2023 University Board election - temporary UF staff

• Watch the video presentation of Andreas Lillebråten (film.oslomet.no)
• See Andreas Lillebråten's employee profile (oslomet.no)

• Watch the video presentation of Therese Sefton (film.oslomet.no)
• See Therese Sefton's employee profile (oslomet.no)

About Therese

My name is Therese Sefton, I am 36 years old, Swedish, and have two children. I am in the second year of my doctoral position at SAM (programme Business management and administration, Innovation and Governance) and NOVA (Welfare Research Institute). My background is varied, and I have worked in both service and financial sectors over several years. I have an M.Phil. in Peace and conflict studies from UiO. I have worked as a research assistant at PRIO and IKRS (UiO).

Predictability, the long term, and equal conditions are important for all employees. Temporary work can be challenging in diverse ways, depending on the life situation the employee is in. For temporary employees, the long-term outlook can be improved by the position being a so-called recruitment position, predictability in the form of a clear framework for the position can make every day working life easier for scholarship holders. Equal terms in the form of having a voice in local wage negotiations will be important since temporary employees also contribute to the university's value creation and fulfill the university's social mission. 

A pressing example of the importance of a strong voice for equal conditions is the salary settlement where a demand was put forward from NTL OsloMet for "an extra salary step for fellows as a result of the need to strengthen the salary level for this group". The State's Salary Committee (SLU) found that the claim could not be accepted, but the case nevertheless illustrates a central challenge for scholarship holders – namely that we are not 'full-fledged' employees, but rather a group of employees who often end up between two chairs.

Quality in the various Ph.D. programs at OsloMet is a topic that concern me. This is closely linked to some of the challenges doctoral students often face. Quality is not just about the subjects or program in which we are a fellow - rather it is about having a comprehensive approach to life as a fellow, care of the mental health of the doctoral fellows for instance, and the framework in which the education is carried out. Equal conditions also mean that we have equal access to information about rights and obligations and, for example financing.

A topic that is important and that is relevant to the process with a new strategy for OsloMet, in addition to the challenge that the working group often ends up between two chairs, is that the doctoral fellows should be included as a group with interests and as contributors of  constructive input to the development of a new strategy - also in dialogue with other relevant actors in connection with the strategy work. We need a clearer awareness of the role of the fellows and our contribution to OsloMet and the social mission in general.

I want to continue the work with the inclusion of doctoral fellows in the work on quality in the Ph.D. programs. This is also closely linked to the fellows' participation in the strategy process, but also bottom -up participation at the university in general. In March, all fellows at OsloMet were invited to a workshop organized by Vice-Rector (FoU), Per Martin Norheim, which is the result of dialogue about the fellows' opportunities for participation and role at OsloMet as well as quality in Ph.d. - the courses, with the Vice-Rector and Pro-Rector (Fou). The quality of the Ph.d. programs is lifted to the University board agenda and will therefore be a topic with continued focus. However, it requires both follow-up and accountability.

The doctoral fellows make up the absolute largest part of temporary employees at OsloMet. Postdoctoral positions are increasing and are currently around 30 people, and the number of research assistants is at the same level as postdoctoral fellows. These positions have in common that they are limited in time, which can contribute to stress in several areas. The time limit, on the other hand, is something we who hold these positions know is a condition. However, this does not mean that a more leveled playing-field, predictability, continuity, and a more long-term focus are not important or relevant for all temporary employees. 

Finally, I would like to say that these issues are some of what I want to continue to be a strong voice for and work on in the next board term as well. Overall, I am committed to working hard to improve the program quality and opportunities for bottom-up participation for PhD students, post doctors and temporary employees in general at our university. If elected, I will be a dedicated representative who will work to ensure that our voices are heard, and our needs are met. 

Thank you for your consideration.

• Watch the video presentation of Karoline Stray (film.oslomet.no)
• See Karoline Stray's employee profile (oslomet.no)

• Watch the video presentation of Marikken Wullf-Wathne (film.oslomet.no)
• See Marikken Wullf-Wathne's employee profile (oslomet.no)