Regulations on appointments to tenure-track positions, with supplementary provisions for UiO

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¡ì 1 Objectives

The purpose of establishing tenure-track positions is to facilitate the recruitment of talented academic staff at universities and university colleges. The scheme will help to strengthen the institutions¡¯ ability to compete for the best candidates internationally and impose an obligation on the institutions to contribute to the further development of employees¡¯ competence in teaching, research and dissemination/innovation. Post holders will have predictability in their work by qualifying for a tenured position in teaching and research through a long period of employment, and will receive follow-up and resources from the institution.

University of Oslo¡¯s supplementary provisions

Use of tenure-track positions shall support the University of Oslo¡¯s ambitions to recruit highly qualified personnel, and to facilitate predictability in their work.

¡ì 2 Employment schemes

One of the requirements for appointment to a tenure-track position is that the public defence of the candidate¡¯s doctoral thesis was held within the preceding 5 years. Additional time may be allowed for leave relating to childbirth or adoption.

The institutions can choose between the following two models for appointments to tenure-track positions:

1. The appointment is a fixed-term postdoctoral position of six to seven years. During this fixed-term period, the candidate has the opportunity to qualify for a tenured position, in line with qualifications achieved, in a combined Associate Professor position or Professor position at the end of the fixed-term period.
   or
2. The appointment is a fixed-term position as an Associate Professor for six to seven years. During this fixed-term period, the candidate has the opportunity to qualify for a tenured position as a Professor.

The postdoctoral position used in appointments to tenure-track positions is a combined teaching and research position, where tasks, results and requirements are pursuant to these regulations.

Appointments to tenure-track positions can only be made when the position has been widely advertised in Norway and abroad.

The scheme for promotion to a professorship in line with qualifications and experience does not apply to the period when the person is employed in a fixed-term tenure-track position.

University of Oslo¡¯s supplementary provisions

As a rule, the University of Oslo will use model a), i.e. employment for a fixed term in a postdoctoral position. Appointments are made with the rights and obligations provided for in the Guidelines concerning appointment to postdoctoral and research posts at UiO, for a fixed period of 6-7 years. Pursuant to the applicable guidelines for postdoctoral fellows, compulsory work shall be limited to up to 25% of working hours.

Model b) will only be used in exceptional cases since employees in Associate Professor positions have the opportunity to qualify for a professorship through the applicable regulations on promotion. However, units may also choose model b) if they think there are particular grounds for using this model, such as if the candidate has previously held an ordinary postdoctoral position, and there is therefore no opportunity for appointment to a postdoctoral role in a tenure-track position, cf. ¡ì 8 of the regulations, second paragraph. Appointments are made with the rights and obligations provided for in the University of Oslo's Rules for Appointments to Professorships and Associate Professorships, for a fixed term of 6?7 years. Distribution of required duties is according to the applicable principles for the distribution of work duties in combined academic positions.

Applicants will be evaluated by an appointed committee. 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. The body with the power of recommendation or such party as is so empowered appoints the experts following the recommendation of the academic community.

The body with the power of recommendation must balance the various qualifications against one another when deciding on the final ranking, 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

¡ì 3 Contract of employment

The contract of employment determines the results, requirements and criteria that the candidate must fulfil during the fixed-term period in order to take up a tenured position under ¡ì 2a or a professorship under ¡ì 2b.

The Board, or the department as delegated by the Board, on the basis of Chapter 3 of the Regulations to the Act on Universities and Colleges (lovdata.no) (Norwegian), as well as the institution¡¯s own supplementary criteria for appointments to an Associate Professor or Professor position, shall  determine specific requirements within:

• research
• teaching
• dissemination

The institutions can also set requirements based on particular needs within the subject area or research environment where the employee will work, e.g.:

• international activity
• applications to the EU
• the ability to attract external funding for themselves or the research group

The contract also sets out how the institution will assist the candidate in meeting the requirements set (e.g. research resources such as equipment and/or personnel for a research group, application assistance, guidance etc.). The necessary time must be earmarked for the post holder to carry out the different tasks covered by the contract of employment.

University of Oslo¡¯s supplementary provisions

Tenure-track positions at the University of Oslo shall be reserved for candidates who are expected to develop the competence and independence required to build and head a leading international research group. Candidates must be able to demonstrate outstanding results in relation to the production of scientific material, dissemination, organization and leadership of a research project, teaching and development of a course of study. Weighting between different fields of expertise may vary depending on the subject area.

The Board of the University of Oslo grants the Faculty Board authorization to determine more specific requirements and quality criteria related to their own positions, based on which local objectives the scheme seeks to serve.

The contract of employment shall also specify:

• plan for expected progression in the candidate¡¯s activity
• the objective criteria on which the adjudication of the midway and final assessment is to be based, i.e. what results the candidate is expected to achieve and will be assessed against
• the place of work¡¯s duties in relation to funding the development of a research group around the tenure-track candidate, with, for example, doctoral research fellowships, running expenses, laboratory resources, research equipment
• plan for employer¡¯s follow-up of the candidate during the tenure-track period

¡ì 4 Midway assessment

A formal midway assessment will be held, which will be completed before the candidate has been employed for four years. The assessment shall be conducted on the basis of the contract of employment. The Board of the institution, or the party authorized by the Board will determine further provisions on the midway assessment. Based on this, the candidate will be given guidance on where improvements can be made during the final part of the fixed-term period in order to meet the requirements of the contract of employment.

University of Oslo¡¯s supplementary provisions

The midway assessment shall provide a basis for assessing the candidate¡¯s work and the employer¡¯s follow-up.

The Board of the University of Oslo grants the Faculty Board authorization to determine local supplementary provisions on quality criteria and practical execution of the midway assessment.

The faculty¡¯s choice of model for the midway assessment must ensure an independent assessment. The Dean decides who will participate in the assessment of each candidate following the recommendation of the Head of Department. If there is uncertainty as to whether the candidate meets the academic requirements for continuing in the tenure-track post, this will be decided by an expert committee formed according to Rules for employment and promotion for Professor and Associate Professor positions at UiO. The candidate will be given the opportunity to comment on the decision in writing, and any comments will be considered by the Dean.

The midway assessment can, in addition to the written evaluation, be supplemented with an interview where the candidate is given the opportunity to deepen his reflections on what has been achieved and further plans.

The midway assessment should be held when the candidate has been employed for three years.

¡ì 5 Final assessment

Before the end of the fixed-term period, the institution shall conduct an assessment of whether the requirements laid down in the employment contract have been met. The assessment of the candidate¡¯s research expertise and research potential will be conducted by an adjudication committee within the candidate's subject area, and in line with the institution¡¯s rules on adjudication. The institutions may decide that the committee should also assess the employee¡¯s results in teaching and in other areas covered by the contract of employment.

The adjudication committee shall consist of three members, at least one of whom must be from a foreign institution. Only one member of the adjudication committee can be from the candidate's home institution. Both genders should be represented on the committee where possible.

The assessment of whether the candidate meets the other requirements laid down in the employment contract will be made in accordance with rules set by the Board or the party so empowered by the Board.

University of Oslo¡¯s supplementary provisions

The final assessment of the candidate will be based on the the requirements that were set at the time of appointment. 

An expert committee must be appointed in accordance with Rules for employment and promotion for Professor and Associate Professor positions at UiO. 

A copy of the assessment from the expert committee is sent to the candidate before the case is taken up for consideration by the appointing authority, cf. Rules for employment and promotion for Professor and Associate Professor positions at UiO.  At this stage in the process, the candidate has the opportunity to comment on the assessment, with a deadline of fourteen days. Any comments from the candidate will follow the case.

The expert assessment can be supplemented with an interview to ensure that the full range of criteria is adequately covered in the final assessment.

The Board of the University of Oslo grants the Faculty Board authorization to determine supplementary local provisions on assessing whether the candidate meets the requirements laid down in the contract of employment.

¡ì 6 Follow-up and supervision

Up to the midway assessment, the candidate will receive guidance, training and advice in order to build an academic career. The institution must ensure that the candidate has access to the research resources and the assistance agreed in order to be able to meet the requirements of the employment contract. During the latter part of the period, the candidate will be followed up in the same way as other employees.

University of Oslo¡¯s supplementary provisions

The Board of the University of Oslo grants the Faculty Board authorization to establish local arrangements to ensure structured and systematic follow-up of the candidates, and mechanisms for quality assurance of such follow-up.

¡ì 7 Right to tenure

Based on the expert assessment of research expertise, and the assessment of whether other requirements in the contract of employment have been met, which should be completed before the end of the fixed term, the appointing body for the relevant position (¡ì 2a or 2b) shall decide whether the candidate should be offered a tenured position. If the requirements set out in the employment contract have been met, the candidate will be employed in the fixed combined teaching and research post they are qualified for as an Associate Professor or Professor in line with ¡ì 2a or as a Professor according to ¡ì 2b.

University of Oslo¡¯s supplementary provisions

Nomination and appointment are in line with the ordinary procedures and authorization for appointments to positions as an Associate Professor and Professor at the University of Oslo. Decisions are made by the bodies granted nomination and appointment authorization respectively by the relevant unit, as defined in the individual unit¡¯s administration regulations.

¡ì 8 Fixed-term appointments

Under the Act relating to universities and university colleges, institutions may make appointments to tenure-track positions in the academic environments that are entitled to offer a doctoral education, within quantitative limits set by the Ministry for the individual institution.

Pursuant to the Act relating to universities and university colleges, post holders at institutions can only be employed for one fixed-term period in a tenure-track position. Anyone employed for a fixed-term period of more than one year in an ordinary postdoctoral position pursuant to the Regulations to the Act on Universities and Colleges (lovdata.no) (Norwegian), or who has held such a postdoctoral appointment at a foreign institution, cannot be employed in a fixed-term postdoctoral tenure-track position.

The fixed-term contract shall not include provisions on redundancy/severance pay.

University of Oslo¡¯s supplementary provisions

The units shall report on the establishment of tenure-track positions in their own environments through the routine registration of employment contracts in SAP.

¡ì 9 Accelerated final assessment

An institution may authorise an employee to request an accelerated final assessment on tenure-track terms before the expiry of the fixed-term period. An accelerated final evaluation may, at the candidate's request, take place even if the candidate has not received follow-up and guidance pursuant to Sections 3, 4 and 6. The candidate must apply in writing to be evaluated in accordance with section 5 before the end of the fixed-term period. If the evaluation shows that the requirements in the employment contract are met, the candidate will be provided with permanent employment pursuant to section 7. If the the requirements are not met and the accelerated assessment has a negative result, the institution will decide if the candidate can request a new final evaluation with the possibility of permanent employment.

¡ì 10 Working hours

Employees are subject to the applicable laws and agreements on working hours, holidays and sickness absence.

University of Oslo¡¯s supplementary provisions

Post holders of tenure-track positions at the University of Oslo will generally fall under the legal term ¡°particularly independent¡±, and thus be exempt from some of the provisions on ordinary working hours, cf. Regulation of working hours for employees in scientific posts at the University of Oslo.

¡ì 11 Leave of absence and extension of employment period

Candidates¡¯ entitlement to leave of absence pursuant to legislation or collective agreements shall not be included in the calculation of the period of employment. Extension shall be granted for reduced working hours in accordance with the Working Environment Act ¡ì 10-2, fourth paragraph (arbeidstilsynet.no), where it is necessary to provide care for children or close family. Decisions on extensions of the employment period will be made by the appointing body.

Supplementary provisions for the Department of Economics

Mid-term evaluation

Adopted by the Board of The Faculty of Social Sciences 5 December, 2019

Mid-term evaluation procedure

• The Department of Economics will arrange a mid-term evaluation in the fourth year of the tenure-track period, adjusted for leave of absence the candidate is entitled to by law or collective agreement.
• At the beginning of the fourth year, the head of department will give a deadline to the candidate for submission of the basis for the mid-term evaluation.
• The mid-term evaluation is carried out by a committee of four recognized researchers. Two of the researchers must be from international academic institutions and two should be from the Department of Economics. One external and one internal researcher shall be selected on the basis of suggestions from the candidate. One of the internal researchers will act as the committee coordinator.
• The members of the committee must write individual reports in which they evaluate the candidate¡¯s progression. The evaluation of progression is based on the requirements for the final evaluation. The committee must take into account that the progression may be uneven. The report shall also provide feedback that may help the candidate meet the requirements for the final evaluation.

Each individual report should end in a tentative conclusion within one of four categories:

1. The candidate is well placed to meet the requirements for the final evaluation
2. Given that the current progression is continued, it is likely that the candidate will meet the requirements for the final evaluation
3. The candidate has done good research, but should improve his or her progression in order to reach the requirements for the final evaluation
4. The candidate is far behind a reasonable course to be able to reach the requirements for the final evaluation

The reports are sent to the committee coordinator.

If all committee members conclude with categories 1, 2, or 3, the candidate is considered to have satisfied the academic requirements to continue in the tenure track.

The committee coordinator submits the four reports to the Department of Economics, which then submits the verdict to the candidate for comment. The reports form the basis for further follow-up of the candidate at the Department.

If one or more members of the committee tentatively conclude that the candidate is in category 4 (far behind a reasonable course), the committee shall write a joint evaluation of whether the candidate meets the academic conditions to continue in the tenure track.

The committee coordinator submits the evaluation to the Department of Economics, which sends the evaluation to the candidate. The candidate is given a period of two weeks to comment on the evaluation in writing.

The evaluation, the candidate's written comments, and the head of Department's recommendation are sent to the faculty.

Tenure requirements for hirings before January 1st 2020

Adopted by the Board of The Faculty of Social Sciences 10 December, 2015.

1. In order to be considered for a tenured position the candidate must satisfy the minimum requirement for publishing, which states that the candidate must have collected at least four publishing points under the following rules:
   • One point is granted for (co-)authorship of an article published in a general top ranked journal, or in a top ranked journal within the relevant fields. Publications in the following journals grant points:
     • General top journals: American Economic Review, Econometrica, Journal of Political Economy, Quarterly Journal of Economics, Review of Economic Studies, Economic Journal, International Economic Review, Journal of the European Economic Association, and Review of Economics and Statistics
     • Top field journals: American Economic Journal: Applied Economics, American Economic Journal: Macroeconomics, Journal of Econometrics, Journal of Economic Theory, Journal of Finance, Journal of International Economics, Journal of Labor economics, Journal of Monetary Economics, Journal of Public Economics, Rand Journal of Economics, and Theoretical Economics.
     • Articles published in other journals may after specific consideration also grant points if the article is judged to clearly hold a standard equivalent to typical articles published in the aforementioned journals.
   • One additional point is also granted if the following three conditions are met: The article is published in one of these five top ranking journals: American Economic Review, Econometrica, Journal of Political Economy, Quarterly Journal of Economics, or Review of Economic Studies; The article has no more than three authors; And none of the co-authors have been a doctoral supervisor for the candidate.
2. Candidates satisfying the minimum requirement will be evaluated by a committee of at least five members, where at least four out of the five belong to prominent international universities.
   • The committee is asked to evaluate whether:
     • The candidate can be ranked among the best researchers of his or her generation (that is, researchers with a doctoral degree completed around the same time as the candidate.);
     • The candidate would be considered for employment among the top 15 foremost universities in Europe;
     • The candidate qualifies for a relevant ERC Grant.
   • For candidates to a tenure-track associate professorship position, the committee must also evaluate if the candidate qualify to be appointed to a professorship according to the Department¡¯s rules.
   • If the committee¡¯s assessment is positive, the candidate must be considered as meeting the requirements for a permanent appointment.

Tenure requirements for hirings after January 1st 2020

Adopted by the Board of The Faculty of Social Sciences 5 December, 2019

Criteria for successful evaluation for a tenured position

These regulations apply for employees in tenure-track positions hired after January 1st 2020.

The candidate must demonstrate excellence in research and teaching, as well as citizenship, and show a strong potential for contributing to further development of the department. Research

1) In order to be considered for a tenured position the candidate must satisfy the minimum requirement for publishing, which states that the candidate must have collected at least four publishing points under the following rules:

• One point is granted for (co-)authorship of an article published in a general top-ranked journal, or in a top-ranked journal within the relevant fields. Publications in the following journals grant points:
  • General top journals: American Economic Review, Econometrica, Journal of Political Economy, Quarterly Journal of Economics, Review of Economic Studies, Economic Journal, International Economic Review, Journal of the European Economic Association, and Review of Economics and Statistics
  • Top field journals: American Economic Journal: Applied Economics, American Economic Journal: Macroeconomics, Journal of Econometrics, Journal of Economic Theory, Journal of Finance, Journal of International Economics, Journal of Labor economics, Journal of Monetary Economics, Journal of Public Economics, Rand Journal of Economics, and Theoretical Economics.
  • Articles published in other journals may after specific consideration also grant points if the article is judged to hold a standard equivalent to typical articles published in the aforementioned journals.
  • A strong Revise&Resubmit to the above-mentioned journals may after specific consideration also grant points. The article needs to have a clear path to publication.
• One additional point is also granted if the following three conditions are met: The article is published in one of these five top-ranking journals: American Economic Review, Econometrica, Journal of Political Economy, Quarterly Journal of Economics, or Review of Economic Studies; The article has no more than three authors; And none of the co-authors have been a doctoral supervisor for the candidate.
• One additional point is also granted for a single-authored article in the above-mentioned journals. Only one article can qualify for an extra point according to this rule.

2) Candidates satisfying the minimum requirement will be evaluated by a committee of at least five members, where at least four out of the five belong to prominent international universities.

• The committee is asked to evaluate whether:
  • The candidate can be ranked among the best researchers of his or her generation (that is, researchers with a doctoral degree completed around the same time as the candidate.);
  • The candidate would be considered for employment among the top 15 foremost universities in Europe;
  • The candidate qualifies for a relevant ERC Grant.
• For candidates to a tenure-track associate professorship position, the committee must also evaluate if the candidate qualify to be appointed to a professorship according to the Department¡¯s rules.
• If the committee¡¯s assessment is positive, the candidate must be considered as meeting the research requirements for a permanent appointment.

Teaching and citizenship

The evaluation of the candidates¡¯ teaching and citizenship will be conducted by the Department of Economics at UiO. The evaluation may use input from the Heads of Programme at the Department.

Teaching

The teaching should be of high quality and the candidate is also expected to contribute by renewing courses or developing new courses offered by the department. The students¡¯ course evaluations and evaluations of the candidate as a lecturer should be satisfactory.

Citizenship

The candidate is expected to actively contribute in matters of importance to the department, like recruitment of new faculty, seminar series, committees, research communication.

The administrative process

Adopted by the Board of The Faculty of Social Sciences 5 December, 2019

The Department will arrange for an evaluation of the holder of a tenure-track position in the last year of the engagement. The process is described in three stages:

Stage 1: The candidate submit the material for evaluation

The deadline for submitting the material for evaluation is announced by the Head of Department and normally should be set no later than at the start of final year of the contract period.

Stage 2: Evaluation committee and evaluation report.

The Department of Economics proposes a committee of at least five members, where at least four of the five belong to prominent international universities. The committee must satisfy the same requirements as committees for evaluating applicants for an ordinary associate professorship (tenure-track assistant professor)/full professorship (tenure-track associate professor).

The objective for the committee is to evaluate the research qualifications of the candidate, based on the submitted documentation and possibly additional retrieved information. The candidate may submit acceptance or resubmission letters from journals until the committee finalizes its report.

Stage 3: Final evaluation

The reports on research qualifications and on teaching and citizenship are presented to the Board of the Department of Economics. If the candidate fulfills the criteria for a successful tenure track period, the Department will propose to the Faculty of Social Sciences that the candidate is offered a tenured position as associate professor/full professor.

Supplementary provisions for the the Department of Social anthropology

Mid-term evaluation

Adopted by the Board of the Faculty of Social Sciences 11 June 2021

Supplementary provisions for the Mid-term evaluation procedure for Post Doc, tenure track position at the department of Social anthropology, University of Oslo. 

• The Department of Social anthropology will arrange a mid-term evaluation at the beginning of the fourth year of the tenure-track period, adjusted for leave of absence the candidate is entitled to by law or collective agreement.
• The evaluation of progression is based on the requirements for the final evaluation.
• Six months prior to the mid-term evaluation, the head of department will give a deadline to the candidate for submission of the basis for the mid-term evaluation.
• The mid-term evaluation is carried out by a committee of four recognized researchers within the candidate¡¯s field. Three of the researchers must be from international academic institutions and one from the Department of Social anthropology. The internal researcher will act as the committee coordinator.
• The four members of the committee must write individual reports in which they evaluate the candidate¡¯s progression. The evaluation of progression is based on reaching the minimum requirements of four publication points as stipulated in the tenure requirements for post doc, tenure track position, supplementary provisions for the Department of Social Anthropology, University of Oslo the mid-term evaluation [hyper linked], and the binding publication contract set by the academic assessment committee. The mid-term committee must take into account that the progression may be uneven. The report shall also provide feedback that may help the candidate meet the requirements for the final evaluation.

Each individual report should end in a tentative conclusion that the candidate can be placed within one of the four following categories.

1. The candidate is well placed to meet the requirements for the final evaluation
2. Given that the current progression is continued, it is likely that the candidate will meet the requirements for the final evaluation
3. The candidate has done made progress, but should improve his or her progression in order to reach the requirements for the final evaluation
4. The candidate is far behind a reasonable course to be able to reach the requirements for the final evaluation

The reports are sent to the committee coordinator.

If all committee members conclude with categories 1, 2, or 3, the candidate is considered to have satisfied the academic requirements to continue in the tenure track.

The committee coordinator submits the four reports to the Department of Social anthropology, which then submits the verdict to the candidate for comment. The reports form the basis for further follow-up of the candidate at the Department.

If one or more members of the committee tentatively conclude that the candidate is in category 4 (far behind a reasonable course), the committee shall write a joint evaluation of whether the candidate meets the academic conditions needed to continue in the tenure track.

The committee coordinator submits the evaluation to the Department of Social anthropology, which sends the evaluation to the candidate. The candidate is given a period of two weeks to comment on the evaluation in writing.

The evaluation, the candidate's written comments, and the head of Department's recommendation are sent to the faculty.

Final evaluation

Adopted by the Board of the Faculty of Social Sciences 11 June 2021

Tenure requirements for post doc, tenure track position:
Supplementary provisions for SAI

The candidate must demonstrate excellence in i) research, ii) teaching, and iii) academic citizenship, including a strong potential for contributing to the further development of the department¡¯s teaching and research portfolio.

Evaluation committees

The evaluation process will consist of a mid-term evaluation and a final assessment which will take place at the beginning of the seventh year.

1. The mid-term evaluation committee consists of four members, of which one, the administrator of the committee is internal and three are from renowned international academic institutions. The process is outlined in the supplementary provisions for the mid-term evaluation procedure at the Department of Social Anthropology, University of Oslo.
2. The final assessment is made by the adjudication committee which starts its work at the beginning of the seventh year. The committee consists of five members, of which four are from renowned international academic institutions and at least one took part in the mid-term evaluation. The adjudication committee¡¯s assessment is based on the report from the mid-term committee and abides by the process outlined in detail below.

Both committees are appointed by the Dean following a proposal for the Head of Departement of Social Anthropology.

Research

1) In order to be considered eligible for a tenured position, the candidate must satisfy the following requirement for publications during the tenure period:
By the end of the sixth year, the candidate must have published the equivalent of:

i) One research monograph published by a reputable academic publisher.

ii) Three single-authored articles in level 2 journals as rated by Norsk publiseringsindikator (NPI), or comparable, equally reputed journals, at the time of publication. (One of the three can be a revise and resubmit with a clear path to publication, the others have to be published. One of the three articles can be replaced by either two co-authored articles in level 2 journals; two single-authored articles in level 1 journals; or an edited, or co-edited, book or special issue in which the candidate has authored or co-authored the introductory chapter / the introductory article. These need to be published in reputed journals or Academic presses comparable to level 2).

2) A candidate who satisfies the above minimum requirements is evaluated by the tenure committee. The committee is asked to evaluate whether:

a. The candidate can be ranked as a potentially leading international researcher in her or his field.

b. The candidate is deemed competitive for a relevant international grant (such as ERC, Wenner-Gren etc).

If the committee¡¯s assessment is positive, the candidate will be considered as meeting the research requirements for a permanent appointment.

Teaching and academic citizenship

The evaluation of the candidate¡¯s teaching, academic citizenship and language proficiency is conducted by the Department of Social Anthropology and uses input from the Head of Department.

Teaching

By the mid-term evaluation the candidate should have completed or be enrolled in the University of Oslo¡¯s pedagogical course Teaching and Learning in Higher Education. The teaching should be of high quality and the candidate is expected to contribute by renewing courses or developing a course related to her or his ongoing research interests. The candidate should also be able to teach across the discipline of anthropology outside of their own areas of specialization. The candidate should present a teaching portfolio to the evaluation committee that includes teaching plans. Members of the committee should be able to witness a lecture or listen to a recorded lecture as part of their evaluation. Student evaluations can be taken into account with the caveat that these are sometimes unbalanced.

Academic citizenship

The committee should evaluate the candidate¡¯s ability to contribute to a positive working environment and to building a strong anthropology department. Different candidates will be able to contribute differently depending on their backgrounds and the skills that they come in with, so the particular contributions that they might be expected to make might include some of the following.

• Contribution to student recruitment, development and retention ¨C this can include successful supervision of Bachelor and Master students and involvement in activities such as Open Days or student-organised events.
• Dissemination and public outreach ¨C building the department¡¯s profile nationally and internationally through publications or appearances in media outlets.
• Helping to build anthropological communities nationally and internationally ¨C involvement in international or national associations, such as EASA, AAA and NAF/NAT.
• Involvement in joint staff activities ¨C staff meetings, department seminars, joint applications for funding, workshops etc.

The candidate is expected to be physically present at the Department of Social Anthropology in Oslo, except during fieldwork and research leave, and to actively contribute in matters of importance to the department. This includes activities such as recruitment of new faculty, regular participation in seminar series, committees, active participation in the development of the department¡¯s teaching portfolio, social and intellectual milieu, and research dissemination.

Language proficiency

For candidates that do not master a Scandinavian language, the University of Oslo¡¯s Norwegian course level 1-3 need to be passed by the end of the second year. At the end of the third year the candidate must have acquired the language proficiency needed to conduct administrative responsibilities including active participation in board meetings, drafting short documents, evaluate and conduct written and oral examinations in Norwegian. The time spent on language training will replace required hours for teaching, and count towards a reduction in the teaching load as stipulated under ¡°other work¡± in the Work duty account for academic employees at the Faculty of Social Sciences.