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UTGÅR
Laid down by the Ministry of Education and Research on 10 June 2003 in pursuance of section 3 No. 3 D of the Civil Service Regulations
An appointment to a research fellowship at universities and colleges has as its objective the completion of research training leading to a doctoral degree.
An appointment to a research fellowship in the courses of education in art coming within the Fellowship Programme for Artistic Development Work has as its objective to lead to academic competence on a level with that of an associate professor.
Admission to a doctoral degree programme is a condition for appointment to a research fellowship. The final plan for research training shall have been approved and laid down by agreement no later than three months after appointment, cf. the last paragraph of section 3.
Transfer to another doctoral degree programme may not be undertaken except by agreement with the employer. In addition reference is made to section 8 Notice below.
Admission by the Management Group for the Fellowship Programme for Artistic Development Work is a condition for appointment to a research fellowship coming within the fellowship programme for the courses of education in art.
The distribution of working duties between research training and compulsory work shall be apparent from the service agreement. The content of the compulsory work outside research training should also be apparent, cf. section 5. It shall be apparent to which doctoral degree programme the research fellow is affiliated.
It must be apparent from the service agreement when admission to the doctoral degree programme shall have been undertaken, and when the final plan for the research training shall have been submitted. The plan shall name the person who has a duty to provide academic supervision for the research fellow.
The period of appointment shall include three years of pure research training.
The authority with the power of appointment lays down the total period in each individual case. Proper account is to be taken of the extent of the compulsory work, the necessary time frame and plan for carrying out the project, and the financial foundation on which the project rests.
The normal period of appointment will be four years with 25% compulsory work.
A shorter period of appointment may be granted where the research fellow has already completed parts of his or her research training programme, or where the appointment is based on earlier appointment to a training post (research fellow, assistant lecturer or the like), so that the total time for research training is three years.
Within the Fellowship Programme for Artistic Development Work the appointment period for a research fellow has been laid down as three years.
If in special cases the employer wishes on application to make an appointment to a 50% part-time post or more for the whole or parts of the period, the period of appointment may be extended so that research training or artistic development work corresponds to three ordinary man-years.
Compulsory work outside the research work should as far as possible be relevant to the doctoral degree training. Administrative duties should to the greatest possible degree be limited and should not normally amount to more than ten per cent of the total working hours on a yearly basis.
The institutions lay down their own guidelines for the content of the compulsory work, as well as the distribution of duties in the appointment period. The employer must ensure that such duties do not exceed the limits laid down.
The working year for research fellows corresponds to the working year for employees of the State with 37½ hours net working hours per week with holiday entitlement and holiday remuneration pursuant to the provisions of the Holiday Entitlement Act like other civil servants.
As a civil servant a research fellow is entitled to leave according to statute or collective agreement. Such leave shall not be taken into account in the calculation of the period of appointment. The same applies in the case of central administrative office in national organisations for research fellows, at present the Research Fellows’ Organisations in Norway.
An extension is to be granted for reduced working hours pursuant to section 46 (A)(1) of the Working Environment Act on account of care for children and close family.
Absence that is to constitute grounds for extension must amount to not less than two continuous weeks.
In special cases the body with the power of appointment may grant an extension in excess of this for matters that have been an obstacle to the research fellow’s research progress. Such matters may for example be particular burdens of care or unforeseen obstacles of an occupational nature for which the research fellow may not be blamed. The condition for such extension is that the research fellow will be able to complete the doctoral degree training by the expiry of the period of extension. The institutions may lay down further rules concerning this.
Any decision concerning an extension of the period of appointment is made by the body with the power of appointment on a proposal from the body with the power of recommendation.
In the event of absence on account of sickness for less than two weeks for a research fellow with compulsory work, such absence should be distributed proportionately between research work and compulsory work.
Where an admission agreement has not been produced by the expiry of the time limit that is apparent from the service agreement, this may provide grounds for the employer to consider revoking the service agreement. Transfer to another doctoral degree programme than the one provided for in the service agreement, except by agreement with the employer, may provide grounds for considering the giving of notice.
Every year a report shall be submitted on the progress of the organised research training. Inadequate reporting of progress, serious failure of progress or in the performance of compulsory work may, where the research fellow is to blame, provide grounds for considering the giving of notice.
Also within the Fellowship Programme for Artistic Development Work serious failure of progress may provide grounds for considering the giving of notice, where the research fellow is to blame.
Otherwise the provisions of the Civil Service Act apply apart from Section 10(1) of the Act.
The individual institution may lay down supplementary provisions.