Appointments Procedure - ltu.se/file/ENG ASO 2017-02-20 med... · 6.3. Pedagogical proficiency 6.4. Other assessment grounds . 7. PREPARATION AND DECISIONS ON APPOINTMENT CASES 14

This document is an informal translation of the Swedish original. In the event of any discrepancy between the translated document and the Swedish original, the original shall prevail. The University assumes no responsibility for this translation or for direct, indirect or any other forms of damages arising from the translation.

Decision date: 2017-02-20

Decision-maker: Board of the University

Appointments Procedure Reg no. LTU-195-2017

Decision-maker Decision date Reg no. Unit Comments Page Board of the University 2017-02-20 LTU-195-2017 HR-unit Replace BoU 25-13 2 of 15

SE-971 87 Luleå, Sweden Phone +46 920 49 10 00

www.ltu.se


APPOINTMENTS PROCEDURE FOR LTU 20/02/2017 TABLE OF CONTENTS PAGE

1. APPOINTMENTS PROCEDURE 4

1.1. Teaching positions at Luleå University of Technology

2. GOALS, VALUES AND ETHICS 5

3. TEACHER RECRUITMENT STRATEGIES 6

3.1. Invited Professor s

4. DUTIES OF DIFFERENT TEACHING POSITIONS 7

4.1. Chaired Professor 4.2. Associate Professor 4.3. Associate Professor - special pedagogical proficiency 4.4. Senior Lecturer 4.5. Associate Senior Lecturer 4.6. Post Doctors 4.7. Lecturer 4.8. Adjunct teaching staff and visiting teaching staff

5. ELIGIBILITY REQUIREMENTS FOR DIFFERENT POSITIONS 9

5.1. Professor 5.2. Associate Professor 5.3. Associate Professor - special pedagogical proficiency 5.4. Senior Lecturer 5.5. Associate Senior Lecturer 5.6. Post Doctors 5.7. Lecturer 5.8. Adjunct teaching staff and visiting teaching staff 5.9. Exemption

6. ASSESSMENT GROUNDS 13

6.1. Scientific proficiency 6.2. Artistic proficiency 6.3. Pedagogical proficiency 6.4. Other assessment grounds

7. PREPARATION AND DECISIONS ON APPOINTMENT CASES 14

7.1. Recruitment group 7.2. Appointment Boards 7.3. Personnel Specialist 7.4. Assessment for promotion 7.5. Expert assessment 7.6. Appointment decisions


1. APPOINTMENTS PROCEDURE

The Appointments Procedure is a local ordinance that regulate the appointment of teachers and are set by the Board of the University. The provisions in the Employment Regulations are primarily based on the rules set out in the Higher Education Act (HL), Higher Education Ordinance (HF) and Public Employment Act (LOA). The purpose of the University's Appointments Procedure is to create and maintain a common perspective concerning goals, ethics and procedures when recruiting teachers. The Appointments Procedure is supplemented by more specific information which can be found in the document "Guidelines for recruitment of teachers". There you can find the preparation plan, work plan, practical application and examples that make the appointment and promotions criteria of the Appointments Procedure more concrete.

1.1 Teaching positions at Luleå University of Technology

The following teacher categories are used by the Luleå University of Technology and are included in the Appointments Procedure: • Professor • Professor of Fine Arts (5 + 5 years, no more than 10 years employment in accordance with HF

Chapter 4, Section 10) • Adjunct Professor (no more than 12 years employment in accordance with HF Chapter 4, Section 11) • Visiting Professor (no more than 5 years employment in accordance with HF Chapter 4, Section 12) • Associate Professor • Senior Lecturer (HF Chapter 4, Section 4) • Professor of Fine Arts (5 + 5 years, no more than 10 years employment in accordance with HF

Chapter 4, Section 10) • Associate Senior Lecturer (no more than 4 years, HF Chapter 4, Section 12a) • Post Doctor (2 years in accordance with collective agreement) • Lecturer1 • Adjunct Professor of Fine Arts (5 + 5 years, no more than 10 years employment in accordance with

HF Chapter 4, Section 10) • Adjunct Associate Professor, Adjunct Senior Lecturer and Adjunct Lecturer2 (In accordance with

collective agreement) • Visiting Lecturer

1 Lecturers may be appointed in cases where a special skill is of importance for the operations or when competence on a Professor or Senior Lecturer level is not available. The Vice-Chancellor may authorise the indefinite appointment of a Lecturer at the request of the Head of a Department and proposal of the Dean. 2 An adjunct teacher may be hired for an indefinite period, however no longer than 2 years. Such an appointment may be extended.


2. GOAL, VALUES AND ETHICS

The goal for the University's recruitment work is to ensure that all persons appointed to teaching positions meet the formal requirements, are skilled within their profession, have the potential for development, and assume responsibility and commitment to their work and the development of the University. The values that are stated in the University's vision and mission statement should characterise all recruitment activities. The recruitment procedure should be characterised by objectivity, impartiality, rule of law, and transparency where equal rights and gender equality are always taken into consideration. As a government institution, the University has a special responsibility to ensure that these values are honoured. Good ethics when recruiting are honesty, impartiality and consistency, as well as self-awareness when forming an opinion of others. Bias is not acceptable. The demands for good ethics apply for all kinds of appointments. The University is a part of the international scientific community, and its operations include a supply of staff and competences with a diverse ethnic and cultural background. In accordance with the Higher Education Act, gender equality between women and men should always be observed and promoted in university and college activities. Experience, knowledge and creativity from both genders should be utilised to achieve the best possible operational quality. When recruiting, the University should actively seek and consider candidates from both genders, and when there are applicants from both genders, the appointment boards should consider both the gender aspect and the University's recruitment goals.


3. TEACHER RECRUITMENT STRATEGIES

The basic departure point in the recruitment work at Luleå University of Technology is to hire employees of the highest calibre in terms of scientific/artistic, pedagogical and other proficiency. To this end, there should be a comprehensive assessment of the applicant's overall competence and proficiency from an operational perspective. The University's strategies for achieving overall goals when it comes to the supply of competences are: • to primarily appoint Professors, Associate Professors and Senior Lecturers as teachers, • to appoint teachers who have achieved a Degree of Doctor or have corresponding artistic

qualifications, • that vacant positions should be advertised externally, • that positions as Chaired Professor should, in normal cases, be advertised externally,3 • that the offering of chairs for Professors that are of special importance to the University's

operations should be used restrictively, • that all appointments should be planned and assessed from a long-term competence supply

perspective in order to meet future needs, • that permanent term of employment may be given to Lecturers when special grounds exist, a

competence development plan must then be established, • to focus on the development of competences among teachers, for example pedagogical

development, in order to maintain a high quality of teaching and research, • to appoint Adjunct Teachers and Visiting Teachers for exchanges with companies, other

universities, authorities, schools and society in general.

3.1 Invited Professors

The Higher Education Ordinance allows the offering of chairs without advertisement for appointment of Professors who are of a special importance to a certain operational area at the University. When appointing Professors (including Adjunct Professors) an expert assessment concerning the applicants' proficiency should be acquired, if it is not manifestly unnecessary for the proficiency assessment (Chapter 4, Section 7 of the Higher Education Ordinance). What constitutes special importance shall be documented and approved by the Vice-Chancellor in each respective case. The offering of chairs shall be used restrictively.

3 Any exceptions to this must be approved by the Vice-Chancellor.


4. THE DUTIES OF DIFFERENT TEACHING POSITIONS

It is the University's task to provide education based on scientific or artistic grounds as well as on tested experience. Furthermore, it is the University's task to collaborate with the surrounding community and provide information on the University's activities, as well as work to ensure that research results are disseminated and benefit society. (Higher Education Act Chapter 1, Section 2).

A teacher's duties include education, research and administrative work. Their duties also include monitoring developments within their subject field and other societal developments of relevance to the teacher's work at the University. (Higher Education Act Chapter 3, Section 1).

It is the demands and needs of the University's operations in accordance with what is expressed in the Higher Education Act and Higher Education Ordinance as above, as well as local operational decisions at the University, that dictate the duties of the University's teachers, regardless of position. Standard duties of the various teaching positions are specified below.

4.1 Professor

Professors should normally be involved with both the teaching and research at the University. In addition to this, a Professor is responsible for all or part of the research activities within the subject, for working to obtain external research funding for the subject, for promoting the development of the pedagogical activities and for monitoring the subject's international development. Is it assumed that Professors will contribute to the University's development work by, for example, making themselves available for management and administrative tasks.

Duties as Chaired Professor

A Chaired Professor should supervise and develop the subject field, which consists of research and teaching at a first, second, and third-cycle level. Subject representatives have particular responsibility for securing funding for their organisations and acting as community liaisons. The Chaired Professor should always be a Professor and be appointed by the Vice-Chancellor. The position has a fixed term of six years with the possibility of extension.

4.2 Associate Professor

Associate Professors should normally be involved with both the teaching and research at the University. The Associate Professor position also involves monitoring the subject's international development, participating in research projects and communicating the results via academic publications, as well as endeavouring to obtain external research funding for the subject. Is it assumed that Associate Professors will contribute to the University's development work by, for example, making themselves available for management and administrative tasks.

4.3 Associate Professor - special pedagogical proficiency

Associate Professors should normally be involved with both the teaching and research at the University. For an Associate Professor/special pedagogical proficiency, promoting the development of pedagogical activities and following the subject's international development are also included in the role. Is it assumed that Associate Professors will contribute to the University's development work by, for example, making themselves available for management and administrative tasks.


4.4 Senior Lecturer

Senior Lecturers should normally be involved with both the teaching and research at the University.

4.5 Associate Senior Lecturer

The main duty of Associate Senior Lecturers is research. Teaching, pedagogical development work and university pedagogy training should also feature and take up a maximum of 20 per cent of the work hours. Experience of teaching and university pedagogy training is required in order to be assessed for a position as Senior Lecturer.

4.6 Post Doctors

The main duty of Post Doctors is research. Teaching and pedagogical development work may be included in the duties, up to a maximum of 20 per cent of the work hours.

4.7 Lecturer

The duties of Lecturers consist mainly of teaching and pedagogical development work.

4.8 Adjunct teaching staff and visiting teaching staff

Adjunct Teacher denotes a part-time teaching position occupied by someone who has their primary employment outside of the higher education sector. Such employment is normally approx. 20% of a full-time position. Guest Teacher denotes teachers who have a primary employment within the University sector at another HEI or corresponding institution.

Adjunct teaching staff and visiting teaching staff are important links to the outside world. This form of collaboration provides valuable impulses for innovation and development. The university should therefore utilise the increased opportunities to employ such teaching staff. The main duties for Adjunct Teachers and Guest Teachers usually concern research, tutoring and teaching.


5. ELIGIBILITY REQUIREMENTS FOR DIFFERENT POSITIONS

5.1 Professor

A person is eligible to be appointed as Professor if they have displayed both scientific/artistic proficiency and pedagogical proficiency. The same consideration should be shown when assessing pedagogical proficiency as with scientific/artistic proficiency. In order to meet the requirements for the position of Professor, the applicant must: • be a prominent figure within their subject field and demonstrate an original and innovative

scientific or artistic core in their work while attaining a high international standard, • have documented their proficiency in a scientific body of work that corresponds to at least

three doctoral dissertations or in corresponding work of artistic proficiency, • show the potential to drive and develop research in the subject • have documented their experience in seeking and being granted external funding for research

and development projects, • show documented experience of supervision at the third-cycle level and have been the

principal supervisor for at least one doctoral student for up to them receiving their degree. The supervisory period shall include the majority of the student's third-cycle studies.

• show documented pedagogical proficiency.

If a candidate demonstrates a particularly high level of scientific or artistic proficiency, this may justify overlooking certain shortcomings in terms of experience in appropriating external funding and the supervision requirements. During the recruitment procedure, emphasis may be placed on the forecast that can be made for future scientific or artistic activities and on quality rather than quantity. The recruitment procedure for Professors in applied subjects should make it clear in the appointment profile if qualified research and development in industry or other external activities may be included as part of the scientific proficiency.

5.2 Associate Professor

A person is eligible to be appointed as Associate Professor if they have displayed both scientific/artistic proficiency and pedagogical proficiency. In order to meet the requirements for the position of Associate Professor, the applicant must:

• demonstrate a research profile with clear progression after the thesis work regarding width and depth in the subject field and works which are of a high international standard

• have documented their proficiency in a scientific body of work that corresponds to at least two doctoral dissertations or in an artistic body of work of the corresponding scope,

• demonstrate documented experience of supervision at the third-cycle level, normally including supervisor training, and have been the assistant supervisor for at least one doctoral student for at least two years,

• demonstrate documented pedagogical proficiency and have completed university pedagogy training corresponding to 7.5 credits or have in some other way acquired the equivalent knowledge,

• have been active as an independent researcher, normally for at least three years after earning their Degree of Doctor, or have conducted qualified artistic activities of a corresponding scope.

Decision-maker Decision date Reg no. Unit Comments Page Board of the University 2017-02-20 LTU-195-2017 HR-unit Replace BoU 25-13 10 of

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If a candidate demonstrates a particularly high level of scientific or artistic proficiency, this may justify overlooking certain shortcomings in terms of supervisory experience and pedagogical proficiency.

5.3 Associate Professor - special pedagogical proficiency

To be eligible for the position of Associate Professor with a focus on special pedagogical proficiency, the applicant must, in addition to fulfilling the general eligibility requirements of the Senior Lecturer position, also demonstrate the following criteria: • a particularly high level of well-documented pedagogical proficiency that significantly exceeds

the level required for a Senior Lecturer, • the applicant should have held a previous permanent position as Senior Lecturer or a

corresponding position within the subject for at least five years which primarily involved teaching,

• the applicant should have initiated and completed pedagogical development work which has garnered attention within or outside of the University (for example teaching materials, new examination methods and pedagogical leadership)

• the applicant should have externally published pedagogical works and actively participated in research projects after their public defence of doctoral thesis,

• the applicant should have completed training in university pedagogy corresponding to 15 credits.

5.4 Senior Lecturer

A person is eligible to be appointed as Senior Lecturer:

• if they have been awarded a Degree of Doctor/artistic Degree of Doctor or have the corresponding scientific4/artistic competence, or some other work-specific proficiency5 that is of importance with respect to the appointment's subject content and the duties that are included in the appointment,

• if they have demonstrated pedagogical proficiency and have completed university pedagogy training corresponding to 7.5 credits or have in some other way acquired the equivalent knowledge.

5.5 Associate Senior Lecturer

A person is eligible to be appointed as Associate Senior Lecturer: • if they have been awarded a Degree of Doctor, or an artistic Degree of Doctor, or have a

foreign degree that is considered to be equivalent to a Degree of Doctor, or an artistic Degree of Doctor.

Primarily, persons considered for appointment should have been awarded their Degree of Doctor/artistic Degree of Doctor no more than seven years before the end of the application period.

4 "Corresponding scientific competence" means foreign third-cycle studies or other scientific qualifications without an awarded Degree of Doctor, such as industrial research.

5 The prerequisite "other work-specific proficiency" can apply to a Senior Lecturer who is to teach in a programme where well-tried experience is essential. At the University this prerequisite

should apply to long and particularly qualified, relevant professional experience outside of the education and research sectors. The emphasis within professional proficiency should be development

and creativity. The professional proficiency should be well-documented and subjectable to a qualitative assessment. Certificate of completed basic university education should be presented.


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5.6 Post Doctors

A person is eligible to be appointed as Post Doctor: • if they have been awarded a Degree of Doctor, or an artistic Degree of Doctor, or have a

foreign degree that is considered to be equivalent to a Degree of Doctor, or an artistic Degree of Doctor.

Primarily, persons considered for appointment should have been awarded their Degree of Doctor/artistic Degree of Doctor no more than three years before the end of the application period. Cases where a degree has been awarded further back than three years may be acceptable if special grounds exist. Exceptional circumstances include leave of absence due to illness, parental leave, clinical practice, position of trust and similar circumstances.

5.7 Lecturer

A person is eligible to be appointed as Lecturer: • if they have completed a university degree of at least 180 credits or the corresponding

amount,6 • if they have demonstrated pedagogical proficiency and have completed university pedagogy

training corresponding to 7.5 credits or have in some other way acquired the equivalent knowledge.

If there are special grounds for it, the university pedagogy training may be conducted during the first year of employment.

5.8 Adjunct Teacher and Guest Teacher

An Adjunct Professor should be a leading specialist in the environment where they have their primary employment. An Adjunct Professor should carry out activities of a high quality within their subject field. Qualified experience from industry or other activities outside of the University is emphasised when recruiting Adjunct Professors, especially in applied subjects. When assessing the prospective appointee's competence, emphasis may be placed on proficiencies other than scientific, artistic and pedagogical proficiency. Such proficiency may consist of qualified artistic, technical or other professional skills that are of importance considering the subject's content and the duties that are to be included in the appointment. The appointment profile's content for an Adjunct Professor is normally more limited than for an appointment as Professor. In cases where special emphasis is placed on technical, artistic or other professional skills, special consideration should be shown regarding whether or not the prospective appointees have made independent contributions to the development of their professional field and have documented positions as leading specialists in the field that is included in the appointment profile's subject description. Generally, the same eligibility requirements and grounds for assessment apply to appointments of Adjunct Associate Professors, Adjunct Senior Lecturers and Adjunct Lecturers as to appointments of the corresponding teachers. It is however inherent in the nature of the appointment that the Adjunct Teacher's areas of expertise may have a more practical focus and be based on qualified applied experience in the professional field.

6 The University should primarily utilise the prerequisite concerning "corresponding competence" for foreign first-cycle academic qualifications.


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Generally, the same eligibility requirements and grounds for assessment apply for the appointment of Guest Teachers as apply for corresponding teachers. For the appointment of Visiting Professors, assessment can be conducted in accordance with the University's guidelines for the appointment of Professors in cases where the individual does not already hold this level of qualification at their own university. In this case, it is the Vice-Chancellor who determines whether assessment will be performed.

5.9 Exemption

An Associate Professor, Senior Lecturer or Lecturer who does not meet the requirements concerning completed university pedagogy training or corresponding training may be appointed for s limited time, though only up to a maximum of one year. Such an appointment may be extended, but for no more than one year. If the Associate Professor, Senior Lecturer or Lecturer acquires the required qualifications during this time, the appointment may be transferred to a permanent term.


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6 ASSESSMENT CRITERIA

The points of departure for the assessment of scientific, artistic, and pedagogical proficiency and other assessment grounds are presented below. The assessment of the pedagogical proficiency shall be shown the same consideration as the assessment of the scientific or artistic proficiency.

6.7 Scientific proficiency

The assessment grounds for scientific proficiency are: • a Degree of Doctor in the relevant subject field or corresponding scientific competency • quality and quantity in scientific production • national and international dissemination of research results • the potential to stimulate and develop research in the subject

6.8 Artistic proficiency

The assessment grounds for artistic proficiency are: • quality in artistic work • recognition of peers and society • education within the artistic field • the potential to stimulate and develop research or development work in the subject

6.9 Pedagogical proficiency

The assessment grounds for pedagogical proficiency are: • scope and level (first-cycle, second-cycle and third-cycle) • experience of different teaching forms and pedagogical theories and methods • ability to plan, implement and evaluate teaching • relevant and current knowledge in their teaching subject • the capacity for reflection and renewal

6.10 Other assessment criteria

For each recruitment it should be established in the appointment profile as to which other assessment grounds should apply and how they should be weighed against each other. The following assessment grounds may be applied: • the degree of such proficiency as is required for eligibility • the degree of proficiency regarding the development and leadership of activities and

university staff • the degree of administrative proficiency that is of importance regarding the subject content

and the duties that are included in the appointment • the ability to collaborate with the surrounding community • the ability to obtain external research and development funding • the ability to disseminate information concerning research and development work

In addition, consideration should be shown to any other factual grounds, such as the University's equality goals.


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7 PREPARATION AND DECISIONS ON APPOINTMENT CASES

7.1 Recruitment group

When recruiting teachers, a recruitment group is appointed whose task is to manage the individual recruitment case. The goal of the recruitment group's work is to find suitable candidates and plan the work to ensure that the recruitment is done in a seamless manner and with high quality. When recruiting Professors or Chaired Professors, the Vice-Chancellor, or the person tasked with this by the Vice-Chancellor, should appoint the recruitment group. The recruitment group should consist of a representative of the Vice-Chancellor, representatives of the Department (normally the Head of the Department along with one or two additional representatives) and a representative of the administration who is also tasked with being the project manager of the recruitment. When recruiting other teachers, the Head of the Department appoints the recruitment group. In all recruitment groups, women and men should be equally represented unless there are special reasons for this not to be the case, which should then be specified in the decision.

7.2 Appointment Boards

The University uses permanent appointment boards when recruiting Professors, Associate Professors, Adjunct Professors, Senior Lecturers, Associate Senior Lecturers and Adjunct Senior Lecturers. In such a group, women and men should be represented equally unless there are exceptional reasons. (Higher Education Ordinance Chapter 4, Section 5). The appointment boards are appointed by the Vice-Chancellor, following a recommendation from the faculty boards.

7.3 HR-specialist

An HR-specialist is responsible for the preparation of the appointment boards' cases and provides administrative and consultative support to appointment boards, departments and candidates during the recruitment process. During the recruitment of Chaired Professors, an HR-specialist is included in the recruitment group. The HR-specialist presents decisions in appointment cases.

7.4 Assessment for promotion

The employer may, after discussions with a teacher, decide that they should be assessed for eligibility for more qualified duties and thereby be given a new title that corresponds to their level of competence. The new title means that the teacher meets the requirements for carrying out more qualified duties within the framework of their appointment at Luleå University of Technology.

Assessment criteria for promotion are normally applied within the subject of the appointment. If the appointment subject is far removed of the doctoral thesis, the assessment may be based on the thesis’s subject. An assessment in a related subject may be granted if there are special grounds, such as a change of subject structure, or if it is of special importance to the activity in question and the employee is deemed qualified in the subject. Employees who have applied for assessment for promotion but have not been found eligible following assessment by the appointment board are not normally eligible for reassessment until 12 months after the rejection.


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7.5 Expert assessment

For appointments of teaching positions, prepared by the appointment board, an expert assessment of the applicants' proficiency should be obtained, if it is not manifestly unnecessary for the proficiency assessment. If an assessment is obtained from two or more persons, women and men should be equally represented. This does not apply, however, if there are exceptional circumstances. (Higher Education Ordinance Chapter 4, Section 6). At least two external experts shall assess the applicants' proficiency when appointing Professors, Associate Professors and Senior Lecturers. In the case of Associate Senior Lecturers, only one external expert is required to assess the applicants' proficiency. When assessing scientific or artistic proficiency, the experts must be qualified on scientific or artistic grounds in the relevant field. At least two external experts shall assess the applicants' proficiency when appointing Associate Professors with a focus on special pedagogical proficiency. One of these must have completed training in assessing pedagogical proficiency. The expert who is trained in pedagogical proficiency may have a different subject field to that of the applicant. When recruiting Senior Lecturers and Associate Senior Lecturers, the competence requirement for all external experts is at least that of Associate Professor/Docent or corresponding level. When recruiting Professors of Fine Arts, the competence requirement for external experts is at least one Senior Lecturer and one Professor. For expert assessment of applicants for the position of Associate Professor and Professor, the competence requirement is at least that of Professor or corresponding level.

Experts assessing applicants for positions as Associate Professor with a focus on special pedagogical proficiency must include at least one Professor and one person qualified as an Associate Professor/Docent or corresponding level.

7.6 Appointment decisions

Professors, Adjunct Professors and Associate Professors are always appointed by decision of the Vice-Chancellor. The Vice-Chancellor may delegate decisions concerning appointment of other teacher categories to the Heads of the Departments.

Documents

Appointments Procedure - ltu.se/file/ENG ASO 2017-02-20 med... · 6.3. Pedagogical proficiency 6.4. Other assessment grounds . 7. PREPARATION AND DECISIONS ON APPOINTMENT CASES 14