1. Charter & Code Impact on academic development SUHF Seminar Brussels, 23 November 2017
Fabienne Gautier
Head of Unit, DG RTD B.2
Open Science and ERA Policy

2. ERA POLICY More effective national research systems
Transnational Cooperation and Competition
An Open Labour Market for Researchers
Charter & Code, HR Strategy for Researchers
Innovative doctoral training
Open, transparent and merit-based recruitment
Pensions (RESAVER)
EURAXESS
Scientific visa package
Working with Member States & monitoring
Gender Equality
Access and Circulation of Knowledge

3. CHARTER & CODE
11 March 2005:
EC adopted a ‘European Charter for Researchers and a Code of Conduct for the Recruitment of Researchers’ (Charter and Code)
40 principles on the :
roles,
requirements and
entitlements of researchers, funders and employers
for more attractive research careers in an open European labour market.

4. Benefits for institutions
FIVE REASONS to sign the Charter & Code:
The institution stands for a stimulating and favourable working environment for researchers
The institution supports actively a change in working culture
The institution joins a truly pan-European network consisting of researchers and research organisations
The institution cares about its Human Resources
The institution benefits from international visibility

5. Benefits for researchers
FIVE REASONS to choose an institution having signed the Charter and Code:
The researcher's rights as a professional are recognised
The researcher's mobility experience is valued
The researcher's work-life balance is respected
Recruitment transparency is guaranteed
The researcher will join a truly pan-European network consisting of research organisations and researchers

6. CHARTER & CODE
The implementation of the Charter&Code by applying the HRS4R gives the exclusive right to use the 'HR award'
The 'HR award' is displayed on the adverts published on:
EURAXESS Jobs
the institution's websites
promotional material …
along with information about the HR strategy.

7. Horizon 2020 ARTICLE 32 NEW Horizon 2020 Grant Agreement(s) *
RECRUITMENT & WORKING CONDITIONS for researchers
32.1 OBLIGATION to take measures to implement the 'European Charter for Researchers and Code of Conduct for the Recruitment of Researchers' *
working conditions
transparent recruitment processes based on merit
career development
32.2 CONSEQUENCES of non-compliance
(application of any of the measures described in Chapter 6)
* Commission Recommendation 2005/251/EC of 11 March 2005 (OJ L75, , p. 67)

8. should sign and implement the Charter & Code
All beneficiaries of H2020
should sign and implement the Charter & Code
EVIDENCED by:
> 900 individual endorsements & commitments
> 40 countries involved (& various Inter-national / European organisations)
> 1200 individual institutions represented (including universities, research institutes, funding bodies, umbrella organisations and professional associations)
> 370 institutions progressing with the implementation of the C&C principles

9. Human Resources Strategy for Researchers (HRS4R)
HRS4R procedure
Human Resources Strategy for Researchers (HRS4R)
TOOL (developed in 2008) to implement the 40 principles of C&C
voluntary, flexible, phase-wise procedure
based on self-assessment, respecting the autonomy of the institutions
based on gap-analysis, action plan and HR strategy development (incl. OTM-R* issues)
monitoring of progress
striving towards quality
leading to recognition and high visibility
OTM-R* means Open, Transparent and Merit-based Recruitment

10. HRS4R procedure

11. Strengthening the HRS4R procedure:
What's new?
Introduction of a timeline/timeframe with fixed periods.
Shorter procedure with less steps, now call phases.
Use of mandatory templates.
Incorporation of OTM-R issues in a dedicated annex.
Introduction of indicators, elements of 'quality' and targets for success.
Withdrawal of the award based on clear criteria setting.

12. OTM-R NEW OTM-R is compulsory in the new procedure Initial assessment
OTM-R checklist must be completed
Actions may already have started, but this is not yet compulsory.
Action plan must include “some” initiatives to improve OTM-R policies, but they may not yet be very coherent or specific.
Interim assessment
The organisation must be preparing a coherent OTM-R policy and corresponding actions.
Renewal assessment
The organisation must have an OTM-R policy and corresponding actions in place.

13. highest representative
STARTING
Endorsement of C&C principles
Notification of commitment (to implement)
LETTER
of endorsement &
notification of
commitment
One single letter
(starting the clock)
signed by the
highest representative
of the institution

14. HRS4R procedure

15. HRS4R phases

16.   

17. READ the documents !

18. TEMPLATES: TEMPLATE 1 Gap Analysis annex OTM-R checklist
TEMPLATE 2 Action Plan
TEMPLATE 3 Internal Review /
Self-assessment
You can find these templates in our
EURAXESS website: