The Charter lays out a set of general principles and requirements that define the roles, responsibilities and rights of researchers, employers and companies and public institutions that provide funding. The Code highlights the importance of open and transparent recruitment procedures, and of selection committees, which should be diverse as well as experienced.
The human resources strategy for researchers (HRS4R) is a tool initiated by the European Commission to give support to research institutions and organisations that fund research through application of the Charter and the Code.
The governing team believes it is essential that the University of Girona is involved in this strategy at all levels. Internally, because it helps to improve our researchers' working conditions, and externally, because it increases the visibility of and confidence in our university as a beacon to attract talent.
By signing the Charter and the constitution of the Steering Committee, the first part of the Strategy implementation phase can begin, which must be completed within 12 months and includes:
- Internal analysis of the institution to evaluate its practices regarding professional ethics, recruitment, working conditions, equality and training, based on the principles established by the Charter and the Code.
- The development and publication of an action plan to adapt the policies and practices of the institution to the Strategy, according to the results of the internal analysis.
Once the methodology of the internal analysis and the action plan proposals have been evaluated, this initial phase culminates by obtaining the HRS4R seal of excellence, granted by the European Union to institutions that define and execute an action plan to implement the guidelines of the Charter and the Code.
Bearing in mind the experience of other institutions who have undergone this process, the approach we must adopt addresses the following principles:
- Multi-agent : follow the new management models and take account of the expectations of the various interest groups connected to the R&D&I UdG ecosystem: “what is required”, “what is expected” and “what is wanted”.
- Active participation: involving the different agents in the planning process, and contributing to developing a strong sense of commitment and team work, which is essential for the subsequent implementation and exploitation of the action plan.
The initial phase will give way to the phases of implementation and renewal of the seal, meaning the UdG will be in a process of continuous improvement in terms of its HR strategy for researchers.
More information: Euraxess