{"id":8017,"date":"2015-11-20T11:40:00","date_gmt":"2015-11-20T10:40:00","guid":{"rendered":"http:\/\/k2info.w.uib.no\/?p=8017"},"modified":"2015-11-20T11:53:10","modified_gmt":"2015-11-20T10:53:10","slug":"trenger-vitenskapelig-personale-a-bry-seg-om-karriere","status":"publish","type":"post","link":"https:\/\/k2info.w.uib.no\/nb_no\/2015\/11\/20\/trenger-vitenskapelig-personale-a-bry-seg-om-karriere\/","title":{"rendered":"[:no]Trenger vitenskapelig personale \u00e5 bry seg om karriere ?[:en]Does scientific staff need to care about careers?[:]"},"content":{"rendered":"<p>[:no]<a href=\"http:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\" size-medium wp-image-7638 alignleft\" src=\"http:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland-212x300.jpg\" alt=\"Roland Jonsson\" width=\"212\" height=\"300\" srcset=\"https:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland-212x300.jpg 212w, https:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland-723x1024.jpg 723w, https:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland.jpg 1417w\" sizes=\"auto, (max-width: 212px) 100vw, 212px\" \/><\/a>Karrierebegrepet kan for mange oppfattes som et verdiladet begrep, men for dem som arbeider innen akademia er dette en realitet.\u00a0 Per i dag stilles store krav om \u00e5 rekruttere de beste talentene og gi dem s\u00e5 god oppf\u00f8lging at de blir v\u00e6rende ved institusjonen dvs. i v\u00e5rt tilfelle Klinisk institutt 2. Dette gjelder for at norske institusjoner skal kunne hevde seg sterkere i den internasjonale konkurransen om talenter og forskningsmidler. Da m\u00e5 ogs\u00e5 ledere p\u00e5 alle niv\u00e5er prioritere god rekrutterings- og karrierepolitikk. Nylig leverte en arbeidsgruppe nedsatt av UHR et inspirasjonsdokument med forslag om et <u>helhetlig<\/u> rammeverk for karrierepolitikken ved norske UH-institusjoner. Rapporten finner du her: <a href=\"http:\/\/www.uhr.no\/documents\/230615KarrieredokumentetUHR.pdf\" target=\"_blank\">http:\/\/www.uhr.no\/documents\/230615KarrieredokumentetUHR.pdf<\/a><\/p>\n<p>I inspirasjonsnotatet <em>Bedre Karrierepolitikk for vitenskapelig personale i UH-sektoren<\/em> (UHR juni 2015), som rapporten er blitt kalt, foresl\u00e5r arbeidsgruppen \u00e5 systematisere sin karriere- og HR-politikk inn mot fire faser i en vitenskapelig karriere:<\/p>\n<ul>\n<li>De som er i organisert doktorgradsutdanning (ph.d.)<\/li>\n<li>Ansatte p\u00e5 kvalifiseringsniv\u00e5 (postdoc, forskere etc.)<\/li>\n<li>Fast ansatte i kombinerte stillinger (1. amanuensis, professor, etc.)<\/li>\n<li>Internasjonalt ledende professorer<\/li>\n<\/ul>\n<p>Karrierepolitikk handler naturligvis om <em>hele<\/em> karrierel\u00f8pet, fra ph.d. til internasjonalt ledende professorer. Dette b\u00f8r vi ta fatt p\u00e5 og arbeide videre med. Det beste tidspunktet \u00e5 ta dette opp er ved medarbeidersamtalen.<\/p>\n<p>Roland[:en]<a href=\"http:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland.jpg\"><img loading=\"lazy\" decoding=\"async\" class=\" size-medium wp-image-7638 alignleft\" src=\"http:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland-212x300.jpg\" alt=\"Roland Jonsson\" width=\"212\" height=\"300\" srcset=\"https:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland-212x300.jpg 212w, https:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland-723x1024.jpg 723w, https:\/\/k2info.w.uib.no\/files\/2015\/10\/Jonsson-Roland.jpg 1417w\" sizes=\"auto, (max-width: 212px) 100vw, 212px\" \/><\/a>The term career is by many perceived as a value-laden concept, but for those who work in academia this is a reality. At present there are great demands to recruit the best talents and follow them up so well that they remain at the institution, in our case Department of Clinical Science. This applies to ensure that Norwegian institutions will be able to assert themselves in the international competition for talents and research funding. To make this work, leaders at all levels need to prioritize good recruitment and career policy. Recently a working group appointed by UHR delivered an inspirational document with proposals for a <span style=\"text-decoration: underline\">coherent<\/span> framework for career policy at Norwegian higher education institutions. The report can be found here (in norwegian): <a href=\"http:\/\/www.uhr.no\/documents\/230615KarrieredokumentetUHR.pdf\" target=\"_blank\">http:\/\/www.uhr.no\/documents\/230615KarrieredokumentetUHR.pdf<\/a><\/p>\n<p>In the inspiration note Better Career Policies for academic staff in the higher education sector (UHR June 2015), that the report has been called, the working group proposes to systematise career and HR policy into four phases in a scientific career:<\/p>\n<ul>\n<li>Phase 1. Those who are in a doctoral program (PhD)<\/li>\n<li>Phase 2. Employees in qualification level (postdocs, researchers etc.)<\/li>\n<li>Phase 3. Permanent employees in combined positions (Associate professor, professor, etc.)<\/li>\n<li>Phase 4. Internationally leading professors<\/li>\n<\/ul>\n<p>Career Politics is of course about the whole career path, from PhD to internationally leading professors. We should embark on and continue to work with this. The best time to bring this up is in the appraisal interview.<\/p>\n<p>Roland[:]<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[:no]Karrierebegrepet kan for mange oppfattes som et verdiladet begrep, men for dem som arbeider innen akademia er dette en realitet.\u00a0 Per i dag stilles store krav om \u00e5 rekruttere de beste talentene og gi dem s\u00e5 god oppf\u00f8lging at de&hellip;<\/p>\n<p class=\"more-link-p\"><a class=\"more-link\" href=\"https:\/\/k2info.w.uib.no\/nb_no\/2015\/11\/20\/trenger-vitenskapelig-personale-a-bry-seg-om-karriere\/\">Read more &rarr;<\/a><\/p>\n","protected":false},"author":3238,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[44,39969],"tags":[64963],"class_list":["post-8017","post","type-post","status-publish","format-standard","hentry","category-nyheter","category-ukens-leder","tag-64963"],"_links":{"self":[{"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/posts\/8017","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/users\/3238"}],"replies":[{"embeddable":true,"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/comments?post=8017"}],"version-history":[{"count":10,"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/posts\/8017\/revisions"}],"predecessor-version":[{"id":8029,"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/posts\/8017\/revisions\/8029"}],"wp:attachment":[{"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/media?parent=8017"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/categories?post=8017"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/k2info.w.uib.no\/nb_no\/wp-json\/wp\/v2\/tags?post=8017"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}