Page 47 - TLÜ aastaaruanne 2014

were brought into concordance with these changes. The regulation for filling non-academic employment positions was omitted from the regulations.
In the field of personnel development and training, the activities of the Primus programme were finished in the first semester of 2014. Altogether 49 events were organised with 747 participants and a total
volume of 1,400 academic hours. A total of 324 people participated in the events from TU. Training took place in the field of teaching and supervising skills where training for supervisors of doctoral stu- dents was added for the first time. Among other things, English language training for teaching staff, Estonian language training for international staff, training in the use of educational technologies, in cooperation with the Centre for Innovation in Education, took place. A new training initiative was developed in the field of E-learning with the purpose of introducing the possibilities of MOOC (Mas- sive Open Online Course) type of trainings from the viewpoint of both learner and teacher. In the field of strategic management, the traditional strategic seminars took place for the heads of units and employees of administrative services.
In 2014, the university internal training sessions began to in- crease in volume and the compilation of the university internal train- ing calendar diarising training sessions, seminars, and information hours organised by all the units, was initiated. The training calendar allows the university employees to have a complete overview of the development activities organised at the university and how to register for them and avoid overlapping in planning events. Altogether 30 events took place with 458 participants and a total volume of 353 academic hours. The most extensive internal training in 2014 was the development programme of the university internal educators, which comprised six modules that took place once a month as 4-hour train- ing modules from January to July and in which a total of 12 university support employees participated.
In spring 2014 a new employee leaflet, which provides the neces- sary preliminary information about the university and its information systems, work organisation and administration, and references and contacts for finding more exact information, was issued. A total of 16 people participated in the new employee training sessions in spring and 18 in autumn. New employees of the TU Student Union were also invited to participate in these trainings for the first time. A section that was targeted at new employees was added to the staff satisfac- tion questionnaire and the so called satisfaction questionnaire of new employees was, for the first time, concluded within the framework of a university satisfaction questionnaire among those employees who had commenced work during the last year. The results of the ques- tionnaire help in assessing the functioning of recruitment activity.
In developing the personnel development software, the focus was placed on the automation of reports that have to be regularly submit- ted (e.g. yearly research and development activity report of the Statis- tics Estonia, report of composition and salary information of public universities, etc.) In the compilation of university statistics reports, the units with separate personnel records still pose a problem. Due to an amendment of the Taxation Act, a working register was imple- mented as of 1 July 2014 in which all working employees and service providers must be registered prior to their actual start. Entries into the register will be made manually; automatic submission of data as an information exchange of databases has not been possible due to a technical delay by the State in completing the programme.
Activities planned for teaching and learning in 2015:
» Implement a mobility requirement for the higher academic em- ployment positions and job descriptions.
» Renew the principles and procedure for attestation of academic employees.
» Renew the division of job duties and principles of load calcula- tion related to academic employment positions.
» Renew the principles of academic employment positions and election of directors of academic units and work organisation in regard to management and structural changes.
» Work out a development programme for heads.
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