Decision-maker: Appointments Procedure/file/ENG ASO... · 6 3 TEACHER RECRUITMENT STRATEGIES ... when bridging new recruitment is needed or when the person is the receiver of external

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.

Document type Rules

Decision date: 2018-09-14

Decision-maker: Board of the University

Appointments Procedure Reg. no. LTU 2512-2018

Decision-maker Decision date Reg no. Unit Comments Page

Board of the University 2018-09-14 2512-2018 HR Replace LTU-195-2017 2 of 21

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

www.ltu.se



This document is a translation of the Swedish original. In the event of any discrepancy between the translated document and the Swedish original, the original shall prevail.

Table of contents 1 THE APPOINTMENT PROCEDURE ....................................................................................... 5

1.1 Teaching positions at Luleå University of Technology ........................................ 5

2 GOAL, VALUES AND ETHICS ................................................................................................... 6

3 TEACHER RECRUITMENT STRATEGIES ............................................................................ 7

3.1 Nominations for an appointment as Professor ....................................................... 7

3.2 Senior Professor .................................................................................................................. 7

4 THE DUTIES OF DIFFERENT TEACHING POSITIONS .................................................... 9

4.1 Professor ................................................................................................................................ 9

4.1.1 Professor and Head of Subject .............................................................................. 9

4.2 Associate Professor ............................................................................................................ 9

4.3 Associate Professor - special pedagogical proficiency ...................................... 10

4.4 Senior Lecturer ................................................................................................................. 10

4.5 Associate Senior Lecturer ............................................................................................. 10

4.6 Lecturer ............................................................................................................................... 10

4.7 Adjunct Teacher and Guest Teacher ........................................................................ 10

4.8 Postdoctoral fellow (Post Doc) ................................................................................... 11

5 QUALIFICATION REQUIREMENTS FOR DIFFERENT POSITIONS ......................... 12

5.1 Professor ............................................................................................................................. 12

5.2 Professor within the disciplines in fine, applied or performing arts........... 12

5.3 Associate Professor ......................................................................................................... 13

5.4 Associate Professor within the disciplines in fine, applied or performing arts 13

5.5 Associate Professor - special pedagogical proficiency ...................................... 13

5.6 Senior Lecturer ................................................................................................................. 14

5.7 Senior Lecturer within the disciplines in fine, applied or performing arts14

5.8 Associate Senior Lecturer ............................................................................................. 15

5.9 Lecturer ............................................................................................................................... 15

5.10 Adjunct Teachers and Guest Teachers .................................................................... 15

5.11 Postdoctoral fellow (Post Doc) ................................................................................... 16

5.12 Exemption .......................................................................................................................... 16

6 ASSESSMENT CRITERIA ........................................................................................................ 17

6.1 Scientific proficiency ...................................................................................................... 17

6.2 Artistic proficiency .......................................................................................................... 17



6.3 Pedagogical proficiency ................................................................................................ 17

6.4 Additional assessment criteria ................................................................................... 17

7 PREPARATION AND DECISIONS ON APPOINTMENT CASES .................................. 19

7.1 Recruitment group .......................................................................................................... 19

7.2 Appointment Boards ...................................................................................................... 19

7.3 The HR specialist ............................................................................................................. 19

7.4 Assessment for promotion ........................................................................................... 19

7.5 External expert assessment ......................................................................................... 20

7.6 Appointment decisions .................................................................................................. 21

7.7 Appeals ................................................................................................................................ 21



1 THE APPOINTMENT PROCEDURE

The Appointment Procedure is a local ordinance that regulates the appointment of teachers and is decided by the University Board. The provisions in the Appointment Procedure are primarily based on the provisions set out in the Higher Education Act (HEA), Higher Education Ordinance (HEO) and Public Employment Act1. The purpose of the University's Appointment Procedure is to create and maintain a common approach concerning goals, ethics and procedures when recruiting teachers. The Appointment 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 procedure, work procedure, practical use and examples that make the appointment and promotions criteria of the Appointment 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 Appointment Procedure:

• Professor (for an indefinite period)2 • Professor of Fine Arts (5 + 5 years, no more than 10 years employment)3 • Senior Professor (re-employed after retirement) • Adjunct Professor (no more than 12 years employment)4 • Visiting Professor (no more than 5 years employment)5 • Associate Professor • Senior Lecturer6 • Senior Lecturer of Fine Arts (5 + 5 years, no more than 10 years employment)7 • Associate Senior Lecturer (4-6 years)8 • Postdoctoral fellow (2 years in accordance with the collective agreement) • Lecturer9 • Lecturer of Fine Arts (5 + 5 years, no more than 10 years employment)10 • Adjunct Associate Professor, Adjunct Senior Lecturer, Adjunct Lecturer and Adjunct

Clinical Adjunct11 (in accordance with the collective agreement) • Guest Teacher

1 Higher Education Act, in Swe Högskolelagen. Higher Education Ordinance, in Swe Högskoleförordningen. Public Employment Act, in Swe Lag om offentlig anställning. 2 HEO, Chapter 4, section 3 (Högskoleförordningen 4 kap. 3 §) 3 HEO, Chapter 4, section 10 (Högskoleförordningen 4 kap. 10 §) 4 HEO, Chapter 4, section 11 (Högskoleförordningen 4 kap. 11 §) 5 HEO, Chapter 4, section 12 (Högskoleförordningen 4 kap. 12 §) 6 HEO, Chapter 4, section 4 (Högskoleförordningen 4 kap. 4 §) 7 HEO, Chapter 4, section 10 (Högskoleförordningen 4 kap. 10 §) 8 HEO, Chapter 4, sections 12a and 12c (Högskoleförordningen 4 kap. 12a och12c §) 9 Lecturers may be appointed in cases where a special skill is of importance for the organisation or when competence on a Professor or Senior Lecturer level is not available. The Vice-Chancellor may authorise the indefinite appointment as Lecturer at the request of the Head of Department and proposal of the Dean. 10 HEO, Chapter 4, section 10 (Högskoleförordningen 4 kap. 10 §) 11 An adjunct teacher may be employed for an indefinite period, however no longer than two years. Such an appointment may be extended.



2 GOAL, VALUES AND ETHICS

The objective of 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 stated in the University's vision and mission statement shall characterise all recruitment activities. The recruitment procedure shall 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. Conflicts of interest are 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 activities include staff development and skills supply with a diverse ethnic and cultural background. In accordance with the Higher Education Act, gender equality between women and men shall 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 quality in the organisation. When recruiting, the University shall actively seek and assess candidates from both genders, and when there are applicants from both genders, the Appointment Board shall consider both the gender aspect and the University's recruitment goals.



3 TEACHER RECRUITMENT STRATEGIES

The basis of the recruitment work at Luleå University of Technology is to employ staff of the highest calibre in terms of scientific/artistic, pedagogical and other proficiency. To this end, there shall be a comprehensive assessment of the applicant's overall competence and proficiency from an organisational perspective. The University's strategies for achieving overall goals when it comes to the skills supply are:

• to primarily appoint Professors, Associate Professors and Senior Lecturers as teachers, • to appoint teachers who have been awarded a Degree of Doctor or have corresponding

artistic qualifications, • that vacant positions should be advertised externally, • that position as Professor and Head of Subject12 should, in normal cases, be advertised

externally,13 • that the nomination procedure for an appointment as Professor which is of special

importance for the University's activities should be used restrictively, • that all appointments should be planned and assessed from a long-term skills supply

perspective in order to meet future needs, • to offer permanent employments to Lecturers if there are special reasons; a competence

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

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

universities, authorities, schools and society in general.

3.1 Nominations for an appointment as Professor

The Higher Education Ordinance allows the nomination procedure without advertisement for appointments as Professor who are of a special importance to a certain field within the University. When appointing Professors (including Adjunct Professors), an external expert assessment of the applicants' proficiency shall be obtained, unless it is manifestly unnecessary for the proficiency assessment14. What constitutes special importance shall be documented and approved by the Vice-Chancellor in each respective case. The nomination procedure shall be used restrictively.

3.2 Senior Professor

A Senior Professor is employed for a fixed period during which the employer finds it especially justified by the needs of the University, for example when special skills are needed, when bridging new recruitment is needed or when the person is the receiver of external research funding. This kind of employment is normally intended for those who previously have had an appointment as Professor at Luleå University of Technology and have terminated their appointment because of retirement. In normal cases, qualification requirements and assessment criteria are the same as for appointments as Professor at Luleå University of Technology. Exemptions may be made 12 In Swe: Professor tillika ämnesföreträdare. The term Chair(ed) Professor has previously been used in various contexts. 13 The Vice-Chancellor must approve any exceptions to normal cases. 14 HEO, Chapter 4, section 7 (Högskoleförordningen 4 kap. 7 §)



when justified by the content and duration of the employment and the competence of the employee in general.



4 THE DUTIES OF DIFFERENT TEACHING POSITIONS

It is the University's duty to provide education based on scientific or artistic grounds as well as on proven experience. Furthermore, it is the University's duty 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.15 A teacher's duties include education, research and administrative work. Their duties also include monitoring the development within their subject area both scientifically/artistically and pedagogically, and monitoring other societal developments of relevance to the teacher's work at the University.16 It is the demands and needs of the University activities in accordance with the provisions expressed in the Higher Education Act and Higher Education Ordinance as below, as well as in local organisational decisions within the University, that dictate the duties of the University's teachers, regardless of position. Standard duties of the different teaching positions are specified below.

4.1 Professor

Professors shall normally be involved in both education and research at the University. A Professor shall also monitor the international development of the subject and supervise doctoral students. Professors are expected to contribute to the University's development, to be responsible for obtaining external funding to the subject and to be available for management and administrative tasks. In addition, Professors are also responsible for developing the whole or parts of research as well as the pedagogical activities within the subject. Except in disciplines in fine, applied or performing arts, the position as Professor also involves participating in research projects and communicating the results via academic publications, as well as being active in the research community of the relevant subject. 4.1.1 Professor and Head of Subject

In addition to the tasks of a Professor, a Head of Subject shall lead and develop the research subject, which consists of research and education at first, second, and third-cycle levels. The Head of Subject have a particular responsibility for securing funding for their organisation and for community liaisons. The Head of Subject shall always be Professor and appointed by the Vice-Chancellor.

4.2 Associate Professor

Associate Professors shall normally be involved in both education and research at the University. Associate Professors shall also monitor the international development of the subject and supervise doctoral students. Associate Professors are expected to contribute to the University's development, to work for obtaining external funding to the subject and to be available for management and administrative tasks. Except in disciplines in fine, applied or performing arts, the position as an Associate Professor also involves participating in research projects and communicating the results

15 HEA, Chapter 1, section 2 (Högskolelagen 1 kap, 2 §) 16 HEA, Chapter 3, section 1 (Högskolelagen 3 kap, 1 §)



via academic publications, as well as being active in the research community of the relevant subject.

4.3 Associate Professor - special pedagogical proficiency

Associate Professors shall normally be involved in both education and research at the University. Associate Professors shall also monitor the international development of the subject and supervise doctoral students. Associate Professors are expected to contribute to the University's development and to be available for management and administrative tasks. In addition, Associate Professors with special pedagogical proficiency shall take a special responsibility for the pedagogical development of the higher education institution by leading pedagogical development work, by monitoring the national and international development within pedagogy and learning and also by establishing networks with relevant actors. The positions as Associate Professors with special pedagogical proficiency also involve participating in research projects and communicating the results by academic publications, as well as being active in the research community of the relevant subject.

4.4 Senior Lecturer

Senior Lecturers shall normally be involved in both education and research at the University. Senior Lecturers shall also monitor the international development of the subject and supervise doctoral students. Senior Lecturers are expected to contribute to the University's development, to contribute in obtaining external funding to the subject and to participate in/show an interest in management and administrative tasks. Except in disciplines in fine, applied or performing arts, the position as Senior Lecturer also involves participating in research projects and communicating the results via academic publications, as well as being active in the research community of the relevant subject.

4.5 Associate Senior Lecturer

During the period of employment, Associate Senior Lecturers shall acquire further qualifications for assessment of an appointment as Senior Lecturer and normally be involved in both education and research at the University.

4.6 Lecturer

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

4.7 Adjunct Teacher and Guest Teacher

Professors, Associate Professors, Senior Lecturers, Lecturers (and Clinical Lecturers) may be co-opted or employed as Guest Teachers. The position as Adjunct Teacher denotes a part-time teaching position occupied by persons who have their primary employment outside of the higher education sector. Guest Teachers have their primary employment at another higher education institution within the University sector or equivalent. Adjunct Teachers and Guest Teachers are important links to the outside world. This kind of collaboration provides valuable impulses for innovation and development. The University



shall therefore utilise the opportunities to employ such teachers. The main duties for Adjunct Teachers and Guest Teachers are normally research, supervision and teaching.

4.8 Postdoctoral fellow (Post Doc)

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



5 QUALIFICATION REQUIREMENTS FOR DIFFERENT POSITIONS

5.1 Professor

Persons are qualified for appointment as Professor if they have demonstrated both scientific and pedagogical proficiency. As much attention should be given to the assessment of pedagogical proficiency as to the scientific proficiency. In order to meet the requirements for the position of Professor, the applicants must:

• demonstrate academic leadership and potential to conduct and develop research in collaboration with the surrounding community,

• be prominent within their subject area and demonstrate an original and innovative scientific core in their work while attaining a high international standard, including a total scientific production corresponding to at least three doctoral dissertations,

• have documented their experience in seeking and being granted external funding for research and development projects,

• demonstrate documented experience of supervision at the third-cycle level and, unless there are exceptional reasons, 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,

• demonstrate documented pedagogical proficiency and sound collaboration with the surrounding community in educational contexts for the purpose of contributing to the relevance of the education and preparation for working life.

When recruiting professors, emphasis may be placed on the forecast that can be made for future scientific activities and on quality rather than quantity. When recruiting professors in applied subjects, the appointment profile shall clearly state whether qualified research and development in industry or other external activities can be included as part of the scientific proficiency.

5.2 Professor within the disciplines in fine, applied or performing arts

Persons are qualified for appointment as Professor within the disciplines in fine, applied or performing arts, if they have displayed both artistic and pedagogical proficiency. As much attention should be given to the assessment of pedagogical proficiency as to the artistic proficiency. In order to meet the requirements for the position of Professor, the applicant must:

• demonstrate academic leadership and potential to conduct and develop research in collaboration with the surrounding community,

• be prominent within their subject area and demonstrate an original and innovative artistic core in their work while attaining a high international standard,

• have documented their experience in seeking and being granted external funding for artistic research and development projects,

• demonstrate documented pedagogical proficiency and sound collaboration with the surrounding community in educational contexts for the purpose of contributing to the relevance of the education and preparation for working life.



When recruiting, emphasis may be placed on the forecast that can be made for future artistic activities and on quality rather than quantity.

5.3 Associate Professor

Persons are qualified for appointments as Associate Professor if they have displayed both scientific and pedagogical proficiency. As much attention should be given to the assessment of pedagogical proficiency as to the scientific proficiency. In order to meet the requirements for the position of Associate Professor, the applicants must:

• have been active as an independent researcher, normally for at least three years after being awarded a Degree of Doctor,

• have conducted nationally or internationally recognised research in collaboration with actors outside the relevant higher education institution and also have shown a research profile with clear progression after being awarded the degree. This includes a scientific production that corresponds to at least two doctoral dissertations.

• demonstrate documented experience of supervision at the third-cycle level, and have been the assistant supervisor for at least one doctoral student for at least two years, unless there are exceptional reasons for other circumstances.

• show documented pedagogical proficiency and sound collaboration with the surrounding community regarding education for the purpose of contributing to the relevance of the education and the preparation for working life.

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

5.4 Associate Professor within the disciplines in fine, applied or performing arts

Persons are qualified for appointment as Associate Professor within the disciplines in fine, applied or performing arts, if they have displayed both artistic and pedagogical proficiency. As much attention should be given to the assessment of pedagogical proficiency as to the artistic proficiency. In order to meet the requirements for the position of Associate Professor, the applicants must:

• have been active as an independent researcher, normally for at least three years after being awarded a Degree of Doctor of fine, applied and performing arts, or have conducted advanced artistic activities of a corresponding scope,

• be nationally or internationally recognised within the relevant subject area and show a clear progression within the artistic discipline,

• demonstrate documented pedagogical proficiency and sound collaboration with the surrounding community in educational contexts for the purpose of contributing to the relevance of the education and preparation for working life,

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

5.5 Associate Professor - special pedagogical proficiency

To be qualified for the position as Associate Professor with a focus on special pedagogical proficiency, the applicant must, in addition to fulfilling the general requirements of the Senior Lecturer position, also demonstrate the following criteria:



• the applicant should show particularly sound and very well documented pedagogical proficiency and ability to plan, organise and carry out education activities in collaboration with the surrounding society, for the purpose of contributing to the relevance of the education and the preparation for working life,

• the applicant should previously have held a 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 teaching methods, new examination methods and pedagogical leadership),

• the applicant should have externally published pedagogical works, • the applicant should actively have participated in research projects after being awarded

their degree, • the applicant should have developed relevant national and/or international contacts and

networks, • the applicant should have deep subject didactical knowledge and should have completed

training in university pedagogy corresponding to 15 credits.

5.6 Senior Lecturer

Persons are qualified for appointment as Senior Lecturer • if they have been awarded a Degree of Doctor or have the corresponding scientific17 or

other work-specific proficiency18 that is of importance with respect to the appointment, • if they have shown pedagogical proficiency, • if they have completed university pedagogy training corresponding to 7.5 credits or in

some other way acquired the equivalent knowledge.

5.7 Senior Lecturer within the disciplines in fine, applied or performing arts

Persons are qualified for appointment as Senior Lecturer within the disciplines in fine, applied or performing arts

• if they have been awarded a Degree of Doctor of fine, applied and performing arts or have the corresponding artistic competence, or some other work-specific proficiency19 that is of importance with respect to the subject content of the appointment and the duties that are included in the appointment,

• if they have shown pedagogical proficiency,

17 "Corresponding scientific proficiency" means foreign third-cycle studies or other scientific qualifications without an awarded Degree of Doctor, such as industrial research. 18 The prerequisite "other work-specific proficiency" can apply to a Senior Lecturer who is to teach in a programme where proven experience is essential. At the University, this prerequisite shall apply to long and particularly qualified, relevant professional experience outside of the education and research sectors. The emphasis within professional proficiency shall be on development and creativity. The professional proficiency should be well documented and subjectable to a qualitative assessment. Certificate of completed first-cycle academic qualifications shall be presented. 19 The prerequisite "other work-specific proficiency" can apply to a Senior Lecturer who is to teach in a programme where proven experience is essential. At the University, this prerequisite shall apply to long and particularly qualified, relevant professional experience outside of the education and research sectors. The emphasis within professional proficiency shall be on development and creativity. The professional proficiency should be well documented and subjectable to a qualitative assessment. Certificate of completed first-cycle academic qualifications shall be presented.



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

5.8 Associate Senior Lecturer

Persons are qualified for appointments as Associate Senior Lecturer • if they have been awarded a Degree of Doctor or a Degree of Doctor of fine, applied and

performing arts, or have a foreign degree deemed to be equivalent to a Degree of Doctor or a Degree of Doctor of fine, applied and performing arts.

Persons who have been awarded a Degree of Doctor/a Degree of Doctor of fine, applied and performing arts no more than five years before the last date for applications, should firstly be considered for an appointment. The persons who have been awarded a Degree of Doctor or have achieved equivalent skills earlier may also be considered, if there are special reasons. Special reasons include leave of absence due to illness, parental leave and similar circumstances.

5.9 Lecturer

Persons are qualified for appointment as Lecturer • if they have completed a university degree of at least 180 credits or corresponding

competence.20 • if they have demonstrated pedagogical proficiency and have completed university

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

5.10 Adjunct Teachers and Guest Teachers

Adjunct Professors shall be leading specialists in the field where they have their primary employment. Adjunct Professors shall carry out activities of a high quality within their subject area. 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 attention should be paid to whether 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 qualification requirements and assessment criteria apply to appointments as Adjunct Associate Professors, Adjunct Senior Lecturers and Adjunct

20 The University shall primarily utilise the prerequisite concerning “corresponding competence" for foreign first-cycle academic qualifications.



Lecturers as to appointments of the corresponding teachers. However, it is inherent in the nature of the appointment that the Adjunct Teacher's areas of expertise may have a more practical focus and may be based on qualified applied experience in the professional field. The same qualification requirements and assessment criteria apply to the appointment as Guest Teachers as to appointments of the corresponding teachers. For the appointment as Visiting Professor, assessment can be conducted in accordance with the University's guidelines for the appointment as Professor in such cases where the person not already holds this level of qualification at their own university. In this case, the Vice-Chancellor decides whether assessment will be performed.

5.11 Postdoctoral fellow (Post Doc)

A person is eligible to be appointed as Postdoctoral fellow • if they have been awarded a Degree of Doctor or a Degree of Doctor of fine, applied and

performing arts, or have a foreign degree that is considered to be equivalent to a Degree of Doctor or a Degree of Doctor in fine, applied and performing arts.

Persons who have been awarded a Degree of Doctor/a Degree of Doctor of fine, applied and performing arts no more than three years before the last date for applications should firstly be considered for an appointment. If there are special reasons, a Degree of Doctor/a Degree of Doctor of fine, applied and performing arts may have been awarded earlier. Special reasons include leave of absence due to illness, parental leave, clinical practice, position of trust and similar circumstances.

5.12 Exemption

If, at the time for recruitment, an Associate Professor, Senior Lecturer or Lecturer does not meet the requirement on completed university pedagogy training or equivalent, the recruited shall complete such a training not later than two years after having taken up their position. This exemption does not apply to assessments for promotion.



6 ASSESSMENT CRITERIA

The criteria for the assessment of scientific, artistic, and pedagogical proficiency and other assessment criteria are presented below. The assessment of the pedagogical proficiency should be given the same attention as the assessment of the scientific or artistic proficiency.

6.1 Scientific proficiency

The assessment criteria for scientific proficiency are: • a Degree of Doctor in the relevant subject area 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

6.2 Artistic proficiency

The assessment criteria 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

6.3 Pedagogical proficiency

The assessment criteria 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.

6.4 Additional assessment criteria

For each recruitment, the appointment profile shall establish additional assessment criteria to be applicable and how they shall be weighed against each other. The following assessment criteria may be applied:

• the degree of such proficiency as is required for eligibility, • the degree of proficiency regarding the development and leadership of University

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 inform about research and development work. In addition, consideration shall be shown to any other factual grounds, such as the University's equality goals.



7 PREPARATION AND DECISIONS ON APPOINTMENT CASES

7.1 Recruitment group

When recruiting teachers, a recruitment group is appointed and given the task to manage the individual recruitment. The goal of the recruitment group's work is to find suitable candidates and plan the work to ensure that the recruitment is completed in a seamless manner and with high quality. When recruiting a Professor or a Professor and Head of Subject, the Vice-Chancellor, or the person tasked with this by the Vice-Chancellor, shall appoint the recruitment group. The recruitment group shall consist of a representative of the Vice-Chancellor, representatives of the Department (normally the Head of 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 Department appoints the recruitment group. In all recruitment groups, women and men shall be equally represented unless there are special reasons, which should 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 board, women and men shall be equally represented unless there are exceptional reasons21. The Vice-Chancellor, following a recommendation from the Faculty Boards, appoints the Appointment Boards.

7.3 The 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 a Professor and Head of Subject, an HR specialist is included in the recruitment group. The HR specialist presents decisions in appointment matters.

7.4 Assessment for promotion

Upon application, an Associate Senior Lecturer shall be assessed for promotion to Senior Lecturer, provided that the qualification requirements for a lectureship are met. At the time of the assessment, the Associate Senior Lecturer is required to independently, at a significant level and with high quality have contributed to the University’s research and to have shown high pedagogical proficiency during the employment period. Additional assessment criteria may have been established for the assessment at the same time as the establishment of the employment profile for Associate Senior Lecturers. After the assessment, the appointment as Senior Lecturer shall be indefinite.

21 HEO, Chapter 4, section 5 (Högskoleförordningen 4 kap. 5 §)



For the recruitment of an Associate Senior Lecturer beginning before 1 April 2018, the employer has the right to decide whether an assessment of promotion shall take place. Requirements for the assessment of a Senior Lecturer, see section 5.6 For other teaching positions, the University decides on the assessment from Lecturer to Senior Lecturer as well as on the assessment to Associate Professor and Professor, after having dialogues with the teacher. The new title implies that the teacher is expected to carry out more qualified duties within the framework of their appointment at Luleå University of Technology. Normally, an assessment for promotion is conducted within the subject of the appointment. If the subject of the appointment is far from the subject of the doctoral dissertation, the assessment may be based on the dissertation subject. An assessment in a related subject may be granted if there are special reasons, such as a change of subject structure, or if it is of special importance to the University activities 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 for higher qualifications following the assessment by the Appointment Board are not normally eligible for reassessment until 12 months after the rejection.

7.5 External expert assessment

For appointments to teaching positions prepared by the appointment board, an external expert assessment of the applicants' proficiency shall be obtained, unless it is manifestly unnecessary for the proficiency assessment. When assessing scientific or artistic proficiency, the external experts must have qualifications on scientific or artistic grounds in the relevant field. External experts shall work outside Luleå University of Technology, unless there are exceptional reasons. If an assessment is obtained from two or more persons, women and men shall be equally represented. However, this does not apply if there are exceptional reasons.22 At least two external experts shall assess the applicants’ proficiency when appointing Professors, Associate Professors, Adjunct Professors and Adjunct Associate Professors. The required qualifications for the external experts are Professor or equivalent. When appointing an Associate Professor with pedagogical proficiency, at least two external experts shall assess the applicant’s proficiency. One of them must be competent in assessing pedagogical proficiency. The external expert competent in pedagogical proficiency may have a different subject area to that of the applicant. External experts assessing applicants for positions as Associate Professor with a focus on special pedagogical proficiency must include at least one Professor and one person having at least qualification as Docent/equivalent. Two external experts shall assess Senior Lecturers and Adjunct Senior Lecturers. The external experts’ competence level shall be at least Docent/equivalent. When recruiting Senior Lecturers of Fine arts, the competence requirement for external experts is at least one Senior Lecturer and one Professor. When assessing Associate Senior Lecturers, one external expert having at least qualification as Docent/equivalent shall assess the applicants' proficiency.




7.6 Appointment decisions

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

7.7 Appeals

An appeal against a decision on an employment at a higher education institution and on an assessment from Associate Senior Lecturer to Senior Lecturer may be made to the Higher Education Appeals Board23. There is no appeal against an appointment to a doctoral studentship. There is no appeal against a decision on rejection of promotion assessment to an appointment as Associate Professor or Professor. Associate Senior Lecturers cannot appeal against a decision on promotion assessment to higher competence if the recruitment has begun before 1 April 2018.


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Decision-maker: Appointments Procedure/file/ENG ASO... · 6 3 TEACHER RECRUITMENT STRATEGIES ... when bridging new recruitment is needed or when the person is the receiver of external