Appointments Procedure at Mälardalen University Revised 2020-11-23 Table of Contents Introduction

Home , Adjunct professor, Assistant professor, Associate professor, Lecturer, Senior Lecturer

Appointments Procedure at Mälardalen University Revised 2020-11-23 Table of Contents Introduction ...... 3 Goals and strategy relating to the recruitment of teachers ...... 3 Appointment of teachers ...... 4 Guidelines for the Recruitment Committee ...... 5 Preparations for appointments ...... 5 Position profile ...... 5 Job advertisements ...... 6 Advertising channels and period of application ...... 6 Professor, Adjunct Professor, Associate Professor, Visiting Professor, Senior Professor and nomination of professors...... 6 Professor ...... 6 Adjunct Professor ...... 7 Associate Professor ...... 7 Visiting Professor ...... 8 Senior Professor ...... 8 Nomination of professors...... 8 Senior Lecturer, Adjunct Senior Lecturer and Associate Senior Lecturer ...... 8 Senior Lecturer ...... 8 Adjunct Senior Lecturer ...... 9 Associate Senior Lecturer...... 9 Lecturer and Adjunct Lecturer ...... 10 Lecturer ...... 10 Adjunct Lecturer ...... 10 Recruitment procedure...... 11 Application documents ...... 11 Assessment by referees when appointing teachers ...... 11 Nomination of referees ...... 11 Skills requirements for referees ...... 11 The task of the referees...... 11 Basis for assessment...... 11 The assignment...... 11 Content and structure of the written statement ...... 11 Trial lecture, interview and references ...... 12 Procedures in connection with promotion...... 12 Promotion of Associate Professors...... 12 Promotion of Senior Lecturers ...... 12 Promotion of Associate Senior Lecturers ...... 12 Promotion of Lecturers ...... 13 Promotion of Lecturers on alternative grounds ...... 13 Appointment decisions ...... 14 Appeals ...... 14 Discontinuing an appointments procedure...... 14 Transitional provisions regarding postdoctoral research fellows ...... 14

| 2 | Decision date: 23 November 2020 Deciding Authority: University Board Implementation Manager: Director of Human Resources Document Manager: University Director Type of document: Regulations Date of Vailidity from: 01 January 2021

Appointments Procedure for teachers at Mälardalen University

Introduction Goals and strategy relating Every higher education institution (HEI) is required to to the recruitment of teachers regulate the process concerning the appointment of The University’s goals concerning skills supply stipulate teachers through a local appointments procedure, pur- in brief that: suant to the Higher Education Ordinance (Chapter 2, Sections 2 and 9). The University Board will take deci- • The share of professors, associate professors and sions on the Appointments Procedure. The Vice-Chan- distinguished university teachers shall increase at cellor may, in specific cases, grant exceptions from the the University. Appointments Procedure. • The research base of first-cycle education shall be strengthened through increased research skills of the teachers. The Appointments Procedure at Mälardalen University regulates the categories of teachers, qualification requi- • The share of teachers with a doctorate shall in- rements and assessment criteria when recruiting staff. crease within the areas of the University’s third- It also regulates promotion and the procedure relating cycle degrees. to assessment by referees. The Appointments Procedure • It should be ensured that all teachers have com- is the University’s tool for creating a concept of unity pleted a higher education teaching and learning regarding forms of employment and the prerequisites course or are deemed to have acquired equivalent for Mälardalen University to attract, recruit and retain knowledge as soon as possible upon obtaining teachers with the right qualifications so that the Uni- employment for an indefinite period. versity can conduct education of high quality. Restric- tion shall be observed concerning the employment of teachers without a doctoral degree, and always in con- To fulfil the goals and strategy relating to the recruit- sultation with the Division of Human Resources. ment of teachers, the following shall apply: The Schools’ plans for skills supply shall be on a long-term basis, and each School shall formulate goals every year for the re- Appointments at a government agency shall be based cruitment of teachers. on objective grounds, such as merits and expertise. Ex- pertise is to be given priority, unless there are specific • An even balance of women and men shall partici- reasons to the contrary. Expertise relates to research, pate in the recruitment process. artistic, teaching and administrative expertise and other • The University shall make special efforts in recrui- expertise of importance to the appointment. Apart from ting new staff, in cases where a general imbalance expertise and merits, other objective grounds shall be of representation prevails, to attract applications considered in the final assessment if they are in agre- from the under-represented gender. ement with general goals concerning the labour market, • The University shall take into account aspects co equal opportunities, as well as social and employment tributing to the promotion of diversity. policies. In the assessment, importance may also be attached to personal qualities. Equal opportunities and equality shall be promoted. The University may not discriminate (disfavour/disad- vantage) persons on the grounds of gender, transgender identity or expression, ethnicity, religion or other faith, disability, sexual orientation or age.

| 3 | APPOINMENT´S PROCEDURE AT MÄLARDALEN UNIVERSITY

Appointment of teachers Lärare kan anställas tillsvidare eller tidsbegränsat. En läraranställning får tidsbegränsas enligt lagen om anställnings- skydd (LAS). LAS är inte tillämpbar om det är fråga om anställning som professor, inbegripet adjungerad professor, biträdande professor, gästprofessor, lärare inom konstnärlig verksamhet och biträdande universitetslektor som är reglerat i Högskoleförordningen (HF) och övriga adjungerade lärare som är reglerat i ett centralt avtal. Tabellen nedan visar de lärarkategorier som finns vid högskolan. Inga andra kategorier av lärare får anställas. Teachers may be employed for an indefinite or a fixed-term period. A teaching appointment may be made for a fixed term according to the Employment Protection Act (LAS). LAS is not applicable if it concerns an appointment as a professor (including adjunct professors, associate professors and visiting professors), a teacher of the fine, applied or performing arts or an associate senior lecturer as regulated in the Higher Education Ordinance (HF), and other adjunct teachers as regulated in a central agreement. The table below shows the categories of teachers at the University. No other categories of teachers may be appointed.

Position HF For an Probationary Temporary Alva* Central RB* RK* indefinite employment post agreement* period required Professor Yes Yes No No No No Yes Yes Visiting professor Yes No No No No No Yes Yes Adjunct professor Yes No No No No No Yes Yes

Associate professor No Yes Yes No No No Yes Yes* Senior lecturer Yes Yes Yes Yes Yes No No Yes*

Associate senior lecturer Yes No No No No No No Yes*

Adjunct senior lecturer No No No No No Yes No Yes Lecturer No Yes Yes Yes Yes No No No

Adjunct lecturer No No No No No Yes No No

ALVA* = General fixed-term employment (LAS, Section cified date. Such an employment may be extended. 5, §1). The total period of employment may not, however, exceed twelve years (HF). Central agreement* - restricts period and scope; contact the Division of Human Resources for more information. • Senior professor – may be employed for no more RB*= Vice-Chancellor’s decision than one year at a time. Such an employment may RK* = Recruitment Committee be extended (LAS). * = exceptions may occur; contact the Division of Hu- man Resources for more information. • Senior lecturer - may be employed for an indefinite period and also be fixed term, in accordance • Professor – shall be employed for an indefinite with LAS. period. • Adjunct senior lecturer - may be employed for • Associate professor – shall be employed for an indefinite period, though for no longer than an indefinite period, possibly with probationary two years. Such an employment may be extended employment. for two years at a time without any upper limit (central agreement). • Adjunct professor - shall be employed for an indefinite period, but for no longer than up to a spe- • Associate senior lecturer - may be employed for cified date. Such an employment may be extended. an indefinite period, though for no longer than The total period of employment may not, however, during a fixed period of at least four years and at exceed twelve years (HF). most six years. This period shall be determined by the University prior to the appointment. Such an • Visiting professor - shall be employed for an in- employment may be extended; the total period of definite period, but for no longer than up to a spe- employment may not, however, exceed six to eight

| 4 | years (HF) period of three years. The Chair and Co-Chair shall be academically or artistically competent teachers, from • Lecturer – may be employed for an indefinite different areas of scholarship or the arts. In particular period and also be fixed term, in accordance with circumstances, such as conflict of interest, illness or oth- LAS. er commitments, it will suffice if one Chair takes part in the Recruitment Committee’s work. • Adjunct lecturer - may be employed for an indefinite period, though for no longer than two years. Such an employment may be extended for two The Division of Human Resources processes the propo- years at a time without any upper limit (central sals for decisions to employ professors (including adjunct agreement). professors, associate professors and visiting professors) and senior lecturers (including adjunct senior lecturers • Teacher in the fine, applied and performing and associate senior lecturers) for an indefinite period. arts - may be employed for an indefinite period. It The proposal is signed by the Chair of the Recruitment may also be limited until further notice, though for Committee as well as a representative from the Schools. no more than five years. Such an employment may be extended. The total period of employment may Preparations for not, however, exceed ten years (HF). appointments • Postdoctoral research fellow – the career Before the appointment of professors, adjunct profes- development position at the University, previously sors, associate professors, visiting professors and senior regulated by HF and named postdoctoral research professors is made, the Division of Human Resources fellow, was replaced on 1 March 2018 by a new presents the matter to the Vice-Chancellor who decides career development position: associate senior lectu- whether an appointments procedure is to be initiated. It rer. See the transitional provisions on page 11. is the responsibility of the Director of Human Resources to provide information to the employees’ unions prior to a Vice-Chancellor’s decision on the matter. Guidelines for the For other teaching appointments, no Vice-Chancellor’s decision is required. Recruitment Committee The Recruitment Committee consists of a Chair, the Di- vision of Human Resources and representatives from the Position profile Schools appointed by the Dean of School or the eqiva- For the recruitment of a teacher, a position profile shall lent. The recruitment procedure at the University shall be worked out. The position profile shall function as a be conducted in an objective, structured and legally se- starting point for the subsequent recruitment process. cure way. In all recruitments any conflicts of interest ac- These data are thus to comprise a description of the cording to the Admministrative Procedure Act must be School’s needs and of the skills required, as well as infor- observed. Conflicts of interest may not occur. mation about desirable advertising channels, financing, terms, and time schedules for the recruitment process. The position profile shall state what subject/subject area Students have the right to participate in the Committee the recruitment relates to. If the subject is not establis- and are appointed in accordance with the University’s hed, the Faculty Board needs to be contacted for further routines for organised student influence. An even dist- information relating to the establishment of a new sub- ribution of women and men shall participate in the reject. cruitment process. This does not apply, however, if there Apart from the general qualification requirements for are special reasons for this. the position, the position profile shall also contain specific qualification requirements for the position, if so In the case of recruitment of professors, including as- desired. sociate professors, adjunct professors and visiting pro- The assessment criteria are to be based on the duties fessors, the Chair, the Dean of School and the Division included in the appointment, as well as the general qua- of Human Resources as well as representatives from the lification requirements for the position and any further School are included in the Committee. In the case of re- qualification requirements. One of the assessment cri- cruitment of senior lecturers and associate senior lectu- teria should concern personal qualities. It shall be clear rers, the Chair, the Head of Division and the Division from the position profile and the advertisement how the of Human Resources as well as representatives from the various assessment criteria are to be weighed against School are included in the Committee. one another. The Recruitment Committee shares the position of Regarding the appointment of an associate senior lec- Chair. The Faculty Board appoints a female and a male turer, it shall be clear from the position profile what as- Chair to lead the Recruitment Committee’s work for a sessment criteria are relevant for promotion to a senior

| 5 | APPOINMENT´S PROCEDURE AT MÄLARDALEN UNIVERSITY lecturer. Professor, Adjunct Professor, The position profile is formulated by the School in cooperation with the Division of Human Resources. The Associate Professor, Visiting position profile shall then form the basis of how the Professor, Senior Professor advertisement should be designed. The Chair of the Re- cruitment Committee shall review the advertisement and nomination of professors before its publication.

Professor Job advertisements Professors are appointed on the decision of the Vice- The job advertisement is formulated jointly between the Chancellor. School concerned, the Chair of the Recruitment Com- Qualification requirements for employment as a mittee and the Division of Human Resources, and is to professor except in disciplines in the fine, applied be based on the position profile formulated at the outset. or performing arts:

A person who has demonstrated both research and teaching ex- The text of the advertisement shall be easy to read and pertise shall be qualified for employment as a professor except in neutral with respect to gender, transgender identity or disciplines in the fine, applied or performing arts” (Higher Edu- expression, ethnicity, religion or other faith, disabilities, cation Ordinance, Chapter 4, Section 3) sexual orientation and age. The workplace and terms of • Academiic skills demonstrated through indepen- employment shall also be described. dent research efforts, which to a considerable degree exceeds the requirements for appointment as Advertising channels and period of an assistant professor (see the University’s guideli- application nes for assessment of these requirements). The advertisement is to be posted on the University’s • The planning and managing of research within the notice boards on the Eskilstuna and Västerås campuses, relevant field for the position shall also be taken as well as the University’s external website (www.mdh. into account. se), and on the Swedish Public Service Employment • Apart from this, academiic skills shall have been de- website. monstrated through the ability to achieve results in Other advertising channels are to be decided in research by cooperation in joint projects for the be- cooperation between the School concerned and the nefit of academia and the private and public sectors Division of Human Resources each time a post is and society. advertised. • The ability to disseminate research within the rele- The period of application should be at least three vant field for the position. weeks from the publication of the advertisement. In • Teaching skills shall have been demonstrated th- exceptional cases, shorter or longer application periods rough teaching at all levels. may be motivated, and in such cases shall be approved • Applicants should have completed 10 weeks of rele- by the Division of Human Resources. vant studies in higher education teaching and lear- Exceptions from the publication of vacancies can be ning. made in connection with: • Assessment of teaching skills shall relate to plan- • the appointment of a professor by nomination ning, implementation and evaluation of teaching. • the extended fixed-term appointment of a teacher • Apart from this, applicants should demonstrate do- of the fine, applied or performing arts cumented skills in supervision and examination at the first-, second- and third-cycle levels. • Well documented skills in supervision at the third- cycle level. In normal cases the applicant shall have been the principal supervisor for at least one third- cycle student up to and including a completed doctoral degree. Research and teaching skills shall be documented in such a way that their quality can also be assessed in previous work. Additional qualification requirements may be stipulated in the position profile and the advertisement. These requirements shall have an objective foundation related to the nature of the appointment and the needs of the

| 6 | organisation. Examples of subject-specific qualification As a general criterion, the ability to cooperate as well requirements may be that the applicant should have de- as the ability and suitability otherwise needed to carry monstrated good management abilities in teaching and out the duties in relation to the duties and nature of the research, experience of collaboration projects etc. employment are required. Qualification requirements for employment as a Additional assessment criteria may be stipulated in the professor in disciplines in the fine, applied or per- position profile and the advertisement. forming arts: “A person who has demonstrated both artistic and teaching ex- Adjunct Professor pertise shall be qualified for employment as a professor in disci- Adjunct professors are employed on the decision of the plines in the fine, applied or performing arts” (Higher Education Vice-Chancellor. Ordinance, Chapter 4, Section 3) The purpose of an appointment as an adjunct professor • Demonstrated independent artistic research/artistic is to temporarily add valuable competence to the Univer- development work within their artistic field both sity or to strengthen connections with the private sec- nationally and internationally within the relevant tor or the surrounding community. An adjunct profes- area for the position. sor shall have his or her main employment outside the higher education sector, which means that the scope of • Demonstrated teaching expertise within their artis- employment at Mälardalen University will normally be tic field both nationally and internationally within around 20 percent. the relevant area for the position. For an adjunct professor the subject does not need to be • Importance shall be attached to the demonstrated defined as broadly as for a professor. planning and managing of teaching activities and artistic research/artistic development work. An adjunct professor shall carry out high-quality activities within his or her field. • In addition to this, artistic skills shall have been demonstrated through the ability in artistic research/ In the assessment of the prospective adjunct professor’s artistic development work to achieve results th- skills, the University will also focus on other forms of rough cooperation in joint artistic projects for the expertise, depending on the field, than research and benefit of academia and the private and public sec- teaching expertise. Such expertise may be, for example, tors and society. artistic, technical or professional expertise. • Importance shall be attached to the demonstrated In other respects, the qualification requirements and as- ability to disseminate artistic research/ artistic de- sessment criteria for appointment as an adjunct profes- velopment work and teaching within the relevant sor are the same as for a professor. field for the position. A written agreement about the terms of employment, • Teaching expertise equivalent to that of a recogni- between Mälardalen University, the main employer and sed university teacher at Mälardalen University the candidate him- or herself, shall be, where applicable, shall have been demonstrated. included in the decision data. • Assessment of teaching skills shall relate to plan- Associate Professor ning, implementation and evaluation of teaching. Professors are appointed on the decision of the Vice- Artistic and teaching skills shall be documented in such Chancellor. a way that their quality can also be assessed in previous ”Associate professors are appointed through recruitment or pro- work. motion. Appointments can be made on either academic or artis- Additional qualification requirements may be stipulated tic skills”. in the position profile and the advertisement. These requirements shall have an objective foundation related Qualification requirements for employment as an to the nature of the appointment and the needs of the associate professor in disciplines other than in organisation. the fine, applied or performing arts:

Assessment criteria for professors: • Demonstrated academic skills and independence, The following assessment criteria shall be applied in which exceed the requirements for appointment as the recruitment of professors: an assistant professor (see the University’s guidelines for assessment of these requirements). • The degree of skills required to be eligible for employment. • Well documented skills in supervision at the third- • Assessment of teaching skills will be made as thorough- cycle level. In normal cases the applicant shall have ly as the assessment of scientific or artistic skills. been the principal supervisor for one third-cycle student up to and including a completed doctoral degree. ”Each higher education institution determines itself what assessment criteria are otherwise to apply to the appointment of • Applicants should have completed 10 weeks of stu- a professor.” (Higher Education Ordinance, Chapter 4, Section 3)

| 7 | APPOINMENT´S PROCEDURE AT MÄLARDALEN UNIVERSITY

dies in higher education teaching and learning. Visiting Professor • Applicants should have demonstrated teaching Visiting professors are employed on the decision of the skills at all levels as well as the teaching skills requi- Vice-Chancellor. red for the post in question. In other respects, the qualification requirements and as- Academic and teaching skills shall be documented in sessment criteria for appointment as a visiting professor such a way that their quality can also be assessed in pre- are the same as for a professor. vious work. Additional subject-specific qualification requirements Senior Professor Senior professors are employed on the decision of the may be stipulated in the position profile and the adver- Vice-Chancellor. tisement. These requirements shall have an objective foundation related to the nature of the appointment A professor who has been employed and active at Mälar- and the needs of the organisation. Examples of sub- dalen University may on retirement be appointed as a ject-specific qualification requirements may be that the senior professor. applicant should have demonstrated good management In other respects, the qualification requirements and as- abilities in teaching and research, experience of collabo- sessment criteria for appointment as a senior professor ration projects etc. are the same as for a professor.

Qualification requirements for employment as an asso- Nomination of professors ciate professor in the fine, applied or performing arts: Appointment further to the nomination of a professor • Demonstrated independent artistic research/artistic is made on the decision of the Vice-Chancellor. development work within their artistic field both Pursuant to HF, Chapter 4, Section 3, a higher nationally and internationally within the relevant education institution may nominate an individual area for the position. for appointment as a professor if the appointment • Importance will be attached to demonstrated plan- of the individual is of exceptional importance for a ning and management of artistic research/artistic specific activity at the institution. If a higher education development work. institution nominates an individual for a post, the grounds on which the appointment is of exceptional • In addition to this, artistic skills shall have been de- importance for the institution must be placed on monstrated through the ability in artistic research/ record. Only those qualified for appointment as a artistic development work to achieve results th- professor may be nominated for appointment. rough collaboration in joint artistic projects for the benefit of academia and the private and public sec- The decision to nominate a person for a post is made by tors and society. the Vice-Chancellor and may not be delegated. • Teaching expertise shall have been demonstrated When an appointment is made by nomination, through teaching at a university/university college. no information of the kind laid down in the first Artistic and teaching skills shall be documented in such paragraph of Section 6 of the Employment Ordinance a way that their quality can also be assessed in previous (1994:373) needs to be submitted. The regulation on work. referees´ opinions shall apply (HF, Chapter 4, Section 7). Additional subject-specific qualification requirements The University makes use of the reintroduced may be stipulated in the position profile and the adver- possibility of a nomination procedure in connection tisement. These requirements shall have an objective with the appointment of professors – with the restraint foundation related to the nature of the appointment and that preparatory work and the Ordinance prescribe. the needs of the organisation.

Assessment criteria for associate professors: Senior Lecturer, Adjunct As a general assessment criterion, the ability to coopera- Senior Lecturer and Associate te as well as the ability and suitability otherwise needed to carry out the duties in relation to the work duties and Senior Lecturer nature of the employment are required. Senior Lecturer Additional assessment criteria may be stipulated in the Senior lecturers are appointed on the decision of the position profile and the advertisement. Dean of School. Qualification requirements for employment as a senior lecturer except in disciplines in the fine, applied or performing arts:

| 8 | ”A person who has demonstrated teaching expertise and been • Demonstrated teaching ability as well as the teach- awarded a PhD or has the corresponding research competence ing skills required for the relevant appointment. or some other professional expertise that is of value in view of the • Applicants should have completed 10 weeks of stu- subject matter of the post and the duties that it will involve shall dies in higher education teaching and learning. be qualified for employment as a senior lecturer.” (HF, Chapter 4, Section 4). • Documented skills in artistic supervision/individual teaching at least at first-cycle level. • Demonstrated academiic skills and independence, • Artistic and teaching skills shall be documented in which exceed the requirements for appointment as such a way that their quality can be assessed in pre- an adjunct within the appropriate subject. vious work. • Apart from this, academiic skills shall have been de- Additional qualification requirements may be stipulated monstrated through the ability to achieve results in in the position profile and the advertisement. These re- research by collaboration in joint projects for the quirements shall have an objective foundation related benefit of academia and the private and public sec- to the nature of the appointment and the needs of the tors and society. organisation.

• The ability to disseminate research within the relevant subject area for the position. Assessment criteria for senior lecturers including adjunct senior lecturers: • Demonstrated teaching ability as well as the teach- The assessment criteria for appointment as a senior lec- ing skills required for the relevant appointment. turer shall be the degree of the expertise required as a qualification for employment. • Applicants should have completed 10 weeks of studies in higher education teaching and learning. As much attention shall be given to the assessment of teaching expertise as to the assessment of other quali- • Documented skills in the supervision of essays at fying criteria. first-cycle as well as second-cycle level. ”Each higher education institution determines itself what assess- Research and teaching skills shall be documented in ment criteria are otherwise to apply to the appointment of a seni- such a way that their quality can be assessed in previous or lecturer.” (Higher Education Ordinance, Chapter 4, Section 4). work. As a general criterion, the ability to cooperate as well as Additional qualification requirements may be stipulated the ability and suitability otherwise needed to carry out in the position profile and the advertisement. These re- the duties well are required. quirements shall have an objective foundation related to the nature of the appointment and the needs of the Additional assessment criteria may be stipulated in the organisation. position profile and the advertisement.

Qualification requirements for employment as a senior Adjunct Senior Lecturer lecturer in disciplines in the fine, applied or performing Adjunct senior lecturers are appointed on the decision arts: of the Dean of School. ”In the fine, applied or performing arts, a person who has de- The purpose of an appointment as an adjunct senior lec- monstrated teaching expertise and been awarded a doctorate turer is to temporarily add valuable competence to the in fine, applied or performing arts, has demonstrated artistic University or to strengthen connections with the private expertise or has some other professional expertise that is of value sector or the surrounding community. in view of the subject matter of the post and the duties it will involve shall be qualified for employment as a senior lecturer.” (HF, An adjunct senior lecturer shall have his or her main Chapter 4, Section 4, §2).” employment outside the higher education sector, which means that the scope of employment at Mälardalen Uni- • Demonstrated artistic skills and independence, versity will normally be around 20 percent. which exceed the requirements for appointment as an adjunct within the appropriate subject. In other respects, the qualification requirements and assessment criteria for appointment as an adjunct senior • Apart from this, artistic skills shall have been de- lecturer are the same as for a senior lecturer. monstrated through the ability to achieve results within his or her artistic field by collaboration in joint projects for the benefit of academia and the private and public sectors and society. Associate Senior Lecturer Associate senior lecturers are appointed on the decision • The ability to disseminate artistic development of the Dean of School. work/artistic research within the relevant field for the position. ”An associate senior lecturer may be employed for an indefinite period but for no less than four years and no longer than six

| 9 | APPOINMENT´S PROCEDURE AT MÄLARDALEN UNIVERSITY years, which is decided by the higher education institution prior Representatives from the Schools, together with other to employment. An appointment as associate senior lecturer may members of the Recruitment Committee, work out sui- be extended but for a maximum of two years altogether, if be- table assessment criteria for appointment as an associ- cause of the associate senior lecturer’s sick leave, parental leave ate senior lecturer, which are entered into the position or other special grounds additional time is needed to attain the profile and therafter in the announcement and adverti- purpose of the appointment.” (HF, Chapter 4, Section 12, §a). . sement. The purpose of the appointment as associate senior Examples of assessment criteria may be: lecturer, which is a fixed-term appointment, is for the • Course in higher education teaching and learning teacher to have the opportunity to acquire the scholarly and teaching qualifications required for eligibility for ap- • Demonstrated teaching skills pointment as an associate senior lecturer. The period of • Documented ability to collaborate with the surroun- employment shall be decided in conjunction with the ding community advertisement. Appointment as an associate senior lec- • Ability to teach in a certain language turer is a qualifying employment in which the holder, after approved referee assessment, shall be promoted to a senior lecturer in accordance with the assessment Lecturer and Adjunct Lecturer criteria determined by the University at the time of the appointment. Lecturer Appointed by decision of the Dean of School. Qualification requirements for employment as an associate senior lecturer except in disciplines in the fine, Qualification requirements for appointment as a applied or performing arts: lecturer:

• A person who has been awarded a PhD or has the • For employment for an indefinite period as a lectu- corresponding scholarly expertise. Primary consi- rer, a Master’s degree in a relevant subject area or deration should be given to a person who has been corresponding expertise is required. awarded a PhD or achieved the equivalent expertise within five years of the application deadline. • Applicants should have completed 10 weeks of studies in higher education teaching and learning. • A person who has been awarded a PhD or achieved the equivalent expertise at an earlier date may also • Assessment of teaching skills shall relate to plan- be considered if there are exceptional circumstan- ning, implementation and evaluation of teaching ces. Exceptional circumstances are sick leave, pa- and examining. rental leave or other similar circumstances. (HF Ch. Teaching skills shall be well documented and in such a 4, Section 4 a). way that their quality can be assessed in previous work. Additional qualification requirements may be stipulated in the position profile and the advertisement. These re- Additional qualification requirements may be stipula- quirements shall have an objective foundation related to ted in the position profile and the advertisement. the nature of the appointment and the needs of the or- These requirements shall have an objective foundation ganisation. Examples of such qualification requirements related to the nature of the appointment and the needs are the ability to manage activities and staff as well as of the organisation. the ability to teach in a certain language. Assessment criteria for lecturers: Qualification requirements for employment as an associate senior lecturer in the fine, applied or performing As a general criterion, the ability to cooperate as well as arts: the ability and suitability otherwise needed to carry out the duties well are required. • Primary consideration should be given to a person Apart from this, expertise shall have been demonstrated who has been awarded a PhD or achieved the equi- through the ability to achieve results by collaboration in valent artistic expertise. joint projects for the benefit of academia and the private Additional qualification requirements may be stipulated and public sectors and society. in the position profile and the advertisement. These re- Additional assessment criteria may be stipulated in the quirements shall have an objective foundation related position profile and the advertisement. to the nature of the appointment and the needs of the organisation.

Adjunct Lecturer Assessment criteria for associate senior lecturer: Appointed by decision of the Dean of School. As a general criterion, the ability to cooperate as well as The purpose of an appointment as an adjunct senior the ability and suitability otherwise needed to carry out lecturer is to temporarily add valuable expertise to the the duties well are required.

| 10 | University or to strengthen connections with the private The Chair of the Recruitment Committee then confirms sector or the surrounding community. An adjunct lectu- the choice of referees and delegates the Division of Hu- rer shall have his or her main employment outside the man Resources to subcontract them. higher education sector, which means that the scope of employment at Mälardalen University may normally be Skills requirements for referees around 20 percent. Referees shall normally have skills equivalent to those In other respects, the qualification requirements and as- of a docent/associate professor in the appropriate sub- sessment criteria for appointment as an adjunct lecturer ject. For the appointment of a professor, the referees are the same as for a lecturer. themselves should have the qualifications of a professor. Exceptions from the qualification requirements may be made if there are particular reasons for this. Recruitment procedure The task of the referees The Division of Human Resources will clarify the im- Application documents plications and the requirements of the contents of the Mälardalen University makes use of a digital recruit- statement and the timetable for submission of the statement tool. ments between the University and the referees. The candidates are responsible for submitting a complete application in accordance with the instructions in the Basis for assessment advertisement. Applicants may refer only to such docu- The referees must have access to the University’s Ap- ments that have been published or are available as ma- pointments Procedure, the advertisement, list of appli- nuscripts no later than the closing date of application. cants and complete application documents with referen- ced scholarly and teaching work; they should also have Assessment by referees when access to other appendices such as grades and certifica- appointing teachers tes, and where necessary a covering letter from the Re- cruitment Committee. ”When the opinions of two or more persons are obtained, both men and women should be represented equally. This does not The assignment apply, however, if there are extraordinary reasons to the cont- The assignment of the the referees is to make an as- rary.” (HF Ch. 4 Section 6). sessment, based on their subject and specialist skills, • Professor (including adjunct professors and visiting of the expertise of the applicants regarding quality and professors): at least two referees. quantity. Also included in the assignment is to write a • Professor: at least two referees. statement to be used as a basis for the subsequent pro- cessing by the Recruitment Committee. The statement • Senior lecturer (including adjunct senior lecturers): shall deal with the applicants’ qualifications as well as two referees. the academic or artistic and teaching merits, unless oth- • Associate senior lecturer: at least one referee. erwise specified in the particular assignment. • For promotion to professor: at least two referees. An assignment and assessment may also apply to assess- • For promotion to an associate professor: at least two ment of artistic skills, collaborative skills and/or other referees. skills of importance to the position advertised. • For promotion to a senior lecturer: at least two re- In such cases the recruitment Committe will specify the ferees. nature of the assignment, and also answer questions from the referees regarding the direction and contents If necessary, assessment by a referee is carried out for of the assignment and assessment. appointment as a visiting professor. Additional statements may in some cases be requested. Content and structure of the written An example of such a case is when the referees disagree statement on the assessment and ranking of the applicants. The statement shall consist of the following parts: When a senior lecturer is to be employed on a fixed- Description of the applicant term basis no assessment by referees needs to be made. The referees, individually or jointly, make a brief description of each applicant. This descriiption shall Nomination of referees consist of the strengths and weaknesses of the applica- The School is responsible for an equal representation of tion. The description will conclude with an assessment women and men when proposing referees. The referees of whether each applicant is eligible for the post or not. must be external. The School is responsible for ensuring The description should be no longer than five to eight that the referees are not biased and also for discussing lines for each applicant. suggestions for a deadline for the task. This information is submitted by the School to the Division of Human Re- Selection of applicants sources. The referees, individually or jointly, make a selection of

| 11 | APPOINMENT´S PROCEDURE AT MÄLARDALEN UNIVERSITY no more than six eligible applicants whom they judge to may an application for promotion be processed by the be the most qualified forthe post. There must be a clear Division of Human Resources. description of the selection criteria. The size of the selec- The University regards promotion as a partial change tion may be adjusted if there are particular reasons for in the terms of employment within the framework of this. There shall be no ranking of applicants for the se- the original employment agreement. A promotion may lection process. The description of the selection should be possible on condition that the new position matches not be longer than two pages the goals and strategies of the School’s long-term plan, Assessment of applicants which is reviewed each year by the Faculty Board. The referees each make an individual assessment of the applicants selected. The assessment should not be long- Promotion of Associate Professors er than two pages for each applicant. An associate professor employed for an indefinite period may apply to be assessed for promotion to a professor. Comparison of applicants Decisions as to whether applicants are to be assessed or The referee shall individually compare and rank the app- not are taken by the Vice-Chancellor once a statement licants, unless otherwise stated in the assignment. If the from the School has been submitted. In taking decisions, assignment includes assessment of a shortlist, without the University will take into account the needs of the individual ranking, the Recruitment Committee must organisation. An applicant who is not granted an appli- state this. Comparisons and considerations between the cation for promotion must receive a written decision in applicants must be described with clear references to which the reasons for the rejection are made clear. If strengths and weaknesses. It is possible for a referee to the applicant is granted an application for promotion to assess applicants equally, provided that the referee gives a professor, the application will be processed with the reasons for this. The comparison should not be longer same quality criteria as for an appointment to a profes- than three pages. sor.

Trial lecture, interview and references Promotion of Senior Lecturers Interviews and the checking of references must always A senior lecturer employed for an indefinite period may be carried out. When the referees’statements have been apply to be assessed for promotion to a professor or as- gathered, the applicants will also normally carry out a sociate professor. Decisions as to whether applicants are trial lecture. The purpose of these selection methods is to be assessed or not are taken by the Vice-Chancellor to shed light on the kinds of skills that are difficult to as- once a statement from the School has been submitted. sess on of the basis of written applications and referees’ In taking decisions, the University will take into account statements. the needs of the organisation. An applicant who is not granted an application for promotion must receive a The trial lecture is to be held within the subject area of written decision in which the reasons for the rejection the appointment. The specific topic and level are deci- are made clear. If the applicant is granted an application ded by the School/Head of Division, or a School or sub- for promotion to an associate professor or professor, the ject representative delegated by this person, in consulta- application will be processed with the same quality cri- tion with the Chair of the Recruitment Committee. teria as for an appointment to a professor. The School is responsible for inviting suitable students Decisions on promotion are taken by the Vice-Chancel- and colleagues to be present at the lecture. The Recruit- lor. ment Committee will normally participate in employment interviews. Other participants may also be invited Promotion of Associate Senior Lecturers to participate. An associate senior lecturer has the right, before the The Division of Human Resources is responsible for all period of employment has passed, to be assessed for administration of the interviews. References are normal- promotion to a senior lecturer once the qualifications ly checked by the School/ Head of Division, or a School for this have been fulfilled. It must be made clear at the or subject representative delegated by this person. As- commencement of duties as an associate senior lectu- sessment of the applicants based on trial lectures, inter- rer what criteria have to be fulfilled for promotion to a views and references shall be documented. senior lecturer. Applications for promotion must have been submitted no later than 6 months before expiry of Procedures in connection the period of employment. Applications for promotion must, in addition to the cri- with promotion teria stated on commencement of the employment, be At the University promotion is a possibility and not a processed with the same qualification criteria and bases right. of assessment as for the employment of a senior lecturer. On promotion to a senior lecturer, an referee assess- Individual teachers shall apply in writing to their Dean ment must be made by at least one subject specialist ap- of School for a statement as to whether the precondi- pointed by the School and approved by the Recruitment tions exist for promotion on the basis of the School’s re- Committee. cruitment plan. Only after the Dean of School’s approval

| 12 | Once the promotion has been granted, the employment promotion according to the principles of ”organisation” will be transferred to an employment for an indefiinite and ”collaboration” must be on the same level. period as a senior lecturer. Decisions on promotion are taken by the Dean of School. Decisions on promotion are taken by the Dean of School.

Promotion of Lecturers A lecturer employed for an indefiinite period has the opportunity to be promoted to a senior lecturer. In taking decisions, the University will take into account the needs of the organisation. If the Dean of School finds that the lecturer does not fulfil the requirements for promotion to a senior lecturer, the application will be rejected in a special decision by the Dean of School. Reasons must be given for rejecting an application. Applications for promotion must be processed with the same qualification criteria and bases of assessment as for the employment of a senior lecturer. On promotion to a senior lecturer, an referee assessment must be made by at least one subject specialist appointed by the School and approved by the Recruitment Committee. Applications for promotion from a lecturer employed for an indefiinite period to a senior lecturer are based on a degree of Doctor. Decisions on promotion are taken by the Dean of School.

Promotion of Lecturers on alternative grounds A lecturer employed for an indefiinite period has the opportunity to be promoted to a senior lecturer on alternative grounds. In taking decisions, the University will take into account the needs of the organisation. If the Dean of School finds that the lecturer does not fulfil the requirements for promotion to a senior lecturer, the application will be rejected in a special decision by the Dean of School. Reasons must be given for rejecting an application. For promotion on alternative grounds, one of the following qualification requirements must be fulfilled. Please observe that the qualification requirements cannot be combined. • Outstanding teaching skills. • Well documented ability to manage operations and staff. • Highly commended collaboration with the surrounding community, for example in national or inter- national collaboration projects, or in information or in research and development work. There should be correlation between the criteria of the teaching career scale and the criteria that apply for promotion according to the principles of ”organisation” and ”collaboration”. A lecturer is able to be promoted to a senior lecturer on teaching merits by partly having a Master’s degree, and partly having attained the level of skills of a ”distinguished university teacher” on the teaching career scale at Mälardalen University. The requirements and criteria for

| 13 | APPOINMENT´S PROCEDURE AT MÄLARDALEN UNIVERSITY

Appointment decisions Transitional provisions Decisions to appoint a professor, adjunct professor, asso- regarding postdoctoral ciate professor and visiting professor are taken by the Vi- ce-Chancellor and these decisions may not be delegated. research fellows The Dean of School contacts the applicant who is to be The career-development position at the University, pre- offered appointment as a professor (including adjunct viously regulated in the Higher Education Ordinance professors, associate professors and visiting professors) and called a postdoctoral research fellow, was replaced to agree on a starting date, salary, and other terms. Re- on 1 March 2018 by a new career-development position: presentatives from the School contact other interviewed associate senior lecturer. applicants. The employees’ unions will be informed of These new provisions are to be applied in procedures the terms. commencing after 1 March 2018. If the previous provi- Decisions to appoint a senior lecturer, associate senior sions are to be applied for an appointments procedure lecturer, adjunct senior lecturer, lecturer and adjunct commmencing before 1 March 2018, the older provi- lecturer are taken by the Dean of School and may not sions in the Higher Education Ordinance, Chapter 4, Sec- be delegated. The Dean of School contacts the applicant tions 12a and 12b are to be applied for the appointment. who is to be offered appointment according to the teach- The latter also applies for extensions of post-doctoral fel- ing categories above to agree on a starting date, salary, lowships. and other terms. Representatives from the School contact other interviewed applicants. The employees’ unions will be informed of the terms.

Appeals The Division of Human Resources ensures that decisions on who has been appointed, including information on how to appeal against the decision, are made public without delay on the University’s notice boards. Other applicants are to be informed of the decision at the same time, as well as of the time and place of its publication. ”Pursuant to the Higher Education Ordinance, Chapter 12, sections 1 and 2, an appointments decision can only be appealed against by those directly concerned, and only if the decision has not been in their favour. Decisions to reject an application for promotion may not be appealed against, with the exception of re- jections relating to promotion to a senior lecturer in accordance with the Higher Education Ordinance, Chapter 4, Section 12c.” Every appealable appointment decision is to be com- plemented with information including further details about appeal procedure.

Discontinuing an appointments procedure A decision to discontinue an appointments procedure is taken by the same authority that would normally have taken a decision on the appointment. Such a decision may not be appealed against. An acceptable reason for discontinuing an appointments procedure could be that the applicants are considered to lack the desired skills or qualifications profile based on the School’s needs, even though they are formally eligible. A shortage of funding and other organisational changes that could not be foreseen at the start of the appointments procedure may also be acceptable reasons. The Division of Human Resources is responsible for phy- sically returning applications to those who applied for the position, together with a copy of the decision.

| 14 | Box 883, 721 23 Västerås Tfn: 021-10 13 00 Box 325, 631 05 Eskilstuna Tfn: 016-15 36 00 E-post: [email protected] Webb: www.mdh.se