The number of permanent employment relationships will be increased at the University of Eastern Finland (UEF) as part of strategic human resources and financial planning. The aim is to identify the university’s permanent roles and long-term human resources and skills needs more systematically.
"This change in human resources policy is a unique strategic decision in the university sector. Although 60% of our funding comes from external sources, we don’t want to use this as a reason for fixed-term employment contracts," says Rector Tapio Määttä.
Each department, school and unit will identify permanent roles and human resources needs as part of their annual strategic human resources planning, starting with the human resources and financial planning cycle of 2027 (years 2028-2030). The number of permanent employment relationships and the achievement of the goals will be monitored annually.
"Researchers’ careers are, typically, fragmented due to fixed-term employment contracts. According to the recent member survey of the Union of Research Professionals, 40% of researchers have had at least 10 employment relationships during their career. We are seeking to address these challenges associated with academic careers through our new policies," says Määttä.
Aiming for 85% of permanent staff at career stage III
For career stage III (most typical job titles being university lecturer and university researcher), the goal is to increase the share of permanent full-time employees from 56% in 2025 to 85% by 2035.
"The aim is not to keep a certain proportion of employees permanently on fixed-term contracts. Instead, the grounds for each fixed-term contract will be assessed on a case-by-case basis," says Ulla Hurskainen, Director of Human Resources and Staff Well-being.
Doctoral researcher and postdoctoral researcher positions (career stages I and II) are fixed-term due to their qualification-based nature. However, the grounds for the fixed-term nature of the contract will be assessed in each case based on the content of the duties.
The assessment of the need for permanent employment contracts also apply to the university’s expert and support staff.
Continuity of employment is supported by several means
The university will introduce an operating model where the development of postdoctoral researchers’ careers is followed and assessed systematically throughout the postdoctoral stage. The decision on the next career stage will be made based on this continuous assessment before the five-year postdoctoral stage ends.
The employment relationship structure of those recruited to the tenure track will also be developed. As a rule, when making new tenure track appointments, a permanent employment contract will also be signed for a suitable position.
In addition, the university’s career models and job titles are developed and transitions between research, teaching and expert tasks are promoted. The aim is also to develop practices that can support the continuity of employment, for example, at transition points between projects and funding periods.
