{"id":11109,"date":"2016-12-02T10:05:26","date_gmt":"2016-12-02T09:05:26","guid":{"rendered":"http:\/\/k2info.w.uib.no\/?p=11109"},"modified":"2016-12-02T10:19:49","modified_gmt":"2016-12-02T09:19:49","slug":"medarbeidersamtaler-er-det-nodvendig-da","status":"publish","type":"post","link":"https:\/\/k2info.w.uib.no\/en\/2016\/12\/02\/medarbeidersamtaler-er-det-nodvendig-da\/","title":{"rendered":"[:no]Medarbeidersamtaler er det n\u00f8dvendig da?[:en]Are employee appraisals really necessary?[:]"},"content":{"rendered":"

[:no]\"Jone<\/a>P\u00e5 sist HMS-seminar var dette oppe som tema og de av oss som var tilstede fikk en god innf\u00f8ring i hvorfor og hvordan.<\/p>\n

Alle ansatte (faste, midlertidige, stipendiater men ikke studenter) har krav p\u00e5 medarbeidersamtaler \u00e5rlig.<\/p>\n

Dette gjelder uavhengig av om en er UiB ansatt p\u00e5 hel- eller deltid, om en har det som hoved- eller biarbeidsplass.\u00a0 (Det samme gjelder for \u00f8vrig for Helse-Vest ansatt om en har slike i sin gruppe, de har dog eget elektronisk registreringssystem).<\/p>\n

Gruppeleder har ansvar for \u00e5 gi tilbud om medarbeidersamtaler til sine ansatte. Instituttstyrer har ansvar for \u00e5 gi medarbeidersamtaler til gruppeledere og dette har allerede i stor grad blitt gjennomf\u00f8rt n\u00e5 senh\u00f8stes.<\/p>\n

Det man \u00f8nsker \u00e5 f\u00e5 ut av slik samtale er en gjensidig avklaring mellom leder og ansatt mhp forventninger til arbeidet, hvordan man utnytter\/f\u00e5r utnyttet kompetanse\/personlige ressurser, hvordan arbeidsmilj\u00f8 oppleves og videre utviklingsmuligheter\/r\u00e5d mhp karriereplanlegging for den ansatte.<\/p>\n

Det tror vi vel er nyttig b\u00e5de for leder og ansatt?<\/p>\n

(Presisering: Dette er ikke prim\u00e6rt forum for l\u00f8nnsforhandling, det gj\u00f8res hovedsakelig i andre kanaler). Samtalen skal v\u00e6re konfidensiell og man lager kort referat ihht skjema som finnes elektronisk i UiBs Lederh\u00e5ndbok, og kan lastes ned her:<\/p>\n

https:\/\/cp.compendia.no\/universitetet-i-bergen\/lederhandbok\/70154#openstep=70159<\/a><\/p>\n

Det er tre ulike skjema ihht ansattgruppe men i prinsipp er de sv\u00e6rt like. Det er nyttig at begge parter ser gjennom skjema f\u00f8r samtalen avholdes.<\/p>\n

Generelt er det anbefalt at det ikke er veileder som har medarbeidersamtale med stipendiater. Dersom disse \u00f8nsker det b\u00f8r de f\u00e5 tilbud om \u00e5 snakke med en annen. Det finnes forh\u00e5pentligvis \u201dnestkommanderende \u201d i v\u00e5re organisasjonsledd som kan overta medarbeidersamtalefunksjon n\u00e5r slike forhold gj\u00f8r seg gjeldende?<\/p>\n

Det skal legges vekt p\u00e5 konstruktiv dialog, dvs fokus p\u00e5 ting som faktisk kan bedres eller tilrettelegges. Dem som trenger et humoristisk blikk p\u00e5 hvordan man IKKE tenker seg kartlegging i en medarbeidersamtale kan se p\u00e5 vedlagt Sytemeldingsskjema, funnet i administrasjonen Forskningsavdelingen ved Stavanger Universitetssjukehus: Klikk her<\/a><\/p>\n

God adventstid!<\/p>\n

Jone[:en]\"Jone<\/a>At the\u00a0last HSE seminar this was a topic for discussion, and those of us who were present got a good introduction to why and how.<\/span><\/p>\n

All employees (permanent, temporary, PhD-fellows but not students) are entitled to annual employee appraisals.<\/span><\/p>\n

This applies regardless of whether a UiB employe is\u00a0on a full- or part-time position, if one has the main or secondary workspace. (The same applies for a\u00a0Helse-Vest\u00a0employee if one has such in their group, they have, however, their own electronic form).<\/span><\/p>\n

Group leader is responsible for giving the option of employee\u00a0appraisals to their employees. Department Manager is responsible for providing employee\u00a0appraisals for group leaders and this has already been largely completed now late autumn.<\/span><\/p>\n

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\u00a0competanse\u00a0\/ personal resources, how work is perceived and further development \/ advice with respect to career planning for the employees.<\/span><\/p>\n

This we believe is useful for both managers and employees?<\/span><\/p>\n

(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:<\/span><\/p>\n

https:\/\/cp.compendia.no\/universitetet-i-bergen\/lederhandbok\/70154#openstep=70159<\/span><\/a>
\n(only in Norwegian)<\/span><\/p>\n

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.<\/span><\/p>\n

Generally, it is recommended that there are no supervisors who has employee\u00a0appraisal 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\u00a0appraisal function when such factors are present?<\/span><\/p>\n

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\u00a0appraisal can view attached whining notification form, found in the Administration Department of Research at Stavanger University Hospital: Click here<\/a>!
\n<\/span>(only in Norwegian)<\/span><\/p>\n

Good Advent!<\/span><\/p>\n

Jone<\/span>[:]<\/p>\n","protected":false},"excerpt":{"rendered":"

[:no]P\u00e5 sist HMS-seminar var dette oppe som tema og de av oss som var tilstede fikk en god innf\u00f8ring i hvorfor og hvordan. Alle ansatte (faste, midlertidige, stipendiater men ikke studenter) har krav p\u00e5 medarbeidersamtaler \u00e5rlig. Dette gjelder uavhengig av…<\/p>\n

Read more →<\/a><\/p>\n","protected":false},"author":3656,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44,39969],"tags":[],"class_list":["post-11109","post","type-post","status-publish","format-standard","hentry","category-nyheter","category-ukens-leder"],"_links":{"self":[{"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/posts\/11109","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/users\/3656"}],"replies":[{"embeddable":true,"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/comments?post=11109"}],"version-history":[{"count":6,"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/posts\/11109\/revisions"}],"predecessor-version":[{"id":11131,"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/posts\/11109\/revisions\/11131"}],"wp:attachment":[{"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/media?parent=11109"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/categories?post=11109"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/k2info.w.uib.no\/en\/wp-json\/wp\/v2\/tags?post=11109"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}