An attractive workplace

UiB will be an attractive workplace and employer. The work and student environments shall be characterised by the university’s core values: quality, academic freedom, collaboration, trust, tolerance, involvement, long-term thinking, integrity and accountability.

We will work for more comprehensive employer and salary policies, across the breadth of faculties and departments. We will work  for university employees as a group to have at the least the same wage growth as the rest of society.

For all employees, it is important to have a purposeful and good workplace. Within the framework set by government guidelines, we will place great emphasis on the views of employees when it comes to the design of workplaces, including the choice between their own offices and open solutions.

The university will be characterised by inspiring, competent, and inclusive leadership.

We will continue to prioritise quality leadership training and development, and venues for the exchange of experience among leaders, also across the spectre of different disciplines and administrative leaders. We also believe that internships between the administrative level and between departments can be of great value for professional development and strengthening of competence.

The tasks for technical and administrative staff are constantly changing. The same is true of the collaboration between technical, administrative, and academic staff. This indicates that collaboration within the disciplines and between departments should be made a priority. We will promote an organisational and work culture where collaboration on professional goals is in focus, and where the various competencies in the professional environment are clearly valued and recognized. UiB shall have a high level of professional competence in work environment issues.

The administrative and academic staff should challenge and advance each other. UiB is a strong institution of knowledge, with constantly expanding innovative work practices, research and teaching methods. In the next few years, the work undertaken to foster knowledge will clearly show how vital it is to have a flexible organisation that facilitates optimal collaboration and competence sharing among the academic, administrative, and technical staff. The configuration of competence groups within departments and disciplines, with a clear understanding of roles, contributes to an appreciation of diverse competence.

We will emphasise the importance of a work ethos in which collaboration regarding professional goals is highlighted, and where the different types of competence in the disciplines are clearly acknowledged. We want a stronger focus on competence development for administrative and technical staff. The organisation and leadership at all levels must ensure that everyone is able to increase their competence, with regular assessment interviews that include competence development.

We will work to ensure that the disciplines have access to sufficient technical and administrative support to be able to carry out research, education and dissemination of high quality. We will work to recruit researchers at the international top level, while our announcements shall not exclude recent graduates from relevant positions. The work of making the situation for younger researchers and doctoral candidates more predictable is particularly important and we will work towards this through systematic follow-up and career counselling.

We will work for greater diversity among both students and staff. We will do this by actively recruiting more broadly and intensify the work with equality and diversity.

We will strengthen the so-called “onboarding” offer to international recruits with information on all aspects of the university’s activities, services, and regulations.

  • We will work for greater diversity and equality among both students and staff.

 

  • We will work to ensure that the academic staff have access to sufficient technical and administrative support to be able to carry out research, education and dissemination of high quality.

 

  • We will prioritise good training and development of leaders and forums for the exchange of experience among leaders, also across professional and administrative management.

 

  • We will work for a more comprehensive employer and salary policy, across faculties and departments.

 

  • We will work to recruit top-level researchers at an international level, as well as new graduates from our own ranks.

 

  • We will work for university employees as a group to have at the least the same wage growth as the rest of society.

 

  • We will emphasise on the employees’ views when it comes to designing a workplace, including the choice between individual offices and open solutions.

 

  • We will prioritise competence development for administrative and technical employees.

 

  • We will work for an organisation and work ethos in which collaboration regarding professional goals is highlighted, and where the different types of competence in the disciplines are clearly acknowledged.

 

  • We will enhance the internal dialogue and communication.