Quality assurance procedures referring to faculty are:
  • Individual development discussions
  • Competence assurance
  • Self-evaluation
  • Audits and use of their feed-back
Individual development discussions
These discussions take place yearly (on a spring term) together with faculty members and Head of the Department. Following topics are discussed:
  • individual goals of a faculty member for next term and possibilities of the Department to support to reach these goals
  • goals of the department for next term and possibilities of a faculty member to support to reach these goals
  • individual evaluation of a faculty member about her/his own activities, outcomes of the activities, factors influencing to outcomes and ideas to improve own action
  • individual evaluation of the activities and outcomes of the Department
  • individual evaluation of the needs for continuing education
  • individual problems at work
  • individual evaluation of the administration of the Department and outcomes of the work of the Head of the Department
  • individual needs for checking salary
Competence assurance
For supporting the competence of faculty members, University of Turku offers different options for continuing education
  • educational events
  • study visits and research
  • international teachers’ exchanges
  • follow-up of recent literature
  • (inter)national conferences and meetings
The focuses of self-evaluation at the Department of Nursing Science are:
  • outcomes of learning and teaching, and factors connected with outcomes
  • outcomes of research, and factors connected
  • outcomes of societal interaction and factors connected
  • management of the Department
  • responsibilities and actions of faculty members and the realization of them
Self-evaluation is made continuously and systematically in the transition between old and new term. Problems identified and risks noticed will be named and correcting procedures and actions will be named. Furthermore, self-evaluation is made continuously in the weekly meetings of the faculty members.
Audits and the use of their feed-back
Audits are made as self-evaluation, during Strategic Days and developmental days of faculty members. Following topics will be noticed:
  • procedures in education
  • effectiveness of teaching methods
  • visibility of learning processes
  • relevant use of resources
  • problems in teaching- and learning processes (e.g. feed-back of students)
The feed-back of audits will be used as follows:
  • immediate reaction in appearance of the problem
  • yearly in self-evaluation
  • systematically in connection of developmental days
  • in the individual development discussions
Support of staff welfare, health and well-being
Support of staff’s welfare and well-being is based on the strategy enacted by the University of Turku, such as the University of Turku Rules of Procedure as well as orders and instructions given by the Rector. Especially important issues in welfare, well-being is supported equality, occupational safety and health, occupational healthcare services and supporting well-being and health by university sports.
Orientation in the Department of Nursing Science
The new employee is familiarised with the new work duties and responsibilities, the immediate working environment in the department, faculty and university as well as the aims and operating principles of the unit and the university. Department of Nursing science has its own orientation program, and the head of the department is responsible for the conduct of orientation. The core contents of the program are vision, mission and goals of the department, department as physical and social working place, communication & public relations, employee status, rights and duties, work-related issues, personnel services at the faculty and university, personnel development and education and collaboration within the university and society.
Development and Welfare
Department supports actively its personnel to develop their professional and teaching skills and leadership skills for those responsible for other personnel (e.g. project leaders). Needs for these are discussed yearly in the development discussion and performance appraisal meetings with the head of the department. Development of work community includes special days for the department staff for strategic planning and development approximately 5-7 days a year, including work welfare activities, seminars and workshops for the whole staff.