Part 1 General Information
Section 1 Scope
These regulations apply to employment and promotion in Professor and Associate Professor positions. The regulations are the same for regular positions and additional positions (e.g. Adjunct Professor), with the exception of special regulations for additional positions where this is stated in the regulations.
The regulations apply at a general level and are formulated within the framework of the Regulations for the Act on universities and colleges chapter 3 (lovdata.no) (Norwegian). The units can provide further specifications depending on the needs of the various subject areas.
Section 2 Permanent and temporary employment
Permanent employment is the main rule of the Norwegian State. There has to be legal basis for temporary employment.
Staff may be appointed temporarily
- when the work is temporary in nature: see Section 9 (1) letter a of the Norwegian Civil Service Act
- when the employee is deputizing for someone else: see Section 9 (1) letter b of the Norwegian Civil Service Act
- when an unforeseen need has arisen for up to six months: see Section 9 (1) letter e of the Norwegian Civil Service Act
- when appointing staff for additional positions for a fixed term: see the Act relating to Universities and University Colleges, Section 7-7
- if no applicants satisfy the qualification requirements for the advertised position, and due to the teaching situation it is absolutely necessary to employ someone, temporary employment may be held for up to one year in a lower position, cf. Act relating to Universities and University Colleges Section 7-3.
Section 3 Requirements for public call for applicants
Vacancies must normally be advertised publicly (via NAV) and published on the University of Oslo website with a list of vacancies. This is compliant with the requirement in the Norwegian Civil Service Act for a public call for applications and the requirement in the Working Environment Act for information to staff about vacancies. Moreover, the positions shall as a general rule be advertised internationally.
The University of Oslo has templates for the wording of calls for applications, and these include the fixed standard wordings that must be included.
Section 4 Exemption from the requirement for a public call for applications
4.1 General information
Duties, skills requirements and responsibilities must be defined prior to appointments without a call for applications, depending on the research and teaching needs at the unit.
Public calls for applications may be waived:
- for appointments of up to six months
- for appointments of up to one year, provided that the organization would be at a significant disadvantage if it had to advertise the position: see the University of Oslo’s personnel regulations, paragraph 2.2
- for externally funded positions, when special reasons justify appointment without competition
- by notice when special reasons justify this: see the Act relating to Universities and University Colleges, Section 7-7. Nominations pursuant to Section 7-7 of the Act relating to Universities and University Colleges may not be made if more than one member of the appointments body opposes this.
Public calls for applications should only be waived if it can be demonstrated that there is no one with the same or stronger expertise that may be appropriate for the position when the call for applications is made.
When making nominations for an academic group where one gender is strongly overrepresented, and there is a desire to nominate someone from the overrepresented gender, it is assumed that no one from the underrepresented gender is appropriate for the position.
4.2 Special information on nomination for additonal positions on fixed terms
For appointment to additional positions, individuals with the desired cutting-edge expertise should combine their main position at another institution with an additional position at the University of Oslo.
Appointments without a call for applications may be made on the basis of detailed academic grounds and a report on academic teaching and research needs that have not been met.
It is necessary to document the fact that the proposed employee has obvious skills at the desired qualification level, and
either to demonstrate that it is unlikely that there are others with equal or better academic qualifications in the field in question that could be considered likely to apply if a call for applications were to be issued for the position. The assessment must be made according to a job description which ensures that the relevant academic needs are covered, but are otherwise worded broadly.
or to demonstrate that the appointment will allow contact to be established with an important academic group at another university or university college, research institution or partner within the community and trade and industry. This also applies to academic/cultural competence which is not covered by the general competence criteria. Reasons must be given as to why the contact will be such that the university will benefit from important supervision resources or academic partners, besides the employee themselves.
4.3 Special information on the appointment of heads for time-limited, externally funded centres without announcement
The requirements for appointment without announcement will normally be met when employees have been key personnel in order to be awarded an externally funded centre (such as SFF, SFI, SFU or equivalent) for their area.
The basis for employment without announcement can be either by notice when special reasons justify this according to the Act relating to Universities and University Colleges Section 7-7 or, if the position i externally funded, regulations on the Norwegian Civil Service Act Section 3 (3).
Relevant sections of the application in connection with approval of the centre are enclosed with the case. The same applies to an extension without announcement if the duties remain unchanged after the first period.
Section 5 Impartiality in the appointment process
Section 6 of the provisions on impartiality in the Public Administration Act is applicable to all stages of the appointment process.
It should be clarified that no one involved in the appointment process has close ties to any of the applicants or would have a particular advantage or disadvantage in assessing any of them: see Section 6 of the Public Administration Act. However, any knowledge of an applicant does not mean disqualification. Attention must be paid to supervisor relationships, close academic cooperation and co-authorship when appointing expert committees. The scope of cooperation and how close it is in terms of time are relevant elements in the assessment of impartiality. The members of the committee must report on such matters.
Both people who appoint experts and those who are appointed are responsible for stating whether there are particular circumstances that are likely to impair confidence in the impartiality of the experts. Such an assessment will always be discretionary. The committee should briefly outline the topic of discussion and what was concluded if it has discussed impartiality. Please contact the faculty if there is any doubt, or in the event of disqualification.
If a manager is disqualified, a decision on the matter cannot be made by a direct subordinate. A direct subordinate can prepare the case, but the case is elevated to an overall level for a decision to be made.
A collegiate body, such as the appointments body, is not disqualified from dealing with the matter even if one or more of its members are disqualified and have to withdraw from dealing with the matter. In collegiate bodies, the decision on the impartiality of a member is made by the body itself, without the participation of the member concerned. A deputy should be asked to attend the meeting if this can be done without significantly wasting time or money.
Section 6 Public disclosure and access to information
Applicants are deemed to be parties to the case and are entitled to access information in accordance with Chapter 5 of the Public Administration Act.
Access to information for the general public is regulated by the Freedom of Information Act. The University of Oslo practices public access to government papers when access to the following documents is requested:
- list of applicants including their academic qualifications, for applicants who have not been granted exemption from the public list of applicants
- facts and assessments of academic and educational qualifications in the report from the trial lecture
- evaluations from the expert committee. This means that access to the expert assessment will be granted upon request for parties other than the parties to the case. This takes place after the deadline for comments has expired.
The recommending authority’s recommendation to the appointing authority is exempt from public disclosure in accordance with the Freedom of Information Act Section 25. The provisions on exemptions from public disclosure for recommendations will not prevent the practice of public access to government papers upon further assessment. However, assessments of personal suitability for the position must be exempted from public disclosure.
Part 2 Call for applications
Section 7 Procedure for calls for applications
7.1. General information
The appointing authority calls for applications for teaching and research positions.
Calls for applications are made on the basis of strategic and budgetary priorities.
Decisions must be made on the work description and description of position when the call for applications is made.
The call for applications must specify the subject area/discipline and field of responsibility, required duties, qualification requirements and other circumstances that will be emphasized at the time of appointment.
7.2. Gender representation and diversity
The University of Oslo wishes to have a broad and diverse applicant base for advertised positions, and texts in calls for applications must be worded in a manner that supports this.
The call for applications must include a diversity statement in line with the University of Oslo’s policies relating to diversity, equality and inclusion. The diversity statement must be included as a default text in the University of Oslo’s templates for calls for applications. The University of Oslo’s Coordination Group for Diversity, Equality and Inclusion will be the consultative body for any change to the diversity statement.
Eligibility requirements are not to be formulated in such a way that certain groups are excluded from applying.
The University of Oslo’s adaptation agreement to Section 30 of the General Agreement for State Employees contains provisions on positive differential treatment. Where one gender is underrepresented in its position code, the underrepresented gender must be encouraged to apply. The department in question will normally be the basis for assessing underrepresentation. If special circumstances warrant it, the Faculty or subject area may be the basis for positive differential treatment.
7.3. Conditions for reissuing a call for applications
A new call for applications must normally be issued if the recommendation body or appointing authority wishes to deviate from the qualification requirements on a significant point in the call for applications, or there are errors that can be assumed to have an impact on the applicant base.
A new call for applications may be issued if a disproportionate amount of time has elapsed since the call for applications was made, if the circumstances have changed significantly, or if insufficient numbers of qualified applicants have applied and issuing a new call for applications can be expected to alter this situation.
Section 8 The advertisement/job description
Texts for calls for applications are created on the basis of University of Oslo templates and must include information on:
- the subject area and required duties of the position
- what qualifications are necessary or desirable, including any language requirements
- the unit at the University of Oslo to which the position is affiliated
- the location of the place of work
- pay
- for Associate Professor: that applicants who are unable to document basic university teaching competence upon appointment must acquire this competence within two years from appointment. For professorships: That the requirement for basic university teaching skills must normally be met at the time of appointment, and that a deferred deadline will be granted only in exceptional cases.
- use of interview and a trial lecture
- that the university has a goal of gender balance in permanent academic positions and that the underrepresented gender is encouraged to apply
- The University of Oslo’s diversity statement: see Section 7 (2)
- regulations, guidelines for the appointment process and contact details
- what the application is to include:
option 1: applicants enclose a full application, with application text, CV, list of publications, educational portfolio, diplomas, certificates and academic works. The number of academic works is stated in the announcement.
option 2: applicants are invited in the first instance to submit a short, justified application and CV with a list of publications. (See part 4 for further procedure.)
Applicants must refer to the scientific/academic works or parts of works which the applicant wishes to be given particular emphasis in the assessment
Section 9 Closing date for applications
The closing date for applications is usually four to six weeks away. The closing date is stipulated by the faculty. It is not possible to send works after the closing date for applications unless applicants have only submitted their application and CV initially: see Section 8, paragraph 11, option 2.
Part 3 Skills requirements
Section 10 Competence profile
The competence profile operates within the following five areas:
1. Academic qualifications
Academic works and contributions to various parts of the research process, any artistic qualifications
2. Educational qualifications
Educational qualifications rooted in the requirements for basic university teaching competence, any museum dissemination skills at university museums
3. Applied knowledge
Research dissemination, innovation and interaction with the community
4. Qualifications in the field of academic management and administration
Research and education management, relevant experience/training for management/administration, participation in councils, boards, positions, etc.
5. Personal qualifications
Personal qualifications of relevance to the position (e.g. good teamwork skills, communication skills, positive contributions to the working environment)
The assessment of academic qualifications must be based on the quality and originality of the academic work. Use of bibliometric indicators may provide an additional element in the assessment.
The University of Oslo’s assessment matrix can be used to assist in this work. The assessment matrix is based on UiO-KVM and exemplifies results/skills, documentation and reflection for all areas in the competence profile. Results/expertise, documentation and reflection should demonstrate what one has done and achieved in the various areas as well as quality, development and breadth in the activity and results.
Other relevant expertise, such as clinical/specialist competence, is taken into account where the text in the call for applications provides a basis for this.
Upon appointment, the expert committee makes a complete assessment of the academic qualifications in Section 10, paragraph 1, and an initial assessment of the qualification requirements in Section 10, paragraphs 2 to 4. The qualifications in paragraphs 2 to 4 may be subject to additional assessment and elaboration by means of a trial lecture, interview and reference interview. Personal qualities are assessed by the recommending authority later on in the process.
In the case of promotion, experts make a full assessment of the areas of expertise in section 10, paragraph 1-4. Personal qualifications are not assessed in the case of promotion.
Section 11 Requirement for basic academic competence
Basic academic competence is required for all academic positions.
For professors, the requirement involves substantial academic production in excess of that which is required for a doctorate. The research must be of high quality and demonstrate both breadth and depth. The production shall reflect an independent research profile and demonstrate the ability to address new problems. Sustained research activity is a prerequisite for the granting of professor competence.
The requirement for Associate Professor is a Norwegian doctoral degree in the relevant field of study, equivalent foreign doctoral degree approved as equivalent to a Norwegian doctoral degree, or equivalent level of competence documented by academic work of the same scope and quality.
Section 12 Requirements for basic university pedagogical competence
Basic university pedagogical competence at the University of Oslo consists of the following elements:
The following skills must be developed and documented through own teaching/mentoring for newly qualified teachers and completed university teaching education (minimum 200 hours):
- basic skills in the planning, implementation, evaluation and development of teaching and supervision, including digital skills
- be able to reflect on their own role and discuss and justify their own choices in planning, implementation and development of teaching and academic supervision
- be able to root their university teaching competence in the SoTL criteria:
- focus on student learning
- clear development over time
- a researching approach
- a collegial attitude and practice
Applicants for the position of Associate Professor who cannot document this on appointment shall be obliged to satisfy the requirements within two years from taking over the position.
The general rule for employment as a professor is that the requirement for basic university pedagogical competence must be met when the professor is appointed. When special reasons so warrant, applicants for a professorship who fail to meet the requirements may also be granted two years from the time of appointment in which to meet the requirements. This requirement must be met when applying for promotion.
Section 13 Additional requirements for professorship
Certain additional educational requirements for appointment and promotion to professor are required in addition to the requirements for basic academic and university teaching competence as set out in Sections 11 and 12. It must be possible to document these additional requirements upon appointment, and they must be met when applying for promotion.
The following must be documented in addition to basic university pedagogical competence as described above for appointment as or promotion to professor:
- A wide range of skills in planning, implementation, and evaluation of teaching
- Broad experience from academic supervision, preferably at Master/PhD level
- A wide range of skills in systematic development work related to teaching and academic supervision
- Efforts, leadership and cooperation in own academic environment related to work on education quality
For staff at the university museums, museum dissemination skills can replace the additional educational requirements upon appointment as and promotion to professor.
Applicants for professorships must additionally document qualifications beyond the usual performance of duties in positions at the lower level within either applied knowledge or academic management and administration.
Qualifications beyond the basic requirements for the position count towards the overall assessment when ranking competent applicants. Particular emphasis is placed on qualifications that are closely related to the position’s subject area and work duties.
Section 14 Weighting of qualifications
Appointment of a candidate is based on a comprehensive assessment of all qualification requirements applicable to the position, including personal qualifications. Priority will be given to academic qualifications over other qualifications for regular Professor and Associate Professor positions, unless stated otherwise in the text of the call for applications. Educational qualifications will be given priority over qualifications in the fields of applied knowledge and academic management and administration, unless stated otherwise in the text of the call for applications. A concluding assessment of the overall qualifications must be made. Following an overall assessment, personal qualifications may be assigned decisive significance in the appointment case, based on factual grounds related to the specified personal qualities in the call for applications.
Part 4 Screening committee
Section 15 Use of the screening committee
Applications may be reviewed by a screening committee before being considered by the expert committee (see part 5). The screening committee identifies a limited selection of applicants who are invited to submit a full application accompanied by selected publications. At least five applicants should be invited to submit an application if there is a large number of qualified applicants. No more than ten people should usually be invited. Multiple genders should be represented, of possible, among the applicants who go to the next stage.
15.1 Appointment
The screening committee is appointed by the recommending body or the person authorized to appoint it. The screening committee carries out preparatory work that facilitates the process going forward. Applicants must be notified of the screening committee members appointed.
Requirements for appointment:
- composition in accordance with the job requirements in the call for applications
- at least three members
- at least two should have competence at the relevant position level
- balanced gender representation
15.2 Procedure
The screening committee has two choices:
- To conclude that there are too few/no qualified applicants.The screening committee may recommend to the appointments body that another call for applications should be issued for the position, or that it should wait before issuing a new call for applications: see Section 7 (3).
- Give a brief, reasoned proposal to the experts about which applicants should proceed in the process, without making any kind of ranking. Summary written grounds for why unsuitable applicants do not proceed further must be provided.
If the screening committee has any doubts about whether an applicant should proceed further, the applicant should be one of the people invited to submit a complete application. A list of applicants including their professional qualifications, as well as application letters and CVs for all applicants, are forwarded to the expert committee. The experts are at liberty to assess more applications than the screening committee proposes.
In its work, the screening committee should be aware of the University of Oslo’s goal of improving gender balance and enhancing diversity in academic positions.
All applicants, including those who do not proceed, are parties to the case and are entitled to good information in the process.
Part 5 Expert committee
Section 16 Expert committee
The experts must provide an indicative assessment of the applicants, ranking at least three of the applicants deemed qualified in accordance with the requirements set out in the call for applications.
The experts perform a full assessment of the academic qualifications, along with an initial assessment of educational qualifications and qualifications in the fields of applied knowledge and academic management and administration. Educational qualifications and qualifications in the fields of applied knowledge and academic management and administration may be subject to supplementary assessment and elaboration through a trial lecture, interview and reference interview. Personal qualities are assessed by the recommending authority later on in the process.
The committee’s assessment forms part of the overall basis for assessment on which the recommending authority bases its recommendation to the appointing authority.
16.1 Appointment
The recommending body or the authorized entity appoints the experts on the basis of proposals from the academic group. Requirements for the appointment
- At least three experts.
- Competence minimum at the relevant position level. At least one must have professorial competence when assessing applicants for associate professor positions.
- Only one member from the University of Oslo
- At least one member from another country, as far as possible, in the event of appointment and promotion to professor.
- Both genders represented among the experts.
- The committee is established in such a manner that it has the expertise to assess all applicants to whom the call for applications relates.
- The leader of the committee must be en external member
All applicants must be notified of who has been appointed when the experts have been appointed and have accepted the assignment.
16.2 Procedure
The main objective of the expert committee is to rank at least three applicants in the order in which they should be assessed, provided that that many qualified applicants are under consideration. In the ranking of qualified applicants, the entire breadth of qualifications will be included in the evaluation and be assessed explicitly: see Section 10.
The committee must rank the applicants who are considered best qualified for the position following a total assessment in accordance with the job description. Following an initial review of the applicants’ qualifications, the committee must identify a limited number of applicants that the committee deems to be qualified in preference to the others. The applicants selected then undergo a more thorough assessment. The competence of at least three applicants must be assessed thoroughly, provided that that many qualified applicants are deemed relevant.
The committee must submit an opinion as to what separates the applicants selected from the rest. It is therefore assumed that it will give a brief review of all the applicants and their qualifications. An applicant who withdraws their application before the expert assessment is available will not normally be discussed, but the review cannot be retroactively removed.
The committee must have an administrative leader. The leader of the committee must be external. When the committee is appointed, the recommending body or the person authorized appoints a leader from among the members of the committee. The administrative leader manages the work of the committee and is responsible for ensuring that the work gets started and is delivered on time. An internal coordinator can be used to ensure the committee has a knowledge of local regulations and to manage the work of the committee. The coordinator is not a member of the committee.
The experts should normally work as a committee and submit a joint assessment. The grounds for the different stances should be included in the statement if there is dissent in the committee.
The recommending body or the person authorized may decide, in individual cases, that the experts must make individual assessments.
16.3 Special experts
In addition to the ordinary experts and possibly, according to their proposals, in special cases one or more special experts may be appointed to assess portions of the material that the applicant has submitted. Specialists make individual assessments that are submitted to the expert committee for guidance.
16.4 Possible temporary employment in a lower position
Possible temporary employment in a lower position If none of the applicants meets the qualification requirements for the advertised position, and it is absolutely necessary to employ someone due to the teaching situation, temporary employment can be done for up to one year in a lower position. The applicant must then be considered to fulfill the qualification requirements in the lower position.
16.5 Deadline for the experts
The experts’ assessment should normally be available within three months from their appointment. Shorter deadlines can be agreed. If the assessment cannot be submitted within the deadline, grounds for this should be given to the Faculty.
16.6 Comments from applicants
A copy of the full assessment from the experts is sent to all applicants, including applicants who have not proceeded following consideration by the screening committee, before the case is considered by the recommending authority. Also, assessments from any specialist experts should be sent to applicants.
Applicants have the opportunity to submit written comments on the assessment at this stage of the process. However, employment matters are exempt from the general provisions of the Public Administration Act on right of appeal (see Section 3 (2) of the Public Administration Act). The opportunity to submit comments does not provide an extended right of appeal. The purpose of this arrangement is to provide applicants with an opportunity to correct any misunderstandings. The expert committee shall provide an additional statement based on the comments. Any comments and additional statements from the expert committee will be submitted with the case until a decision is made on appointment.
The recommending body or the person authorized may decide that further information must be acquired before considering the matter further.
Part 6 Recommending authority
Section 17 Recommendation
The recommending authority makes a comprehensive assessment of the applicants on the basis of the requirements in the text of the call for applications and ranks the most qualified applicants in order. The ranking here is based on the basis for assessment as a whole and may therefore not be the same as the expert committee’s ranking. This recommendation will provide the starting point for the appointments body’s consideration of the case.
17.1 Recommending Authority
The recommendation is made at faculty level when the University Board appoints employees. The Department level, or a separate recommending body at faculties without departments, is the recommending authority when the Faculty is the appointing authority: see Section 25.
For units under the University Board, the Board at the unit recommends candidates to the appointments committee for academic positions without faculty affiliation. The appointments committee for academic positions without faculty affiliation provides recommendations when the University Board is appointing candidates.
17.2 Procedure
The recommending authority must identify the applicant who is best qualified for the position on the basis of an overall assessment, and submit a proposal for a decision to the appointing authority. The recommending authority is responsible for conducting interviews and a trial lecture, as well as any other forms of assessment. At least three applicants must generally be nominated, in order of priority.
The basis for assessment comprises
- assessment by the expert committee
- assessment of a trial lecture
- interview
- reference interviews
The case may be returned to the experts for additional information if the recommending authority finds that the assessment by the expert committee does not provide sufficient grounds for assessing the applicants. The case may be returned to the experts when significant information is missing, or if there are any procedural errors that may have an impact on the appointment decision.
If the recommending body or appointing authority finds that the opinion of the experts cannot form a basis for an appointment decision, the body itself decide to appoint a new expert committee and carry out a new expert assessment. This is a solution that should only be used in very special cases. Applicants must be informed that the new expert committee has been appointed.
Section 18 Recommendations
The recommendation from the recommending authority must be justified on the basis of overall assessments of the competence profile (see Section 10) and criteria stated in the call for applications.
The recommending authority must ensure that the administrative procedure has been conducted in accordance with applicable legislation and regulations, including the fact that positive differential treatment have been assessed in accordance with the regulations in the General Agreement and the University of Oslo’s adaptation agreement.
18.1 Assessment of personal qualifications
Applicants who are ranked highest by the expert committee and progress to the trial lecture must also be invited to interview and be assessed in respect of personal aptitude. The aim of this is to obtain additional information about the applicant’s qualifications as a co-worker and environment creator. Following an overall assessment, personal qualifications may be assigned decisive significance in the appointment case, based on factual grounds related to the specified personal qualities in the call for applications. The individual applicant’s personal qualities must therefore be assessed and discussed.
Personal qualifications must be documented as far as possible. This can be done by means of interviews, reference interviews and letters of recommendation, for example. Conducting a trial lecture can also provide additional information for the assessment of personal qualifications.
There are in particular two important principles to consider in respect of assessment of personal qualifications for a position:
- Characteristics that are emphasized must be of relevance for the work to be carried out.
- If emphasis is placed on something in respect of one of the applicants, there is an obligation to also assess this in respect of the other applicants.
Section 19 Interview
An interview is a key tool in assessing the applicant’s personal suitability. The interview may also be used to further clarify the applicant’s educational competence and further research plans.
The employer is responsible for clarifying to the applicants any special conditions and other circumstances relating to the position.
To conduct the interviews, the recommending body or the person authorized appoints an academic representative interview committee made up of three to five people.
If the faculty has the authority to appoint a candidate, the committee is normally made up of the Head of Department/Deputy Head of Department, one member of the academic staff and one student representative. If the faculty has the authority to recommend a candidate, is normally made up of the Dean/Deputy Dean, the Head of Department/Deputy Head of Department and one student representative. The committee can be supplemented.
The interview committee conducts one or more interviews with applicants and takes up references. The interview committee prepares a brief document reporting on the main points from the interview and the committee’s assessments. This document is included as part of the basis for the case when a recommendation is provided. In its summary of the interview, the committee must endeavour to keep separate specific (factual) information about and from the applicant, and the competence- and suitability assessments made after the interview. See example of the interview guide.
Section 20 Reference interview
Reference interviews are used to check the information that has been provided about previous employment and the impression that has been formed of the applicant. Letters of reference from applicants will not suffice. Reference interviews must be conducted; this includes internal applicants. Normally it would be appropriate to contact past and current employers. Only individuals whom the applicant offers as referees should be contacted. The person who is to conduct the reference interview may ask the applicant to submit supplementary references from other jobs. See examples in the reference interview guide.
Section 21 Trial lecture
The purpose of the trial lecture is to document the ability to disseminate, engage and activate research-based knowledge adapted to the relevant target group. The trial lecture may also contribute to the assessment of personal suitability, for example by observing the interaction between the applicant and students, or to assess the applicant’s digital competence through the use of various digital learning methods and learning technologies.
Section 22 Ranking
Three applicants should usually be nominated in the order in which they should be considered, provided that that many qualified applicants are under consideration.
A written statement must be issued on the qualifications and suitability of the recommended applicants for the position on the basis of
- the text of the call for applications and the job description
- the experts’ assessment
- the assessment of the trial lecture and other forms of assessment
- minutes from interviews and references related to personal suitability for the position
The recommending authority must therefore balance the various qualifications against one another when deciding on the final ranking. Although the same general rule for weighting of qualifications is applied (see Section 14 f), an overall assessment may result in the recommending authority arriving at a different ranking to the expert committee.
A justification should be given for the order in which the recommended applicants are placed.
Reasons must be given for the different positions if there is any dissent. Minutes showing the voting must be submitted with the case.
22.1 Practice of positive differential treatment
The gender that makes up less than 40% of the employees in the relevant position code is underrepresented. Underrepresentation in the current position code is a prerequisite for practicing positive discrimination. If several applicants during the selection are considered to have approximately equal qualifications after both the scientific/professional, educational and other qualifications have been assessed, the applicant from the underrepresented gender must be put forward.
Part 7 Appointment
Section 23 Appointment
A candidate is appointed on the basis of a recommendation. The appointing authority ultimately decides which of the candidates recommended is best qualified and should be offered the position. The appointing authority is responsible for ensuring that the administrative procedure has been adequate and in accordance with the applicable regulations, that gender equality considerations have been taken into account and that there is compliance with the principle of qualification.
Section 24 Appointment authority
Appointment in teaching and research positions is made by the Board, unless the decision is delegated to a subordinate body or employment committee: see Section 7-2 of the Act relating to Universities and University Colleges.
Employees for teaching and research positions will be appointed by the Faculty Board/the Faculty Board’s appointments committee when the University Board/the University Board’s appointments committee will not be appointing employees. A separate appointments committee has been established for units with no faculty affiliation, which appoints candidates in cases where the appointing authority is delegated, with corresponding authority as the appointing committee at the faculties.
On the recommendation of the recommending authority, the Dean, the Head of Department or the person authorized may personally appoint candidates for jobs for a period of less than one year. If an extension of a position results in conversion of the position into a permanent position, this is not deemed to be a job for a period of less than one year, but must be dealt with by the appointing authority.
Section 25 Delegation to the University Board’s appointments committee and the units
The University Board itself processes all appointments in teaching and research positions without the announcement authorized in the Act relating to Universities and University Colleges Section 7-8 ("nomination").
The University Board’s appointments committee deals with the announcement/appointment of:
- Announcement of Professor of Academic Management (SKO 1404)
- Appointment of Professor of Academic Management (SKO 1404)
- Other matters that the Dean or a recommending body or appointing authority at the faculty would like to submit to the appointments committee.
Announcement and appointment on other matters, as well as decisions on promotion, are delegated to the faculty level by the Board/employment committee.
25.1 The appointments committee’s supervisory function
In cases delegated to the faculty where one or more of the applicants presents a reasoned objection to the administrative procedure, the appointments committee must receive a copy of the applicant’s comments automatically and without undue delay, as well as a briefing on how the faculty is dealing with this. On this basis, the appointments committee will decide whether it will accept the case for processing. Comments that have been clarified with the applicant do not need to be submitted to the appointments committee.
The Rector may demand to have any employment case brought before the appointments committee.
The appointments committee’s supervisory role as a control body in the recommendation and appointment process for delegated cases applies both before and after the appointment decision has been made in the relevant individual case. In order to avoid unnecessary delays, any objections for presentation to the appointments committee should be submitted immediately after the comments procedure has been completed and, wherever possible, before the appointment decision has been made.
Part 8 Appeal and reversal of decisions
Section 26 Appeal and reversal of decisions
Decisions on appointment cannot be appealed under the Public Administration Act and are exempt from the regulations on grounds and reversal under the same Act: see Section 3 (2) of the Public Administration Act.
However, a decision in an appointment case may be reversed if the conditions pursuant to Section 35 of the Public Administration Act are met, and the appointments body has decided that the aforementioned subsection should apply. For example, reversal may take place if the individual in question has not been informed of the decision or if the decision contains such errors that it must be deemed invalid. Reversal before the applicant has been informed may be appropriate, for example, in cases where decisive new information comes to light shortly after the decision has been reached. For example, a decision may be invalid if such errors in administrative procedure have been made that there is reason to believe that the decision would have been different if such errors had not been made.