sou · H4B329 · 2016-03-29 00:00:00 — The Inquiry proposes that the Kammarkollegiet insurance scheme should entitle doctoral students to compensation equivalent to the period of absence for a period of study that is extended because of sickness or parental leave, provided that a scholarship is not given for the extension. This proposal will improve the insurance coverage of doctoral stu- dents on scholarships in cases where it is impossible to stop the dis- bursement of a scholarship for reasons of sickness or parental leave. Position of assistant professor will be introduced as a step in a nationally recognised tenure track The Inquiry shows that essentially has never had a co- herent career structure. The period after completing a doctorate is particularly problematic, being characterised to some extent by a lack of secure conditions and a lack of clarity about what is required to qualify for a permanent position. The Inquiry’s survey of career development positions in the Higher Education Ordinance has shown that there are currently several different ways to use career develop- ment positions in . Only 13 higher education institutions offer career development positions that give the holder the right to promotion to a higher teaching position. Moreover, the majority of these have a parallel career development position that does not entitle the holder to be considered for promotion. Although there are positive examples at various higher education institutions, the picture that emerges at national level is divided. The Inquiry finds that the lack of clarity that is typical of the current career system has negative effects for mobility, gender equality and, not least, the continued supply of outstanding young researchers. The Inquiry therefore proposes the introduction of a fixed-term position as assistant professor for a maximum of four to six years. Upon application, an assistant professor will be promoted to a permanent position as associate professor if the assistant professor is qualified for such a position and in addition is deemed suitable in light of the criteria established by the higher education institution for that position. One reason for introducing a career development position as assistant professor that entitles the holder, upon application, to pro- motion to a permanent position as associate professor is to attract promising young research talents to higher education institutions by offering a position associated with favourable conditions for engaging in research and other related resources, such as resources for recruiting doctoral students, resources for research infrastructure and mentoring support. Attaching talented researchers early in their career is strategically important and relatively advantageous in eco- nomic terms compared with recruiting nationally and internationally outstanding established researchers. The Inquiry considers that it should be possible to use the position of assistant professor for broader purposes than as a purely elite track. path that is well-defined, with a clear destination, and open to more researchers, will probably make more people inclined to choose an academic career. This will promote both gender equality and mobility. In the course of the Inquiry’s work, several people have emphasised that the uncertain and poorly defined career paths lead many talents to choose another career outside higher education instead. In itself, this is not necessarily wrong, but the reasons for such choices – being a less attractive option – must be seen as a concern. The purpose of the position is to give the assistant professor an opportunity to develop an independent identity as a researcher and to add to their record as scholar and teacher so as to satisfy the eligibility criteria for employment as associate professor. For a continued academic career, weight will be given to the teaching record so as to meet the requirements set for employment as an associate professor. However, the emphasis should be on the scholarly record so that an assistant professor is able to develop into a more independent, established researcher. In order to emphasise the importance of the position for individuals at the beginning of a teaching career, the Inquiry proposes that the time between a doctorate and a career development position be shortened to five years. To qualify for a position as assistant professor, the applicant is often required to have held a post-doctoral position. Post-doctoral employment that is regulated by collective agreements is, however, fixed at two years, which means there is a gap between post-doctoral positions and career development positions that has to be filled with various fixed-term contracts. We therefore propose a measure aimed at reducing long periods of fixed-term contracts before a person is entitled to promotion to a permanent position. Positions as assistant professor should be advertised nationally and, unless there are special grounds not to do so, internationally. External assessors should be involved in the recruitment process. The aim is to attract the best-qualified candidates and promote mobility and gender equality. National targets for an increased number of career development positions In light of our intention that employment as an assistant professor should be used more broadly than as a purely elite track, we propose that the Government set a national target for the number of assistant professors to increase by 50 per cent over the next five years (2017–2022). the last fifteen years, the number of career development positions has remained at a , relatively low, level of around 1 000 positions, despite the increase in research appropriations in previous research bills. The number of ‘researchers’ has increased substantially over the same period. If anything, what we can see is that it seems that higher education institutions have chosen to prioritise positions as researcher rather than, for example, career development positions. Perhaps it can be assumed – quite specula- tively – that as research resources have rapidly grown, higher edu- cation institutions have chosen to recruit to researcher and post- doctoral positions for which the recruitment process is simpler and quicker, and which do not require the institutions commit them- selves far into the future. The Inquiry considers that the proposal to increase the number of assistant professors, rather than short-term researcher positions with a high degree of insecurity, will increase the attractiveness of research as a career. The increase should be made on the basis of higher education institutions’ future recruitment needs and taking into account, for example, upcoming retirements and other normal attrition. The Inquiry takes the view that higher education insti- tutions’ resources could, to some extent, be redistributed from researcher positions to assistant professor positions. It should be emphasised here that it is essential to work on planned, strategic skills provision. Fixed-term employment in higher education – how do things stand? The report includes the employment history of teaching and research staff at higher education institutions. In summary, the situation is as follows. The total proportion of staff on fixed-term contracts is 31 per cent among teaching and research staff. However, the proportion varies widely between different categories of employees. The special regulations for higher education fixed term contracts contained in the Higher Education Ordinance and collective agreements cover a total of just over 40 per cent of the fixed-term contracts. Fixed term contracts contained in the Employment Protection Act cover 60 percent. The lowest proportion of fixed-term contracts is found – unsurprisingly – among professors. The proportion of staff with doctorates who are on fixed-term contracts decreases year by year after obtaining a doctorate. Four years after obtaining their doctorate, 50 per cent of staff are on per- manent contracts, with the proportion rising to 92 per cent twelve years after the doctorate. Longer periods of fixed-term employment do not appear to be common, but when their do occur, positions pursuant to the special higher education regulations account for the majority of them. Researcher positions are not teaching positions, and researcher positions can therefore be terminated more easily due to shortage of work, for example when external grants for research projects are discontinued. The proportion of staff who are researchers and on fixed-term contracts also decreases year by year after obtaining a doctorate, but not as rapidly. Fifteen years after obtaining a doctorate, the proportion of fixed-term positions is still around 20 per cent. The career paths for those with doctorates are highly diversified. The majority of new professors come from a position as associate professor. than half of those in career development positions go on to a position as associate professor, but this is not the main route. The majority of newly appointed associate professors come from a fixed-term position as associate professor, and only a few come from career development positions. If researcher positions are disregarded, the statistics show that the major problem is the lack of a clear career structure, not consecutive fixed-term contracts. Measures to reduce fixed-term contracts The Inquiry considers that there are grounds for the special regula- tion of fixed-term contracts contained in the Higher Education Ordinance. These contracts offer opportunities for higher education institutions to recruit and engage specialist expertise, but also opportunities to use attractive, career development positions that ensure the long-term skills needs at the institution. However, the flexibility allowed by the special regulations in the Higher Education Ordinance must not, in combination with fixed-term contracts under collective agreements and the Employment Protection Act, be overused and replace the work on establishing a clear career path. One measure that the Inquiry proposes is changing the balance between research positions and teaching positions. The Inquiry believes there should be fewer researchers. Higher education institutions and research should, in cooperation, be able to reallocate some research resources to increase the proportion of teachers – associate professors, professors and, not least, assistant professors – to meet future needs and be an attractive employer. There is also a need for a deeper discussion on whether there is a need for a research career involving better and more secure employment. With a view to improving the situation of employed researchers, there is a need for alternative career paths alongside teaching positions. A large pro- portion of researchers have either themselves received external re- search funding or have been employed due to another research group leader receiving research funding. These researchers are primarily employed pursuant to the Employment Protection Act’s provisions on general fixed-term employment. Research positions may be full- time or part-time and employment terms and conditions vary. Positions are seldom advertised – at least widely – which means that the researcher’s competence is reviewed more summarily by the higher education institution. If research funding is granted for a period longer than two years, the researcher’s fixed-term contract is transformed into a permanent contract. If the researcher or research group leader receives additional research funding, the position con- tinues. However, in this context the security of a permanent contract is a chimera, as the researcher’s position is often terminated in good time before the research funding runs out pursuant to the Employment Protection Act’s provisions on shortage of work. The effect of this practice is thus that insecure positions can succeed each other, even in the case of permanent contracts. The Inquiry proposes that teaching and research staff’s positions and employment history be followed up. In cooperation with the Swedish Higher Education Authority, the Inquiry has produced a draft model for following up positions and the employment histories of teaching and research staff, including the incidence of termination of permanent contracts. The Inquiry considers that it is important in the follow-up to be able to monitor – at higher education in- stitution level – the different forms of employment that allow fixed- term contracts under provisions in the Higher Education Ordi- nance, the Employment Protection Act and collective agreements. Mobility – what is the current situation? In the report, we discuss mobility based on reported statistics from the Swedish Higher Education Authority/Statistics and the , and based on the Inquiry’s own statistical analysis. Mobility is grouped into two main categories. The first category is the mobility of doctoral students and researchers/teachers (on both fixed-term and permanent contracts) within the scope of their employment. The second category of mobility concerns a change of employer, both between different higher education institutions and in terms of individuals leaving or returning to the sector. With respect to mobility within the scope of employment, a total of 37 per cent of all categories of staff investigated have been abroad in the last year. In several staff categories, the figure is over 50 per cent, while associate professors and particularly adjunct pro- fessors enjoy relatively low mobility (31 per cent and 17 per cent respectively). We can see that women are somewhat less mobile overall (41 per cent of men and 31 per cent of women), although this is not the case for all staff categories, and that women stay abroad for shorter periods. With respect to mobility in the sense of changing employer, it emerges that a majority are employed at the same higher education institution from which they obtained their doctorate, even including Career development employees. Only Postdoc are employed to a lesser degree (45 per cent) at the same higher education institution from which they obtained their doctorate There are differences between the different types of higher education institution. At large higher education institutions, more than 60 per cent of professors and 70 per cent of associate professors are recruited internally. At smaller higher education institutions, the proportion of internally recruited staff is significantly smaller, primarily because a number of smaller higher education institutions have only obtained the right to issue doctorates in recent years. The most substantial mobility occurs primarily between obtaining a doctorate and continued employment, or in the first few years after obtaining a doctorate. The majority of moves between higher education institutions occur around two to five years after obtaining a doctorate. Measures to increase mobility In the view of the Inquiry, the degree of mobility is substantially linked to how the research and teaching career system is designed and works. The lack of a clear career path makes it rational for individual researchers to believe that it is safer to remain at the same higher education institution from which they obtained their doctorate via a series of fixed-term contracts, in the hope that it offers the best opportunity of a permanent contract, this naturally mobility. A more planned-out career structure, this will improve the conditions for mobility. Clear terms and conditions and career paths encourage mobility. The Inquiry proposes the introduction of a position as assistant professor with a right to be reviewed for a permanent position as associate professor. uniform regulation of em- ployment as an assistant professor is not only an important piece of a Swedish career system puzzle, it will also stimulate mobility. The introduction of an attractive form of employment for young researchers will make researchers more inclined to be willing to move between higher education institutions, and make young foreign researchers more inclined to move here. The Inquiry proposal of national targets for an increased number of Career development positions will also enhance mobility. A yearly statistical monitoring of mobility creates incitaments for higher education institutions. The Inquiry proposes such statistical monitoring, where different types of mobility are monitored in different ways. lag om ändring av socialförsäkringsbalken Härigenom föreskrivs i fråga om socialförsäkringsbalken att 5 kap. 7 §, 6 kap. 20 § och 59 kap. 13 § ska ha följande lydelse. En i bosatt person En i bosatt person som lämnar landet för att studera som lämnar landet för att studera i ett annat land ska fortfarande i ett annat land ska fortfarande anses vara bosatt här så länge han anses vara bosatt här så länge han eller hon genomgår en studie- eller hon genomgår en studie- har utbildningsbidrag för dokto- Den som kommer till Den som kommer till för att studera ska inte anses vara för att studera ska inte anses vara Detta gäller dock inte den som har utbildningsbidrag för Den som får någon av följande förmåner är försäkrad för inkomst- relaterad sjukersättning och inkomstrelaterad aktivitetsersättning enligt 6 § 5, inkomstgrundad ålderspension enligt 6 § 8 och inkomst- relaterad efterlevandeförmån enligt 6 § 9 och 11: 1.vårdbidrag enligt 5 kap. 9 § 5, som inte enbart avser merkost- nader, 2.dagpenning från arbetslöshetskassa, 3.aktivitetsstöd till den som deltar i ett arbetsmarknadspolitiskt program, 5. ersättning till deltagare i teckenspråksutbildning för vissa föräldrar (TUFF), 6. dagpenning till totalför- svarspliktiga som tjänstgör enligt lagen (1994:1809) om totalför- svarsplikt och till andra som får dagpenning enligt de grunder som gäller för totalförsvarsplik- tiga, och 7. stipendium som enligt 11 kap. 46 § inkomstskattelagen (1999:1229) ska tas upp som in- täkt i inkomstslaget tjänst. 4. ersättning till deltagare i teckenspråksutbildning för vissa föräldrar (TUFF), 5. dagpenning till totalför- svarspliktiga som tjänstgör enligt lagen (1994:1809) om totalför- svarsplikt och till andra som får dagpenning enligt de grunder som gäller för totalförsvarsplik- tiga, och 6. stipendium som enligt 11 kap. 46 § inkomstskattelagen (1999:1229) ska tas upp som in- täkt i inkomstslaget tjänst. Som inkomst av anställning räknas följande sociala förmåner: 2.Vårdbidrag, i den utsträckning bidraget inte är ersättning för merkostnader. 3.Ersättning från i form av sjuklönegaranti enligt 20 § lagen (1999:1047) om sjuklön. 4.Sjukpenning eller motsvarande ersättning enligt denna balk eller annan författning eller på grund av särskilt beslut av regeringen. Detta gäller i den utsträckning ersättningen har trätt i stället för en för- säkrads inkomst som arbetstagare i allmän eller enskild tjänst. 5.Inkomstrelaterad sjukersättning och inkomstrelaterad aktivi- tetsersättning. 6.Livränta på grund av arbetsskada eller annan skada som avses i 41–44 kap. 8.Dagpenning från arbetslöshetskassa. 9.Aktivitetsstöd till den som deltar i ett arbetsmarknadspolitiskt program. 11.Ersättning till deltagare i teckenspråksutbildning för vissa föräldrar (TUFF). 12.Dagpenning till totalför- svarspliktiga som tjänstgör enligt lagen (1994:1809) om totalför- svarsplikt och till andra som får dagpenning enligt de grunder som gäller för totalförsvarsplik- tiga. 13.Bidrag från för- fattarfond och Konstnärsnämn- den i den utsträckning som reger- ingen föreskriver det. 10.Ersättning till deltagare i teckenspråksutbildning för vissa föräldrar (TUFF). 11.Dagpenning till totalför- svarspliktiga som tjänstgör enligt lagen (1994:1809) om totalför- svarsplikt och till andra som får dagpenning enligt de grunder som gäller för totalförsvarsplik- tiga. 12.Bidrag från för- fattarfond och Konstnärsnämn- den i den utsträckning som reger- ingen föreskriver det. 1.Denna lag träder i kraft . 2.Äldre föreskrifter gäller för utbildningsbidrag som lämnas med stöd av gällande bestämmelser om utbildningsbidrag för doktorander. lag om ändring i lagen (1976:1046) om överlämnande av förvaltningsuppgifter inom verksamhetsområde Härigenom föreskrivs att 2 §1 lagen (1976:1046) om överlämnande av förvaltningsuppgifter inom verksam- hetsområde2 ska upphöra att gälla vid utgången av . Äldre föreskrifter gäller för utbildningsbidrag som lämnas med stöd av gällande bestämmelser om utbildningsbidrag för doktorander. 1Senaste lydelse 1991:932. 2Lagen omtryckt 1990:232. lag om ändring av lagen (1998:676) om statlig ålderspensionsavgift Härigenom föreskrivs att 2 § lagen (1998:676) om statlig ålders- pensionsavgift ska ha följande lydelse. Avgiften utgör av ersättning i form av 1.sjukpenning och rehabiliteringspenning enligt 24–28 och 31 kap. socialförsäkringsbalken samt arbetsskadesjukpenning enligt 40 kap. nämnda balk eller motsvarande ersättning som utgetts enligt nämn- da balk eller annan författning eller på grund av regeringens förord- nande, i den utsträckning ersättningen trätt i stället för en försäkrads inkomst av anställning enligt 59 kap. 8–11 §§ socialförsäkringsbalken eller inkomst av annat förvärvsarbete enligt 59 kap. 14 § första stycket 1–3 nämnda balk, 2.föräldrapenningsförmåner enligt 11–13 kap. socialförsäkrings- balken, 3.närståendepenning enligt 47 kap. socialförsäkringsbalken, 4.ersättning enligt 20 § lagen (1991:1047) om sjuklön, 5.livränta enligt 41–44 kap. socialförsäkringsbalken eller annan motsvarande livränta som bestäms med tillämpning av 41 och 42 kap. nämnda balk, 7.vårdbidrag enligt 22 kap. socialförsäkringsbalken, i den utsträck- ning bidraget inte är ersättning för merkostnader, 8.dagpenning från arbetslöshetskassa, 10.aktivitetsstöd till den som deltar i ett arbetsmarknadspolitiskt program, 11. utbildningsbidrag för dok- torander 14. ersättning till deltagare i teckenspråksutbildning för vissa för- äldrar (TUFF), 3 Senaste lydelse 2010:1271. 15.dagpenning till totalförsvarspliktiga som tjänstgör enligt lagen (1994:1809) om totalförsvarsplikt och till andra som får dagpenning enligt de grunder som gäller för totalförsvarspliktiga, samt 16.bidrag från och i den utsträckning som regeringen så föreskriver. 1.Denna lag träder i kraft . 2.Äldre föreskrifter gäller för utbildningsbidrag som lämnas med stöd av gällande bestämmelser om utbildningsbidrag för doktorander. lag om ändring av inkomstskattelagen (1999:1229) Härigenom föreskrivs att 11 kap. 34 § inkomstskattelagen (1999:1229) ska ha följande lydelse. Följande ersättningar i samband med studier ska tas upp: 1.utbildningsbidrag för dok- torander, och 2.ersättning till deltagare i teckenspråksutbildning för vissa föräldrar (TUFF). Studiestöd enligt studiestödslagen (1999:1395) ska inte tas upp. 1.statsbidrag som administreras av Specialpedagogiska skolmyn- digheten för –kortare studier om funktionshinder, –kortare studier på grundskole- eller gymnasienivå som är sär- skilt anpassade för personer med funktionshinder, och –studier inom särskild utbildning för vuxna, 2.statsbidrag som administreras av för kortare studier i alfabetisering i samiska, eller 3.kostnadsersättning till elever i gymnasial lärlingsutbildning som betalas ut av . 1.Denna lag träder i kraft . 2.Äldre föreskrifter gäller för utbildningsbidrag som lämnas med stöd av gällande bestämmelser om utbildningsbidrag för doktorander. 4 Senaste lydelse 2014:949. lag om ändring av studiestödslagen (1999:1395) Härigenom föreskrivs att 3 kap. 25 § och 4 kap. 13 § studie- stödslagen (1999:1395) ska ha följande lydelse. Studiemedel får inte lämnas eller tas emot för den tid för vilken det lämnas 1.studiehjälp enligt 2 kap., 2.aktivitetsstöd eller utvecklingsersättning för att delta i ett arbetsmarknadspolitiskt program, 3.utbildningsbidrag för doktor- ander, 4.sjukersättning, aktivitets- ersättning eller rehabiliterings- ersättning enligt socialförsäk- ringsbalken,