Stab/2015/13
1.
Development discussions
All employees should have an annual development discussion with their supervisor. One part of the discussion revolves around earlier targets and how they have been met. New measurable goals and targets should be established.
The development discussion form should be signed, and both the employee and the supervisor will receive a copy. The form does not need to be sent anywhere else.
The blank form can be found here: To be employed .
Heads of department and teachers responsible for subjects should discuss current research projects with the research leader / researcher during the development discussion. As an aid, there is a form that the researcher can fill in. The form gives both the researcher and the head of department a better way to follow the research project’s schedule and publications.
Evaluations and discussions relating to the salary system
During spring 2015 everyone will be required to have assessment discussions with their supervisor. It is the supervisor’s responsibility to hold the assessment discussions, and to make sure that all employees are treated equally. Performance according to the salary system criteria will be discussed during the assessment discussion.
New employees (employed for a maximum of six months), persons who have been assessed during the previous year and persons whose employment will end by July 2015 at the latest do not need to have an assessment discussion.
TEACHING AND RESEARCHING STAFF
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Instructions and forms can be found on the website .
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The employee should fill in the performance form and hand it to his or her supervisor.
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The form should be signed by both parties, and possible disagreements noted on the form.
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The forms should be sent to the personnel manager by 30.4.2015
at the latest
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The rector ultimately decides on the performance level. The supervisor will be notified, who in turn will notify the employee.
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The employee can also choose to send in a discussion form instead of the performance form. No written record of the performance is documented on the discussion form.
Instead, it should be noted that an assessment discussion has been held, but that there are no significant changes from earlier assessments and current performance level. In other words, the supervisor does not recommend an increase in salary.

Stab/2015/13
GENERAL STAFF
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Instructions and forms can be found on the website.
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The supervisor should prepare the assessment before the assessment discussion, and bring it to the employee’s attention.
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As an alternative to the assessment form, a discussion form can be used. The assessment discussion will normally be held in conjunction with the development discussion. As an alternative to the assessment form, it should be stated that an assessment discussion has been held, but that there are no significant changes from previous assessments and current performance level. In other words, the supervisor does not recommend an increase in salary.
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In cases in which the supervisor wishes to use the discussion form , he or she should talk it over it with the employee before the assessment discussion.
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The form should be signed by both parties. Possible differences of opinion should be noted on the form.
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The form should be sent to the personnel manager by 10.4.2015
at the latest
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The rector ultimately decides on the performance level. The supervisor will be notified, who in turn will notify the employee.
OTHER INFORMATION
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At Hanken, a restricted amount of the total salary budget is reserved for salary increases. Supervisors are encouraged to excercise restraint with respect to increases in salary.
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All supervisors should have been given the data regarding their employees’ performance levels during January 2015. All recommendations for increasing performance levels should be stated, and reasons behind the recommendation should be presented. The supervisors are to prioritise their recommendations in the compiled form.
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If an assessment leads to an increase in salary, the adjusted salary will be paid from
June 2015.
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The employees for whom a salary increase is recommended , and the supervisor will be informed of the rector’s decision.
Helsinki __/__ 2015
Eva Liljeblom
Rektor
Handläggare: personalchef Elina Stadigh

Stab/2015/13