1. Charter & Code and HR Strategy for Researchers:
Background and State of Play in a
European Context
Seminar “How to attract
and retain excellent
researchers?”
Oslo, 19 January 2011
Dr. Dagmar Meyer
European Commission
DG Research and Innovation
Unit B2 - “Skills”

2. Background / History
COM Communication (2001) “A Mobility Strategy for the European Research Area”
COM Communication (2003) “Researchers in the ERA: One profession, multiple careers”
COM Recommendation to MS (2005) on a “European Charter for Researchers and Code of Conduct for their Recruitment” – based on broad stakeholder consultation process
Follow-up activities focusing on implementation: EU Presidency Conferences London (2005), Vienna (2006), and in a broader context: Rennes (2008), Brussels (2010) 2

3. European Partnership for Researchers
ERA Green paper – Expert Group report (2008) on “Realising a single labour market for researchers”
COM Communication (2008) “Better careers and more mobility: a European partnership for researchers” Four main themes:
Open recruitment and portability of grants
Meeting the social security and supplementary pension needs of mobile researchers
Providing attractive employment and working conditions
Enhancing the training, skills and experience of researchers
MS to develop National Action Plans demonstrating implementation of the EPR (implementation monitored) 3

4. State of Play – Charter & Code
More than 260 individual endorsements from 30 Member States & Associated Countries, plus various International/European organizations (increase of more than 100 during 2010)
Representing more than 1000 individual institutions
First endorsement from Russia (Tomsk Polytechnic University)
But still some Member States and Associated Countries without any endorsements
Activities related to Charter & Code reported in EPR Reports 2009/2010 by various countries; direct and indirect references in the National Action Plans 4

5. Endorsing the C&C is good, implementing their principles is better!
“Signing” the C&C just the first step (but important – increased visibility for institution/organisation, country and the whole ERA)
“Signing” the C&C means endorsing its principles and making a commitment to work towards improvement – it does not mean to sign a legal document!
Coordinated approach necessary to turn words into action:
New tool to support the implementation of the Charter & Code: “HR Strategy for Researchers” 5

6. How does the HR Strategy for Researchers work?
HR Strategy implemented via a 5-step voluntary programme:
Internal gap analysis by the institution, 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 two years
External analysis after four years 6

7. What are the key aspects of the HR Strategy Process?
This mechanism is a support tool.
It is thus voluntary.
It is also 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. 7

8. Logo to be used exclusively by institutions having received the acknowledgement:8

9. “HR Strategy Group”: exploiting synergies and learning from each other
“Institutional HR Strategy Group” set up in summer of 2009 (3 meetings so far, 2 more to come)
45 members: universities (e.g. UiO, NTNU), research institutions (e.g. NHRF – National Hellenic Research Foundation), funding bodies (e.g. Research Council Norway), multipliers (e.g. VITAE), etc.
Second cohort just starting its work (UiB & UiT members)
Progress so far: 16 group members acknowledged, plus 23 UK institutions carrying out process on the basis of the UK Concordat under coordination by VITAE, plus first “external” institution 9

10. What’s next? Third cohort of “Institutional HR Strategy Group” in 2012
Aim: include all major public employers of researchers in Europe (critical mass, spill-over effects)
Stronger reference to principles of Charter & Code in FP8 ??
Already reality in ‘People’ programme
Working more closely with funders and umbrella organisations for increased impact
Utilise expertise of HR Strategy Group for consultations related to EU policy initiatives in relevant areas (increased focus on advisory role of the group) 10

11. visit the EURAXESS portal, section “Rights”, at
More information:
visit the EURAXESS portal, section “Rights”, at 11

12. Thank you for your attention!