The job assessment system is a system to assess and grade technical-administrative positions at the University of Agder (UiA) and includes
- general conditions
- an overview of and clarification of the content and qualification requirements that should form the basis for the individual position.
The objective is to contribute to
- a unified job structure for technical-administrative positions.
- writing job descriptions and job adverts.
- be able to decide whether claims made can and should be met in connection with local pay negotiations.
The job assessment system must be seen in connection with
- Local pay policy at UiA
- The national basic collective agreements
- Plan for competency development for technical-administrative staff at UiA (pdf) Only in Norwegian
The need for, and various considerations regarding, a differentiated job assessment system
In order to realise its strategic and personnel and pay policy goals, the University has a unified job assessment system. In order to strengthen the institutional affiliation, the goal is to follow the same practice, regardless of which organisational unit the position belongs to. This is a managerial responsibility in collaboration with the Division of Human Resources.
A job assessment system is often drawn between conflicting legitimate and relevant considerations that cannot be readily reconciled. Finding clear criteria for such differentiation is thus not only complicated but can also be unreasonable in the individual case. Instead, one should be aware of the tensions and dilemmas involved - for example, the following:
- The need for objective and consistent criteria for the university as a whole compared to the need for individual discretion within specific units and individual cases.
- The need for academic renewal and necessary turnover compared to the employer's responsibility towards its employees.
- The need for change and restructuring compared to employees' need for stability and predictability.
- Specialised expertise compared to broad-based competence as a basis for salary demands in local negotiations.
- The requirement for formal qualifications on the one hand and the consideration of practical experience and motivation on the other.
- The university's need for leadership compared to employees' need to have influence over their own areas of responsibility and tasks.
- Differences in market value for various job categories compared to the principle of internal equity for individuals with comparable education and experience.
- The university's actual competence needs compared to individual aspirations for competence development and career opportunities.
- Competence development and career opportunities for individual employees compared to the university's statutory obligation to advertise vacant positions externally (cf. the Staff Regulations and the Civil Service Act).