At the last HSE seminar this was a topic for discussion, and those of us who were present got a good introduction to why and how.

All employees (permanent, temporary, PhD-fellows but not students) are entitled to annual employee appraisals.

This applies regardless of whether a UiB employe is on a full- or part-time position, if one has the main or secondary workspace. (The same applies for a Helse-Vest employee if one has such in their group, they have, however, their own electronic form).

Group leader is responsible for giving the option of employee appraisals to their employees. Department Manager is responsible for providing employee appraisals for group leaders and this has already been largely completed now late autumn.

What one wants to get out of such a conversation is a mutual clarification between manager and employee as regards to expectations for work, how to exploit / utilize competanse / personal resources, how work is perceived and further development / advice with respect to career planning for the employees.

This we believe is useful for both managers and employees?

(Clarification: This is not primarily forums for bargaining, it is done mainly through other channels). The conversation will be confidential and one make a short synopsis according to form available online in the University’s Director’s Handbook, and can be downloaded here:

https://cp.compendia.no/universitetet-i-bergen/lederhandbok/70154#openstep=70159
(only in Norwegian)

There are three different forms according to employee group but in principle they are very similar. It is useful for both parties to look through the forms before the meeting is held.

Generally, it is recommended that there are no supervisors who has employee appraisal with PhD-fellows. If they wish they should be able to talk to someone else. Hopefully the “second in command” in our organizational units can take over the employee appraisal function when such factors are present?

Emphasis should be on constructive dialogue, ie focus on things that can actually be improved or adapted. Those needing a humorous look at how to NOT imagine the mapping of a performance employee appraisal can view attached whining notification form, found in the Administration Department of Research at Stavanger University Hospital: Click here!
(only in Norwegian)

Good Advent!

Jone