HRS4R - HUMAN RESOURCES STRATEGY FOR RESEARCHERS AT POLITECNICO DI TORINO

Transcription

1 HRS4R - HUMAN RESOURCES STRATEGY FOR RESEARCHERS AT POLITECNICO DI TORINO

2 PoliTO mission National and International leadership of polytechnic culture Excellence in education Advanced research Cooperation with companies for technology transfer Business services Reputation 2

3 PoliTO impact International context Approx. 400 agreements with international universities and international networks National context Leader in engineering and architecture studies Regional network Education, research, technology transfer and services for the Region Piedmont Italy PoliTO 3

4 Facts and figures students international students 60 educational programs 2011/ M Euros Budget forecast PhD School 11 departments More than 800 academic staff About 400 international cooperation agreements About internships (since 2007) 4

5 Reasons for participating in HRS4R Take advantage of the participation to the HRS4R to make significant progress in implementing the C&C principles Increase the international visibility of Politecnico to attract highly qualified researchers Improve institutional indicators related to internationalization of human resources for research 5

6 HRS4R internal organisation Rector, Academic Senate, Board of Governors Steering Board (Deputy Rector, Vice-Rector for Research, DoctorateSchoolDirector, Head ofresearchsupportand Technology Transfer Area, Head of Human Resources Area) PMO (Research Support and Tehnology Transfer Area) Researchers Focus Group Administrative Working Group Strong institutional commitment and involvement of all stakeholders 6

7 Methodology Gap analysis Gap analysis has been undertaken by the Steering Group through a Researcher Focus Group and an Administrative Working Group (in consultation with the Governing Bodies): Researcher Focus Group - 2 representatives from each category of research personnel (Ph.D candidates, Research Fellows, Assistant Professors, Professors, Full Professors) Administrative Working Group - representatives of the following Depts have been involved: Research Support and Technology Transfer, Human Resources, International Affairs, Libraries and Museum, Estates Facilities and Logistics, Student Affairs, Information Technology, Health and Safety, Strategic and Institutional Support, Communication, Events & External Relations The template available on EURAXESS Rights has been used to analyse the degree of implementation of all C&C principles Principles have been divided into three different categories: a) Principles already implemented by POLITO b) Principles that cannot be fully implemented due to national legal constraints c) Principles that can be better implemented through dedicated actions 7

8 Methodology Action Plan On the basis of the outcomes of the gap analysis ( Category c ), the Action Plan has been designed as follows: IDENTIFIED GAP OBJECTIVE PLANNED ACTION WHO/WHICH DEPARTMENT IS RESPONSIBLE TIMELINE MONITORING PLAN To coordinate and monitor the implementation of the actions: - a common template will be distributed to all the persons in charge of the implementation of the actions and quarterly meetings will be scheduled - Academic Senate will be periodically updated 8

9 Internal Communication Strategy - Periodic update to Academic Senate - Call for candidates open to all research personnel (included ph.d candidates) to be part of the Researchers Focus Group - Communication of the initiative through the e-newsletter Poliflash to all internal staff (around 3000 persons) and to the mailing list of stakeholders (around contacts) - Creation of a web page dedicated to the Charter and Code and to the Institutional Human Resources Strategy Group process 9

10 Working progress May-June 2013: formal approval of the Gap Analysis and Action Plan by Academic Senate and Board of Directors September 2013: Request of the acknowledgement to the European Commission 10