Reminder of the 5 steps of the Human Resources Strategy for Researchers (HRS4R) and update on Commission initiatives

Transcription

1 Reminder of the 5 steps of the Human Resources Strategy for Researchers (HRS4R) and update on Commission initiatives Fabienne Gautier Acting Head of Unit B2 ERA Policy and Reform CESAER HR Conference May 2014 Delft, NL

2 How does the HR Strategy for Researchers work? HR Strategy implemented via a 5-step voluntary programme: Internal gap analysis by the individual institution/ organisation, involving key institutional stakeholders, in particular also researchers Development and publication of institutional HR strategy for researchers and action plan (what, by when, by whom) in response to gaps identified Acknowledgement of progress by Commission (Logo HR Excellence in Research ) Self-assessment of progress after at most two years External evaluation after at most four years

3 What are the key aspects of the HR Strategy Process? This mechanism is a support tool. It is thus voluntary. It is light to apply and flexible in its validation and verification approach. It recognizes the variety of situations across institutions and organisations. The result should be meaningful and reliable information on the actions to implement the Charter and Code principles, which is easily available to the public at large.

4 Gap analysis and strategy/ action plan development how to do it? (1/2) Communication with all parties involved is essential, support from top management indispensable! Although the process is as light as possible, it does require the allocation of dedicated resources. Institutional cross-cutting working group could be very helpful to get buy-in from all departments involved. Use staff survey, workshops / focus groups or similar to find out more about the views of both junior and senior researchers. 1.

5 Gap analysis and strategy/ action plan development how to do it? (2/2) You are not alone! Talk to your peers in your country who are involved in the HRS4R (or if you are involved in the cohorts) to see how they do/did it. Template available on EURAXESS Rights helpful to get initial overview and understand legal / institutional constraints. Relevant umbrella organisations (Rectors Conferences etc.) could facilitate the coordination of institutional efforts at national or regional level (e.g. analysis of legal framework for all institutions governed by it, etc.) Remember that small changes (that do not cost the world) can have a huge impact.

6 Action plan/hr Strategy what should it contain? (1/2) A short description of the process at institutional level, including who/which groups were consulted for the gap analysis. Main gaps identified and their allocated priority/importance in the institutional/national context (full gap analysis does NOT need to be published). Actions planned to address the issues, including who/which department is responsible and who else needs to be involved/consulted; what is the timeline.

7 Action plan/hr Strategy what should it contain? (2/2) Where applicable: Some explanations why certain issues will not be tackled or have to be postponed (legal constraints, shortage of resources, ); longer term approach for these issues. The final action plan/strategy must be available in English, in order to fulfil the requirement easily accessible for foreign researchers and to allow the Commission to check its content for the acknowledgement.

8 Logo to be used exclusively by institutions that have received the acknowledgement:

9 Commission acknowledgement why bother? No obligation to ask for the acknowledgement, but: Acknowledgement provides added visibility: listing on the EURAXESS Rights website; exclusive right to use the logo on institutional website, promotional material. use of logo on EURAXESS Jobs; Acknowledgement adds credibility internally and externally, towards researchers, national authorities, funders etc.. Acknowledgement means becoming part of a growing group of institutions, many of very high international standing, adding to your institution s status.

10 Commission acknowledgement what is it (not)? It is NOT an evaluation of the strategy put forward. It is NOT a judgement of the current state of affairs. It IS an acknowledgement that steps 1 & 2 of the HR strategy process have been fulfilled and that the prescribed procedure has been respected.

11 HR Strategy Group : exploiting synergies and learning from each other 230 organisations participating in 4 cohorts of the HR Strategy Group. 182 'HR Excellence in Research' logos awarded so far (April 2014). 89 UK institutions awarded the logo. No new cohorts planned for the moment although it is not a requirement to be part of a cohort to undergo the HR Strategy.

12 ERA Communication of 17 July 2012 Numerous references to Charter & Code and HRS4R: Member States invited to create an enabling framework for the implementation of the HRS4R as described in final report by the SGHRM WG on HR issues Research stakeholders invited to implement open, transparent and merit based recruitment in line with Charter & Code, and to develop strategies to support the career development of researchers in line with the HRS4R

13 ERA Communication Accreditation Mechanism The Commission will: "Support the setting up of a European Accreditation Mechanism for Charter & Code based human resources management in universities and publicly-funded research institutions."

14 What does this mean? The Commission launched a study to assess the feasibility of developing a certification mechanism for genuinely good human resources management in the public research sector in Europe. The study considered ways in which a certification/ accreditation mechanism could be operated for Member States and Associated Countries. The final report was published on EURAXESS earlier this year.

15 What were the results? Next steps? The results show a strong preference to continue with HRS4R Strengthened Step 5 (external evaluation) is the likely outcome where certain aspects of the Charter & Code will become mandatory to retain the HR logo The Commission will hold a series of meetings with relevant stakeholders to discuss next steps on how this will be implemented

16 Model Grant Agreement Article 32 Horizon 2020 Model Grant Agreement (MGA) mentions Charter and Code Institutions must take all measures to implement 40 principles Valid for actions covered by general MGA, not for Marie Curie (already covered), ERC or other specific MGA's See p rants_manual/amga/h2020-amga_en.pdf

17 More information: visit the EURAXESS portal, section Rights, at