| Du er her: Sentraladministrasjonen >
Administrative håndbøker >
Reglementshåndbok >
Personal >
Permisjoner >
|
The guidelines for allocating research period at the University of Oslo, as decided by the University Board on 12 June 1990, with the amendments of 14 December 1993 and 6 March 2008. See the guidelines on the application form for a research period.
The purpose of a research period is to provide an opportunity for uninterrupted research activities. The research period shall be used to concentrate on research projects, the development of international research contacts and professional renewal in general. All permanent employees in academic positions have the right to apply for a research period according to the guidelines.
An application stating the reasons for the research period shall be sent to the institute on a separate form. A work schedule stating how the period is intended to be used shall be submitted with the application. The application deadline is determined by each individual faculty.
The research period is allocated by each individual faculty, or possibly by the basic unit if the faculty has so delegated it. The allocation assumes that the basic unit finds the applicant’s work schedule for the research period satisfactory. An applicant who has not been active in research over a longer period of time, without a valid reason (particularly onerous work tasks of another sort, illness etc.) can be refused a research period or can be asked to participate in specific skill development courses or similar. The allocation is normally dependent on the establishment and financing of a satisfactory temporary staffing scheme. Those who work part-time must themselves arrange for leave and salary from their primary employer.
Should a need to prioritize applicants arise, emphasis shall be placed on seniority (cf. item 4), the research schedule submitted, previous research efforts, the need to place the research activities at another place than in own institution, particular efforts in teaching, advising or other university activities that are not covered by the provisions of item 4, heavy care duties and the opportunities for women to qualify for top positions. The evaluation shall also take into consideration the working situation at the individual unit and possibly any previous research periods with other temporary staff financing than the university’s. The individual unit should endeavour to avoid interrupting advisory relationships for masters or doctoral candidates, and should possibly ensure that the advisory tasks can be transferred so that the students/candidates concerned do not suffer. If two applicants are very similar, after a total evaluation of seniority and professional and working criteria, a female applicant shall be preferred over a male applicant.
Any rejection of an application for a research period may be appealed to a higher authority.
A permanent academic employee earns seniority for two months of a research period for each year of service when the teaching and administrative duties that ordinarily belong to the position are maintained. The time acquired may be used for a research period of six months after three years of service, or 12 months after six years of service. When special considerations dictate (e.g. for employees with combined positions), a faculty may grant shorter periods, with correspondingly shorter periods to accumulate the time. A special agreement for elected and employed executives of UiO, entered into on 5 December 2006, gives the Rector, Pro-Rector, Vice Rector and Dean full exemption from teaching and the right to a research period of one year after the expiration of their period in office. The same is given to heads of institutes who return to their ordinary research positions at UiO. The Pro-Dean may be given an exemption from teaching in a half-time position and the right to a research period of one year after expiration of the period in office. For further information, see the special agreement for other conditions with respect to executive positions that are less than full-time, and about the when research period may be taken.
Absence due to maternity leave shall not be deducted when calculating the research period. This also applies in cases of adoption, while other leave is not granted a corresponding right.
The employee is on leave with full pay during his or her research period. Those who have a research period shall not accept, without conferring with their institute, teaching, examination work or other work that may detract from the research activities. The employee is exempt from all elected university positions during his or her research period unless otherwise agreed. During the period, the employee may locate his or her research activities at a suitable place other than his or her own institution.
Within a month of the research period expiring, the employee shall send a brief report to the allocating authority about how the period has been used.
The individual faculty may issue provisions that are supplementary to these guidelines.