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Working at UiS: Application and Appointment

On this page you can find an overview over the appointment process and national regulations regarding appointment and promotion to various teaching and research posts.The University is always in need of new staff who can help to reinforce our operations in respect of education, research, creative development, knowledge transfer and innovation. We need a broad range of skills and background experience, and we are grateful that you are considering applying for a job with us.

Publisert: Endret:

In 2019, UiS had 324 job advertisements
112

Techincal- administrative positions

212

Academic positions

The application process

Thank you for your interest in applying for a job with the University of Stavanger! We have put together a number of tips on your job application, along with some information on the recruitment process.

Photo: Markus Winkler

The qualification principle is key to our efforts to recruit new staff. We do everything in our power to ensure that we offer employment to the applicant meeting our skills requirements most accurately.

We must do everything in our power to keep you well informed throughout the process, but we would like to provide a brief summary of the standard procedures and processing time below. ..........................................................................................................................................

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  • Read the job ad carefully – have you understood what the job involves?
  • Work out what education you have that is relevant for the position.
  • Work out what work experience you have that is relevant for the position.
  • Work out what personal attributes make you suitable for the position.
  • Work out why you want the job.
  • Keep your application brief. You do not need to repeat any information that your CV already includes if it is not of any particular relevance to the position.
  • Make sure that your CV or application makes it clear that you meet the qualification requirements.
  • Remember to attach the enclosures requested by the job ad.
  • Make sure your CV is up to date.
  • Submit your application electronically via Jobbnorge – and don’t forget the deadline for applications!

The members of the recruitment team are doing everything in our power to ensure that our applicants are looked after throughout the entire application process. We do our best to send out updated information about the process at regular intervals.

Our recruitment process:

  • The recruitment process normally takes 1 to 3 months from the deadline for applications to the decision to employ an applicant.
  • You will receive information on the applicant list and the schedule for the process after the deadline for applications.
  • The applicants considered to have the best qualifications in the opinion of the management will be invited for interview. The interview panel is normally made up of a manager, an employee representative and an HR representative. Applicants who are not invited for interview will receive responses relating to this.
  • Initial interviews are held, and at the end of this round of interviews the manager assesses whether it is necessary to invite more candidates for interview.
  • The manager assesses which candidates are to continue with the process. Candidates are informed of whether or not they will be continuing.
  • After the interviews, relevant candidates are asked to complete ability tests and personality tests. Candidates then review their test results with an HR representative.
  • References are taken up for candidates who are considered to be recommended.
  • The manager presents their recommendations to the appointments board. Relevant candidates receive responses relating to the recommendation sequence.
  • The appointments board (made up of employer and employee representatives) makes decisions on appointment and, normally, the ranking of three qualified candidates.
  • We send out an offer of employment in accordance with the decision.
  • All applicants are notified of who has been appointed to the position.
  • We welcome the new employee to the University of Stavanger and hope that other candidates will apply to relevant positions at the University of Stavanger at a later date!

The members of the recruitment team are doing everything in our power to ensure that our applicants are looked after throughout the entire application process. We do our best to send out updated information about the process at regular intervals.

Assessment of applications for teaching and research positions:

  • The recruitment process normally takes 3 to 5 months from the deadline for applications to the decision to employ an applicant.
  • You will receive information on the applicant list and the schedule for the process after the deadline for applications.
  • An expert committee is appointed. This committee is made up of three members who are asked to undertake a technical assessment of the applications. You will receive information on the composition of the committee. Your application may be rejected before the committee is appointed if you fail to meet key elements in the skills requirements.
  • The expert committee submits its statement, normally within 1 to 3 months.
  • You will be sent the committee’s statement and given the opportunity to submit comments on it within 10 days. The manager assesses whether any comments are to be sent to the committee for a supplementary statement.
  • The applicants considered to have the best qualifications in the opinion of the committee will be invited for interview and a trial lecture. The interview panel is normally made up of a manager, a representative of the specialist team, and employee representatives and a student representative from the appointments committee, along with an HR representative.
  • References are taken up for candidates who are considered to be recommended for employment.
  • The manager presents their recommendations to the appointments committee. Relevant candidates receive responses relating to the recommendation sequence.
  • The appointments committee (normally made up of a Dean, two Vice-Deans, an employee representative and a student representative) makes decisions on appointment and, normally, the ranking of three qualified candidates.
  • We send out an offer of employment in accordance with the decision.
  • All applicants are notified of who has been appointed to the position.
  • We welcome the new employee to the University of Stavanger and hope that other candidates will apply to relevant positions at the University of Stavanger at a later date!

The members of the recruitment team are doing everything in our power to ensure that our applicants are looked after throughout the entire application process. We do our best to send out updated information about the process at regular intervals.

Assessment of applications for recruitment positions:

  • The recruitment process normally takes 3 months from the deadline for applications to the decision to employ an applicant.
  • You will receive information on the applicant list and the schedule for the process after the deadline for applications.
  • An internal committee is appointed. This committee is made up of two or three members who are asked to undertake a technical assessment of the applications. You will receive information on the composition of the committee.
  • The applicants considered to have the best qualifications in the opinion of the committee will be invited for interview. The interview panel is normally made up of a unit manager, a supervisor/supervisors and an employee representative from the appointments committee.
  • References are taken up for applicants who are considered to be recommended for employment.
  • The manager presents their recommendations to the appointments committee. Relevant candidates receive responses relating to the recommendation sequence.
  • The appointments committee (normally made up of a Dean, two Vice-Deans, an employee representative and a student representative) makes decisions on appointment and, normally, the ranking of three qualified candidates.
  • We send out an offer of employment in accordance with the decision.
  • All applicants are notified of who has been appointed to the position.
  • We welcome the new employee to the University of Stavanger and hope that other candidates will apply to relevant positions at the University of Stavanger at a later date!

As an applicant for a vacancy, you are entitled to information on who else has applied for the position (a list of applicants, including their professional qualifications). Applicants or regular teaching and research positions will be sent the expert committee’s assessment in accordance with practice incorporated in the sector. You can request information on who was recommended for appointment, and in what order. You are not entitled to find out the reasons behind the recommendation order. You may also ask to view applications (with enclosures) from applicants who were recommended. Decision if the appointment is public. The regulations on parties’ right of access to documents in cases relating to employment can be found in chap. 5 of the Public Administration Regulation.

Publication of lists of applicants

Pursuant to section 25 of the Freedom of Information Act, information concerning the applicant may be disclosed to the public, even if the applicant has requested not to appear on the public list of applicants.

Court hammer by Tinget injury law firm
Photo: Tingey Injury Law Firm

The applicant will be notified if the request is not granted.

Applicants for vacancies are entitled to view information on all applicants, summarised in a list of applicants, including their professional qualifications. This is in accordance with the regulation for the Public Administration Act, § 15.

A list of applicants, including their professional qualifications and information on their education and work experience as recorded by the applicant in the JobbNorge CV template, will be made available to applicants in JobbNorge.

A public list of applicants containing information on name, age, position/professional title and municipality of domicile will only be accessible to others upon request.

Diversity

A good work environment is characterised by diversity.

Being independent, involving and innovative are the university’s values. We consider diversity to be a resource in our work and learning environment, and we are keen to show respect for one another’s differences and backgrounds. Universal design must characterise of physical and digital learning environment, and this necessary our place of work will be arranged to facilitate matters for employees with disabilities.

If you find the position to be interesting, we encourage you to apply, regardless of gender, disability, cultural background or any periods of unemployment.

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