Incentive Structure

The Department has previously operated with an incentive structure, although this is not currently implemented due to the recent reorganization of the department. Up to the reorganization, changes to the parameters took place. Below you can read the terms of the old incentive structure, which is still a topic of discussion at the Department. Regardless of whether a new or amended incentive structure should arise or not, it gives a good indication of how the university, faculty and outside world evaluate us, and therefore also indirectly what the Department has focus on when we evaluate groups, employees, etc.

 

The previous incentive structure at the Department:
 
Research (last five years)
Total weighting: 50%
Internal weighting: 25% + 25% + 25% + 25%
Only peer-reviewed publications
 
Σ num. of publ. (group) + Σ impact (group) + Σ citations (group) + overhead (group)
Σ num. of publ. (Dept.) Σ impact (Department) Σ citations (Dept.) overhead (Dept.)
                            4
 
Teaching (last three years)
Total weighting: 40%
Σ STÅ (Section)
Σ STÅ (Department)
 
Dissemination and other activities (preceding year)
Total weighting: 10%

Featured in italics: weighted 2:1, otherwise 1:1

• Patents 
• Other publications / books (including reports / explanations over 50 pages which count as book chapters)
• Other publications / articles in journals
• Conferences / International lectures
• PhD Courses:
• Continuing education
• Dissemination (feature articles / major newspaper articles) 
• Secondary School Visits
• Internationalization (duration between one week and three months)
• Internationalization (duration over three months)
• "Other": that which is important for the Department, but which can not be placed into the above categories (management estimate)

What is the incentive structure for?

• A part of the Departments operations budget (currently 1.08 million DKK) is distributed according to the incentive structure (Section finances). This distribution is a rough breakdown based directly on the incentive structure

In addition, incentive structures are used as indicators to support management decisions:

• When evaluating the distribution of positions / staffing between Sections - both with respect to reducing as well as increasing the number of positions
• To a lesser degree in connection with the annual wage negotiations and staff development appraisals: the indicators help dispel myths, raise the visibility of low-profile staff and indicate where action should be taken / the need for dialog between manager and employee arises.