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Rules for Appointments to Professorships and Associate Professorships at UiO

Approved by the Rector per procurationem on 10 March 2005, adjusted 1 August 2005, revised 11 May 2006 and 11 January 2008 with later alterations, last altered 7 March 2013 and 12 January 2017

§ 1 General provisions

1. Scope and application

These rules apply to the ranks of professor and associate professor. The rules are the same for appointment to the ranks of professor I and II with the exception of special rules for the rank of professor II contained in subsection 2 below, section 3, section 5(12).

Dosent and senior lectureship are first and foremost a categories of posts available for the purpose of promotion, and are therefore not included in these rules. When appointments are made to these categories of posts, the same procedures are followed as for associate professorships, but within the framework laid down for the assessment of basic competence that is apparent from the comment on section 9 (c).

As for dosent cf. Regulations concerning appointment and promotion to teaching and research posts § 1-3 Criteria for appointment as dosent and § 2-2 Procedure and criteria for promotion from a post as førstelektor (associate professor) to a post as dosent (professor).

2. Permanent appointment and appointment for a fixed term

Professors and associate professors are permanently appointed unless there is statutory authority for a temporary appointment.

At the UiO a professor II is normally appointed for a fixed term of five years, unless special grounds suggest that appointment to a specific subsidiary post should be permanent.

§ 2 Advertisement

Vacant posts shall normally be publicly advertised and made known via internal announcement at the UiO.

The advertisement consists of the advertisement text and a more detailed description of the post, either as two separate documents or, if so desired, a joint text.

§ 3 Provisions as to exception from ordinary advertisement

1. General provisions

In the case of appointment without preceding advertisement it is a condition that an imagined post description is taken as a basis.

Advertisement may be dispensed with where substitutes and other temporarily employed civil servants are to be appointed for a shorter period of time than one year or are appointed for fewer than 15 hours per week, and in the case of appointment to an externally funded post where particular grounds suggest appointment without competition.

Advertisement may further be dispensed with where particular grounds so suggest, but such appointment may not be made if more than one member of the body with the power of appointment objects to this. (Section 6-3(4) of the Universities and Colleges Act)

Appointment without advertisement (to both internally and externally funded posts) should be made only if there is reason to believe that there are no others with the same or superior qualifications who might be potential applicants if the post were advertised.

Any proposal for appointment without advertisement of a man to a male dominated subject community is conditional upon its having been shown on the balance of probability that only men are potential applicants for the post.

Advertisement may be limited to internal publicising at the UiO if there are particular grounds to suggest that the post should not be externally advertised.

2. Professor II

In the case of an appointment to a professor II post for a fixed term exception may be made from the said condition for appointment without advertisement (that it should be made only if there is reason to believe that there are no others with the same or superior qualifications who might be potential applicants if the post were advertised) and appointment without advertisement may be permitted on the basis of further academic grounds:

  • it shall be shown that there is a specific uncovered academic teaching and research need, and the body with the power of recommendation must

    • either provide documentary evidence that the person proposed is clearly competent to be a professor and show that on the balance of probability it is improbable that there are others with equally good or superior qualifications within the field concerned who might apply, if the post were to be advertised. It should be made clear that the assessment shall be undertaken in relation to a post description that ensures that the academic need concerned will be covered, but which is otherwise broadly designed.

    • or provide documentary evidence that the person it is proposed to appoint is clearly competent to be a professor and show that on the balance of probability the appointment will lead to the establishment of contact with an important subject community in another university or college or research institution, or with another co-operating partner within social affairs and the business world. This also applies in particular to academic/cultural competence that is not captured by the general competence criteria. Grounds must be given to show that the contact will be of such a nature that beyond the resource that the person appointed himself/herself represents, the University will gain important supervision resources or co-operating partners in the subject.

  • Internal advertising in the external community (on the part of the co-operating partner) shall be considered before any proposal for appointment without advertisement is made, in particular where a partial objective of a post is to strengthen the contact with an important external community.

  • In the case of any extension of an earlier appointment without advertisement, the same requirements that were taken as a basis for appointment without advertisement when the original appointment was made, shall be satisfied.

3. Requirements concerning relevant subject areas

The following requirements apply with respect to relevant subject areas (both in externally and internally funded posts) in the case of appointment without advertisement:

Teaching needs are either teaching in areas in which it can be documented that there is for the time being a lack of cover in relation to the current study plan, or teaching in subject areas in which it is highly desirable to provide supplementary teaching on the grounds of academic needs that are not embodied in the current study plan (for example, linked to subject areas that there is a desire to develop, or new course provision that there is a desire to establish).

Research needs must be documented and seen in relation to the faculty’s other research units in the subject area concerned. Decisive weight must be placed on the candidate’s ability to form or reinforce a productive research community (through inspiration, supervision, international contacts etc.).

§ 4 Advertisement procedure

1. General provisions

The body with the power of appointment advertises teaching and research posts in pursuance of section 6-3(2) of the Universities and Colleges Act. Nevertheless a member of the appointing body of the faculty or its equivalent may always demand that the University Board shall itself deal with the advertisement.

For centres under the University Board the relevant co-operating faculty puts forward a proposal to the body with the power of appointment for an advertisement and post description on the basis of suggestions as to subject field and post description that have been produced by the board of the centre or such body as the board determines.

In connection with the advertisement a resolution shall be passed concerning the content of the post, any qualifying period, the description of the post, and whether the post shall be advertised nationally and/or in the Nordic countries and internationally:

2. Content of the post

A decision is made with respect to what the content of the post shall be. Advertisements are published on the basis of subject-strategic and budgetary priorities.

3. Qualifying period, if any

When there is doubt as to whether any competent applicant will come forward, a decision is made as to whether the post shall at the same time be advertised with the possibility of a qualifying period of limited duration. See section 12.

4. Description of the post

Appurtenant to the advertisement is a description of the post with further specification of the subject area/discipline and area of responsibility, working duties and qualification requirements and other matters on which weight will be placed when the appointment is made. Inter alia, if this is desirable, an account may be given of the sub-areas within the applicants’ other qualifications on which special weight will be placed. An outline has been produced for post descriptions with the relevant standard formulations.

5. In which countries the post is to be advertised

It is normally a condition that the post be advertised respectively in the Nordic countries and internationally on the basis of the nature of the subject, unless in its content the subject is oriented towards Norwegian conditions.

6. Gender representation

For research and teaching posts where women are under-represented in those groups of post that are covered by a quota rule in the UiO’s Adjustment Agreement adapted to the Central Collective Agreement for the Civil Service (section 21), the following standard formulation shall be included in the advertisement: “The University of Oslo has a goal of recruiting more women to permanent academic positions. Women are encouraged to apply.” The Adjustment Agreement’s categorisation of groups of posts for quotas is as follows: (1) academic training posts, (2) academic posts in the middle group and (3) top academic posts. The individual department will normally be the basis, but where particular circumstances so indicate, the faculty or subject area may be the basis for the quota.

7. Minorities

The following standard formulation is to be included in the advertisement/post description: "The University of Oslo also has a goal of recruiting more individuals with an immigrant background to academic positions. Individuals with an immigrant background are encouraged to apply."

8. Conditions for renewed advertisement

Where the body with the power of recommendation or the body with the power of appointment wishes to depart from the qualification requirements in the advertisement on a significant point, or where there is an error that may be assumed to be of significance with respect to the number of applications, the post shall normally be advertised again.

The post may be advertised again when an unreasonably long period of time has elapsed since the advertisement was published or circumstances have radically changed, and further where it is found that a sufficient number of qualified applicants have not come forward and it must be expected that a new advertisement may change this situation.

§ 5 Text of the advertisement

The advertisement shall state:

  1. the subject area and working duties of the post

  2. the basic unit and salary

  3. to whom the application shall be addressed

  4. alternative 1:

    that the applicant shall enclose his or her curriculum vitae, a complete survey of education and previous posts with certified copies of examination and employment certificates, a list of publications (overview of all publications), a complete survey and a brief account of those works that shall be the particular object of qualitative assessment with these works enclosed (the total should not exceed 10*), and a folder providing an overview of other qualifications with documentary evidence enclosed

    alternative 2:

    Initially, applicants are invited to submit a short, substantiated application together with a CV and a list of publications, preferably electronically/by electronic means (cf. § 7 for further procedure).

  5. that the applicant shall mention the academic/professional works or parts of works that he or she wishes to have ascribed particular weight when the assessment is being conducted

  6. rules and guidelines relating to the appointment procedure

  7. that those interested will be sent the post description on application to the relevant basic unit/faculty

  8. as the case may be, that there is a possibility of an appointment of limited duration to allow an applicant to qualify if no competent applicant comes forward (cf. section 10)

  9. that the University of Oslo has a goal of recruiting more women to permanent academic positions. Women are encouraged to apply.

  10. that the University of Oslo also has a goal of recruiting more individuals with an immigrant background to academic positions. Individuals with an immigrant background are encouraged to apply.

  11. that applicants who on appointment cannot provide documentary evidence of basic pedagogical competence must obtain this in the course of two years after appointment

  12. in which languages teaching may be given if the post is to be advertised outside the Nordic countries. If the medium of instruction is Norwegian, it should be clear from the advertisement that it is expected that the applicant must be able to teach in Norwegian (or another Scandinavian language) within a specified period of appointment. This requirement is normally waived when professor II posts are advertised unless there are particular grounds for maintaining the requirement

  13. that as a general rule there shall be an interview in the appointment process and that it may be appropriate to require a trial lecture (cf. section 10)

*Exceptions from this point may be made in that the faculty may limit the number of pages for the works submitted provided there is agreement on such procedure on the national level for the subject. This may be relevant in particular for subjects in the humanities.

§ 6 The limit for applications

The time limit for applications is four to six weeks, as laid down by the faculty. It is not possible to submit or to give notification of works after the time limit for application has expired.

§ 7 Use of application committee

Tasks of the application committee

Prior to the evaluation by the appointed assessors (cf. § 8), the applications may alternatively be perused by an application committee that invites between five and ten of the most interesting applicants to submit a comprehensive application together with a selection of academic publications.

The application committee has two options:

  1. Decide that there are too few/no qualified applicants. The application committee may decide that the post should be re-advertised or that it, for the time being, should not be re-advertised (cf. § 4 no. 8).

  2. Provide the appointed assessors with a short, substantiated proposal as to which applicants have the most potential and should proceed in the selection process, however without undertaking any form of ranking. The proposal should contain a summary account of why the other applicants should not proceed in the selection process.

    If the application committee is in doubt whether an applicant has potential or not, her/his application should always be included. All applications are to be forwarded to the appointed assessors who are free also to consider applications that have not been recommended by the application committee.

    When carrying out its tasks, the application committee should bear in mind UiO's aim to recruit more women to academic posts.


The application committee is appointed by the body with the power of recommendation or the person accordingly empowered and acts as a preparatory body for the recommendation authority.

Nomination requirements

  • Composed in accordance with the requirements of the post as set forth in the advertisement

  • Minimum three members

  • At least two members should have competence at the level of the post concerned

  • Both sexes must be represented in the committee

The applicants are in the first face invited only to send a brief, grounded application and CV with list of publications, preferably electronic (Cf. Section 7 for further procedure).

§ 8 Nomination of assessors etc.

1. General provisions

Applicants shall be judged by nominated assessors who give an evaluation of the applicants’ academic/professional and other competence to the body with the power of recommendation before it submits its report. The body with the power of recommendation or such person as is so empowered nominates the assessors on a proposal from the subject community.

2. Requirements for nomination

  • No fewer than three assessors

  • Competence on the level of the post concerned. At least one must have professorial competence when applicants for posts in the middle group are being assessed

  • Preferably only one member from the University of Oslo, but for some professional subjects it may be natural to have two members from two different faculties at the UiO

  • For professorships as far as possible one member from another country

  • Both sexes to be represented among the assessors

  • The committee is to be so composed that it has competence to assess all the applicants who fall under the advertisement.

If it is not possible to have both sexes represented, particular grounds must be given.

3. Disqualification

It should be ascertained that as far as possible the assessors do not have any close connection with any of the applicants or that they do not enjoy any particular advantage or suffer any disadvantage by judging any of them. However any knowledge of an applicant whatsoever does not entail disqualification.

When expert committees are being composed, weight shall be placed on supervisory relationships or close academic co-operation including co-authorship. The members of the committee shall inform the administrator of such matters. The statement from the committee should, in cases in which this has been an issue, provide a brief account of the questions that have been discussed and the conclusions that have been drawn. In the event of doubt or disqualification the faculty should be contacted.

Both those who are to nominate assessors and those who are to be/have been nominated have a responsibility to disclose any special circumstances that are likely to undermine confidence in the assessors’ objectivity. Such an evaluation will always be subjective.

Section 6 and 8 of the Public Administration Act is reproduced in the Comments.

4. Form of work during assessment

  • The assessors shall normally work as a committee, but the body with the power of recommendation or such person as is so empowered may in certain cases decide that the assessors shall submit individual assessments.

  • Expert committees shall have an administrative leader, and the person concerned should come from the faculty.

  • The administrative leader of the committee summons the committee and administers the work of the assessors.

  • The committee submits a joint assessment to the faculty. If there is dissent in the committee, the grounds for the different standpoints shall be apparent from the statement.

5. Special assessors

In addition to the ordinary assessors, and, as the case may be, at their suggestion, in particular cases one or more special assessors may be designated to assess parts of the material an applicant has submitted. Cf. also section 11. Any special assessors submit individual assessments, which are forwarded as guidance to the ordinary assessors.

6. Information to applicants

Once the assessors have been nominated and they have accepted the office, the applicants shall be informed of who have been nominated.

7. Time limit to assessors

The assessors’ report shall normally be available within three months after nomination. If the assessment cannot be submitted within the time limit, grounds shall be given to the faculty.

§ 9 Expert assessment

The assessors shall submit an advisory evaluation in which no fewer than three of the applicants who are deemed to be competent in relation to the post description are ranked.

a) Brief account of the competence profile

The competence profile operates with to main areas:

Main area I:

  • Academic/professional qualifications (items 1.1 and 1.2 below)

Main area II:

  • Pedagogical qualifications (item 1.3 below)

  • Publicising qualifications (item 1.4 below)

  • Qualifications within management and administration (item 1.5 below)

b) Basis of assessment

Applicants shall be assessed with respect to

1.1 Academic qualificationsFotnote 1

  • Their own research, initiatives for, building up/management of research projects/research groups or contributing to such work

1.2 Other professional qualificationsFotnote 2

  • Specialist competence within medicine and dentistry, clinical competence, museum work, competence for other professional activity

  • Assessment work for appointments and evaluation for degrees

  • Activity as a referee/reviewer in professional/academic journals

  • Textbooks, exhibitions and catalogues

  • Contributions to innovation based on research and professional development work

1.3 Pedagogical qualifications

  • Pedagogical education

  • Teaching (on different levels and in varied forms), examination work

  • Research supervision at main subject/doctoral degree level

  • Work on developing/revising/renewing study plans and the design of teaching programmes. Development work and research linked to one’s own/the institution’s pedagogical activity. Participation in evaluating education and the quality of education in one’s own or other institutions.

  • Management of/participation in conferences of a didactic nature in the subject and service as an author/referee/editorial board member in didactic journals in the subject

1.4 Qualifications for externally oriented professional activity (publicising)

  • Education for publicising research/translation work etc.

  • Publicising research and knowledge beyond one’s own subject community (locally, nationally and internationally)

  • Technical and/or literary translation work

  • Professionally founded contributions to topical situations, debates, conflicts and the like in society through different media

  • Management of/participation in work on public reports etc.

  • Professional activity in/professional contributions to the work of voluntary organisations

1.5 Qualifications for management and administration

  • Education for management/administration

  • Activity in administrative functions or as a manager of such activities (at different levels/in different functions) within/outside higher education

  • Participating in/chairing councils, boards, committees, working groups etc. inside and outside the institution

1.6 Personal qualifications

  • Personal suitability for the work, depending on what type of work the post involves (for example co-operation and positive contributions to the working environment)

The assessors normally take into consideration only the first five of these qualification areas. ‘Personal qualifications’ may nevertheless be taken into consideration by the assessors if the material to which the committee has access provides a basis for this. Otherwise these are not taken into account until the recommending and appointing authorities do this in connection with interviews and/or follow-up of references.

For professor II posts research management and research documented in another manner than through traditional publishing may be ascribed greater weight when the research is of high quality and the competence documented is relevant for the post.

c) Requirement for ‘basic academic competence’ – competence within main area I (1.1, 1.2)

For all academic posts basic academic competence is required.

For appointments to professorships this requirement is considerable academic production beyond what is required for a doctoral degree. The research shall be of high quality and demonstrate both breadth and depth. The production shall reflect an independent research profile and reveal the capacity to take up new problematic issues. Continuous research activity is a condition for the conferment of professorial competence.

Basic academic competence for appointments to associate professorships is provided by a Norwegian doctoral degree in the relevant subject area or an equivalent doctoral degree from abroad recognised as equal to a Norwegian doctoral degree, or competence on an equivalent level documented by academic work of the same extent and quality. *

For certain academic posts other basic professional competence is required in addition, for example specialist training or equivalent qualifications in accordance with the post description.

* For appointments to senior lectureships the basis of qualification is a higher degree examination from a university or college or equivalent higher education, and other professional qualifications. Seen as a whole the qualifications for a senior lecturer shall be on a par with those for an associate professor, but the qualification basis is broader. See further section 5 of the Regulations for Promotion to the Post of Senior Lecturer.

(d) Requirement for ‘Other basic competence’ – competence within main area II (1.3, 1.4 and 1.5)

For associate professors:

Basic pedagogical competence (1.3): Relevant pedagogical education of an extent equivalent to 3-4 weeks (full time). (This corresponds to the requirement that has hitherto been laid down at the UiO for ‘basic pedagogical competence’. Applicants who on appointment cannot provide documentary evidence of basic pedagogical competence must acquire this competence in the course of two years after appointment.

For professorships:

Basic pedagogical competence as for associate professors. Applicants for professorships must in addition provide documentary evidence of qualifications beyond normal performance of duties in a post on a lower level within no fewer than two of the three sub-areas 1.3 – 1.5.

(e) Qualifications that count in the ranking

All applicants must satisfy the requirements relating to basic competence in main areas I and II as specified under items (c) and (d).

Qualifications beyond the basic competence count in the overall competence assessment in the ranking of competent applicants. Particular weight is placed on qualifications that are closely related to the area in which the post is advertised.

(f) Assessment procedure

In their evaluation of the applicants the assessors shall:

After a first perusal of the applicants` qualifications short-list a limited number of applicants whom they in relation to the post description find better qualified than the others. The assessors shall undertake a thorough evaluation of the competence of no fewer than three of the applicants, if as many applicants are deemed qualified.

State what it is that distinguishes the short-listed applicants from the others when it comes to academic/professional qualifications in relation to the post description. A brief statement about all the applicants and their qualifications is therefore required.

List in order of preference those applicants who on the basis of an overall assessment and in relation to the description of the post are deemed to be best qualified for the post. Normally no fewer than three applicants shall be short-listed in the order in which they should be preferred when there are several qualified applicants for a post.  Competent applicants are ranked on the basis of the entire breadth of their qualifications. For ordinary professorships (and associate professorships), priority will be given to academic qualifications over professional and other qualifications, unless stated otherwise.

In the evaluations academic/professional and other qualifications are to be dealt with in separate paragraphs. The other qualifications that are required and/or are deemed to be meritorious in relation to the post description are also to be dealt with.

(g) Practising the quota rules

If after the short-listing under items 2.1 and 2.2 two or more candidates are deemed to have approximately equal qualifications after both the academic/professional and the other qualifications have been assessed, a female applicant shall be ranked before a male applicant. (Cf. the Central Collective Agreement for the Civil Service.)

(h) Possibility of a qualifying post

When the possibility of a qualifying period has been advertised, the assessors shall express their views on the applicants’ potential for acquiring the necessary qualifications for the post in the course of the period. If no competent applicant has come forward, the assessors shall consider in what order the applicants should be ranked for such appointment of limited duration to the post. Cf. section 12.

§ 10 Comments and inspection

1 Comments from applicants and others

A copy of the whole evaluation from the assessors is to be sent to the applicants in person before the matter is dealt with by the body with the power of recommendation. Evaluations from any special assessors shall also be sent to the applicants. At this stage of the process the applicants have the possibility of commenting on the assessment, with a time limit of fourteen days. Any comments from the applicants will accompany the case documents.

Applicants do not have the right to appeal against the decision in appointment proceedings (Cf. the second paragraph of section 3 of the Public Administration Act).

For principal posts combined with clinical or diagnostic subsidiary posts in the hospitals, a copy of the applications and the assessors’ evaluation is submitted to the other employer for comment, before the matter is dealt with by the body with the power of recommendation. This shall also apply to subsidiary posts at the University combined with other principal posts.

2 Inspection

The expert assessment can be sent to interested parties on request. This occurs after the notice period has expired.

§ 11 Power of recommendation

Cf. Standard Rules for Faculties and Standard Rules for Departments and the Administrative Regulations of the individual faculty.

In pursuance of section 6-3(1) of the Universities Act recommendation for teaching and research posts is undertaken at faculty level when the university board makes the appointment. The department level, or a recommending body of its own in the faculty*, is the recommending authority when the faculty has the power of appointment, cf. section 14.

For centres under the board recommendation for professorships of an interdisciplinary nature is undertaken by the body with the power of recommendation and appointment in the relevant co-operating faculty, on the basis of proposals for subject field and post description that are produced by the centre. The selection committee’s assessment is considered by the body with the power of recommendation at the centre before the faculty submits its recommendation to the university board.

Centres under the faculties are to adapt to the appointment arrangements in the individual faculty.

* in faculties with a flat structure

§ 12 The report

1. General provisions

In the case of all appointments the body with the power of recommendation shall give grounds for its report on the basis of overall assessments of academic and societal needs and the gender composition of the subject community. The body with the power of recommendation shall ensure that other considerations as well are taken into account pursuant to current statute law and regulations.

Appointment and extension of appointment to externally financed posts is conditional upon the faculty’s being able to provide documentary evidence of a clear and acknowledged need for teaching and/or research in the relevant subject area.

2. Assessment of personal suitability

The principal basis of any evaluation of applicants is the qualification requirements in item 1.1 up to and including item 1.5 under section 9 Expert assessment. As a supplement to this assessment and without prejudice to these requirements, the applicants that the assessors have ranked as the best on an academic/professional basis shall also be evaluated with a view to personal suitability for the post. The intention is to obtain supplementary information about the applicant’s qualifications as a colleague and atmosphere-creator and in relation to co-operation, and to prevent appointments that may, as far as one can judge, have a negative effect on the subject community. The individual applicant’s qualities in relation to this shall therefore be evaluated and described. As a general rule the applicant shall be called for interview.

The body with the power of recommendation or such person as is so empowered nominates an academically representative group of three to five persons to conduct the interview and may further determine that trial lectures and other tests may be conducted.

3. Nomination of the Head of a Centre of Excellence (SFF) or Centre for Research-based Innovation (SFI)

When a professor has been a key person in getting a SFF or SFI to his/her subject area, the requirements for appointment without advertisement are normally fulfilled. Relevant sections of the application for approval of the centre will then serve as documentation and should be enclosed to the case.

There should be å first conversation with the employer (Dean/Head of Department) in connection with the appointment, in order to clarify the duties associated with the appointment.

4. Ranking

Normally three applicants shall be listed in the order in which they should be taken into consideration, when there is more than one qualified applicant for a post.

Grounds shall be given for the order in which the short-listed applicants have been placed. If there is dissent in the body with the power of recommendation, grounds shall be given for the different standpoints and a record of the voting shall accompany the case documents.

A written statement shall be provided concerning the short-listed candidates’ qualifications and suitability for the post in the light of

  • the text of the advertisement and the description of the post

  • the assessors’ evaluation

  • minutes from any interviews and references obtained as to personal suitability for the post

5. Preservation of confidentiality

The report of the body with the power of recommendation to the body with the power of appointment is not to be made public in pursuance of section 25 of the Freedom of Information Act. An applicant’s right of access is apparent from the Regulations issued in pursuance of the Public Administration Act chapter 5.

§13 Appointment of limited duration

If no competent applicant has come forward, the body with the power of recommendation may propose an appointment of limited duration to the post in pursuance of section 6-5 of the Regulations issued pursuant to the Civil Service Act. This possibility must in such cases have been mentioned in the advertisement. The person so appointed has a right to be appointed to the post if he/she has succeeded in qualifying. It is a condition that matters shall be so arranged that the person concerned is afforded the possibility of qualifying for the post in the course of the period.

In case it is absolutely necessary to make an appointment due to the teaching situation, and the option of or the basiss of section 6-5 of the Universities and Colleges Act has shown impossible, it is an option to make appointments of limited duration in a lower position for which this person is qualified, in persuance of section 6.5(2) of the Universities and Colleges Act.

§ 14 Power of appointment

1. General provisions

When the university board shall not appoint, appointments to teaching and research posts are made by the faculties.

A central appointing body of its own makes appointments for units without faculty affiliation when the faculty has the power of recommendation.

The body with the power of appointment is responsible for considering the equal opportunities aspect of the appointment.

The dean or the head of department or any person so empowered may himself/herself, on the recommendation of the body with the power of recommendation, make appointments to employment of shorter duration than one year and employment with shorter working hours than 15 hours per week or with less than 15/40 of full salary for the corresponding full-time post.

By the authority of the Faculty Board, the Dean is entitled to extend 20 percent positions of Professor II and Associate Professor. The condition is that the same requirements that applied to the initial appointment are met, both in cases of announced and unannounced appointments.

2. Extensions by authorization

There is an opening for extension of Professor II and Associate Professor 20 percent positions being carried out by the Dean, by authority of the Faculty Board.  The condition is that the same requirements on which the original appointment was based are fulfilled, both for appointments with advertisement and without advertisement.

3. Professorships, promotion to the title of professor and the title dosent

A conditional (partial) delegation of the power of appointment to professorships from the appointments committee (TU) of the university board to the faculties has been resolved. Approval of promotion to the title of professor and appointment and approval of promotion to dosent is delegated to the faculties.

  1. Matters that are delegated to the faculties

    1. Advertisement of professorships, except appointments to professorship for academic management (code 1404)

    2. Appointments to professorships, principal posts, that are advertised

    3. Appointments to professorships, subsidiary posts (Professor II), both advertised and not advertised

    4. Extension of appointment to professorship, subsidiary posts

    5. Promotion to the title of professor, and denial of promotion

    Appointments to such posts are made by a body (board, appointments committee or the like, not by an individual person).

    A copy of the minutes showing resolutions to appoint or to promote is to be sent to the secretariat of the appointment committee of the university board.

  2. Matters that shall be dealt with by the TU

    1. Advertisement to professorships for academic management (code 1404)

    2. Appointments to professorships for academic management (code 1404)

    3. Appointments to professorships without advertisement

    4. Other matters that the dean or a body in the faculty with the power of recommendation or appointment wishes to bring before the TU.

  3. The TUs supervisory function othervise

    1. TU is the appellate body pursuant to the Civil Service Act § 5 no. 3.

    2. TU decides in cases of dissent between the body with the power of recommendation and the body with the power of appointment, pursuant to the Civil Service Act § 4 no. 5.

    3. In matters that are delegated to the faculty and where one or more of the applicants puts forward a reasoned objection to the procedure, the TU shall, automatically and without undue delay, be sent a copy of the applicant’s comments as well as information about the faculty’s handling of the case. On this basis the TU will decide whether it wishes to take the matter up for discussion.

    4. The rector may demand tjhat any appointment case whatsoever be brought before the TU.

§ 15 Appointment

Appointment is made on the basis of the recommendation.

The body with power of appointment may in the same manner as the body with power of recommendation decide that an interview shall be held and/or that trial lectures shall be conducted.

§ 16 Commencement

These rules come into force from 17 March 2005 and (amended qualification profile) 30 April 2005, with later changes.


  1. Qualifications in these areas may be replaced/supplemented by artistic qualifications in special subjects/special posts held.
  2. Qualifications in these areas may be replaced/supplemented by artistic qualifications in special subjects/special posts held.
Published Sep. 25, 2012 3:07 PM - Last modified Jan. 22, 2020 2:16 PM