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These procedures are intended to clarify the proactive accommodations and work-related rehabilitation process and help prevent poor health and sick leave among staff. Staff refers to anyone who has...

Umeå University’s work with gender equality is based on Swedish legislation, national guidelines and gender-equality objectives. The overall gender-equality objective is for women and men to have t...

The university-wide action plan for systematic work environment management and active measures 2025–2027 describes at a general level identified risks and barriers in the work and study environment...

Umeå University’s Appointments Procedure determines teacher categories, qualification criteria and assessment criteria in recruitment and promotion of teachers, as well as the external expert...

The aim of this policy is to institutionalise a long-term, structured and strategic approach to professional and career development; strengthen the University’s ability to develop and respond to...

This policy describes the main focus with regard to safety work for Umeå University. The policy covers employees and organisational operations at the University, as well as service providers,...

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

Secondary employment is an important part of teachers' interaction with society, but it should also be clear that these secondary employments must be properly managed. The general public should fee...

These instructions provide information about secondary employment and how it should be managed. The document is particular intended for those who, according to the Higher Education Ordinance and th...

Umeå University shall have a cohesive, joint salary policy for all the university’s employees – we are a single employer. The salary policy is part of Umeå University’s human resources policy and i...