|
Implement the Action Plan for Innovation and Entrepreneurship (2020-2025)
|
Ethical and professional aspects
- 3. Professional responsibility
- 8. Dissemination, exploitation of work results
|
Autumn 2025 |
In progress |
Research Administration and Quality Education Section
Faculties/ units
|
To develop a support system for employees who want to commercialize their research outcome. |
|
Develop and further improve the support and infrastructure services for Open Science at UiT
|
Ethcial and professional aspects
|
Autumn 2023 |
In progress |
Research Administration and Quality Education Section
The university library
Faculties/units
|
Make it accessible and practical for researchers to practice Open Science.
Continous improvement of the services and infrastructure for management of research data is therefore a priority. The services are available to all researchers at UiT.
|
| Establish an overall approach to career and competence development |
Ethcial and professional aspects
- 11. Evaluation/ appraisal systems
Working conditions and social security
- 22. Recognition of the profession
|
Autumn 2023 |
In progress |
HR and Organization Section/ Research Administration and Quality Education Section/ Section for International Cooperation Faculties/ Units |
To support researchers and stimulate them for professional development by the following means:
- Implementation of career and work plans for all researchers
- Implementation of appraisal interviews with career focus
- Improved onboarding routines for new employees in which information about career development and employee follow-up is included. This will be presented in both Norwegian and English.
|
|
Develop aims and measures for improved recruitment to academic positions
|
Recruitment and selection
- 12. Recruitment (Charter)
- 13. Recruitment (Code)
- 21. Post-doctoral appointments
|
Autumn 2024 |
Postponed to 2024 because of delay in customizing and delivering the required data system |
Recruitment Section
Faculties/units
|
To increase the success rate in recruiting particularly highly qualified researchers by the following means:
- Review the utilization of postdoctoral positions at UiT to ensure that they are used to qualify for top academic positions
- Establish data base systems for monitoring recruitment processes to improve recruitment procedures
|
| Improve the quality of the recruitment process |
Recruitment and selection
- 14. Selection
- 15. Transparency
- 16. Judging merit
- 17. Variations in the chronological order of CVs
- 18. Recognition of mobility expericene
- 19. Recognition of qualifications
- 20. Seniority
|
Autumn 2023 |
In progress |
Recruitment Section
HR and Organization Section
Faculties/units
|
To ensure the recruitment of highly qualified academic staff by the following means:
- Training members of assessment committees and appointment boards to avoid implicit (gender) bias and to provide them with tools for assessment
- Establish a routine for feedback of evaluation to applicants who have been interviewed but not appointed to positions. This is to secure that people who show interest in our university are treated well.
|
| Implement Action Plan for the reduction of temporary appointments adopted by the University Board 13 June 2019 |
Working conditions and social security
- 25. Stability and permanence of employment
|
Spring 2022 |
In progress |
HR and Organization Section |
To establish permanent employment as a standard for research positions in the cases where the appointment in a position exceeds two years. |
| Implement Action Plan for Equality, Diversity and Inclusion 2020-2022 adopted by the University Board 5 February 2020 (S 2-20) |
Ethical and professional aspects
Working conditions and social security
|
Autumn 2022 |
Prolonged. New Action Plan will be adopted by the university board 22 June 2023 |
HR and Organization Section/ Faculties/ Units |
The main goals are to:
- create an inclusive and safe working environment independent of ethnicity, national origin, language, religion and view of life, functional ability, sexual orientation or gender identity.
- reach the goal of 40 % women in professor positions
|
| Implement an improved scheme for pedagogical merit (to give importance to pedagogical development and equalize good teaching skills with scientific publication) |
Training and development
- 38.Continuing professional development
|
Autumn 2022 |
A new scheme will be announced 1 June 2023. |
The University Library/Research Administration and Quality Education Section Faculties/ Units |
The main goal is to introduce incentives to academic staff to develop their teaching skills and engage in the continuous development of pedagogical techniques to increase the quality of our study programs. |
