Under section 14 of the Universities Act (558/2009), the Board of the University of Tampere hereby approves these regulations on 22 February 2012.

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1 1 (7) NB: This is an unofficial translation. In the event of any discrepancies between the Finnish and English versions, the original Finnish version shall prevail. UNIVERSITY OF TAMPERE S REGULATIONS ON HUMAN RESOURCES Under section 14 of the Universities Act (558/2009), the Board of the University of Tampere hereby approves these regulations on 22 February These Regulations on Human Resources set out the principles for recruiting University staff and performing the duties of staff members. The Regulations on Human Resources support the implementation of the University s Strategy and policies pertaining to it as well as good management and staff administration. Chapter 1 GENERAL PROVISIONS Section 14(3), paragraph 6 of section 17(2), section 17(4), sections 28 and of the Universities Act Section 1 of the Government Decree on Universities University of Tampere Regulations Section 1 Applicable rules, regulations and instructions In addition to the Universities Act (558/2009), the Decree on Universities (7790/2009), provisions of other legislation and decrees issued under these acts, and the University of Tampere Regulations, the staff of the University of Tampere is governed by the orders issued in these Regulations on Human Resources and the instructions issued under them. Section 2 Scope of application Sections 31 and 33, section 88(4) of the Universities Act These Regulations on Human Resources are applied to all staff in the employ of the University of Tampere referred to in section 31 of the Universities Act. Teaching and research positions in the University of Tampere are the posts of professor, research director, associate professor, university lecturer and clinical instructor, university researcher, postdoctoral researcher, university instructor, doctoral student and researcher. The University also employs staff to perform the non-academic duties of the University. In addition to these Regulations, the staff of the teacher training schools adhere to the University's Regulations on Teacher Training Schools currently in force. Section 3 Duties of the teaching and research staff

2 2 (7) Section 33(1) of the Universities Act Chapter 1, section 3(2) of the Employment Contracts Act Provisions on the duties of a professor are issued in section 33(1) of the Universities Act. The other teaching and research staff's duties are to carry out and supervise scientific research or artistic work, to provide and promote instruction in their field, to keep track of the developments in their field of science or art, and to participate in the interaction with society and international cooperation in their field. In addition to the provisions above, it is the duty of the teaching and research staff 1) to supervise and guide the students work, examine theses and to participate in the arrangements of examinations and grading of coursework on their responsibility. 2) to participate in the student admissions process 3) to give the University the necessary accounts on their activities pertaining to instructing, publishing, activities in the field of science and art, on examinations held and coursework graded. Persons adhering to the total working hours system perform their duties according to their work plan approved by the University. Chapter 2 QUALIFICATION REQUIREMENTS Section 4 General qualification requirements Section 31 of the Universities Act Section 1(1) of the Universities Decree A person appointed to a post at the University must have the educational background, experience and language skills needed to successfully perform the duties of the post in question, as well as the cooperative and interpersonal skills required in those duties. Courses in university pedagogy or other pedagogical teaching merits and knowledge are taken into account when filling teaching and research posts and, in particular, the posts of professor, university lecturer, clinical instructor or university instructor. Section 5 Professor and research director A person appointed professor must hold an appropriate doctoral degree, high-level academic qualifications and experience in directing scientific research, to be able to provide high-quality, research-based instruction as well as to have a track record of international scientific activities.

3 3 (7) By derogation from paragraph 1 above, a person appointed Professor of Theatrical Arts must hold a doctoral degree in Arts (Theatre and Drama) or to have high-level academic qualifications, to have experience in directing artistic activity, to be able to provide high-quality, research-based education and instruction as well as to have a track record of international artistic activities. A person appointed Research Director must have merits equal to those required for the post of professor. However, in the evaluation of merits, particular attention is paid to achievements in scientific work, success in directing a research group and applying for research funding, as well as demonstrations of international cooperation in research. Section 6 Associate professor The title of associate professor may be used when the principles of career advancement described in the human resources policy or the tenure track system are applied the appointment. Section 7 University lecturer and clinical instructor The posts of university lecturer and clinical instructor may be determined as being teaching or research oriented. A person appointed university lecturer must hold an appropriate doctoral degree, a track record of independent scientific research and the ability to provide high-quality, research-based instruction. By derogation from paragraph 2 above, a person appointed university lecturer in Theatre and Drama Research with a focus on teaching must hold a Master's degree or demonstrate artistic competence and good teaching skills in his/her field. A person appointed clinical instructor must hold an appropriate doctoral degree, a track record of independent scientific research and the ability to provide high-quality, research-based instruction. Moreover, a person appointed clinical instructor may be required to demonstrate practical familiarity with the field of the post. By derogation from paragraph 4 above, when a clinical instructor is appointed for a fixed term, an applicant who holds a Master's degree and demonstrates excellent familiarity with the field of the post and instruction may be deemed qualified for the post. Section 8 University researcher A person appointed university researcher must hold an appropriate doctoral degree and a track record of scientific research as well as the instructional skills needed in the post. The post of university researcher requires the ability to direct a research group and successfully apply for external funding.

4 4 (7) Section 9 Postdoctoral researcher A person appointed postdoctoral researcher must hold an appropriate doctoral degree and be able to pursue scientific research independently as well as have the instructional skills needed in the post. Section 10 University instructor A person appointed university lecturer must hold an appropriate Master's degree, to be a specialist in his or her field as well as have good instructional skills and be an experienced instructor. By derogation from paragraph 1 above, a person may be appointed university lecturer in the field of theatre and drama if he/she has artistic competence and good instructional skills in his/her field. Section 11 Doctoral student A person appointed doctoral student must hold a Master's degree. Furthermore, a doctoral student must hold the right to study towards a postgraduate degree and an approved personal study and research plan Section 12 Researcher A person appointed researcher must have a Master's degree. Chapter 3 RECRUITMENT PROCEDURES Section 13 Recruitment and granting leave of absence Section 14(3), paragraph 6, section 17(2) and 17(4) of the Universities Section 6 of the Constitution of Finland Employment Contracts Act Act on Equality between Women and Men Non-discrimination Act The general basis of recruitment is the qualifications and competence of the applicant. All applicants must be treated equally and taking gender equality into consideration. The Board employs staff directly subordinate to the Rector, unless it has transferred this task to another University body.

5 5 (7) The Rector decides on the employment of staff other than those referred to in paragraph 2. The Rector may decide to transfer this task to be resolved by another University body or staff member. The Rector decides on the posts to be filled for an indefinite period (i.e. the contract is valid indefinitely) or for a fixed term exceeding 4 years on the proposal of a school s management board, the director of an independent institute or the Director of Administration. The Rector decides whether to publicly announce a post of professor vacant or to exceptionally fill the post by invitation without public notice of vacancy. The invitation procedure may be applied for justified grounds only. When recruiting teaching and research staff, the principles of career advancement described in the human resources policy or the tenure track system may be applied. Leave of absence is granted on the relevant dean's or director s proposal by the Rector or the body or person to whom the Rector has transferred the decision making in this matter. Section 14 Recruitment plan and announcement of vacancy Section 33(2) of the Universities Act A vacancy is filled primarily on the basis of the human resources policy included in the annual plan of a school or institute; taking into consideration the human resources needs and the resources available. The duties and qualification requirements of a post and the application procedure are described in the recruitment plan. A post is announced vacant using the method of publication deemed appropriate at the time. A post may be filled without announcing it vacant only if there is a justified reason for doing so. Section 15 Appointment committee and its tasks The dean of a school establishes an appointment committee to carry out the preparatory work appointing a professor or other member of the teaching and research staff or for the invitation procedure concerning the post of a professor, and to appoint a chair of the appointment committee. The director of a profit centre may, if necessary, establish an appointment committee to carry out the preparatory work for filling other posts and appoint a chair of the committee. The appointment committee prepares the recruitment plan.

6 6 (7) The appointment committee evaluates demonstration lessons, other teaching merits and the language skills required, interviews the applicants it deems best and, if necessary, invites them to present their research activities. The appointment committee makes a proposal to the dean of the relevant school or director of another profit centre for the applicant it considers most suitable for the post, and for an alternative applicant. Section 16 Issuing a proposal for appointment decision The dean of a school issues a proposal to the Rector after consulting with the appointment committee and, if necessary, the management board, for the applicant they consider most suitable and for an alternative applicant. Chapter 4 APPOINTING A PROFESSOR Section 17 In addition to the rules laid down in chapter 3, sections above on the recruitment procedure, the rules of this chapter are adhered to when appointing a professor. Section 18 Selection, operations and tasks of specialists Section 33(3) of the Universities Act The dean of a school invites two to four specialists on the proposal of the appointment committee. The selection of specialists is impartial and, when possible, takes into consideration the specific schools represented by the applicants. The specialists are given the necessary application documents and publications as instructed by the steering group, as well as the recruitment plan referred to in section 13. The appointment committee may select the applications to be sent to the specialists for evaluation. The appointment committee must justify its opinion on the primary candidates for the post. The specialists are asked to issue within a reasonable time a written statement on the applicants' competence in the field of science or art and other academic merits concerning the post in question. A school may allow the specialists to issue a joint statement. When the invitation procedure is used, the specialists are asked to state in writing whether the person to be invited is indisputably qualified for the post.

7 7 (7) Section 19 Issuing proposals and decisions for appointment The appointment committee issues a proposal to the dean of a school for the primary applicant to be appointed as professor and on his/her alternate. When the invitation procedure is used, the appointment committee makes a proposal to the dean of the relevant school on whether the person to be invited is indisputably qualified for the post. The appointment committee s proposal is based on the applicants' or invited person s merits, specialist opinions, academic distinction, evaluation of teaching merits and on the matters emerged in the interview or research presentation. After hearing the management board, the dean of a school makes a proposal to the Rector for the primary applicant to be appointed as professor and on his/her alternate, or in the invitation procedure, on the person to be invited as professor. Chapter 5 ENTERING INTO FORCE Section 20 These Regulations on Human Resources enter into force immediately after approval by the Board.

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