Rector Brian Bech Nielsen emphasises that decisions will not be made until after the consultation process, and that all of the arguments presented during the consultation period will be taken into consideration.

2014.08.26 | Andreas G. Jensby

Photo: Lars Kruse, AU Communication

The consultation period is being taken seriously. And only after employees have provided their input will the senior management team decide what will happen, and how the process will proceed. It all depends on the consultation responses.

“We’ve had a strong desire to involve staff and students in this process from the very beginning. This won’t be decided until we’ve been through the consultation process and taken a look at the input that’s contributed. I want to assure everyone that we’re taking all input seriously and weighing the arguments. If strong arguments are presented that demonstrate that a proposal isn’t appropriate, we’ll listen.”

The overall framework

The rector is currently making a round of visits to the administrative divisions, and he has been met with some of the first reactions to the proposed solutions that he presented on behalf of the senior management team on Friday 15 August.

Many units, particular administrative, were not named specifically in Friday’s presentation, which has led to some concern among some technical and administrative staff members. This concern has been a topic of discussion in the administrative staff member’s meetings with the rector.

“I understand their concern. In the proposal, we’ve described the overall framework. But all existing functions have a place in the framework, whether or not they were mentioned on my slides,” the rector explains, and adds:

“One of the most fundamental changes we’ve proposed is a shift in reporting relationships, but – again – nothing will be decided until the consultation process is over. I hope that the major decisions will be in place by the end of the year, and as I’ve already explained, many of these decisions have to do with the overall framework of the organisation, so it will be necessary to agree on an appropriate process and time frame locally afterwards,” says Rector Nielsen.

Everyone will have a say in any changes that affect them

The reorganisation proposed by the senior management team will affect administrative staff in the administrative divisions most, and at the meeting in Stakladen on 15 September, many union representatives expressed considerable concern about the uncertainty that transferring administrative employees to new administrative units may cause. In response to these concerns, the rector says:

“The process must be decent and fair, and employees must be involved, so that we can figure out the most appropriate structure for the administration together, with respect for the work to be performed, professional competence and the individual employee’s place in the organisation. Administrative employees aren’t chess pieces that we can just move around. When we transfer employees, this must take place in the context of a dialogue involving the affected employee, his or her immediate supervisor, the administration centre manager, the department head and the dean.

The administration has an image problem

In a number of ways, the rector’s presentation on Friday 15 August indicated a relocation of administrative functions closer to the faculties and departments accompanied by the splitting up of the administrative divisions. According to the rector, a persistent negative image of the organisation of the administration has emerged, despite the administration’s high level of professionalism and specialisation. And it’s time to put an end to this.

“Unfortunately, there’s a widespread  perception that we have two separate tracks – the academic and the administrative – which has led to a hostile, aggressive tone internally. This is disgraceful, and our employees deserve better. Administrative and technical staff members in particular have been under completely unreasonable pressure, even though they’re just doing the work management has told them do to do – and they end up getting bawled out anyway. It’s just not decent. To create trust, it’s crucial that we restore a sense of collegial familiarity and speak to each other respectfully, like civilized adults.

Less Rockwool between the levels of management

Rector Nielsen hopes that the proposal to introduce a more inclusive managerial structure in particular will have a positive effect in several ways:

“The whole point is that management would be working in teams at several levels, so that we can involve all managers and employees as much as possible. Because if we don’t, it’s as if we’ve added a layer of Rockwool insulation that reduces willingness to listen and possibilities for dialogue. This leads to internal tensions. Increasing inclusion will hopefully also improve communication – from the bottom up, from the top down, with the liaison committee system and with the academic councils.

Freedom and community

Rector Nielsen emphasises that Aarhus University will not be divided into four small universities as a consequence of the delegation of more managerial and decision-making authority to the faculties:

“In the expert group’s report, employees indicate that they think it’s important for AU to be a unified university, but that they don’t want to be treated like chess pieces in a big game.  They want freedom without restrictive borders and the flexibility to support the diversity we have here at Aarhus University. This is what we want to create, so that we can make our professional and academic expertise and our exciting projects the focus of our working lives again.”