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Human resources, equal opportunities and work environment

Human resources

Administrative procedures for status as affiliated professor emeritus/emerita

Administrative Procedures for Status as Affiliated Professor Emeritus/Emerita

This Administrative Procedures describes the forms and processes of appointment, as well as the authorities, for person with status as Affiliated Professor Emeritus or Emerita at Umeå University

Type of document: Other
Office in charge: Planning Office
Field: Employment
Reg. no.: FS 1.1-86-18
Validity: 2018-02-28-- Until further notice
Approved by: Vice-Chancellor
Date of approval: 2018-11-13

Administrative procedures for status as affiliated professor emeritus/emerita

Appointments procedure for teachers at Umeå University

Appointments procedure for teachers at Umeå University

Umeå University’s Appointments Procedure determines teacher categories, qualification criteria and assessment criteria in recruitment and promotion of teachers, as well as the external expert procedure. The Appointments Procedure makes concrete the regulations established in the Higher Education Act (1992:1434) and the Higher Education Ordinance. In addition to this, teaching posts are regulated in central and local collective agreements. Supplemental provisions are also found in the University’s legal framework.

Type of document: Rule
Office in charge: Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-939-24
Validity: 1 July 2024 until further notice
Approved by: University Board
Date of approval: 2024-06-04
Replaces document: Appointments procedure for teachers at Umeå University (FS 1.1-129-22) approved by the University Board on 18 February 2022

Appointments Procedure for Teachers at Umeå University FS 1.1-939-24

List of new Swedish and English title names related to the Appointments procedure for teachers

Previous version

Appointments procedure for teachers at Umeå University FS 1.1-129-22

Management and leadership policy

Management and leadership policy

This policy sets out Umeå University’s view on management and leadership as well as its expectations on managers and leaders at the University – including heads of department and other academic leaders. It also details the support that is available to them and the way leadership is followed up.

Type of document: Policy
Office in charge: Human Resource Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-2713-21
Validity: 1 January 2022 until further notice
Approved by: Vice-Chancellor
Date of approval: 2021-12-21
Replaces document: Umeå University's Management and leadership policy (Umu 300-374-13) approved by the Vice-Chancellor on 3 September 2013

Management and leadership policy

Policy against corruption

Policy against corruption

This policy clarifies how applicable legislation concerning corruption is applied at Umeå University. The policy offers guidance to staff and is intended to maintain the standards of objectivity and impartiality that apply to all employees working in public administration.

Type of document: Policy
Office in charge: Planning Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-1119-22
Validity: 1 July 2022 until further notice
Approved by: Vice-Chancellor
Date of approval: 2022-07-01
Replaces document: Umeå University’s Policy Against Taking and Offering Bribes, approved by the Vice-Chancellor on 30 October 2012 (UmU 100-2052-12)

Policy against corruption

Procedure for the acquisition of educational qualifications at Umeå University

Procedure for the acquisition of educational qualifications at Umeå University

Umeå University has a model for the acquisition of educational qualifications meaning that teachers can apply for qualification for two consecutive levels: 1) recognised university teacher, and 2) distinguished university teacher. This code of rules and procedures describes how university teachers apply for the acquisition of educational qualifications. This document also describes the procedure and decision-making process for all parties involved: applicants, expert advisers, the Pedagogical Qualification Board, and the faculties.

Type of document: Other
Office in charge: Human Resources Office
Field: Human Resources, Equal Opportunities and Work Environment
Reg. no.: FS 1.1-2571-21
Validity: 2022-01-01-Until further notice
Approved by: Vice-Chancellor
Date of approval: 2021-12-14
Replaces document: FS 1.1-1391-20

Procedure for the acquisition of educational qualifications at Umeå University 

Professional and career development policy

Professional and career development policy

The aim of this policy is to institutionalise a long-term, structured and strategic approach to professional and career development; strengthen the University’s ability to develop and respond to change; and advocate thought-through, systematic development plans that promote excellent performance, talent acquisition, competitiveness and a healthy work environment with equal terms for all. This policy defines key concepts, sets out guiding principles, clarifies who is responsible for what and describes what the University does to achieve this policy’s vision.

Type of document: Policy
Office in charge: Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-1048-22
Validity: 10 June 2022 until further notice
Approved by: Vice-Chancellor
Date of approval: 2022-06-10

Professional and career development policy

Rule for appointment of academic leadership positions

Rule for appointment of academic leadership positions

This rule specifies regulations for appointment processes for academic leadership positions at university-wide level, faculty level and department level. The rule also addresses processes for appointing leadership positions for units and centres.

Type of document: Rule
Office in charge: Planning Office and Human Resources Office
Field: Decision structure, delegation and organisation Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-2632-21
Validity: 1 February 2022 until further notice
Approved by: Vice-Chancellor
Date of approval: 2022-01-28
Replaces document: Rule – Terms and conditions for the position of Head of Department at Umeå University (Head of Department contract) (FS 1.1-61-17) approved by Vice-Chancellor on 23 March 2021. Rule – General terms and conditions for the position of Pro-Vice-Chancellor and Deputy Vice-Chancellor (FS 1.1-1074-16) approved by Vice-Chancellor on 2 June 2016. Terms and conditions for the appointment of Dean or Deputy Dean at Umeå University (Dean contract) (FS 1.1-60-17) approved by Vice-Chancellor on 14 February 2017. Procedure for appointment of Heads of Department (FS 1.1-1831-16) approved by Vice-Chancellor on 26 June 2018.

Rule for appointment of academic leadership positions_FS 1.1-2632-21.pdf (245 kB)

Rule for terms and conditions for academic leadership positions

Rule for terms and conditions for academic leadership positions for academic for academic

This rule discusses regulations regarding conditions for academic leadership positions at Umeå University.

Type of document: Rule
Office in charge: Planning Office and Human Resources Office
Field: Decision structure, delegation and organisation Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-2631-21
Validity: 1 January 2022 until further notice
Approved by: Vice-Chancellor
Date of approval: 2021-12-21
Replaces document: Rule – General terms and conditions for the position of Pro-Vice-Chancellor and Deputy Vice-Chancellor (FS 1.1-1074-16) approved by Vice-Chancellor on 2 June 2016. Rule – Terms and conditions for the position of Head of Department at Umeå University (Head of Department contract) (FS 1.1-61-17) approved by Vice-Chancellor on 23 March 2021. Terms and conditions for the appointment of Dean or Deputy Dean at Umeå University (Dean contract) (FS 1.1-61-17) approved by Vice-Chancellor on 14 February 2017.

Rule for terms and conditions for academic leadership positions_FS 1.1-2631-21.pdf (183 kB)

Rule for documentation and assessment of pedagogic qualifications

Rule for documentation and assessment of pedagogic qualifications

University teachers at Umeå University are to document their pedagogic qualifications in a pedagogic portfolio. The documentation within the portfolio shall demonstrate how the applicant satisfies the assessment grounds and criteria for pedagogic skill that apply for employment, promotion or placement within the pedagogic qualification system. A CV detailing the teacher's teaching activity should also be attached to the portfolio. Rule for documentation and assessment of pedagogic qualifications

Type of document: Rule
Office in charge: Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1.2-1366-14
Validity: From 2014-09-23
Approved by: Vice-chancellor
Date of approval: 2014-09-23

Rule documentation and assessment of pedagogic qualifications

Rules for reporting secondary employment for teaching staff and employees covered by the Manager Agreement

Rules for reporting secondary employment for teaching staff and employees covered by the Manager Agreement

Secondary employment is an important part of teachers' interaction with society, but it should also be clear that these secondary employments must be properly managed. The general public should feel assured that teachers are not being influenced by their secondary employment in their professional role and its execution. Secondary employment should be handled transparently and kept quite separate from the employee's regular work at the university.

Type of document: Rule
Office in charge: Legal Affairs Office
Field: Human resources, equal opportunities and working environment
Reg. no.: FS 1.1-2426-23
Validity: 2024-01-12 until further notice
Approved by: Vice-Chancellor
Date of approval: 2024-01-12
Replaces document: Rules for reporting secondary employment for teachers and staff covered by the Managerial Agreement Reg. no.: 300-3114-12

Rules for reporting secondary employment for teaching staff and employees covered by the Manager Agreement

Rule – scholarships 

Rule – scholarships

This rule regulates scholarships instituted and disbursed by Umeå University. Umeå University can institute scholarships for education, postdoctoral qualifications and travel. Educational scholarships may only be instituted for students admitted to studies at the first-cycle, second-cycle or third-cycle level. The purpose of this rule is to ensure Umeå University uses scholarships in a consistent and correct way.

Type of document: Rule
Office in charge: Human Resources Office
Field: Human Resources, equal opportunities and work environment
Reg. no.: FS 1.1-549-24
Validity: 26 April 2024 until further notice
Approved by: Vice-Chancellor
Date of approval: 2024-04-26
Replaces document: Rule – Scholarships (FS 1.1-2049-22) approved by the Vice-Chancellor on 16 December 2022

Rule - scholarships

Regulation for associate senior lecturers

Regulation for associate senior lecturer in combination with clinical service

The target group for the position is nurses, physiotherapists, occupational therapists, specialist trained doctors and dentists and other relevant occupational groups. At Umeå University an associate senior lecturer position can be combined with employment as a specialist trained doctor or dentist or with employment other than that as a doctor for up to a maximum of 13 hours per week.

Type of document: Rule
Office in charge: Human Resources Office
Field: Human Resources, Equal Opportunities and Work Environment
Reg. no.: FS 1.1-231-18
Validity: Until further notice
Approved by: Vice-chancellor
Date of approval: 2018-05-29

Regulation for associate senior lecturer in combination with clinical service

Regulation for Associate Senior Lecturer in the Wallenberg Centre for Molecular Medicine (WCMM) programme

This rule applies to appointments as associate senior lecturer within the Wallenberg Centre for Molecular Medicine (WCMM) initiative. Employment is on an indefinite-term basis and is mainly oriented towards research at least 80 percent of work time for six years.

Type of document: Rule
Office in charge: Human Resources Office
Field: Human resources, Equal opportunities and Work environment
Reg. no.: FS 1.1-1208 -16
Validity: Until further notice
Approved by: Vice-chancellor
Date of approval: 2016-06-28

Regulation for Associate Senior Lecturer in the Wallenberg Centre for Molecular Medicine (WCMM) programme

Procedures when appointing teachers

Procedures when appointing teachers

Umeå University’s appointments procedure for teachers (FS 1.1-939-24), regulates teaching categories, qualification requirements, assessment criteria for recruitments and promotions, and the external expert procedure. The rule for the recruitment process when appointing teachers defines the various parts of the process and defines relevant statutes and their application in the appointment of teaching staff.

Type of document: Rule
Office in charge: The Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-1137-24
Validity: 1 July until further notice
Approved by: Vice-Chancellor
Date of approval: 2024-06-28
Replaces document: Rule – Recruitment process when appointing teachers in the Appointments Procedure for teachers (FS 1.1-230-18) approved on 29 May 2018

Procedures when appointing teachers FS 1.1-1137-24

Previous rule

Rule - recruitment process when appointing teachers

Rules for business travel at Umeå University

Rules for business travel at Umeå University

Rules for business travel at Umeå University specify the process for planning, ordering and paying for business trips. The rules also include information about insurance coverage for business trips and what applies if a business trip is combined with a holiday.

Type of document: Rule
Office in charge: Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-2495-20
Validity: 1 January 2021 until further notice
Approved by: Vice-Chancellor
Date of approval: 2020-12-15
Replaces document: Rules for business travel at Umeå University (FS 1.1.2-779--14) approved by the Vice-Chancellor on 23 September 2014

Rules for business travel att Umeå University

Salary policy

Salary policy

Umeå University shall have a cohesive, joint salary policy for all the university’s employees – we are a single employer. The salary policy is part of Umeå University’s human resources policy and its purpose is to help the university reach its goals and to run the organisation efficiently. Motivated, dedicated and knowledgeable employees are a pre-requisite for maintaining a high level of quality in the university’s operations.

Type of document: Policy
Office in charge: Human Resources Office
Field: Human Resources, Equal Opportunities and Work Environment
Reg. no.: FS 1.1-2730-21
Validity: 1 October 2022 until further notice
Approved by: Vice-chancellor
Date of approval: 2022-02-25
Replaces document: Salary policy 2018 FS 1.1-1729-18

Salary policy

Wellness rules at Umeå University

Wellness rules at Umeå University

The wellness rules at Umeå University clarify and establish the rules that apply at Umeå University for wellness in the form of fitness reimbursement, fitness hour and participation in Health on Campus activities.

Type of document: Rule
Office in charge: Human Resources Office
Field: Human Resources, equal opportunities and work environment
Reg. no.: FS 1.1-257-24
Validity: 1 January 2021 until further notice
Approved by: Vice-Chancellor
Date of approval: 2024-02-16
Replaces document: Wellness rules at Umeå University, FS 1.1-1022-19 Rules for fitness reimbursement, FS 1.1-994-18 Fitness and other wellness, reg. no. 200-2573-00 approved by the Vice-Chancellor on 24 April 2011

Wellness rules at Umeå University

Rule for intermittent employment with hourly wage

Rule for intermittent employment with hourly wage

This policy document describes how Umeå University handles intermittent employment with hourly wage.

Type of document: Rule
Office in charge: Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-1302-22
Validity: 1 October 2022 until further notice
Approved by: Vice-Chancellor
Date of approval: 2022-07-01
Replaces document: Rule for applying intermittent employment at Umeå University, approved by the Vice-Chancellor on 16 November 2021, reg. no. FS 1.1-2373-21 and Rule for employment with hourly rate, approved by the Vice-Chancellor on 16 November 2021, reg. no. FS 1.1-2372-21.

Rule for intermittent employment with hourly wage_FS 1.1-1302-22.pdf (108 kB)

Work environment and equal opportunities

Rule - Organisation of the work environment and equal opportunities

Rule - Organisation of the work environment and equal opportunities

According to the university’s vision, the university aims to have a sustainable work environment with a good working environment characterised by an inclusive culture where equality, diversity, and equal conditions are self-evident for students and employees. The purpose of this rule is to describe the university’s organisation of work environment and equal conditions to prevent discrimination, harassment, sexual harassment, and offensive treatment, as well as to promote a good working environment. The rule outlines the support and roles within the coordination of preventive work related to work environment and equal conditions at the university.

Type of document: Rule
Office in charge: Human Resources Office
Field: Staff, equal opportunities and work environment
Reg. no.: FS 1.1-2466-23
Validity: 1 January 2024 until further notice
Approved by: Vice-Chancellor
Date of approval: 2023-12-22
Replaces document: Handläggare och företrädare för lika villkor vid Umeå universitet fastställt av rektor den 3 september 2013 (FS 300- 375-13)

Rule - Organisation of the work environment and equal opportunities

Work environment and equal opportunities policy

Work environment and equal opportunities policy

The Work environment and equal opportunities policy aims to provide guidelines for the work environment strivings and should overall describe the working conditions and work environment in the organisation, and how these conditions should be formed. The policy regulates the systematic work environment and equal opportunities work.

Type of document: Policy
Office in charge: Human Resources Office
Field: Human Resources, equal opportunities and work environment
Reg. no.: FS 1.1-1526-19
Validity: 3 September 2019 until further notice
Approved by: Vice-Chancellor
Date of approval: 2019-09-03
Replaces document: Work Environment Policy (Reg. No 100-1188-99)

Work environment and equal opportunities policy

Rules for gender equality when nominating and establishing decision-making and advisory bodies

Rules for gender equality in decision-making and advisory bodies

These rules stipulate how gender equality is to be observed when the University nominates individuals for prizes and when appointing and proposing individuals to represent the University. The policy document also outlines guidelines regarding the composition of decision-making and advisory bodies at the University to ensure gender equality.

Type of document: Rule
Office in charge: Planning Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-2597-20
Validity: Until further notice
Approved by: Vice-Chancellor
Date of approval: 2020-12-22
Replaces document: Newly established

Rules for gender equality when nominating and establishing decision-making and advisory bodies

Remuneration and compensation for the University’s steering committees, committees, councils and boards

Rule – remuneration and compensation for the University’s steering committees, committees, councils and boards

These rules are intended to establish levels and conditions for payments to participants in various University bodies. They apply to both internal and external members.

Type of document: Rule
Office in charge: Planning Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-2202-21
Validity: 1 January 2022–30 June 2025
Approved by: Vice-Chancellor
Date of approval: 2021-12-07
Replaces document: Rules for remuneration and compensation for the University’s boards, committees and councils (FS 1.1-1892-17), approved by the Vice-Chancellor on 12 December 2017, revised on 11 September 2018

Rule – remuneration and compensation for the University’s steering committees, committees, councils and boards

Procedures to support managers when handling victimisation, harassment or sexual harassment

Procedures to support managers when handling victimisation, harassment or sexual harassment

At Umeå University, managers with staff and work environment responsibilities must act without delay if they are informed of undesirable behaviour suspected to be victimisation, harassment or sexual harassment. These procedures support managers in the handling of such cases that involve staff or students and are hence also aimed primarily at managers. The HR Guide on the staff website provides further support for managers regarding how to handle and process cases of victimisation, harassment and sexual harassment. Information for staff and students can be found on the staff and student websites respectively.

Type of document: Other
Office in charge: Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1.-975-22
Validity: Until further notice
Approved by: Vice-Chancellor
Date of approval: 2022-05-20
Replaces document: Procedures regarding discrimination, harassment and abuse (FS 1.1-45-15) approved by the Vice-Chancellor on 20 January 2015

Procedures to support managers when handling victimisation, harassment or sexual harassment

Procedures for alcohol and drugs at Umeå University

Procedures for alcohol and drugs at Umeå University

The purpose of the Procedures for alcohol and drugs is to ensure an alcohol-free and drug-free work and study environment. Staff and students who exhibit signs of alcohol- or drug-related ill health must be offered help and support. Rehabilitation must be offered whenever it is confirmed that someone has problems related to alcohol or drugs.

Type of document: Other
Office in charge: Human Resources Office
Field: Human Resources, Equal Opportunities and Work Environment
Reg. no.: FS 1.1-1117-18
Validity: Until further notice
Approved by: Vice-Chancellor
Date of approval: 2019-02-26
Replaces document: Alkohol- och drogpolitiskt program för Umeå universitet (Reg. no. 102-1886-05)

Procedures for alcohol and drugs

Gender mainstreaming strategy 2022-2025

Gender mainstreaming strategy 2022-2025

This document describes the strategy for the work on gender mainstreaming. Umeå University’s vision includes a clear ambition to ensure that gender equality permeates the entire organisation and for students and staff to be able to study and work at the University on equal terms. On this basis, and to ensure the inclusion of the entire organisation in Umeå University’s gender mainstreaming strategy, this document is based on a problem analysis carried out by each of the University’s faculties, the Umeå School of Education, the University Administration and the University Library in 2021. The work was completed in cooperation with the trade unions and student unions.

Type of document: Plan
Office in charge: Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-1464-22
Validity: 16 August 2022 until 31 December 2025
Approved by: Vice-Chancellor
Date of approval: 2022-08-26
Replaces document: Action plan for gender mainstreaming 2021–2025, FS 1.1-979-21

Gender mainstreaming strategy 2022-2025

 

Local collective agreements and agreements

Local collective agreement on cooperation for development at Umeå University

Local collective agreement on cooperation for development at Umeå University

The aim of the agreement is that our workplaces will embody constructive dialogue, participation and a good work environment. Work environment and safety work, equality, equal treatment, skills supply, finance and operations planning are all examples of matters which must be dealt with systematically and coordinated within the framework of cooperation. This provides conditions for more involvement and responsibility, which increases the quality of activities and helps to make Umeå University to an attractive place to work.

Type of document: Local collective agreement
Office in charge: The Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: FS 1.1-249-24
Validity: 2024-01-01 and until further notice
Approved by: Negotiation partner
Date of approval: 2024-01-01
Replaces document: Dnr 1.1-2040-17, Dnr 300-4123-08, Dnr 243-2306-06

Local collective agreement on cooperation for development at Umeå university FS 1.1-249-24

Working Hours Agreement for Teachers at Umeå University

Working Hours Agreement for Teachers at Umeå University

In the University's development programme for the period up to 2002, it was established that the staff is the most important resource. This is undoubtedly the case for salaried teachers. The work environment should be perceived as stimulating and creative, and sustainable systems for competence maintenance should be in place. The working hours agreement is an important instrument in reaching these goals.

Type of document: Local collective agreement
Office in charge: The Human Resources Office
Field: Human resources, equal opportunities and work environment
Reg. no.: Dnr 301-887-99
Validity: 1999-07-01-
Approved by: Negotiation partner
Date of approval: 1999-05-06

Working Hours Agreement for Teachers at Umeå University.pdf (259 kB)

Latest update: 2024-08-19