Guidelines for the allocation of research leave and specific time arrangements for R&D initiatives
Determined by the University Board: 28/04/2016
Research leave is allocated every seven years and will contribute to strengthening and developing research, innovation and research-based teaching for scientific employees with research competence. Research leave must be arranged for the purpose of continuous specialisation in the employee’s own research, new product development or establishment of research collaborations with other research environments, nationally or internationally.
The option of research and development work focusing on mobility and career development can be granted through specific time arrangements for R&D initiatives, c.f. item 3.
2. Research leave
2.1 Who is entitled to apply for research leave?
Permanently employed professors and assistant professors in at least 50% positions can apply for research leave.
Associate professors who have been personally promoted from the position of university lecturer/senior lecturer in accordance with the regulations for the Act relating to universities and university colleges concerning employment and promotion in teaching and research positions cannot apply for research leave but can apply for time arrangements for R&D initiatives.
2.2 Accrual of research leave
The accrual period for research leave of one year is a total of six years’ service as a professor or associate professor in a minimum 50% position or three years for a six-month research leave period. If indicated by special circumstances, applications for shorter research leave may be granted with a corresponding shortening of the accrual period. A new accrual period will commence upon completion of the research leave.
Research leave are allocated subject to the employee having carried out ordinary research, teaching and administrative duties during the accrual period or having managed major research projects. Statutory paid leave and periods as a salaried employee representative are considered equal to ordinary duties.
Those entitled to apply and who hold office/employment as, for example, rector, pro-rector, deputy rector, dean, pro-dean, deputy dean and head of institute will accrue one year’s research leave upon completion of the period. Research leave of two years can be granted for multiple consecutive periods in such roles.
Those entitled to apply and salaried employee representatives with a job percentage of 50% of more will accrue a research leave of one year following four years of consecutive service.
By special resolution, the University Board may determine shorter accrual periods for research leave for offices/employees with especially weighty academic/administrative tasks at or outside of the University of Bergen.
2.3 Research leave application
Research leave applications must be submitted to the institute. The application must include a plan for the research leave. The plan should, among other things, include:
The research activities, etc. that will be implemented
Expected results of the research
Place of work during the leave
Proposed funding for the research project
Application deadlines are determined by each faculty.
2.4. Allocation of research leave
submitted research plans, research collaborations with international research environments and interdisciplinary projects
results from previous research leave and special research efforts during the accrual period
prolonged heavy loads in teaching, committee work and other administrative roles
The fact that no previous research leave have been applied for or granted
women’s need to qualify for senior positions
a description of how teaching will be maintained in a proper manner and how tutoring of master’s degree/doctoral students will be continued in a satisfactory manner.
The faculty will process the research leave applications on the basis of the recommendations from the institute. The faculties will decide on the applications and allocate research leave, as well as determining any temporary cover expenses.
If, for reasons relating to teaching, it would not be possible to allocate research leave to all applicants with sufficient time accrued, a prioritisation of applications must be performed. The recommendation of the head of institute will form the basis for such prioritisation.
Applicants who are not awarded research leave for reasons relating to teaching will be prioritised for research leave in the next application round. In such cases, the period of the postponement will be included in the next accrual period.
Rejected applications must be justified. Upon appeal from the applicant, a rejection may be overturned by the superior authority, which is the rector if the faculty board is acting as the allocating authority.
The faculty may delegate the allocation of research leave to the institute.
2.5 Implementation of research leave
The research leave must be implemented in accordance with the purpose of the scheme. As a general rule, the leave must be implemented in connection with the accrued period.
If the leave is not implemented immediately upon completion of accrual, the faculties may grant a postponement. The postponement period will then be included in the next accrual period up to a maximum of four semesters.
If the leave is interrupted due to long-term illness or childbirth, an agreement can be reached so that the rest of the leave can be implemented at a later date.
During the leave, the employee shall be exempt from teaching duties, clinical and administrative duties, as well as attendance requirements at their ordinary place of work. During the leave, the employee will be considered to be on paid leave outside of the University of Bergen. Normal holiday periods should be implemented during the leave.
The person to whom a research leave has been granted has a duty to implement the plan that formed the basis for the application. It is not permitted to carry out work, assignments, teaching, exams, tutoring, office or anything else that could prevent or delay the implementation of the plans without consent from the allocating authority.
It is not normally possible to implement a research leave during a fixed-term/elected period.
2.6 Reporting on research leave
The faculty expects to receive a written report within two months of conclusion of the research leave. Rules on reporting are provided by each faculty.
3. Specific time arrangements for R&D initiatives
Following application, the option of specific time arrangements for R&D initiatives can be granted for permanent employees in minimum 50% positions as docent, senior lecturer or associate researcher who have personally been promoted from the role of university lecturer/senior lecturer.
In order to be eligible to apply for specific time arrangements for R&D initiatives for up to three months, the employee must have had at least three years’ consecutive service in permanent employment with research competence in a minimum 50% position in a category entitled to apply, or for up to six months following six years consecutive service.
The application must provide a description of the R&D initiatives that will be implemented, as well as a project specification.
The application deadline is the same as for research leave and will be determined by the faculty.
The head of institute will make decisions regarding the applications and allocate specific time arrangements for R&D initiatives. The decisions will be based on planned R&D activities, the project specification, financing and the R&D profile of the institute.
Rejected applications must be justified. Upon appeal from the applicant, rejections may be overturned by the faculty board.
The R&D initiative must be implemented in accordance with the purpose of the scheme, which is mobility and career development and must be implemented by agreement with the head of institute.
Friday 24 June 2016 10:42:30 am
Kathrine Brosvik Thorsen
Friday 20 May 2016 12:35:54 pm
Kathrine Brosvik Thorsen
Thursday 19 May 2016 10:54:00 am
Kathrine Brosvik Thorsen