HR Excellence in Research Award

HRS4R STRATEGY

The CMMS-PAS has been implementing The Human Resources Strategy for Researchers and the Open, Transparent and Merit-based Recruitment Policy since 2017.

The distinction of HR Excellence in Research is awarded by the European Commission to the institutions  that implement The Human Resources Strategy for Researchers – HRS4R, observing the rules and guidelines contained in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. Through the implementation of the HRS4R Strategy, scientific units commit to providing favorable working conditions, career development, mobility and transparent recruitment processes for researchers, thus contributing to the competitiveness of the European Research Area (ERA) and the attractiveness of the EU science system on a global scale. The European Commission promotes institutions that have received HR recognition among international organizations and scientists as those that provide researchers with the best working and development conditions.

The European Charter for Researchers is a set of general principles and requirements which specifies the roles, responsibilities and entitlements of researchers as well as of employers/funders of researchers. The aim of the Charter is to ensure that the nature of the relationship between researchers and employers or funders is conducive to successful performance in generating, transferring, sharing and disseminating knowledge, and to the career development of researchers. The Charter addresses all researchers in the European Union at all stages of their career and covers all fields of research in the public and private sectors, irrespective of the nature of appointment or employment, the legal status of their employer or the type of organisation or establishment in which the work is carried out. It takes into account the multiple roles of researchers, who are appointed not ony to conduct research and/or to carry out development activities but are also involved in supervision, mentoring, management or administrative tasks.

The Code of Conduct for the Recruitment of Researchers consists of a set of general principles and requirements that should be followed by employers and/or funders when appointing or recruiting researchers. These principles and requirements should ensure observance of values such as transparency of the recruitment proces and equal treatment of all applicants, in particular with regard to the development of an attractive, open and sustainable European labour market for researchers, and are complementary to those outlined in the European Charter for Researchers. The implementation of these principles is guided by the Open, Transparent and Merit-based Recruitment Policy (OTM-R), that requires providing clear and transparent information on the whole selection process, including selection criteria and an indicative timetable; posting a clear and concise job advertisement with links to detailed information on, for example, required competencies and duties, working conditions, entitlements, training opportunities, career development, gender equality policies, etc.; ensuring that the levels of qualifications and competencies required are in line with the needs of the position and not set as a barrier to entry, e.g., too restrictive and/or requiring unnecessary qualifications.

The implementation of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers by the CMMS-PAS, results also from Article 32 of the Grant Agreement Recruitment and working conditions for researchers, which obliges the beneficiaries of all projects financed under Horizon 2020 to make every effort to implement the principles contained in the Charter and the Code.

The implementation of the HRS4R Strategy and the OTM-R policy by the CMMS-PAS is one of the priority activities aimed at creating a friendly scientific work environment, improving the quality of work and research conducted in the Institute, as well as guaranteeing transparent recruitment of researchers. The implementation work is ongoing. We encourage all employees to actively participate in the implementation proces.

Available files:

  1. Letter of Intent – CMMS-PAS
  2. Internal Gap Analysis/Action Plan – revised version
  3. Internal Gap Analysis/Action Plan – second revision
  4. Internal Survey
  5. Complementary Survey
  6. Action Plan (draft)
  7. Action Plan (draft) – second revision
  8. OTM-R Checklist 2019
  9. OTM-R policy OTM-R policy
  10. Reviewed HR Strategy for 2020-2022
  11. Internal Review 2019
  12. Survey 2019 Ankieta na HRS4R
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