On this page you can find information on how the Staff Council of the University of Oldenburg organises its counseling process. We would like to offer you a swift and transparent process that provides you with the best possible support for your concerns.

Steps in the counselling process

1. Orientation: You can read about the options for counseling by the Staff Council on our website. Here you will find all relevant information on the responsibilities we have and the limits we face in terms of the counseling process.
2. Book an initial counseling session: You can select the People & appointments page to select a counselor for initial consultation. You can book the appointment yourself via the link to the appointment allocation in Stud.IP. The initial consultation serves to clarify your needs and refer you to a member of the Staff Council suitable for your concern.
3. Counseling session(s): Thereafter, in the actual counseling session, you can discuss your concerns in depth with a member of the Staff Council who is dealing with the particular topic field to which your concern belongs (to be suggested to you with regard to the subject area and expertise). If necessary, the appointment can take place in tandem with two members of the Staff Council. If your concern requires further action consequently, you will be involved in determining the further procedure (if necessary with involvement of other counseling units or members of the university).

Direct selection of the counselor (optional): You still have the option of selecting a counsellor directly from the entire panel offered for initial consultation if you feel more comfortable with this or have a personal preference.

Location: Counseling takes place either in the offices of Staff Council members or online (via BBB). This way you have the flexibility to choose the format that suits you best.

Example: Counselling request regarding overload

Case description:
An MTA working in a lab regularly takes over tasks for a colleague who is ill (and who has been overloaded for some time due to the increased workload). Despite their efforts to structure the tasks well, they have the feeling that they cannot fulfill their requirements in the long term.

• Orientation: The employee goes to the Staff Council website to find out more about their responsibilities in this area.
• Initial consultation: They book an appointment for initial consultation to describe their current situation or problem and clarify whether an overload report is the right instrument at all (or whether there are better alternatives).
• Counseling: They discusses the specific procedure for reporting overload with a member of the Staff Council in charge, as stipulated in the service agreement. They are provided with information as to the particulars (whether it makes sense to inform their department director, of a possible risk to their own (mental) health in the event of a permanent overload, indication of possible consequences for all the people involved).
• Measures: The next steps are agreed upon; the member of the Staff Council remains the contact person for the entire process of reducing the workload. This includes the discussion of possible solutions.

Please note

Confidentiality: All information shared during counseling remains confidential and will only be discussed between you and your counselor.