Institutional pay policy
for 
NTNU

Revised in the autumn of 2000 and considered and approved at the SESAM meeting on 15 September 2000. 
Revised on 16 October 2000 with minor amendments in sections 5.3.2 and 5.4.2.
Revised in the spring of 2001 and considered and approved by the parties at the SESAM meeting on 23 May 2001.
Revised in the summer of 2002. Considered and approved by the parties at the SESAM meeting on 22 August 2002.
Chapter 3 Grade structure revised in the spring of 2004 and approved by the parties on 30 June 2004.
Revised in the spring of 2005 and approved by the parties as at 1 May 2005.
Revised in the autumn of 2007 and considered and approved at the SESAM meeting on 9 November 2007 (update in accordance with central adjustments in 2006). 
Revised in the spring of 2010 and approved at the SESAM meeting on 23 June 2010.

Annex: Codification of roles in LØF

NTNU	Human Resources Division
Norwegian 	
University of Science and Technology	

-
The units	

	 Case officer
	Petter Wiig
	Telephone +47 73 59 80 06
	E-mail petter.wiig@ntnu.no

Our date: 	Our ref.: 	Your date: 	Your ref.: 
24 June 2010	2005/2603		

INSTITUTIONAL PAY POLICY FOR NTNU - REVISION AS AT 23 JUNE 2010

A joint committee representing the parties has revised the institutional pay policy at NTNU. 

The most significant changes in relation to the previous version are the following: 

Management
-	The various types of management and coordination related to posts at NTNU have been described (page 14). In Section 3.1.2.3, the criteria for measurement of management performance in connection with local pay negotiations are described. 
-	The work descriptions for 1474 Dean and 1475 Head of Department (Section 4.7) have been included. 

Teaching and research posts (Section 4.2.1)
-	Typical career paths are outlined. 
-	New post as 1007 University College Teacher for use for activities outside ordinary operations.
-	New post as 1532 Dosent (Professor), in which extensive research and development work at the highest level focused on the professional field is required. 
-	The description of research posts has been moved here from the chapter on externally funded posts because the type of funding is no longer a deciding factor for the choice of grade type. 
	
Researcher training posts (Section 4.2.4)
Clarification is provided that 1378 PhD candidate can be used only when the highest salary grade for 1017 PhD candidate is not sufficient. 

Service and facilities management (Section 4.4.1)
Typical career paths are outlined.

Common to engineer and executive officer/coordinator grades (Section 4.4.2 and Section 4.5.1)
 - 	Absolute requirements for education have been removed.
-	Examples of duties and responsibilities for various grades are provided.

Technician/Engineer (Section 4.4.2)
-	Typical career paths are outlined. 
-	There are no longer absolute education requirements for 1088 Chief Engineer and 1181 Senior Engineer.

Clerical and executive officer grades (Section 4.5.1)
-	Typical career paths are outlined. 
-	The ‘executive path’ and the ‘advisor and coordinator path’ are clarified.
-	There are no longer absolute education requirements for 1434 Advisor and 1364 Senior Adviser.

Miscellaneous  
If a unit wishes to introduce posts other than those on which the parties have agreed in the institutional pay policy, this is decided in SESAM after discussions with employee representatives in LOSAM.

CONTENTS

1.	MAIN OBJECTIVES AND PRINCIPLES	…………………………………………………..	5

2.	PLACEMENT IN A PAY STRUCTURE …………………………………………………………	6

2.1	CRITERIA FOR ASSESSMENT OF GRADES …………………………………………………………….	6
2.2	CONTENT OF THE ANNOUNCEMENT TEXT ………………………………………………………….	6
2.3	USE OF PAY FRAMEWORK AND PAY RANGE IN THE ANNOUNCEMENT ……………………….	6
2.4	DETERMINATION OF SALARY IN CONNECTION WITH APPOINTMENT ………………………….	6
2.5	DETERMINATION OF SALARY UP TO 12 MONTHS AFTER APPOINTMENT AND ON 
TRANSFER FROM TEMPORARY TO PERMANENT EMPLOYMENT …………….……………………	6
2.6	DETERMINATION OF SALARY IN CONNECTION WITH REORGANIZATION AND RESTRUCTURING ……………………………………………….............................................................................................…….	6

3.	CHANGE IN SALARY/POST – CRITERIA AND PROCEDURE ………………………….	7

3.1	ANNUAL NEGOTIATIONS (BASIC COLLECTIVE AGREEMENT SECTION 2.3.3) ………………	8
	3.1.1	Procedure ……………………………………………………………………………	8
	3.1.2	Criteria for change in salary in connection with ‘Annual negotiations" ……………….	8
		3.1.2.1	Specific criteria for academic staff: ……………………………….........	9
		3.1.2.2	Specific criteria for technical and administrative staff: ……………………….	10

3.2	NEGOTIATIONS ON SPECIAL GROUNDS (BASIC COLLECTIVE AGREEMENT SECTION 2.3.4) ..	11

4.	THE GRADE STRUCTURE AT NTNU ……………………………………………………	13
	Various types of leadership and coordination related to posts at NTNU ………………………….	14

4.1	APPRENTICES ………………………………………………………………………………….	15
	4.1.1	Apprentices ……………………………………………………………………………..	15

4.2	ACADEMIC POSTS ………………….………………………………………..................	16
	4.2.1	Teaching and research posts ………………………………………....………….	16
	
Guidelines in force for allocation of work time to research and teaching at NTNU
	at 30 November 2007 for Code 1011 Førsteamanuensis (Associate Professor) and Code 1013 	Professor……….................................................................................................……………….	17
	
4.2.2	Additional posts …………………………………………………………………………	21
	4.2.3	Research posts ……………………………………………………………………………..	21
	4.2.4	Researcher training posts ………………………………………………………………………	22

4.3	LIBRARIAN POSTS ………………………………………………………...……………	24
	4.3.1	Research Librarian ……………………………………………………………….	24
	4.3.2	Librarian posts …………………………………………………………………….	25

4.4	TECHNICAL POSTS ……………………………………………………..………………	27
	4.4.1	Posts related to service and facilities management …………………………………..	27
	4.4.2	Technician/engineer posts …………………………………………………………..	29

4.5	CLERICAL AND EXECUTIVE OFFICER POSTS …………………………………………	32
	4.5.1	Clerical, executive and coordinator posts……………………………………………	32

4.6	ADMINISTRATIVE MIDDLE MANAGEMENT POSTS ………………………………………	36

4.7	MANAGERIAL POSTS ………………………………………………………………………	37

4.8	 LEARNING ASSISTANTS AND STUDENT ASSISTANTS …………………………………	39

 1.	MAIN OBJECTIVES AND PRINCIPLES 

In connection with human resources, NTNU’s strategic plan, ‘Creative, Constructive, Critical’, states:

In the ‘knowledge society’, people are the most important resource. As the universities face a growing number of competitors in research, and with the internationalization of the academic job market, the universities are experiencing increasing competition for human resources. 

If NTNU is to succeed in recruiting skilled staff, as well as in retaining and developing its employees, it is necessary to develop a relevant pay policy. 

NTNU’s pay policy has been prepared in collaboration between the civil service unions and the employer. 

The parties have emphasized the following: 

NTNU’s pay policy is based on the pay policy of the State as embodied in the Basic Collective Agreement (HTA) and in the special agreements concluded between the parties.

¬	NTNU’s pay policy is to be practised in a context of positive and constructive collaboration between parties of equal status.

¬	The point of departure for NTNU’s pay policy is an all-round view of pay determination and covers all income that NTNU’s employees receive as a result of their employment at NTNU. 

NTNU’s pay policy also uses pay as an active instrument in efforts to realize and implement approved strategies and goals. Any pay policy measures are taken into account in budgetary priorities and parameters. 

NTNU’s pay policy may entail increased pay differentials. In addition to assessment criteria concerning the post and the person, the market and recruitment situation in the various fields of work may also result in greater differentiation.

NTNU’s local pay policy aims to promote equal pay as well as to protect the interests of temporary staff and employees on leave of absence. It is also part of the seniors policy at NTNU.

The parties agree that the assessment of individuals is best achieved as close to the individual’s workplace as possible. For this reason, the parties wish to arrange the local discussions (preparatory negotiations) in such a way that the dialogue with the faculties is as binding as possible upon both parties. 

 2.	PLACEMENT IN A PAY STRUCTURE 

2.1	Criteria for assessment of grades
Before a post is advertised, a specific analysis of the responsibilities and work content of the post is to be undertaken based on certain criteria (criteria for assessment of grades). The aim is to achieve the correct placement with regard to the type of post, the grade designation, the grade code, and the salary level for the post in question. 

Chapter 4 of the pay policy is used as the basis when the text of the announcement is written. Also, see the Staff Regulations.

2.2	Content of the announcement text
The text of the announcement is to form the basis for assessment of the applicants.

2.3	Use of pay framework and pay range in the announcement 
Before the announcement of a vacancy, the representatives of the unions in the operational unit in question (LOSAM) are to be notified of the pay to be specified in the announcement. The union representatives may require that the placement of the post within the pay structure be discussed. Within three days, union representatives may request that the matter be settled by the immediately superior administrative unit of the organization. This shall take place after the matter has been discussed with the civil service unions of the representatives who requested the settlement. (See Section 2.3.8.1 of the Basic Collective Agreement for the Civil Service and Chapter 2 of the local pay adaptation agreement [Tilpasningsavtalen].

It is recommended that the normal remuneration be indicated in the announcement. 
In determination of the salary, efforts shall be made to remove any gender-based pay differentials at all levels. 

2.4	Determination of salary in connection with appointment
The chair of the various appointment committees has authority to determine the placement of new employees in the pay structure in accordance with the information in the announcement text, within the framework specified in the announcement of the post. 

2.5	Determination of salary up to 12 months after appointment and on transfer from temporary to permanent employment
Section 2.3.8 of the Basic Collective Agreement is to be interpreted as stating that the employer shall evaluate the placement of the employee’s post in the pay structure within the pay alternatives of the post. 

2.6	Determination of salary in connection with reorganization and restructuring 
Changes in the placement of posts within the pay system take place in accordance with NTNU’s ‘Retningslinjer for omstilling’ [‘Guidelines for reorganization’]
 3.	CHANGE IN SALARY/POST – CRITERIA AND PROCEDURE 

The framework and the main guidelines for the local negotiations are determined by the central parties in the settlement of the Basic Collective Agreement for the Civil Service – the Ministry of Government Administration, Reform and Church Affairs and the union confederations. The local negotiations are conducted in accordance with the provisions of the Basic Collective Agreement in force and NTNU’s local pay policy, set forth in this document.

At NTNU, change in specified pay and/or change in the grade code may take place on the basis of two main principles stated in the Basic Collective Agreement (HTA) Section 2.3 ‘Local negotiations’, 2.3.3 ‘Annual negotiations’ and 2.3.4 ‘Special grounds’. 

The negotiations are conducted on the basis of requirements put forward by the parties.

Claims from the individual employee are sent through the official channels and/or to his or her union

Parties
NTNU as the employer is represented in the negotiations by the Rector or the person whom she/he authorizes. If any discussions (‘preparatory negotiations’) take place at the unit, the head of the unit or the person whom he/she authorizes is the party representing the employer. 

The civil service unions are – in accordance with the provisions of the Basic Collective Agreement and the Act relating to public service disputes [Tjenestetvistloven] – the member unions of the union confederations, or branches of these. 

General principles for conducting the negotiations 
The parties agree that the negotiations shall be based on the following principles:

1.	The employer and the employee representatives will meet as equal partners with a common understanding of how the criteria are to be understood and practised
2.	The parties attend the meetings with representatives who have the necessary authorizations, qualifications and attitudes
3.	All meetings and all information exchanged in connection with negotiations are strictly confidential. Only the final minutes, signed by the parties, are public 

In other respects, activities in meetings should be limited by using informal channels, telephone, email, etc.

Pay adjustments for leaders 
At places of negotiation where the highest-ranking official has been excluded from the Basic Collective Agreement, the highest-ranking official may, by arrangement with the elected union representatives, decide pay adjustments for officials at the next-highest level subject to the Basic Collective Agreement. If the parties fail to agree, the dispute may not be appealed. The employer’s final offer shall then apply. Pay adjustments that are not covered by the centrally decided total amount shall be covered by the budget of the organization concerned (see the Basic Collective Agreement for the Civil Service, Section 2.3.3.1, last subsection). 

At NTNU, the parties have defined the ‘next-highest level of management’ as including deans, the deputy university director, staff directors and faculty directors, directors of centres, and managers of Section 18 operations and the equivalent. 
3.1	Annual negotiations (Basic Collective Agreement Section 2.3.3)

3.1.1	Procedure
The annual negotiations are financed using the funds allocated by the central parties. NTNU may also provide funding from its own budget. The total amount available is to be distributed through the negotiations, based on the guidelines and principles laid down for the respective year’s negotiations. 

Before the start of the annual negotiations, a preparatory meeting shall be held between the parties to review the basis for negotiation, the size of the amount to be distributed, and the principles of the Basic Collective Agreement. At the same meeting, the progress schedule with time limits for submission of claims, the schedule for meetings, etc. is to be agreed on. 

Annual negotiations are negotiations concerning individual pay increases. The person holding the post will be considered for an adjustment in pay /change in post based on a comprehensive assessment, that is, both whether his or her post corresponds to the norm in relation to the duties and responsibilities inherent in the post and an assessment of how the employee performs these tasks. In certain cases, it may be relevant to consider the adjustment in pay for several employees in relation to each other.

Annual negotiations are undertaken once per year and with effect from the date specified by the central parties.

3.1.2	Criteria for change in salary in connection with ‘Annual negotiations’
A prerequisite for practising flexibility in the payroll system is that NTNU has criteria describing factors to be emphasized in connection with pay adjustments in local pay negotiations. A further prerequisite is that the criteria for determining pay are clearly formulated and that all employees are aware of the expectations for job performance and for the criteria for pay adjustment.

Employees in some posts have greater influence on their achievement of results than employees in other job categories in which the results achieved will depend on the work environment and other external factors. For this reason, determination of pay for the latter type of posts must be based to a greater extent on job assessment criteria and structural arguments. 

Part-time work, leave of absence to provide care, etc. shall not delay the development in pay for the individual.

The criteria in the annual negotiations related to job performance are different between the university’s two main groups – academic and technical/administrative posts. The goal for both groups, however, is to ensure that employees have the appropriate competence, and that they do a good job. 

All employees are responsible for contributing to:
•	supporting NTNU’s objectives by managing, renewing and disseminating knowledge to benefit society, 
•	ensuring that quality, innovation, and outreach are hallmarks of NTNU, 
•	offering a working and learning environment that inspires and challenges – combining creativity, commitment to constructive problem-solving, and the capacity for critical assessment. 

All employees are responsible for performing their duties in such a way that the interaction with colleagues and managers, as well as with users inside and outside the organization, is taken care of in the best possible way, and that emphasis is placed on:

•	collaboration
•	service-mindedness
•	communication
•	flexibility
•	loyalty

3.1.2.1 Specific criteria for academic staff
NTNU is a university, which dictates that the emphasis must primarily be on the scientific, educational, artistic and academic results achieved. Innovation and initiatives to disseminate information represent the next criterion. 

The following section specifies the factors on which the assessment should be based: 

Scientific, artistic and academic results: 
•	Publication and recognition of results nationally and internationally
•	Participation in committees and as opponents in doctoral disputations, as well as invited lectures
•	Doctoral graduates
•	Editorial responsibilities, (co-)organizer of international conferences
•	Ranking in competitions, purchased works and the like.

Commitment to teaching:
•	Teaching load 
•	Production of textbooks, compendia and other teaching materials
•	Educational development activities
•	Work with curricula
•	Activities that help to improve the quality of study programmes and create a good learning environment

Dissemination activities 
Popularization through books, articles and lectures 
•	Interaction with the Press/media 
•	Analysis, assessment and coordination activities 

Academic leadership/development of the organization:
Activities that contribute to realization of NTNU’s strategies and goals
Activities that create good teaching and research environments, and generate results from other staff and students
Posts founded on the Basic Agreement/the Working Environment Act [Arbeidsmiljøloven], etc. Posts that have been particularly burdensome and that have lasted for a considerable period so that they have been at the expense of academic recognition of merit, for example extensive academic leadership responsibilities, or substantial committee, coordination, analysis and reporting duties. Activity that helps to create good relationships with other players in the community, etc.
Activities that contribute to the application of research results in society, for example through business start-ups and new commercial activities
Activities that help to procure external projects
3.1.2.2 Specific criteria for technical and administrative staff
The following section specifies the factors on which the assessment should be based: 

Job performance: 
•	performance of the job responsibilities and scope of work according to the post’s requirements for (the requirements will vary from post to post): 
♣	performance of duties
♣	the application of (professional)skills/knowledge of the discipline
♣	results of the work
♣	accuracy and quality
♣	punctuality and reliability
♣	effectiveness
♣	initiative and independence

•	initiative in improving productivity and rationalization of job performance
•	ability and willingness related to reorganization and change of work responsibilities / area of work

   Contribution to the sense of community/development of the organization: 
•	Activities that contribute to development of the organization/sense of community 
•	Activities that contribute to realization of NTNU’s strategies and goals 
•	Post founded on the Basic Agreement/the Working Environment Act [Arbeidsmiljøloven], etc. Posts that have been particularly burdensome and that have lasted for a considerable period so that they have been at the expense of career development, for example, substantial committee, coordination, analysis and reporting duties, etc. 
  
 Developed job-related skills: 
•	through new fields of work/responsibilities
•	through continuing and further education, and/or other organized courses/training, completion of a degree

3.1.2.3 Specific criteria for managers
For managers, job performance is assessed with regard to whether the manager has:
•	Good cooperation and leadership attributes
•	Good administrative and strategic skills
•	The ability to communicate, listen, and motivate employees
•	Experience from and sound knowledge of organizational development
•	A consistent and coherent view of the organization, and helps to develop this
•	The ability to develop employees
•	The ability to work independently with a focus on results
•	Contributed to developing internal communication, participation and codetermination

3.2	Negotiations on special grounds (Section 2.3.4 of the Basic Collective Agreement)

General
At any time, the employer and the civil service unions may submit claims to be considered in accordance with the section on special grounds in the Basic Collective Agreement. 

These negotiation issues are considered on an ongoing basis in scheduled negotiation meetings. The claims are submitted two weeks before the meeting in question, and the meetings shall normally be convened with 2 weeks’ notice.

Urgent matters may be considered between these meetings. Negotiation meetings under this section in the Basic Collective Agreement shall normally be convened with one week’s notice.

Claims under Section 2.3.4 1a) of the Basic Collective Agreement 

Procedure
Claims may be submitted by the employer or by the civil service unions.

Claims from employees are submitted through the civil service unions or the immediate superior. In the latter case, the claim is sent through the official channels to the director of the human resources division. Each level in the official system may refuse the claim. 

Information
Requests to start negotiations in terms of this section must include the following information:
•	The post in question
•	Details of the location
•	Current placement in the pay structure (pay scale, code, salary grade with alternative specification for those in the pay framework)
•	Person holding the post
•	Original work description (With the announcement text/or work description back to the last change, if applicable)
•	Description of the current responsibilities and duties for the post
•	Description of the changes, with reasons for the claim
•	Proposal for new placement (pay scale, code, salary grade with alternative specification for those in the pay framework)
 
Evaluation
The point of departure for negotiations on special grounds is whether there have been significant changes in the conditions that formed the basis for determination of the pay and grade code for the post, cf. 2.1. This includes taking into account changes that have taken place gradually and over time.

Claims under Section 2.3.4 1b) of the Basic Collective Agreement
Negotiations may be initiated in cases in which efficiency measures have been implemented without a productivity agreement, but which have resulted in gains that satisfy the requirements for entry into such an agreement (cf. Section 2.3.5 of the Basic Collective Agreement for the Civil Service)

Agreement to grant a time-limited or permanent change in salary – Section 2.3.4, 2 of the Basic Collective Agreement for the Civil Service 
By arrangement with the elected union representatives, a time-limited or permanent pay adjustment may be granted when there are special difficulties in recruiting or retaining specially qualified staff. It is also possible to agree on a pay adjustment for employees who have made extraordinary work contributions. See NTNU’s policy for seniors, which specifies inter alia that for seniors such promotion does not limit the potential to submit pay claims in local negotiations.

If the parties fail to agree, the dispute may not be appealed. The employer’s final offer shall then apply. (See Section 2.3.4, 2 of the Basic Collective Agreement for the Civil Service.)

Such cases are considered on an ongoing basis in negotiation meetings arranged for this purpose. Urgent matters may be considered between these meetings.

Claims under Section 2.3.4, 3 of the Basic Collective Agreement
When there is no explanation other than gender for documented differentials in pay, the employer shall correct the pay differentials in consultation with the employee representatives. This is on the agenda at one negotiation meeting per year at NTNU.

 4.	THE GRADE STRUCTURE AT NTNU  

NTNU uses a selection of the grade codes that are available. The intention is to use the same grade codes for comparable duties and responsibilities at the university, and to reduce the potential for undesirable changes in the pay relationships after the central adjustment settlement. The selection of grade codes that should normally be used at NTNU is described below. 

In special cases, it may be necessary to use codes other than those specified below. The code to be used must then be determined according to the circumstances of each case in SESAM, after discussions with employee representatives in LOSAM. 

The comprehensive list of codes that may be used for appointments in the State is described in the pay structure booklet (Lønnsplanheftet), which is an annex to the Basic Collective Agreement for the Civil Service. The pay structure booklet also provides detailed information about the potential pay alternatives for each grade code. 

Below, each grade code is discussed in further detail with the work description and qualification basis (theoretical and practical) for each grade code. This also illustrates the career opportunities for the individual. 

When the qualification basis specifies university/university college education at second-degree level , this means a higher degree (subject at second-degree level/master’s degree), ‘magister’ degree (second-cycle degree), degree awarded by a specialized university institution, or the equivalent. University and university college education at first-degree level means education at bachelor’s degree level or the equivalent (for example ‘adjunkt’ – secondary education teacher with a bachelor’s degree). The Ministry’s list of codes for programmes of study provides more detailed information about the programmes of study to which this applies.

Various types of leadership and coordination related to posts at NTNU

Because of NTNU’s size and complexity, there are many leadership functions. This makes it difficult to link them to specific posts. For precisely this reason, it is important that the leadership role is presented clearly and specifically for each post to which it applies. 

With respect to leadership functions, the parties distinguish between the concepts of ‘human resources management’ and ‘work management’. 

Work management refers to the authority to manage, assign and control tasks performed by several people. This includes practical arrangements, coordination, professional quality assurance, liaison functions, and the like. In this context, the work manager may have duties in the areas of teaching and research, laboratories and workshops, the service and maintenance section, clerical and administrative procedures, etc. 

Certain work managers may also be assigned responsibility for employee development and appraisal interviews.
 
A human resources manager has the same duties as a work manager. In addition, the human resources manager will be responsible for personnel matters (‘the difficult conversation’) and for allocating resources within his or her own unit. 

A human resources manager or work manager will always need to have professional qualifications in relation to the discipline or function in question, while in principle the general qualification requirements for management or coordination will be independent of the area. However, these requirements must match the proportion of the post that involves management. Typical qualification requirements that may be weighted differently depending on the specific situation may include: 

•	Good cooperation and leadership attributes
•	Good administrative and strategic skills
•	The ability to communicate, listen, and motivate employees
•	Experience from and sound knowledge of organizational development
•	A consistent and coherent view of the organization, and helps to develop this
•	The ability to develop employees
•	The ability to work independently with a focus on results
•	Contribution to developing internal communication, participation and codetermination

In some cases, compensation for human resources management or for work management will have been taken into account in connection with the announcement of the post. In other cases, such additional functions will be a natural part of the responsibilities for the post, without requiring a special pay supplement. In addition, it will sometimes be possible to implement a change in the post and/or salary through Section 2.3.4 negotiations in the normal way, if there is a basis for this. 

4.1	APPRENTICES

4.1.1	Apprentices

Pay scale 90.910 Apprentices

Apprentices with a contract of apprenticeship are appointed under grade code 1362, pay scale 90.910. Compensation is determined as a percentage of the starting pay for workers with a certificate of completed apprenticeship [fagbrev] under the Act concerning Industrial Training (currently Code 1203, LR 11):

Apprentices in disciplines that follow the main model involving two years in the enterprise are compensated as follows: 
1st half-year – 30%	2nd half-year – 40%	3rd half-year – 50%	4th half-year – 80%

NTNU is currently approved as an in-service training establishment in the following disciplines: 

-	Electrical installation and maintenance
-	Painting and decorating
-	Carpentry
-	Automation 
-	Media graphics
-	ICT service
-	Clerical and administrative skills
-	Instrument and toolmaker
-	Industrial machinery mechanic
-	CNC machine operation
-	Laboratory work
-	Taxidermy 

Code 1362 Apprentice				 
Work description:
Practical and theoretical training for a specific discipline. Apprentices follow the curriculum for the discipline. The apprenticeship period is usually two years; certain disciplines have a longer apprenticeship period. The apprenticeship period consists of a 50% training component and a 50% productive component. The work is headed by a manager in the discipline and an instructor/supervisor. 

Qualification basis: Upper secondary level 1 and upper secondary level 2 from the upper secondary school. Fagenhet for videregående opplæring [the County Authority’s specialist unit for upper secondary education] must approve the contracts of apprenticeship. 

4.2	ACADEMIC POSTS

4.2.1	Teaching and research posts

	Pay scale 17.510	Teaching and research posts

Code	1007	University College Teacher
Code	1009	Universitetslektor (Assistant Professor at a university)
Code	1011	Førsteamanuensis (Associate Professor)
Code	1198	Førstelektor (Associate Professor) 
Code	1532	Dosent (Professor)
Code	1013	Professor
Code	1404	Professor

Note: 
Code 1010 Amanuensis (Assistant Professor) is not used for new employees. Those who have already been appointed to this post continue in the post until they qualify for promotion to førsteamanuensis (associate professor). 
Code 1007 University College Teacher is used only in exceptional cases; see below. 
Code 1084 Research Assistant and Code 1085 Research Assistant are not used for new appointments at NTNU; exceptions to this are considered by SESAM

General: 
The research and teaching posts constitute the academic backbone of NTNU. Good teaching must be based on up-to-date knowledge and must inspire involvement and enthusiasm. 

The Ministry has specified the guidelines to be used as the basis for appointment to academic posts under pay scale 17.510 – Teaching and Research Posts in the Regulations concerning appointment and promotion to teaching and research posts (‘the Regulations’).

An element common to all these posts is that the focus in the announcement and appointment process is on academic requirements, with emphasis on teaching qualifications and personal aptitude, but with some variance in the weighting for the different post categories and subject areas. The Board has adopted staff regulations for academic posts in which this is described in more depth.

Also see the work description for Universitetslektor (Assistant Professor at a university), Code 1009 and Førstelektor (Associate Professor), Code 1198.

In certain subject areas and disciplines, by virtue of NTNU’s professional diversity, it will be necessary to emphasize artistic qualifications on an equal footing with academic qualifications. This will primarily be relevant in teaching and research posts, and must be emphasized in connection with the respective announcement and expert assessment. 

For new appointments in the research and teaching posts of universitetslektor (assistant professor at a university), postdoctoral fellow, førsteamanuensis (associate professor) and professor that require specialized competence approved by the Norwegian Psychological Association, the person holding the post shall be placed at least five salary grades above the relevant basic grade in the salary range for the grade code in question. 
Guidelines in force for allocation of work time to research and teaching at NTNU at 30 November 2007 for Code 1011 Associate Professor and Code 1013 Professor

The principle of research-based teaching is to be fundamental at NTNU. This means that teaching must be based on up-to-date knowledge in the subject area; teaching staff must include and disseminate results from their own and others’ research in their teaching.

Extensive use of universitetslektor (assistant professor at a university) and possibly førstelektor (associate professor) posts may be directly in conflict with this as far as NTNU is concerned, and must be restricted for this reason. 

For academic employees in combined research and teaching posts, the primary responsibilities are teaching and research. Additional duties include dissemination of research, administration, etc. As a general rule, individual academic staff members should, over time, have an equal work contribution in research and teaching when other duties are deducted from the calculation. The fundamental character of the post assumes that dissemination and administration constitute a limited component. To meet the needs of the unit and the department, the primary duties may be disproportionately distributed for limited periods. It should be possible to presuppose individual flexibility at the same time that the needs and prerequisites of the individual employee are met. If the employee’s research duties cannot be fulfilled, the head of the unit may assign other duties within the scope of the work requirement. Research sabbaticals are a possibility available to academic staff for conducting research full-time and for updating their knowledge of the subject area. This is excluded from the distribution of normal working hours. 

The qualification requirements are partly embodied in regulations and partly in academic traditions. In addition, it must be emphasized that artistic qualifications are on an equal footing with academic qualifications in certain subject areas.

The Museum of Natural History and Archaeology (VM) has responsibilities related to scientific collections and dissemination. These circumstances will not be elucidated further in the work description for the posts below, but such responsibilities will be assigned to posts at the museum. 

The Faculty of Medicine (DMF) has academic staff in combined posts who have responsibilities related to clinical activities at the university hospital. The teaching component can therefore be replaced entirely or partially with clinical work in which such responsibilities are assigned to the posts. These factors will not be elucidated further in the work description for the posts below. 

A greater degree of academic leadership, initiative for research projects, stimulation of recruitment to the subject area, and external academic collaboration is expected from the professor group compared with the other groups of academic posts. 

Career path for teaching and research posts

The ‘Regulations’ also include provisions on promotion to professor, dosent (professor), førsteamanuensis/førstelektor (associate professor), and høgskolelektor (assistant professor at a university college):

Universitetslektor (assistant professor at a university) – førsteamanuensis (associate professor) – professor
Universitetslektor (assistant professor at a university) – førstelektor (associate professor) - dosent (professor) 
Such promotion is personal and has no consequences for the duties of the person holding the post unless otherwise agreed; cf. ‘the Regulations’.

Code 1007 University College Teacher
Work description:
Responsibilities of the post will normally be related to teaching and possibly museum outreach activities that are not related to the ordinary activities. The right or duty to undertake research is not a standard component of appointment as a university college teacher. However, full-time employees will normally be able to use teaching-free periods to update their knowledge of the subject area. 

Qualification basis: (From the  ‘Regulations’)
(1)
a) Four years of higher education, of which at least two years within the subject area in which the person concerned is to teach
b) Relevant work experience

or

(2)
Three to four years of higher education with some specialization in an area of the arts or equivalent documented knowledge

and

(3)	Documented competence in relevant educational theory and practice based on training or on teaching and supervision.’

Code 1009 Universitetslektor (Assistant Professor at a university)		
Work description:
The post’s responsibilities will be related to teaching and possibly museum outreach activities. The right or duty to undertake research is not a standard component of appointment as a universitetslektor (assistant professor at a university). However, full-time employees will normally be able to use teaching-free periods to update their knowledge of the subject area. Normally, 20% of the time in a post as universitetslektor (assistant professor at a university) may be used for research and development, including updating knowledge in the subject area.

If, in connection with a post as førsteamanuensis (associate professor) it is not possible to find an applicant with full competence or to achieve satisfactory competence through a temporary appointment, undertaking a temporary appointment as universitetslektor (assistant professor at a university) pursuant to the legislation in effect may be considered (see Section 5 of the regulations for the Civil Service Act [Tjenestemannsloven]).

Qualification basis:
University/university college education at second-degree level or the equivalent higher education or artistic activities. Relevant work experience and teacher training or experience in teaching/supervision. 

Code 1198 Førstelektor (Associate Professor) 			
Work description:
Appointment to the post of Associate Professor is to be based on documentation of both teaching and academic/professional qualifications. In certain subject areas, considerable weight is also attached to artistic activities. Weighting of the different criteria may vary according to the institution’s responsibilities and activities. Normally, 20% of the time in a post as førstelektor (associate professor) may be used for research and development, including updating knowledge in the subject area.

Qualification basis (from the ‘Regulations’):
(1) Documented extensive research and development work corresponding in quality and scope to the workload and level of a doctoral thesis 
or 
(2) Documented extensive artistic development work corresponding in quality and scope to the workload and level of a doctoral thesis 
and 
(3) Considerable importance shall be attached to specific qualifications within teaching or other educational activities 
and 
(4) Documented competence in relevant educational theory and practice based on training or on teaching and supervision. 

Code 1532 Dosent (Professor) 
Work description:
Research, dissemination of research, teaching and administration.

Qualification basis (from the ‘Regulations’):
(1)
a) Extensive documented research and development work at a high level within the professional field concerned
b) Documented extensive educational development work and other educational activities of high quality
c) In addition to the above, high qualifications within one or more of the following areas:
- Management of research and development projects
- Interdisciplinary cooperation and network building
- Extensive cooperation with industry and with civil society on the development of educational provision and research and development activities
- Extensive cooperation with cultural institutions on the development of educational provision and research and development activities
- Professional experience of a particular nature and relevance from industry and civil society
- Professional experience of a particular nature and relevance from cultural institutions, development of scientific collections

and

(2)
Documented competence in relevant educational theory and practice based on training or on teaching and supervision.

Code 1011	Førsteamanuensis (Associate Professor)		
Work description:
Research, dissemination of research, teaching and administration.

Qualification basis:
Norwegian doctoral degree in the subject area concerned or a corresponding foreign doctoral degree recognized as equivalent to a Norwegian doctoral degree or competence at a corresponding level documented by academic work of the same scope and quality.

Programme in educational theory and practice or equivalent competence. In certain subjects, artistic qualifications are regarded as equivalent to academic competence.

Code 1013	Professor			
Professor is the highest ordinary teaching and research post at the University. 

Work description:
Research, dissemination of research, teaching and administration.

Qualification basis:
Academic or artistic level in accordance with international and/or national standards within various subject areas. Experience in teaching/academic supervision at a lower and/or higher level.

In ‘Staff regulations for academic posts’ the Board has provided supplementary provisions aimed at ensuring quality assurance of the process of professor appointment in accordance with the national regulations in effect. 

Code 1404 	Professor	 (from the Ministry’s guidelines for use of grade Code 1404)
Fixed-term post with the objective of strengthening the academic leadership of the research groups/subject area groups and advancing the quality of the research. The Ministry has specified guidelines for use of the code. The code is intended to facilitate recruitment to posts associated with responsibility for the academic management of subject areas with high priority in terms of research strategy. Internal applicants may be appointed to the post. The person in question should then be granted leave of absence from their ordinary post during the fixed-term appointment. 

Work description:
Academic management of high-priority subject areas in terms of research strategy, multidisciplinary initiatives, development of new research programmes/research areas, establishment and operation of centres of excellence. 

Qualification basis:
Declared competent as professor based on expert assessment. Considerable ability in academic leadership, including a high level of academic integrity, ability in academic collaboration, development of the academic environment, as well as ability and interest in dissemination of research results. 

In themselves, an excellent academic contribution and academic authority do not constitute an adequate qualification basis. 

Use of the post outside the Ministry’s guidelines must be approved by the Ministry of Government Administration, Reform and Church Affairs.

4.2.2	Additional posts
A temporary appointment constituting up to 20 per cent of an academic post may be used.

Use of additional posts at NTNU
a.	Additional posts shall primarily be used to obtain expertise in specialized subject areas. They are also intended to contribute to the establishment of national and international networks with the aim of developing and strengthening academic activity, raising the level of expertise at NTNU, and ensuring professional responsibility for scientific collections. 

The posts may also be used as a means to realize strategic objectives such as development, establishment and advancement of new subject and research areas and to realize the goal of improved gender balance in academic posts.

b.	Additional posts for professionals whose main employment is in business and industry, the school system, the public health service, or other private- or public-sector organizations are fixed-term posts with a duration of up to five years. Appointments for several periods are possible. The prerequisites for this are a thorough assessment of the post’s importance to the relevant academic environment and to the institution as a whole and completely satisfactory performance of the job in the previous period by the person holding the post. 

Qualification basis:
Through ‘Staff regulations for academic posts’, the Board has resolved that adjunct (‘II’) posts are to be treated in accordance with the corresponding provisions, including equivalent qualification requirements. An exception is the provision that the chair of the appointments committee may undertake appointments. 

4.2.3	Research posts

	Pay scale 90.400	Researcher

Code 1108 Researcher	(salary level corresponding to Universitetslektor (Assistant Professor at a university))
Code 1109 Researcher	(salary level corresponding to Førsteamanuensis (Associate Professor))
Code 1183 Researcher	(salary level corresponding to professor)

Work description:
The work description will depend on the projects with which the person in question is associated. Compared with teaching and research posts under pay scale 17.510, these research posts will have considerably fewer or no teaching-related responsibilities. The work description will also vary according to the qualification requirements for each post. 

Qualification basis:
The natural point of departure will be the professional/academic level required for the parallel posts of amanuensis (assistant professor), førsteamanuensis (associate professor) and professor for the respective researcher codes 1108, 1109 and 1183.

Promotion based on competence:
Researchers appointed under code 1109 to a permanent government post/fixed-term post have the opportunity to apply for promotion based on competence to the higher code 1183 (Guidelines - PM No. 3/96). 
4.2.4 	Researcher training posts

	Pay scale 17.515	Researcher training posts

Code	1018	Research Assistant	
Code	1019	Research Assistant
Code	1020	Research Assistant	 
Code 	1017	PhD Candidate
Code 	1378 	PhD Candidate
Code	1352	Postdoctoral Fellow

General: The post of research assistant has a clear content of academic/teaching/laboratory assistance in various contexts, but with no right or duty to undertake research. Research fellowships are reserved for employees taking part in organized research training aimed at a doctoral degree. Basic academic competency is required for both posts. See ‘Regulations concerning terms and conditions of employment for the posts of postdoktor (post-doctoral research fellow), stipendiat (research fellow), vitenskapelig assistant (research assistant) and spesialistkandidat (resident)’

Postdoctoral fellow is a fixed-term post created to improve recruitment to top academic posts. The Ministry has specified ‘Regulations concerning terms and conditions of employment for the posts of postdoktor (post-doctoral research fellow), stipendiat (research fellow), vitenskapelig assistant (research assistant) and spesialistkandidat (resident)’

Note: 
Code 1378 PhD Candidate is not normally used, except in cases in which the highest salary grade in 1017 PhD Candidate is too low. Those who have already been appointed to this post are to be transferred to Code 1017 PhD candidate if this can take place without a reduction in salary. 

Code	1018	Research Assistant 	
Code 	1019	 Research Assistant			
Code 	1020	 Research Assistant			

Work description:
The duties and responsibilities are intended to provide an opportunity for insight into academic work and methods. A research assistant will normally be assigned duties involving assistance in research, teaching, and laboratory work. The work shall not be of a character that requires research training. Under the ‘Regulations concerning terms and conditions of employment for the posts of postdoktor (post-doctoral research fellow), stipendiat (research fellow), vitenskapelig assistant (research assistant) and spesialistkandidat (resident)’specified by the Ministry, research assistants are appointed for up to two years. 

Qualification basis:
Placement in the various grade codes for research assistant depends on competence. Persons who have started relevant education (not university/university college education at first-degree level or the equivalent) are remunerated under Code 1018. Employees with university/university college education at first-degree level or the equivalent are placed under Code 1019, and those with a second degree or equivalent level are placed under Code 1020. 

Code 	1017	PhD Candidate	
Work description:
PhD candidate is a researcher training post which, through an organized research training programme of three years, is intended to give researcher recruits the opportunity for development with the aim of completing a doctoral degree. PhD candidate posts are normally awarded for a period of four years with a 25% component of required duties, which usually include participation in the academic community’s education of first- and second-degree students, and/or museum activities in connection with scientific collections and dissemination (Regulations for the degree of PhD at NTNU, Section 7, Subsection 7.1.)

Qualification basis:
University/university college education at second-degree level or equivalent education. 
Relevant practical training, work experience, and education after completion of the second degree are to be emphasized in the placement of posts within the pay system. 

Code	1352	Postdoctoral Fellow
Work description:
The post of postdoctoral fellow is a fixed-term post with the primary objective of qualifying for work in top academic posts. The period of appointment may be from two to four years, where the norm is two years. In the case of appointment beyond two years, required duties may be assigned. At the time of the appointment, a project for the qualification work and a plan for implementation with more detailed description of progress, academic advice, etc. must be available. The Ministry has specified ‘Regulations concerning terms and conditions of employment for the posts of postdoktor (post-doctoral research fellow), stipendiat (research fellow), vitenskapelig assistant (research assistant) and spesialistkandidat (resident)’.
 
Qualification basis:
Norwegian doctoral degree in the subject area concerned or a corresponding foreign doctoral degree recognized as equivalent to a Norwegian doctoral degree or competence at a corresponding level documented by academic work of the same scope and quality.

4.3	LIBRARIAN POSTS

General: The group of librarian posts includes research librarian/senior research librarian, which are posts requiring university/university college education at second-degree level as well as librarianship/documentalist education or the equivalent. These posts cover the professional duties relating to collection responsibilities including literature selection, organization and quality assurance of information services, as well as user guidance, teaching, dissemination, and indexing. 

The librarian posts require librarianship education from a university college or university, or equivalent education obtained outside Norway. These posts cover responsibilities such as reference work, lending, borrowing, user guidance, cataloguing, etc. The post may also include other responsibilities such as literature selection, indexing, and teaching. 

In addition to these two groups, NTNU has a group of clerical/executive officer posts that fully or in combination with other administrative responsibilities cover technical library functions. Education in librarianship is not required for performance of these functions. Please see the descriptions in Chapter 4.5 -clerical/executive officer posts below. 

4.3.1	Research Librarian

	Pay scale 17.520	Research Librarian

Code	1199	Research Librarian
Code	1200	Senior Research Librarian

General introduction: These posts all require university/university college education at second-degree level in addition to librarianship/documentalist education or the equivalent. In salary terms, research librarian and senior research librarian shall be comparable with universitetslektor (assistant professor at a university) and førsteamanuensis (associate professor) respectively. 

Salary plan 17.510 currently includes combined teaching and research posts or pure teaching posts at universities and university colleges. These functions are not normally assigned to research librarian and senior research librarian posts. The holders of these posts do not have the right and duty to undertake research corresponding to those in the university’s teaching and research posts. 20% of the working hours of the research librarians and senior research librarians are used for research and development duties in librarianship/specialized disciplines when the content of these has been approved by the library director in each case.
 
The Ministry has drawn up ‘Reglement for opprykk fra stilling som universitetsbibliotekar til stilling som førstebibliotekar’ (‘Regulations and criteria for promotion from a post as research librarian to a post as senior research librarian’)

Code	1199	Research Librarian	
Work description:
Collection responsibilities including literature selection, organization and quality assurance of information services as well as user guidance, teaching, dissemination, and indexing. Other responsibilities include taking care of the academic ties between the department/faculty and library, specialized maintenance, and other duties related to librarianship and associated specialities. 20% of the research librarians’ working hours may be used for research and development in librarianship and associated specialities. Academic and administrative management of the library unit or substitute/deputy head functions may be assigned to the post. 

Qualification basis:
The minimum requirement is a university/university college examination at second-degree level as well as librarianship/documentalist education or the equivalent. Employees who do not have a librarianship/documentalist education or the equivalent must complete a training plan. For posts that include responsibility for human resources, leadership skills will be emphasized. 

Code 	1200 	Senior Research Librarian		
Work description:
As for Research Librarian, Code 1199.

Qualification basis:
As for Research Librarian, Code 1199. A further requirement is that the person in question is judged qualified for promotion to senior research librarian according to the regulations for promotion in effect.

4.3.2	Librarian posts

Pay scale 90.205	Librarian

Code 1410	Librarian 
Code 1515	Librarian
Code 1077	Head Librarian

General introduction:
The librarian posts all require librarianship education and are used for responsibilities at the library that require expertise in librarianship. 

Code 1410	Librarian
Work description:
Post in the work area of librarianship with responsibilities such as reference work, lending, borrowing, user guidance, cataloguing, and accessioning. 

Qualification basis:
Three-year education in librarianship from a university/university college or the equivalent education obtained outside Norway. Other programmes of study that confer 180 credits will also provide qualification for librarianship posts. At least 120 of the credits must be in librarianship subjects. 

Code	1515	Senior Librarian		
Work description: 
The post may include responsibility for specialized librarianship tasks, independent administrative procedures and/or project management in the area of librarianship. Management of smaller library units or substitute/deputy head functions may be assigned to the post. In addition to the work description in code 1410 librarian, the post may include independent responsibilities such as literature selection, indexing, teaching, development of collections and updating of electronic services. 

Qualification basis:
Three-year education in librarianship from a university/university college or the equivalent education obtained outside Norway. Other programmes of study that confer 180 credits will also provide qualification for librarianship posts. 120 of the credits must be in the area of librarianship. In addition, requirements may be imposed for relevant practical training and experience and/or leading-edge expertise in areas specified in further detail. For posts involving human resources management and work management, emphasis will be placed on personal qualifications related to work with employees and collaboration skills. 

Code 1077	Head Librarian 
Work description:
Normally the head of a division or a large library unit. The post may include administrative procedures/analysis and reporting within the unit’s area of work and responsibility. The post may also be used for persons who undertake demanding duties at a particularly high level of librarianship expertise, and/or other duties that require a high level of expertise. 

Qualification basis:
Three-year education in librarianship from a university/university college or the equivalent education obtained outside Norway. Other programmes of study that confer 180 credits will also provide qualification for librarianship posts. 120 of the credits must be in the area of librarianship. In addition, requirements may be imposed for relevant additional education, practical training and experience and/or leading-edge expertise in areas specified in further detail. For posts involving human resources management and work management, emphasis will be placed on personal qualifications related to work with employees and collaboration skills.

4.4	TECHNICAL POSTS 
	
4.4.1	Posts related to service and facilities management 

Pay scale  90.703  Cleaning staff, etc.
Pay scale  90.600 Unskilled worker posts
Pay scale  90.850 Technical operations, etc.
Pay scale  90.208  Driver

Code 1130 		Cleaner
Code 1132 		Senior Cleaning Officer
Code 1203 		Skilled Worker with certificate of apprenticeship (cleaning operator)
Code 1216		Operator
Code 1136		Operating Technician
Code 1137		Operating Manager
Code 1180 		Driver

Note: 
General: The posts include services in cleaning, security and service functions and management of buildings. 
Example of possible career paths include:
-	from 1130 cleaner/1216 operator (temporary team) to 1203 skilled worker with certificate of apprenticeship and possibly to 1132 senior cleaning officer/1137 operating manager.

Code 1216, Operator, is used for posts in temporary teams. 

Code 1136, Operating Technician, is normally used within security and services.

The post of operating manager also requires certain qualifications other than the main characteristics of the other posts. The post of operating manager as shown in the overview is a leadership post involving human resources management. For this reason, there may be other recruitment paths to this post. 

The post of skilled worker with a certificate of apprenticeship (cleaning operator) is normally used for all staff who obtain a certificate of apprenticeship in the post of cleaner. 

Code 1130 Cleaner			
Work description:
‘Cleaner’ is the standard post within all forms of general cleaning. 

Qualification basis:
Experience from the area of work is desirable. 

Code 1203 Skilled Worker with certificate of apprenticeship (cleaning operator)
Work description:
Primarily the same duties as a cleaner, but with more independent and possibly specialized duties. 

Qualification basis:
Vocational training in the subject area, resulting in a certificate of apprenticeship, is required. 

Code 1132 Senior Cleaning Officer			
Work description:
The senior cleaning officer has technical responsibility for training and quality of cleaning services provided. Some cleaning may be assigned to the post in certain cases. 

Qualification basis:
Vocational training within the subject area, or possibly three-year upper secondary school education or the equivalent is required. Several years of all-round experience in the cleaning trade may compensate for a lack of formal qualifications. Emphasis is placed on attributes/experience in work management. 

Code 1216 Operator			
Work description:
Post with general caretaker duties. The post is also used for duties in a temporary team in cleaning. 

Qualification basis:
Some relevant education beyond lower secondary school is desirable, as is experience from the field of work. 3-4 years of experience in the area of work may compensate for a lack of formal qualifications. Special requirements may be imposed for certain posts, such as a licence. 

Code 1136 Operating Technician			
Work description:
Post that includes general duties of an independent nature and/or specialized responsibilities in security and service. It also includes duties that require technical competence. Duties such as coordination and deputy functions may be assigned to the post. 

Qualification basis:
Education that is relevant to the subject area in question. Long and wide-ranging work experience in the relevant field of work may compensate for a lack of formal qualifications. Ability to carry out work duties in an independent manner is required. 

Code 1137 Operating Manager			
Work description:
Human resources management for all employees within the post’s area of responsibility. The post may also be used for work duties of an independent nature and/or specialized duties in operations or security and services. 

Qualification basis:
Education that is relevant to the subject area in question. Long and wide-ranging work experience in the relevant field of work may compensate for a lack of formal qualifications. Ability to carry out work duties in an independent manner is required. For posts involving work management and coordination functions, emphasis will be placed on personal qualifications related to work with employees and collaboration skills. 

Code 1180 Driver
Work description:
Transport and driving Most of the duties are to be within forwarding and dispatch of goods or tractor/machine operation.

Qualification basis:
A driving licence/licences are a prerequisite. At least 3 to 4 years of experience from the area of work is desirable.

4.4.2	Technician/engineer grades 

Pay scale 90.301	Engineer

Code 1275 Engineer (technician)
Code 1084 Staff Engineer
Code 1411 Staff Engineer (cf. the job security provisions in the Basic Collective Agreement)
Code 1085 Staff Engineer
Code 1087 Senior Engineer
Code 1181 Senior Engineer
Code 1088 Chief Engineer

Note:

Code 1083 Engineer is not used for new employees. Through local pay negotiations, those who have already been appointed under this grade code are to be transferred to other engineer codes.

General: The posts in this group: Engineer, Code 1275, and Staff Engineer, Code 1084, represent skilled worker, craft trades and technician/engineering duties in connection with building, development, maintenance, repairs and renovation of:
-	buildings and plant
-	equipment in NTNU’s R&D laboratories
-	collections.

The posts cover responsibilities in a number of subject areas. The structure follows various grade codes used in the pay structure booklet. 

Some of the posts in this group will at times have responsibilities of such a nature that a doctoral degree represents relevant expertise. In such cases, it is natural that this is reflected in connection with pay adjustment. 

In connection with appointments to engineer posts, those with education from 3-year university college as a minimum are placed in Code 1411. Those with higher relevant academic education (four-year first degree, former cand.mag.) are placed directly in Code 1085 (see the provisions of the pay structure booklet).

Posts that include human resources management and/or work management are placed in Staff Engineer Code 1084 as a minimum.

Coordination and work management may be assigned to all the posts as part of the field of work. 

It is emphasized that the requirement for prior learning and work experience relevant to the specific responsibilities of these posts increases with the level of the post if such prior learning and work experience is to replace the formal qualifications.

Natural career paths will be
With vocational training: 1275 Engineer – 1084 Staff Engineer – 1085 Staff Engineer
With a bachelor’s degree: 1085 Avdelingsingeniør (Staff Engineer)  – 1087 Overingeniør (Senior Engineer) – 1181 Senioringeniør (Senior Engineer)
With master’s degree. : 1085 Avdelingsingeniør (Staff Engineer)  – 1087 Overingeniør (Senior Engineer) – 1181 Senioringeniør (Senior Engineer – 
1088 Chief Engineer

Although duties and not qualifications determine the choice of post and placement within this, a formal education will often contribute to more rapid independence in the performance of the duties. In certain cases, placement in 1087 Senior Engineer rather than in 1085 Staff Engineer may therefore be appropriate if the person in question has a master’s degree or more.

Code	 1275 	Engineer (technician) 
Work description:
Technical responsibilities, including artisan duties, in connection with functions such as maintenance, repairs, adaptation of familiar technology. The responsibilities may also include gardening activities, photography, etc. 

Qualification basis:
Vocational training relevant to the subject area or relevant experience in the subject area is required. Prior learning and work experience relevant to the duties in question may replace the education requirement. Code 1411 is used only for employees with three-year university college studies as an engineer or higher.

Code 1084 Staff Engineer 
Work description:
Technical duties such as maintenance, repairs, adaptation of familiar technology and purchasing, day-to-day operation of smaller units. Work that is more independent and work that is characterized by development to a greater extent may be assigned. May also be a management post with primary responsibilities related to work management and coordination of the unit or field of work. 

Qualification basis:
Engineering university college or education of equivalent length and extent in the relevant subject area is normally required. Prior learning and work experience relevant to the duties in question may replace the education requirement.

Those with three-year university college studies as engineering or higher are to be placed in Code 1411 Staff Engineer. Code 1411 is used only for employees with three-year university college studies as an engineer or higher. 

Code 1085 Staff Engineer	
Work description:
Both independent operating duties within technical support to academic activity and administration, and duties that are characterized by development to a greater extent may be assigned to the post. Examples of areas of responsibility include: 

•	specialized technical support in research and teaching
•	operation, maintenance and control of simpler scientific equipment
•	instruction and user support
•	operation and monitoring of workplace equipment 
•	distribution of patches and software in large operating environments
•	coordination of technical services

Qualification basis:
Relevant education from university or university college, corresponding to bachelor’s degree level as a minimum. Prior learning and work experience relevant to the duties in question may compensate for the education requirement. Relevant practical work experience may also be required. 

Code 1087 Senior Engineer		
Work description:
Specialist functions and/or work management within various technical disciplines may be assigned to the post. Examples of areas of responsibility include: 
•	independent responsibility for advanced specialized equipment and development of methodology, design of research equipment, laboratory operations 
•	project planning, budgeting
•	independent responsibility for training, teaching, dissemination, design/implementation of exhibitions
•	IT responsibilities at a high professional level, such as development of IT services, system administration 

Qualification basis:
Relevant education from university or university college, corresponding to bachelor’s degree level as a minimum. Prior learning and work experience relevant to the duties in question may compensate for the education requirement. Special requirements, education and experience matching the functions of the post may be emphasized

Code 1088 Chief Engineer 	
Work description:
Top-level management- and/or engineering-related specialist responsibilities at the highest professional level, with ultimate responsibility for particular fields of work. 

Qualification basis: 
Relevant education from university or university college, corresponding to master’s degree level as a minimum. Prior learning and work experience relevant to the duties in question may compensate for the education requirement. 
A further prerequisite is extensive relevant specialized experience and expertise at a high level matching the functions of the post. (See general information about management)

Code 1181 Senior Engineer		
Work description:
The post of Senior Engineer includes highly qualified professional work. Examples of areas for which responsibility may be assigned include: 
•	development responsibilities that require highly specialized expertise in fields such as IT, workshop activities or laboratory activities
•	advice/expert guidance, for example in connection with development of skills in a particular field of expertise, and/or professional/academic teaching activities 
•	 permanent functions/responsibilities of a particularly complex nature and/or job duties that lie at the interface of divisions and thus require a high degree of interaction between units
•	leadership in technical fields of expertise with human resources and financial management
•	research-related activities of an independent nature 
•	independent responsibility for initiation and further development of technical fields of expertise

The post of Senior Engineer may also represent an alternative career opportunity to that found in the traditional organizational structure, that is, an alternative to the management function. 

Qualification basis:
Relevant education from university or university college, corresponding to master’s degree level as a minimum. Prior learning and work experience relevant to the duties in question may compensate for the education requirement. 
A further prerequisite is extensive relevant specialized experience and expertise at a high level matching the functions of the post. (See general information about management)

4.5	CLERICAL AND EXECUTIVE OFFICER POSTS 	

4.5.1	Clerical, executive and coordinator posts

		Pay scale 90.201	Clerical grades
Pay scale 90.103	Executive officer grades
Pay scale 90.500 	Adviser
Pay scale 90.510	Project Manager

Code 1070	Sekretær (Secretary)
Code 1063	Førstesekretær (Secretary)
Code 1065 	Executive Officer
Code 1408 	Higher Executive Officer
Code 1363	Senior Executive Officer
Code 1434 	Adviser
Code 1364 	Senior Adviser
Code 1113 	Project Manager

General: The Executive Officer and Adviser grades are used for administrative, analytical reporting, coordination, and advisory responsibilities where independence and specialization well as analytical reporting and problem-solving skills are required. Several factors determine which codes are to be used. The choice of grade code must be seen in the context of the degree of responsibility, independence, and ability regarding complicated administrative procedures/analytical reporting. 

Some of the posts in this group will at times have responsibilities of such a nature that a doctoral degree represents relevant expertise. In such cases, it is natural that this is reflected in connection with pay adjustment. 

Coordination and work management may be assigned to all the posts as part of the field of work. For the executive officer grades, this will typically entail coordination of groups with clerical grades. Coordination of analysis, assessment, and reporting tasks will normally be assigned to the adviser grades or senior executive officer level. Management of projects is normally assigned to the project manager grades. 

Higher Executive Officer, Code 1408 is the entry-level grade for executive officer posts with requirements for higher education (bachelor’s degree level or higher) and when the focus is on administrative procedures with a high degree of independence and some analysis and reporting. It can also be used as a grade for promotion of executive officers. 

It is emphasized that the requirement for prior learning and work experience relevant to the specific responsibilities of these posts increases with the level of the post if such prior learning and work experience is to replace the formal qualifications.

A natural career path to a potential post as 1408 Higher Executive Officer may be 

1070 Sekretær (Secretary), 1063 Førstesekretær (Secretary) – 1065 Executive Officer – 1408 Higher Executive Officer 

Natural career paths to a potential post as 1364 Senior Adviser may follow either ‘the administrative route’ via 1363 Senior Executive Officer or the ‘analysis, reporting and advisory route’ via 1434 Advisor. As indicated in the descriptions of the posts below, 1434 Advisor will entail responsibilities and forms of solutions that are more open than those applicable to 1363 Senior Executive Officer. In other respects, the two grades are regarded as on an equal footing:

1408 Higher Executive Officer – 1363 Senior Executive Officer – 1364 Senior Adviser (the ‘administrative route’)
1408 Higher Executive Officer – 1434 Advisor – 1364 Senior Adviser (the ‘analysis, reporting and advisory route’)

For all posts, the responsibilities are often more specialized at a higher organizational level than at a lower one.

Code 1070 Sekretær (Secretary) 			
Work description:
The secretary grade is the basic post in the clerical sector at NTNU, and is intended to include simple office support functions. Routine technical office duties may be assigned to the secretary grade.

Qualification basis:
The person holding the post should have a good general education, preferably at upper secondary school level or with a certificate of apprenticeship. Other relevant competence may replace the requirement for formal education. Relevant practical training and experience may be emphasized. 

Code 1063 Førstesekretær (Secretary)			
Work description:
This is a combination of a clerical and an executive officer post. It may be both a promotion post for the Sekretær (Secretary) grade and an entry-level grade for executive officers. 
 
In addition to general office and reception work and traditional clerical routines, coordination and follow-up of office services and/or more specialized office duties may be assigned to the post. 

Qualification basis:
The person holding the post should have a good general education, preferably with an examination at upper secondary school level or with a certificate of apprenticeship. There may also be requirements for practical work experience from relevant areas – or specialized experience from relevant areas. 

Code 1065 Executive Officer			
Work description:
The executive officer grade may be used for simpler administrative duties that do not require specialized skills in the respective administrative areas. The term ‘simpler administrative duties’ refers to routine administrative tasks, which are performed in accordance with predetermined instructions, guidelines and procedures. The following examples illustrate the level of the duties:
•	Secretarial functions for elected bodies and committees, including writing minutes and making administrative arrangements 
•	administration of doctoral disputations
•	simpler duties/administrative procedures of a routine nature in payroll and accounting work
•	assistance in administration of examination processes, student admissions, etc. 
•	archival assistance, that is, receipt of electronic mail, opening, scanning, provisional journal entry of cases, forwarding/dispatch of completed documents 
Various types of key functions related to coordination and making administrative arrangements may also be assigned to the post, but not duties that require a high level of independent evaluation or leading-edge expertise.

Qualification basis:
Qualification requirements should be 1-2 years’ education in addition to upper secondary school, and possibly some relevant practical training and experience. If indicated by the duties, alternative education requirements may however be relevant, such as education from a university or university college or other relevant competence. Prior learning and work experience relevant to the duties in question may compensate for the education requirement.

Code 1408 Higher Executive Officer 		
Work description:
As a rule, the grade of Higher Executive Officer is to be used for special areas, that is, the responsibilities of the post shall primarily be related to one of the administrative fields of work, such as archival or administration related to accounts, human resources, payroll, academic affairs or research. With regard to the level of the duties, the function will include responsibility for administration, guidance, and workflow processes. The duties are normally performed in accordance with specified guidelines, such as those embodied in legislation, agreements, and regulations, but the person holding the post must be able to undertake interpretation, evaluation, and consideration requiring judgement. Some analysis and reporting work must be expected. Examples of specialized responsibilities include: 

•	accounting work, such as invoice processing, bookkeeping, payment transfers, reconciliation that requires an understanding of accounting and familiarity with statutory frameworks 
•	payroll work, such as payroll registration, pay calculations, administration of pay and tax deductions
•	administrative responsibilities related to academic affairs, such as examinations, student admissions, information, student guidance, planning related to teaching
•	responsibilities in human resources administration, such as appointment of staff, leaves of absence, resignations
•	responsibilities associated with research administration, such as committee secretary work, follow-up of application processes, follow-up of guidelines
•	responsibilities related to archival and records, such as classification, journal entry, follow-up of outstanding cases, specialized archival guidance, requests for access to information.
Qualification basis: 
Relevant education from university or university college, corresponding to bachelor’s degree level as a minimum. Prior learning and work experience relevant to the duties may compensate for the education requirement. Relevant practical experience related to the work area may also be required. 

Code 1363 Senior Executive Officer 		
Work description:
The post of Senior Executive Officer may include development responsibilities, coordination of services, special advisory responsibilities and/or other duties that require leading-edge expertise in fields of work corresponding to Code 1408 Higher Executive Officer. In addition, a high degree of independence and problem-solving skill is required. 

Qualification basis: 
Relevant education from university or university college, corresponding to bachelor’s degree level as a minimum. Prior learning and work experience relevant to the duties in question may compensate for the education requirement. Relevant practical work experience related to the field of work may also be required. 

Code 1434 Adviser				
Work description:
The Adviser code differs from Higher Executive Officer/Senior Executive Officer in that responsibilities and forms of solutions are more open, in the sense that the duties do not have predetermined solutions embodied in legislation/agreements, etc. To a greater extent, advisers must therefore create the basis for performing their work, undertake evaluations and consequence analyses, draw conclusions and put forward proposals for solutions. 

Examples of responsibilities in the Adviser code include: 
•	analysis and reporting/development responsibilities that demand a high degree of independence
•	providing advice, training activities/organized training, for example, in connection with developing competence in particular procedural areas or fields of expertise
•	preparation of important/high-level cases for management and governing bodies
•	drafting of regulations
•	secretarial and coordination function in project work, group/committee work or other forms of work organized as teams with complex duties/analyses and reporting

The adviser grades shall not usually be used for ongoing administrative duties in the various areas of administration (see the examples of the level of the duties under the description of Higher Executive Officer).

Qualification basis:
Relevant education from university or university college, corresponding to bachelor’s degree level as a minimum. Prior learning and work experience relevant to the duties in question may compensate for the education requirement. Extensive relevant specialized experience and expertise at a high level matching the functions of the post are also desirable. 

Code 1364 Senior Adviser 
Work description:
The Senior Adviser normally has a more independent organizational post than the other executive officer grades, and usually has a special adviser function associated with the leader at the unit’s top level (director level or similar). 

The Senior Adviser grade includes highly qualified analysis, reporting and advisory work, and may involve responsibility for drafting of high-level strategies, special areas of development, specialist responsibilities of a particularly complex nature, pioneering areas and/or responsibilities more closely related to traditional administration. Similarly, it includes functions/responsibilities requiring a particularly high level of collaboration between units. 

The post of Senior Adviser may also represent an alternative career opportunity to that found in the traditional organizational structure, that is, an alternative to the management function.

Qualification basis: 
Education from university or university college, corresponding to master’s degree level as a minimum is required. Prior learning and work experience relevant to the specific duties assigned to the post may replace the education requirement. A further prerequisite is extensive relevant specialized experience in administration and expertise at a high level matching the functions of the post.

Code 1113 Project Manager
Work description:
Coordinates and leads assignments/projects that are separate from ordinary operating and administrative duties. Responsibility for follow-up of the project finances may also be assigned. The project manager does not have responsibility for human resources. This responsibility is assigned to the immediate administrative manager. 

Qualification basis:
Education from university or university college, corresponding to master’s degree level as a minimum is required. Prior learning and work experience relevant to the specific duties assigned to the post may replace the education requirement. There are special requirements for good collaboration skills and ability to work effectively in a goal- and results-oriented manner.

4.6	ADMINISTRATIVE MIDDLE MANAGEMENT POSTS

	Pay scale 90.100 Managerial grades
	Pay scale 17.500 Administrative posts
	Pay scale 90.301 Engineer

Code 1054 	Head of Office
Code 1211 	Head of Section
Code 1087	Senior Engineer

General: Head of Office or Head of Section is used in connection with all appointments as middle managers at NTNU. Human resources management may constitute an important element in the responsibilities for the post, in addition to administrative procedures/analysis and reporting within the scope of work and responsibility for the various grades. The grade code Head of Office should preferably be used at department level, for sections in larger departments, and as a management post for smaller departments. Head of Office will normally be the code used for the administrative leadership post at a department. The departments/units that have assigned duties of a technical nature to this grade may instead use Overingeniør (Senior Engineer) Code 1087 where this provides a more appropriate description of the post’s content. The Head of Section grade is normally to be used in connection with management of a defined organizational unit at faculty and central level. 

Code 1054 Head of Office			 
Work description:
Administrative management post at department level, alternatively subgroups in sections/departments and for smaller sections where it is not natural to use the grade Head of Section. Work management may constitute an important element in the responsibilities for the post, in addition to administrative procedures/analysis and reporting within the areas of work and responsibility for the various grades. Human resources management will normally be assigned to the Head of Office.

Qualification basis:
The post requires higher education (minimum bachelor’s degree level), relevant experience preferably including management work, and documented ability to perform independent and result-oriented work. In special cases, long and directly relevant experience combined with relevant continuing and further education may compensate for the lack of formal qualifications. Emphasis is placed on personal qualifications related to working with employees and collaboration skills.

Code 1211 Head of Section
Work description: 
Leadership grade for sections at faculty or central level. Human resources management constitutes an important element in the responsibilities for the post, in addition to administrative procedures/analysis and reporting within the scope of work and responsibility for the various grades.

Qualification basis:
The post requires higher education (minimum bachelor’s degree level), as well as extensive and relevant work experience, management experience, and documented ability to perform independent and result-oriented work. In special cases, long and directly relevant experience combined with relevant continuing and further education may compensate for the lack of formal qualifications. Emphasis is placed on personal qualifications related to working with employees and collaboration skills.
4.7	MANAGERIAL GRADES

Pay scale 90.100 Managerial grades
Pay scale 17.500 Academic and administrative management grades 

Code 1004	Rector
Code 1474	Dean
Code 1475 	Head of Department
Code 1062	Director
Code 1060 	Division Director

General: There are particularly stringent requirements for appointment to these posts. Recruitment of individuals with leadership abilities and management experience is a prerequisite. Excellent coordination skills and a capacity for holistic thinking as well as insight into the university system are expected. There are stringent requirements for work capacity and personal suitability. Code 1475 Head of Department is used when it has been decided that the Head of Department is to be appointed and not elected. 

Code 1004 Rector
In accordance with Section 10-4 (1) of the Act relating to Universities and University Colleges, the Board undertakes announcement and appointment to the post of Rector. The Rector is the chief executive responsible for the institution’s academic and administrative activities in accordance with the guidelines and instructions laid down by the Board. See the Act relating to Universities and University Colleges for further description of responsibilities and duties.

Code 1474 Dean
In accordance with Section 11-1 (1) of the Act relating to Universities and University Colleges, the Board undertakes announcement and appointment to the post of Dean.
Work description (from NTNU’s styringsreglement [governance regulations])):

The Dean/Museum Director is the chief executive officer of the faculty or museum. The person holding the post must ensure that the activities are managed within the parameters of the regulations, decisions made at higher levels, and the decisions of the faculty/museum board. The Dean/Museum Director has overall responsibility and authority for all tasks that are not explicitly assigned to the Faculty Board/Museum Board and has general authority to decide on ongoing matters. The Dean/Museum Director reports to his or her board in matters within the scope of the board’s powers, and to the Rector in other respects. The Dean/Museum Director is included in the Rector’s management group.

Code 1475 Head of Department
In accordance with Section 2.2.5 of the Styringsreglementet (governance regulations), the appointments committee at the faculty undertakes announcement and appointment to the post of Head of Department.

Work description (from NTNU’s styringsreglement [governance regulations]):
The Head of Department is the chief executive of the department. The person holding the post must ensure that the activities are managed within the parameters of the regulations, decisions made at higher levels, and the decisions of the Department Board.
The Head of Department has overall responsibility and authority for all tasks that are not explicitly assigned to the Department Board and has general authority to decide on ongoing matters. The Head of Department reports to his or her board in matters within the scope of the board’s powers, and to the Dean in other respects.
The Head of Department is included in the Dean’s management group.

Code 1062 Director
In accordance with Section 11-1 (6) of the Act relating to Universities and University Colleges, the Board undertakes announcement and appointment to the post of Director.

Work description:
Is determined through delegation from the Rector.

Code 1060 Division Director		
Work description:
The grade code Division Director is used for faculty directors and the directors of the central staff divisions. These are administrative managers of their respective departments and have responsibility for human resources. Work management and human resources management constitute important aspects of the work in addition to the top-level administrative management of the division with the area of responsibility assigned to it. 

Qualification basis:
The post requires higher education from a university/university college (minimum bachelor’s degree level) as well as extensive and relevant work experience. There are requirements for good collaborative and leadership attributes, good administrative and strategic skills, experience from and familiarity with organizational development processes. In addition, a holistic view of the organization is important. Great emphasis is placed on the ability to communicate, to listen, and to motivate staff members at various levels in the organization. Prerequisites include several years’ experience in management as well as in analysis and reports at a high level. 

4.8	 LEARNING ASSISTANTS AND STUDENT ASSISTANTS 

General: These are posts that are principally related to teaching and academic supervision at NTNU, and they will as a rule be temporary part-time posts. The posts are regarded as a necessary link between the university and the students. For this reason, it is assumed that they will be held by active students who have progressed far enough in their studies and who have the necessary qualifications in other respects. For both posts, it is normally assumed that the duties are related to the assistants’ academic activities as students.

The parties agree that such posts provide the students with valuable experience of working life, which contributes to increasing their competence.

Pay in these assistant posts is related to 1018 Research Assistant. The lowest remuneration at the time of appointment will be in pay framework 2, alternative 1. Depending on the complexity of the duties and the qualifications of the person holding the post, higher pay will be possible For example, assistants with suitable education linked specially to teaching and supervision duties will be granted a promotion to pay framework 2, alternative 3. 

Other aspects of employment conditions are linked to NTNU’s local pay policy and appointment regulations.

Learning assistants

Learning assistants are appointed at NTNU to temporary posts on an hourly basis from 80 to 120 hours per semester. In exceptional cases, the appointment may extend beyond this. They perform work beyond what is expected of a student assistant. Learning assistants receive in-house training of 20 - 24 hours over one semester. 

Work description:
Learning assistants have a wide-ranging and flexible function in which they make students aware of their own learning, and undertake ‘teaching and supervision’ in collaboration with permanent lecturers. For example, learning assistants will primarily have duties related to supervision, group leadership (including exercises, study groups, and seminars) and evaluation. 

Independent lectures are not to be assigned to learning assistants. 

Student assistants

Student assistants are appointed at NTNU to temporary posts on an hourly basis from 80 to 120 hours per semester. In exceptional cases, the appointment may extend beyond this. The term ‘student assistants’ refers to assistant posts with the content that is more variable than the learning assistant posts, and where the activities are less closely related to the regular organized teaching, supervision, and similar functions. 

Annex
Use of NTNU’s pay policy in connection with implementation of the LØF project

a)	NTNU’s pay policy forms the basis for any change of grade code and/or pay resulting from changes in responsibilities and duties related to implementation of the LØF project. 

b)	Although the roles are specified in some detail through the description of work responsibilities, qualification requirements, etc., in reality the work duties may be practised in highly divergent ways. In certain cases, this will be a consequence of different operating parameters, for example, where the relationship between the manager of the work and the employee is a consideration. In a situation involving extensive delegation from the manager and equivalent independence of the employee, this may dictate a higher grade code. In this connection, see also the provisions of the Pay Policy on promotion (1408 Higher Executive Officer as promotion post for 1065 Executive Officer, 1363 Senior Executive Officer as promotion post for 1408 Higher Executive Officer.)

c)	If an employee receives several roles, judgment is to be exercised in each case to determine which type of post the actual job is to be. This judgment primarily involves weighing up the size of the different roles – and thus the different work responsibilities – of the employee, and an assessment of competence. 

d)	If, due to lack of competence or similar, an employee does not fully meet the requirements of the role, this may be reflected in the placement of the post in the pay structure. Correspondingly, the placement may be changed through negotiations in accordance with the provisions of the Basic Collective Agreement if the person in question subsequently meets all the requirements of the role. 

e)	This memorandum has been prepared on the basis of the LØF project, and applies to the specification of codes and salaries in connection with the implementation of LØF at the individual unit at NTNU. In connection with revision of NTNU’s pay policy, the aim is to incorporate the document as a general text on reorganization and changes in employees’ responsibilities.