Audit of Vaasa University of Applied Sciences

New solutions for developing the competence

Deepening the cooperation with working life and increasing the volume of RDI and service activities obligate and encourage us to seek new solutions for developing the competence. Learning new is part of the work, as well as part of well-being at work. Self-development, maintaining and updating professional competence take place even more at work and in national or international networks instead of traditional education and training. Therefore, project cooperation and working life assignments during courses are important in maintaining and developing staff’s competencies.

Changes Give Impetus to the Competence Development

The development of the staff’s competence is considered from the point of view of VAMK’s competence development, as well as from the point of view of the development needs of work duties and individual persons.  VAMK has defined its own strengths and a set of new emerging fields. Our working life partners operate in the fields and the cooperation with them helps us to recognise our strengths and enhancement areas. We draw up a document on HR planning and training aims annually, which outlines the principles, needs and measures of staff competence development for VAMK.

In the appraisal discussions between teachers and their immediate supervisors, one area discussed is how the teachers have developed their own professional and pedagogical competence. Other topics covered in the discussion are VAMK’s criteria for pedagogical competence, the teacher’s own wishes and needs and feedback from the students. Aims are set for the following academic year and a plan for competence development is made. The support services staff also have corresponding appraisal discussions. The HR system to be introduced during 2021 will improve the current discussions process and it will enable an automatic summary of staff competence needs.

Methods of Development

Teachers have had a possibility to gain support for the development of pedagogical competence from Edulab, a service centre for digital pedagogy. In addition to digital pedagogical services, Edulab arranges intensive courses and extensive studies in digital pedagogy, as well as ordered training for member HEIs. Many teachers at VAMK have a solid competence in substance obtained in working life, and to maintain it, we have wanted to support our teaching staff’s short-term working life periods in our partner enterprises. We encourage our staff to participate in projects and service activities. Competence development has been included in the teachers’ yearly work plan and an allocation per each unit for it has been reserved in the 2021 budget.The administrative and support service staff can use up to 70 working hours for degree-oriented studies. In addition, our staff can utilise our provision of studies freely. More attention needs to be paid to the sharing of competence, experiences knowledge and skills in the future on our common forums.

Significance of Well-being is Emphasised in the Strategy and Activities

Enhancing the well-being of the staff has been chosen a strategic enhancement area at VAMK because the economy measures in the recent years have burdened the staff and their well-being. Well-being at work is followed up with an staff survey, called Työyhteisövire, the results of which are discussed with each team. The progress and effects of measures are followed up in the Management Team and assessed in the survey the following year. Occupational health service surveys the staff’s well-being with a questionnaire, the results of which is also followed up by the Management Team. The occupational health steering group anticipates the need support services of the staff and supervisors alike. With the early intervention model, we strive to prevent any severe problems in well-being. Well-being at work is brought up in appraisal discussions and following up the well-being is part of supervisors’ everyday work. Occupational health service assesses the working conditions and safety of the workplace with workplace surveys.

Flexible work and working hour arrangements support and help to reconcile the work and other life in various life situations. Extensive occupational health services and disability management together with occupational health services and employment pension insurance company promote the achievement of the goals of well-being at work. We also subsidise the physical exercise and cultural activities of the staff with the ePassi employee benefit services.

Equality through Cooperation and Openness

Principles for fair treatment of the staff are described in the Equality and Non-discrimination Plan and the realization of the principles are followed up in the Työyhteisövire survey as well in a separate equality and non-discrimination questionnaire. The staff are encouraged to report any grievances they observe regarding equality and non-discrimination through as they see fit either orally to the supervisor, director, health and safety representative, employee representative, or in writing anonymously through the Feedy feedback. The cooperation development group deals with all problems that have arisen. The equality and non-discrimination plan defines the annual enhancement areas and measures to be taken. The cooperation development group and the Management Team follow up the realization of equality and non-discrimination plan. They have also cooperated in drawing up the principles and instructions for recruiting. VAMK’s values and strategy have been considered in the instructions.