Planning of initiatives for autumn of 2023

WPA advisory group will continue to focus on psychological work environment and security in working relationships and will also work with time imbalances. We will invite and involve different AU forums and speakers who can contribute to an understanding of the challenges and how we can solve them. One of the solutions for taking the temperature of the school's safety culture is the AU interim measurement system which the group will also continue to work on – possibly in the autumn. There is considerable support from the department management team to continue working on the selected initiatives.

Planning of initiatives for autumn of 2023

WPA advisory group will continue to focus on psychological work environment and security in working relationships and will also work with time imbalances. We will invite and involve different AU forums and speakers who can contribute to an understanding of the challenges and how we can solve them. One of the solutions for taking the temperature of the school's safety culture is the AU interim measurement system which the group will also continue to work on – possibly in the autumn. There is considerable support from the department management team to continue working on the selected initiatives.

Discussion with union representatives regarding culture of infringement

Discussion with union representatives regarding culture of infringement and sparring with the school's union representatives on proposals for initiatives and initiatives regarding violations of both employees and staff and students. The group agreed that a number of guidelines should be established, which must be established at AU or faculty level. The topic will be discussed at a meeting of the Faculty's Collaboration Committee and the LSU/LAMU meeting in September. There were also proposals for knowledge sharing among the school's departments and the opportunity to follow up on the WPA's questions about employees' experience of violations in the form of a WPA interim measurement.

Discussion regarding culture of infringement

The data from the WPA will be re-visited, and it should be agreed that we should provide guidelines and help tools on the website, involving the union representative at the future WPA follow-up group meeting and the newsletter. The goal is a culture in which employees feel secure enough to dare express themselves.

Inspirational presentations by Lars Kiel Bertelsen

As part of the group's mapping of possible initiatives in relation to Lars Kiel Bartelsen was invited to give a presentation of the "preparation for education within the norm" initiative. Lars presented four theses about the experience of mismatches between the scope of the assignments and remuneration.

The group was very inspired by Lars presentations and subsequently had a positive and constructive dialogue, where specific proposed solutions were discussed.

Discussions about the group's framework, communications efforts and the role of coordinator

WPA advisory group ought to be seen as a kind of ' inroom ' that brings proposals and ideas to bodies or departments. The members of the group are expected to contribute to creating a focus on and anchoring WPA initiatives in the networks and internal collaborative relations in which each of us participates.

We have limited tools for communication, there is demonstrably hitting the organisation, but it is possible to bring LSU and LAMU into focus with themes and sparring, encourage the heads of department to bring themes up at departmental meetings, use newsletters and the website at MIKK and, as mentioned, as group members bring the selected WPA initiatives into the organisation when the opportunity presents itself.

The  coordinator has an obligation to take care of the interests of the work. The coordinator is not necessarily the operator, but ensures that the task is run and carried out. Unni and Tine are available for sparring and supervision.

 Focus areas and initiatives

• Reduce stress and workload including administrative systems
• Research culture digital work environment
• Strengthen development potential
• Uncover and make visible the opportunities for competency development
• Strengthen the culture of recognition
• Make visible and acknowledge research communication
• Improve communication in relation to recruitment processes
• Recognition of academic environments in relation to the yearly departmental visits
• Uncover the types of recognitions that will promote well-being
• Better labour dispute handling
• Preventing and dealing with conflicts
• Preventing and dealing with violations and discrimination
• Call for action in relation to violations
• New course regarding labour dispute handling
• Discussion of infringement problems at departmental meetings

Written feedback completed

• All our departments and the secretariat have now held follow-up meetings to discuss the WPA. They have all submitted a written report on these meetings, including their views on the areas of focus which should be prioritised in the school’s plan of action, the areas they are planning to include in their own plan, and the areas that should be elevated to faculty or AU level.
• This feedback has been discussed initially by the school management team and the WPA advisory group, but further discussions are needed before a final decision can be made about more specific areas of focus and initiatives.
• The WPA advisory group has held its two first meetings. After the summer holiday and based on the previous meetings, it will draw up a draft plan of action for the school following input from the school management team and representative bodies at the school.