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CG 30.10.2013 APPLICATION FOR ACKNOWLEDGEMENT OF THE HUMAN RESOURCES STRATEGY FOR RESEARCHERS INCORPORATING THE CHARTER AND THE CODE (HRS4R) EXCELLENCE.

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Presentation on theme: "CG 30.10.2013 APPLICATION FOR ACKNOWLEDGEMENT OF THE HUMAN RESOURCES STRATEGY FOR RESEARCHERS INCORPORATING THE CHARTER AND THE CODE (HRS4R) EXCELLENCE."— Presentation transcript:

1 CG 30.10.2013 APPLICATION FOR ACKNOWLEDGEMENT OF THE HUMAN RESOURCES STRATEGY FOR RESEARCHERS INCORPORATING THE CHARTER AND THE CODE (HRS4R) EXCELLENCE IN RESEARCH www.urv.cat

2 CG 30.10.2013 Índex 0. Introduction to HRS4R 1. Introducing the Universitat Rovira i Virgili (URV) 2. Towards HRS4R Excellence 3. The approach -STEP 1: Internal Analysis -STEP 2: Action Plan -STEP 3: Application for EC acknowledgment -OTHER STEPS 4. Annexes - Documents

3 CG 30.10.2013 0. INTRODUCTION TO HRS4R

4 CG 30.10.2013 The "Human Resources Strategy for Researchers Incorporating the Charter & Code" (HRS4R) is a procedure designed by the European Commission to assist research institutions in the implementation of the Charter and Code of Conduct (C&CC). The Universitat Rovira i Virgili endorsed the C&CD in 2008 and is now participating in the fourth cohort of this European programme. Up to now, more than 200 European institutions have received the acknowledgement and can use the logo (step 3/5) Introduction to HRS4R

5 Human Resources Strategy Researchers (HRS4R)

6 Introduction to HRS4R Human Resources Strategy Researchers (HRS4R)

7 Introduction to HRS4R Human Resources Strategy Researchers (HRS4R)

8 Introduction to HRS4R Human Resources Strategy Researchers (HRS4R)

9 Introduction to HRS4R Human Resources Strategy Researchers (HRS4R)

10 Introduction to HRS4R Human Resources Strategy Researchers (HRS4R)

11 CG 30.10.2013 www.urv.cat 1. INTRODUCING THE URV APLICATION HR – EXCELLENCE IN RESEARCH

12  OVERVIEW OF THE URV 2014 OVERVIEW OF THE URV 2014 (click to download)click to download Introducing the URV

13 CG 30.10.2013 APLICATION HR – EXCELLENCE IN RESEARCH www.urv.cat 2. TOWARDS HRS4R-EXCELLENCE Towards excellence in human resources APLICATION HR – EXCELLENCE IN RESEARCH

14 Staff policy  The URV is seeking to be ranked as one of the top universities in Europe.  Staff policy is important if the University is to achieve its strategic objectives because it promotes the quality of employees and creates conditions in which employees can perform to their optimum capacity.  In the coming years, the university's staff policy will focus more on providing support in priority areas. This means that particular attention will be paid to employees directly engaged in research and education or involved in direct supporting these processes. Towards HRS4R-Excellence Towards Excellence in Human Resources

15  An effective staff policy requires (1) focus on particular issues, (2) continuity in the issues selected, (3) cohesion among the issues.  The university's long-term staff policy focuses on (1)leadership development, (2)employee development, (3)organizational development Towards HRS4R-Excellence Towards Excellence in Human Resources Staff policy

16 Career Development of Researchers  The university's long-term staff policy focuses on staff development.  The implementation of the Charter for Researchers and the Code of Conduct for the Recruitment of Researchers supports the career development of researchers.  Open and transparent recruitment processes ensure that vacancies are advertised to all candidates (both internal and external) and curtail underhanded appointments. Towards HRS4R-Excellence Towards Excellence in Human Resources

17 Career Development of Researchers  Open and transparent recruitment and selection processes promote employment opportunities for researchers (particularly young ones) and mobility both within the university (internal mobility) and between universities (external mobility).  The Universitat Rovira i Virgili is committed to the open and transparent recruitment of academic researchers since it promotes and improves the quality of the academic work force. Towards HRS4R-Excellence Towards Excellence in Human Resources

18 CG 30.10.2013 www.urv.cat 3. THE APPROACH Applied Methodology. HRS4R APLICATION HR – EXCELLENCE IN RESEARCH

19  Participating in the HRS4R requires the university to endorse the principles of the Charter and Code.  The Universitat Rovira i Virgili welcomes and supports the Recommendation of the European Commission 2005/251/EC on "The European Charter for Researchers" and "The Code of Conduct for the Recruitment of Researchers". The text was approved by the Governing Council of the University on 28th December, 2008. The approach Applied Methodology. HRS4R

20  The HRS4R consists of five steps: 1. Internal analysis 2. Action plan 3. Acknowledgment 4. Self-assessment 5. External assessment  Further information: http://ec.europa.eu/euraxess/index.cfm/rights/whatIsAResearcher http://ec.europa.eu/euraxess/index.cfm/rights/whatIsAResearcher The approach Applied Methodology. HRS4R

21 STEP 1. INTERNAL ANALYSIS. URV’S DOCUMENT ANALYSIS (I) Methodology  A standard format can be used for the internal analysis (Step 1), which must result in an action plan (Step 2).  The URV internal analysis has three tracks: 1. An inventory of external legal regulations relating to the various principles of the Charter and Code of Conduct (document analysis). 2. An inventory of internal regulations (document analysis) 3. An inventory of practices relating to the various principles of the Charter and Code of Conduct (best practice analysis).  The URV RDI Manager carried out the document analysis (inventory of laws and regulations) in conjunction with the Quality Department and HR Department. The internal analysis template document was filled in and a matrix was constructed using principles and legislation/internal rules/internal practices.  Representatives of researchers (from R1 to R4) participated and validated the internal analysis via their participation on the Research and Knowledge Transfer URV Commission and the Human Resources URV Commission. Both commissions are gender and knowledge area balanced, to guarantee an broader and equal vision on research concerning aspects. The approach Applied Methodology. HRS4R

22 STEP 1. URV’S DOCUMENT ANALYSIS (II) Results  The inventory demonstrates that the principles have largely been reflected in the URV’s rules and regulations. Nearly every principle of the Charter and Code of Conduct can be referenced.  Most internal regulations and best practices have been adopted after a highly participative process. These processes often involved (see matrix for more details) – core research and a technical team, who designed the proposed document, – open consultation – presentation to and approval by the competent commission (with representatives of researchers and technical staff) – presentation to and approval by the Governing Council – presentation to and approval by the Board of Trustees The approach Applied Methodology. HRS4R

23 STEP 1. URV’S DOCUMENT ANALYSIS (II) Results  A significant number of the rules and regulations also relate to rules and regulations that apply to all Catalan and Spanish universities. It is therefore apparent that, given these commonalities, a single gap analysis could be carried out for all Catalan and Spanish universities.  The document analysis discovered that three areas of the current rules need tightening (see next section). The approach Applied Methodology. HRS4R

24 STEP 2. ACTION PLAN (I)  The Action Plan brings planned legal and practical issues into line with the principles of the Charter and Code of Conduct. The input for the Action Plan comes from the document analysis (inventory of rules and regulations).  The current Action Plan outlines actions that can be taken to improve URV both institutionally and methodologically. The approach Applied Methodology. HRS4R

25 STEP 2. ACTION PLAN (II) Gap analysis - Principles to improve Code principleAction to be implemented 1. Research freedom 3. Professional responsibility 4. Professional attitude 5. Contractual and legal obligations 7. Good practice in research 8. Dissemination, exploitation of results A1. “Best Practices in Research” open consultation and board approval 30. Access to career adviceA2. Career advice to PhD students in their 3rd year 37. Supervision and managerial dutiesA3. Specific training for PhD supervisors 38. Continuing professional developmentA4. Specific training on how to get external funding for RDI

26 STEP 2. ACTION PLAN (III) Action plan ActionWhoWhenHowDeliverables A1. “Best Practices in Research” Quality department + Virector of Research Dec 2013Open consultation + board approval Document - code A2. Career advice to PhD students in their 3rd year Career Development Centre - ICE Oct 2014Via specific courses Increase in job seeking and success. A3. Specific training for PhD supervisors Doctoral SchoolDec 2013 Dec 2014 Via internal and external experts Results of the course – Follow-up indicators A4. Specific traing on how to get external funding for RDI OTRC - URVNov 2013 Des 2014 Courses, infodays, workshops Events and success indicators

27 STEP 3. APPLICATION for EC acknowledgment - Information on the internal analysis - Approval of the Action Plan - External (web) communication of the Action Plan OTHER STEPS STEP 4. Implement the Action Plan and self-assessment STEP 5. External assessment and renewal of the acknowledgement

28 Annexes - Documents  Internal analysis  Matrix internal analysis  Web presentation (available upon request)

29 www.urv.cat

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