more than eight years.
3.1.4 Appointment of Director of the University Museum of Bergen
The Rector announces the position as Museum Director. A recommendation is submitted by a nomination committee comprising a chairperson and four members. The members should preferably be affiliated with the University Museum of Bergen. Two of the members shall represent the employer, one member shall be from the public sector trade unions and one member from the student organisations.
The University Board appoints the Museum Director after the Board of the University Museum in Bergen has had an opportunity to present its recommendation. The Director of the Museum is appointed for a fixed term of four years. No-one can be appointed to a fixed term for a continuous period of more than twelve years.
3.1.5 Appointment of managing administrators for centres etc.
When the University Board is to appoint a managing administrator for a centre etc., the appointment is made pursuant to the regulations for regular appointment procedure and, when applicable, in compliance with any additional, special procedural rules stipulated for the centre.
3.2 Calling
The University Board, when special circumstances warrant doing so, may appoint qualified persons without prior job posting (i.e., calling) to teaching and research positions, as well as positions as department head and head of the base unit.
A calling proposed by the University administration should occur, as a rule, on the advice of the faculty board on the basis of clear and unambiguous recommendations from the department and faculty.
Out of consideration for affirmative action, calling may be used to recruit qualified persons from the sector, research institutions, business and industry and public administration etc.
Calling may not be used if more than one board member objects.
4. Faculty-level appointments
4.1 Appointment to the faculty board
4.1.1 Regular appointment procedure
The faculty board is the appointing authority for all staff in teaching and research positions and fixed-term positions in the basic units affiliated with the faculty.
The faculty board shall appoint heads of departments itself.
The faculty board can delegate to the dean the task of advertising jobs and appointing an expert assessment committee in those cases where the faculty board has the authority to appoint.
The Department Head establishes a group that will collaborate on conducting interviews, gathering references and arranging trial lectures. The composition of the group and the work itself must be adapted to the objective of efficient and defensible administrative processing with respect to the posted job, number of applicants etc. The recommendation is made by the department head himself/herself.
4.1.2 Regular appointment procedure for a faculty without departments
For a faculty without departments, nominations which are normally otherwise made by the department head shall be made by a nomination committee consisting of three members appointed by the faculty board.
4.1.3 Appointment of department head
A recommendation for the appointment of department head is submitted by a nomination committee comprising the vice dean as chairperson and four members. Two of the members shall represent the employer, one member shall be from the public sector trade unions and one member from the student organisations. One of the members representing the employer must be appointed by the department council concerned. Personal deputies are appointed for the chairperson and members.
The appointment of department head is for a fixed term of four years at a time. No-one may be appointed to a fixed term as department head for a continuous period of more than eight years.
4.2 Appointment to the appointments board
The faculty board can establish appointments boards for permanent academic positions and/or appointment bodies for temporary academic positions.
Within its scope of authority, the faculty board can decide which cases concerning appointments are to be decided by the board, with the exception of those positions where the faculty board cannot delegate the authority to appoint.
For appointments to permanent academic positions, the appointments board shall consist of the dean and four members who are departing from the faculty board: a permanent employee in a teaching and research position, a temporary employee in a teaching and research position, a technical or administrative employee and a student. Deputies are those elected or appointed as deputies for the members of the faculty board.
For employment in temporary academic positions, the appointments board shall have the dean as leader and four members. Two of the members shall represent the employer, one member the public service trade union and one member the students. Personal deputies are appointed for the chairperson and members.
The dean posts the position and appoints an expert assessment committee in cases where the appointments board has the authority to make appointments.
The department dead of basic units associated with the faculty sets up a group that will collaborate on conducting interviews, gathering references and arranging trial lectures. The composition of the group and the work itself must be adapted to the objective of efficient and proper administrative processing with respect to the posted job, number of applicants etc. The recommendation is made by the department head himself/herself.
4.3 Administrative appointments
4.3.1 The rules regarding the announcement, recommendation and appointment do not apply to temporary employment for a period of up to six months, when an unforeseen need has arisen, cf. The Norwegian Civil Service Act Section 7 (1). As a general rule, the posts should be announced internally. Appointments are decided administratively by the dean following recommendation from the head of department. It is a prerequisite that sufficient academic, educational and/or artistic qualifications have been documented for the position.
Under no circumstances may the stipulated period for an administrative appointment be exceeded.
4.3.2 When the nature of the work so requires, lecturers, assistant teachers, practice teachers, hourly teachers and practice supervisors may be administratively appointed for up to six months in a position that amounts to less than 37.5 of a full position. The faculty director makes the temporary appointment on the recommendation of the department head.
6. General procedural rules for appointments
6.1 Announcement
6.1.1 As a rule, vacant positions must be publicly advertised.
The appointment boards have the authority to post vacant teaching and research positions. Announcements shall take place in compliance with government and internal guidelines.
Before an announcement is made, the appointing authority, or whoever has been delegated such authority, shall check that the announcement text and job description:
are in conformity with the unit’s research and recruitment strategy
have sufficient coverage in budgets
are worded such that the announcement text along with the job description provide the necessary framework for the appointment process and can be integrated as a part of the employment agreement
have statutory authority permitting appointment to temporary positions
are in conformity with the law and the collective agreement
contain a special invitation to apply if one gender is clearly under-represented in the applicable job category in the specific subject area
are sent to the chief employee representative at UiB as information on the salary for the position being posted, and concerning the expiry of the comment period of three days.
6.1.2 Preparation of the announcement text
The professional requirements and description of the vacant position are drawn up in collaboration with the academic environment in which the position will be placed. The administration must quality assure the standard parts of the announcement text which will form part of the employment agreement together with the job description, and which are important to ensure compliance with statutes and the collective agreement.
The application deadline is normally 3 weeks.
6.1.3 Renewed announcement
Qualification criteria set out in the announcement text and the job description cannot be waived upon appointment to the position. The position should be announced again if you wish to change the eligibility requirements.
If no eligible applicants have applied for the position, the appointment may not take place until after a new announcement has been made.
6.1.4 Exemption from announcement
Announcement may be avoided for administrative positions as mentioned in Sections 4.3.1 and 4.3.2, and for appointments to externally financed assignments according to Section 7.3.
6.1.5 Access to the list of applicants and expanded list of applicants
As soon as the application deadline has expired, a complete list of applicants must be made public, in compliance with the Norwegian Freedom of Information Act. The list must include, for each applicant, name, age, position or professional title and municipality of residence or municipality in which the applicant works.
Requests on the part of the applicants to be exempted from public disclosure on the list of applicants shall be subject to a specific assessment on a case-by-case basis.
An applicant has the right to inspect the expanded list of applicants. This must contain all of the other applicants’ names and age and complete information relevant to their education and practical experience in public and private sector activity, cf. the Norwegian Public Administration Act.
6.2 Expert assessment
6.2.1 The expert assessment’s function in the appointment process
Academic, educational and artistic qualifications shall be assessed by means of an expert assessment according to requirements listed in the announcement and job description. The requirement for expert assessment is pursuant to the need for independent, professional evaluation and quality assurance, while at the same time it underscores professional autonomy as a fundamental element in research, teaching and dissemination.
6.2.2 Appointment of expert committee
The appointment of the expert committee and the issuance of the mandate shall be executed by the specified authority.
The expert committee shall consist of at least three members.
The committee shall be composed so that it has the competency to assess all applicants who meet the conditions of the announcement and job description. Both genders must be represented in the expert committee, unless it can be justified that such representation is not possible. In the evaluation of applicants for professorial and associate professor positions, only one of the experts may be employed by UiB. In relevant subject areas and as far as possible, there should be at least one expert from abroad. For other teaching or research positions, at least one expert should be employed outside of UiB.
For the expert assessment of applicants for professorial positions, the experts must have professorial competence or equivalent competence in key areas of the discipline. For associate professor positions, at least one of the experts must have professorial competence, and the others competence at least at the associate professor level or equivalent competence within key areas of the discipline.
For other teaching or research positions, postdoctoral positions and fellowships, experts are appointed with professorial competence, or competence at associate professor level, depending on the academic level of the position. For appointment to a position as an associate professor without requirement for a doctorate, up to two members of the committee may hold a position as an associate professor. In special cases, a post-doctoral fellow with expertise in key areas of the relevant discipline may be used. Post-doctoral fellows with no required duties may not be used. See also the special procedural rules for both PhD positions (points 6.2.6 and 7.4) and post-doctoral positions (point 7.5).
In addition to the ordinary experts, in special cases one or more special experts may be appointed to assess parts of the material submitted by the applicants. Such special experts will submit individual assessments as guidance for the ordinary experts.
The experts must not be related to or have such a connection to the applicants that they will be rendered disqualified under the rules of the Norwegian Public Administration Act. Similarly, there must be no other special circumstances which are likely to undermine confidence in the experts’ impartiality; for instance, due regard shall be paid to whether the expert assessment could entail any special advantage, loss or inconvenience for the expert or anyone with whom the expert has a close personal association.
6.2.3 Mandate for the expert committee
On the basis of the material submitted and the documented circumstances, the expert committee will undertake assessment of:
The applicants’ academic and/or artistic qualifications in accordance with established international or national standards, and in relation to the academic and/or artistic qualification requirements for the vacant position as specified in the announcement text and job description.
Educational competence according to the requirements set out in the regulations and the criteria established by UiB for the vacant post, as specified in the announcement text and job description.
Other documented professional qualifications on the basis of the requirements specified in the announcement text and job description.
The assessment must state who is qualified, and must describe the academic distance between the qualified candidates, in addition to ranking them. For appointment to a position as an associate professor, applicants shall be assessed, but not ranked, on whether they meet the requirements for a basic level of educational competence.
The assessment must be most extensive for the best-qualified applicants. The assessment and ranking shall take into account the time span over which the results have been achieved, and place most emphasis on recently achieved results. For ordinary professor and associate professor positions, academic qualifications will, unless otherwise stated, be accorded weight ahead of other qualifications. Educational qualifications will, unless otherwise stated in the announcement text, be accorded higher weight than qualifications within the areas of dissemination, administration and management.
If the announcement text is open for temporary employment in the qualifying position with a view to qualification and permanent employment, the expert committee shall express an opinion as to whether the applicants have the academic capability to gain the necessary qualifications within the stipulated period of temporary employment.
The committee must not express an opinion on issues of equality, preferential rights, personal capability, or other conditions that do not concern the applicants’ overall documented academic qualifications.
The experts shall normally work as a committee, but in some cases it may be decided that the experts shall submit individual assessments. If there is dissent within the committee, the reasons for this shall be included in the statement.
The expert assessment must normally be ready within three months of the expert committee’s receiving the necessary material, etc. If the assessment cannot be delivered within this deadline, this should be reported to the faculty and substantiated.
6.2.4 Applicant’s right to submit comments to the expert assessment
The assessment committee’s evaluation will be sent to the applicant as soon as it becomes available. The experts’ assessment cannot be appealed, but the applicant may object to the proceedings or submit comments on the committee’s assessment within two weeks of the assessment having been sent to the applicant. Comments to the experts’ assessment shall be submitted to the assessment committee for any supplementary statement before the expert assessment, comments, and any additional statement is sent to the nominating authority.
6.2.5 Access to the expert assessment and annotations
The University practices granting of extended access to inspect the expert assessment and annotations and/or supplementary statements when these are forwarded to the nominating authority.
6.2.6 Waiver of the requirement to an expert assessment
The Faculty Board may decide to waiver the requirement to an expert assessment for PhD candidates, research assistants and residents.
When the requirement to an expert assessment is waived, the nominating authority must assess whether or not the applicants meet the requirements relating to basic education and whether they possess sufficient academic competence to enter the doctoral programme or the plan/course for specialist training to which the appointment applies.
6.3 Nominations
6.3.2 Basis and evaluation criteria for recommendations
The nomination is based on an academic evaluation according to the requirements listed in the job posting and job description.
Interviews, the gathering of references, trial lectures or other tests must also be conducted as a basis for the recommendation. The department head or immediate supervisor of the position shall take part in interviews. For trial lectures or other tests, the same arbiter shall participate.
If any of the qualified applicants for a position state that they have a disability that will require adaptation of the workplace or work conditions, at least one of these applicants shall be called in for interview, cf. Regulations of the Civil Service Act Section 6 (1).
According to civil service personnel policy guidelines, at least one applicant with an immigrant background shall be called in for interview. This is conditional on the applicant being eligible for the position. This applies preferably for immigrants from Europe other than EU/EFTA, Asia (incl. Turkey), Africa, South- and Central America and Oceania except Australia and New Zealand.
The recommendation must include an assessment of the applicant’s personal suitability for the position. This suitability assessment for the position in question will necessarily be based largely on subjective discretion. If personal suitability as a criterion is to be attributed decisive weight in the ranking of otherwise qualified applicants, the nominating authority must ensure that this has a justifiable, factual basis for evaluation. This entails that an interview must be conducted and that references must be gathered. In addition, the reasons must be made clear in the recommendation as to why an otherwise well-qualified applicant’s personal suitability is deemed to be inferior to that of other applicants. In any case, this criterion must be sufficiently elucidated. Personal qualities that are given weight must be relevant to the work that is to be performed.
For positions demanding educational qualifications, a separate assessment is to be conducted as to whether the applicants fulfil these requirements.
6.3.3 Formulation of the recommendation
The recommendation must be a written statement of the applicant’s educational background, academic and other formal qualifications, work experience and personal suitability for the position based on:
requirements stated in the announcement and job description
information provided in the applications
the statement from the expert committee and any appurtenant comments
information from the interview, references, trial lectures or other tests etc.
The recommendation shall also contain comments concerning any special circumstances that have emerged during the appointment procedure and that may be significant when considering the candidate for appointment.
If there are applicants who have preferential rights to employment in the civil service, cf. Civil Service Act Section 24, failure to recommend these must be specifically justified.
6.3.4 Right of access to the recommendation
Pursuant to the Norwegian Public Administration Act, applicants have the right to information concerning the person(s) who have been recommended for the position and the sequence in which these are ranked in the recommendation. An applicant also has the right to seek information as to whether there is any dissent among the members of the nominating authority, and if so, how many votes each of the recommended candidates received.
An applicant is not entitled to inspect the document containing the rationale that the nominating authority has submitted as the basis for the nomination. This does not apply, however, to the parts containing new factual information or statements of significance to the case.
In addition to the recommendation, an applicant has the right of access to inspect parts of the reports from interviews, trial lectures etc., pursuant to Section 18 of the Norwegian Public Administration Act.
A copy of the recommendation and the statement of the expert assessor(s) is sent to the UiB’s Equal Opportunities Committee, and the latter has an opportunity to make comments within 3 working days. The statement of the committee must accompany the case documents sent to the appointing body.
The purpose of the Committee is to promote genuine equality at the University of Bergen regardless of gender, ethnicity, national origin, colour, language, religion and world views, political views, organisational affiliation, sexual orientation, functional ability, age and other conditions.
When a petition is received for public access to information, unrestricted public access must be specifically considered. When information subject to mandatory confidentiality is concerned, open public access is never a practicable option.
6.4 Appointment
6.4.1 The appointing body’s supervisory function
Appointment is made on the basis of the recommendation. The appointing body must assess whether or not the recommendation is built on a defensible, factual foundation based on the qualification criteria and needs presented in the announcement text and job description, the expert assessor(s) report and personal suitability etc.
If a member of a selection board wishes to employ an applicant who has not been recommended, a written assessment of the applicant shall be obtained from the person making the recommendation, cf. Civil Service Act Section 6 (3). The selection board may then choose to employ one of those who have been recommended or an applicant on whom they have obtained a written assessment.
If an applicant with an external preferential right fulfils the professional and personal requirements for the position, that person should be employed, unless the exclusions in the Regulations of the Civil Service Act Section 8 apply. The preferential right does not apply, inter alia, for employment in positions as professor, docent, associate professor or senior lecturer, unless the employee has been terminated from such a position.
If the appointing body is in doubt as to whether the expert assessor(s)’ judgement is adequate and defensible, the appointing body shall do whatever is necessary to clarify and, where appropriate, correct the dissension, but shall not itself undertake an expert assessment. The appointing body can do this through the following procedure:
request a supplementary statement from the expert committee
nominate a committee to review the assessment itself to ascertain whether it is built on a proper assessment norm
nominate additional expert assessors or establish a new expert committee
6.4.2 Application of the principle of qualification
The appointing body shall appoint the applicant who is best qualified for the vacant position.
When choosing between applicants who are almost equally well qualified, emphasis shall be placed on gender equality in the recommendation if one gender is clearly under-represented in the job category of the discipline concerned.
An applicant with a disability may be employed if the person is approximately as well qualified as the best qualified applicant, cf. Regulations of the Civil Service Act Section 6 (2).
Qualification criteria set out in the announcement text and the job description cannot be waived upon appointment to the position.
6.4.3 Administrative procedure in the appointing body
Appointments to the University Board and Faculty Board are determined in meetings. The same applies where the faculty has established an appointments board for permanent academic positions.
Appointment to the appointments board for temporary academic positions takes place by case documents being sent to the members of the appointments board, and each member submits a separate statement of opinion. Finally, the chairperson of the appointments board submits his/her statement. A meeting is held when one member of the appointments board so requires, or when there is dissent among the members of the appointments board.
Members of the appointing body who have participated in the nominating authority’s consideration of the case or who have been members of the expert committee should relinquish their seats in the appointing body during the appointing body’s consideration of the case.
The appointing body has a quorum when at least half of the members are present, participate and sign the minutes. When there is parity of votes, the appointing body’s chairperson has a double vote.
The appointing body’s formal decisions are recorded in the minutes, where it should be shown how the individual members voted. The members have an opportunity to have their objections/points of view put on record in the minutes. The objection must be put on record before the appointing body has finished considering the case in a formal meeting.
The selection board may decide that a trial period should not apply, or be shorter than six months, when the employee is already employed at UiB. The same applies when the work in the new position does not differ materially from the previous civil service position.
6.4.4 Access to inspect the selection board’s assessments and decisions
The selection board’s decisions constitute public information.
An applicant does not have the right to be informed about those parts of a document that contain assessments that have been made or issued by the selection board.
7. Special regulations for conditions pertaining to appointment to academic positions
7.1 Temporary additional/part-time posts at UiB
Temporary appointments may be made to secondary posts up to 20 per cent of a full teaching and/or research position.
Appointments for a fixed term, secondary post may be made. The fixed-term appointments can range from two to six years. No limitation has been placed on the number of times a person can be appointed to a secondary post on a fixed-term basis.
One prerequisite for appointment to a secondary post at UiB is that the appointee is primarily in the employ of an employer with whom UiB wishes to collaborate.
An expert assessment must be conducted according to the job description that is adapted to the academic, educational and/or artistic competence required for the temporary position. In special cases, the Faculty Board may decide that the requirement to an expert assessment may be waived. For employees in temporary secondary posts at UiB who have achieved competence certification for an II-position and who are applying for a vacant full-time position, a new assessment must be undertaken focusing on the ordinary academic, educational and/or artistic qualifications required for the vacant position.
The secondary post expires according to the termination reasons that apply for the position in question, irrespective of whether the primary position has expired or not. Extension or a new fixed-term period is not applicable if the employee no longer holds a primary position with another employer with whom UiB wishes to collaborate.
7.2 Combined positions
A combined position is a permanent primary position and a permanent secondary post of up to 20 per cent of a full-time position that, according to an agreement between different employers, are linked together in such a way that the employee who holds the primary position is also required to have the secondary post. Combined positions differ from other job combinations in that the secondary post is treated as a supplement to the employee’s main salary and is not included in the overall job percentage.
The agreement should clarify the employers’ obligations in terms of employees in combined positions, and adaptation and financing of the research- and teaching functions that employees in combined positions are expected to attend to. Provisions are to be made for adapting each of the work conditions so that work duties in both positions are attended to.
Combined positions must be advertised at the same time and jointly by the primary and secondary employers.
Applicants must fulfil the employment conditions and competence requirements for both positions. In special cases, the Faculty Board can decide that the requirements to an ordinary expert assessment for secondary posts at UiB may be waived. For employees in secondary posts at UiB who have achieved limited competence certification and are applying for a different permanent position or promotion, a new assessment must be conducted focusing on the ordinary academic, educational and/or artistic qualifications that are required.
If one employer wishes to appoint an applicant that the other employer does not find to be qualified, the position is advertised again. Prior to appointment to the primary position, the selection board for the secondary post must approve the appointment.
Employees in combined positions shall observe both parties’ rules regarding safeguarding of confidential information.
Applications for/notification of holiday leave, illness and other absence must be submitted to both employers.
Upon expiry of employment in the primary position, employment in the secondary post also expires. Independent termination of the secondary post takes place in conformity with the regular rules on termination in the secondary employer’s organisation.
Pension conditions for combined positions must be clarified individually with the Norwegian Public Service Pension Fund.
7.3 Externally financed assignments
7.3.1 According to the provisions of the Civil Service Act Section 3 (3), exemptions may be made from the Civil Service Act Section 3 to Section 7 for the employment of personnel who are to perform externally financed assignments.
Externally-financed personnel are employees who are hired to perform assignments that are fully or mainly financed by revenue recognition of funds from another source. In order for financing to be called external, the funds must be transferred from a source that is not in such a relationship with UiB that it would be natural to consider the financing as internal. Financing of assignments via its own Ministry is not regarded as external financing. However, the transfer of funds from another Ministry would be considered external financing. The employee is paid from assignment funds transferred from another source. If UiB accepts a portion of the expenses of the assignment out of self-interest or as support, this will not affect the assessment if UiB’s own contribution is limited or immaterial.
The work must essentially apply to the assignment to be performed. Therefore, the employee should not perform regular, ongoing work tasks.
In the case of UiB, the possibilities for exceptions to the regulation for externally financed assignments should be practiced as follows:
7.3.2 Eligibility principle and announcement
Exceptions may be made to the announcement and competition for externally financed positions in cases where specific individuals are required to perform the work. This may be natural based on the project application or it may be a condition by the client that specific individuals should participate in the project, for example.
7.3.3 Recommendation and employment
Where a speedy hiring process is needed, the Faculty Board may decide that the requirements to expert assessment may be waived. The recommending authority must assess whether the candidate is sufficiently professionally competent to perform the duties in the externally financed position.
Appointments to positions in externally financed assignments may be made by the appointments board.
7.4 Research fellowship positions
Research fellowships are fixed-term positions to which appointments are made in accordance with the Norwegian Act relating to Universities and University Colleges and the regulations relating to conditions of employment for the position.
The Dean can delegate the task of appointing an expert committee to the department head. The committee must comprise at least two experts. Both genders must be represented in the committee, unless it can be justified that such representation is not possible.
The department head establishes a group that will collaborate on conducting interviews, gathering references and arranging trial lectures. The composition of the group and the work itself must be adapted to the objective of efficient and proper administrative processing with respect to the posted job, number of applicants etc. Members of the Expert Committee may also be among the members of this group.
The nominating authority submits the recommendation.
Appointments to post-doctoral positions may be made by the appointments board, cf. Point 4.2.
7.5 Post-doctoral research positions
Post-doctoral positions are fixed-term positions to which appointments are made in accordance with the Norwegian Act relating to Universities and University Colleges and the regulations relating to employment conditions for the position.
The Dean can delegate the task of appointing an expert committee to the department head. The committee must comprise at least three experts. Both genders must be represented in the committee, unless it can be justified that such representation is not possible.
The department head establishes a group that will collaborate on conducting interviews, gathering references and arranging trial lectures. The composition of the group and the work itself must be adapted to the objective of efficient and proper administrative processing with respect to the posted job, number of applicants etc. Members of the Expert Committee may also be among the members of this group.
The recommendation is submitted by the nominating authority.
Appointments to post-doctoral fellow positions may be made by the appointments board, cf. Point 4.2.
8. Resignation, termination, suspension or disciplinary action, cf. Norwegian Act relating to Universities and University Colleges, Section 11-3
8.1. Decision-making body
The appointments body itself decides the case under the Civil Service Act Section 30 (1) on dismissal, termination, suspension or disciplinary action.
For positions for which the appointments board is the appointing body, such cases are decided by the Faculty Board.
8.2 Appeals body
Employees who have been dismissed, summarily discharged, suspended or have had disciplinary sanctions imposed on them can appeal the decision to the University Board.
If the decision is adopted by the University Board, the Ministry is the appeals authority.
Date |
Comment |
Entered by |
|---|---|---|
Thursday 05 March 2020 12:36:09 pm |
Endringer ihht sak 69/19 i U-styre – saksnr. 19/2451 i ePhorte. |
Mona Viksøy |
Thursday 05 March 2020 12:32:14 pm |
Endringer ihht sak 69/19 i U-styre – saksnr. 19/2451 i ePhorte. |
Mona Viksøy |
Wednesday 11 December 2019 3:10:02 pm |
Endringer ihht sak 69/19 i U-styre – saksnr. 19/2451 i ePhorte. |
Mona Viksøy |
Monday 07 October 2019 9:52:29 am |
Endringer ihht sak 69/19 i U-styre – saksnr. 19/2451 i ePhorte. |
Kathrine Brosvik Thorsen |
Thursday 26 September 2019 8:55:10 am |
Med endringer |
Kathrine Brosvik Thorsen |
Friday 05 April 2019 2:22:15 pm |
Med endringer |
Kathrine Brosvik Thorsen |
Monday 11 February 2019 11:05:08 am |
Lagt inn |
Mona Viksøy |
Thursday 07 February 2019 10:13:14 am |
Lagt inn |
Kathrine Brosvik Thorsen |
Wednesday 23 January 2019 10:54:55 am |
Lagt inn |
Kathrine Brosvik Thorsen |
Tuesday 22 January 2019 3:22:10 pm |
Lagt inn |
Kathrine Brosvik Thorsen |