APPRECIATION AND SUPPORT FOR RESEARCHERS PROJECT AT THE
UNIVERSITY OF TURKU A Human Resources Strategy for Researchers
implementing the Charter&Code
Slide 2
THE STARTING POINT In 2005, the European Commission launched a
Recommendation The European Charter for Researchers The Code of
Conduct for the Recruitment of Researchers In 2009, the Finnish
Council of University Rectors endorsed the Charter & Code
Slide 3
IN 2012 UTU JOINED A WORKING GROUP In 2008, to ensure that
words are followed by deeds, the Commission launched a 5-step
process HR Strategy for Researchers (HRS4R) in the first 3 cohorts:
160 members UTU joined the 3rd cohort of the working group (with
Aalto, UEF, and JYU) the 4th cohort will start in 2013, with 7
universities from Finland
Slide 4
GOALS OF THE EU Sustainable career prospects for researchers in
Europe Improved quality of research by promoting mobility
geographical, inter- and transdisciplinary and virtual To increase
the number of researchers in Europe with open, transparent and
internationally comparable selection and recruitment procedures
MAKING THE EUROPEAN RESEARCH AREA (ERA) MORE ATTRACTIVE
Slide 5
GOALS OF THE UNIVERSITY OF TURKU Attractiveness as an employer
of researchers Advanced internationalisation with improved ranking
Researchers welfare through improved integration in the university
community Financial benefits (e.g. EU funding) HR Excellence in
Research logo good employer image
Slide 6
PRINCIPLES IN THE HRS4R PROCESS Implementation of C&C was
slow Bureaucracy was replaced with flexibility: The organisation
(university, research institute, funding body) sets for itself
realistic objectives that lead to better realisation of the C&C
recommendations. Light reporting
Slide 7
PRINCIPLES ADOPTED IN UTU Focus on genuine development
activities already underway or among our strategic goals Priority
to actions concerning the entire community and advancing their
well-being at work While realising our strategic goals, we
integrate the C&C recommendations as far as is feasible.
Slide 8
WHAT DOES THIS MEAN MOTTO 1 No high-flying rhetorics, but
concrete steps in the right direction. MOTTO 2 Wide involvement of
the university community existing structures and sources of
information are used flexible ways are opened for anyone to
participate.
Slide 9
THE 5-STEP PROCESS 1.GAP ANALYSIS -How far does UTU already
operate in alignment with the recommendations of the Charter &
Code? -What should and could be improved? Collection of ideas and
suggestions for improvements Examining their feasibility and
Setting them in order of priority. 2012 1.GAP ANALYSIS Jan to Mar
2013 2. ACTION PLAN 3.Application for the HR EXCELLENCE IN RESEARCH
LOGO After 2 years (2015) 4.SELF-ASSESSMENT of the implementation
of Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION
Slide 10
2. ACTION PLAN The Steering Committee Receives the collected
suggestions for improvements On the basis of the Gap Analysis
information, drafts an Action Plan (deadlines, responsibilities)
Sends the proposal for an Action Plan to the University leadership
for approval THE 5-STEP PROCESS 2012 1.GAP ANALYSIS Jan to Mar 2013
2. ACTION PLAN 3.Application for the HR EXCELLENCE IN RESEARCH LOGO
After 2 years (2015) 4.SELF-ASSESSMENT of the implementation of
Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION
Slide 11
3. HR EXCELLENCE IN RESEARCH LOGO The Action Plan is sent to
the European Commision for approval UTU is awarded HR excellence in
Research logo The Action Plan is published on the university
website The logo can be used in all external communication of the
University. THE 5-STEP PROCESS 2012 1.GAP ANALYSIS Jan to Mar 2013
2. ACTION PLAN 3.Application for the HR EXCELLENCE IN RESEARCH LOGO
After 2 years (2015) 4.SELF-ASSESSMENT of the implementation of
Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION
Slide 12
4. SELF-ASSESSMENT After 2 years, a self-assessment is carried
out on how the Action Plan has been implemented. Follow-up and
self-assessment processes are integrated in the normal Quality
Assurance work THE 5-STEP PROCESS 2012 1.GAP ANALYSIS Jan to Mar
2013 2. ACTION PLAN 3.Application for the HR EXCELLENCE IN RESEARCH
LOGO After 2 years (2015) 4.SELF-ASSESSMENT of the implementation
of Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION
Slide 13
5. EXTERNAL EVALUATION After every 4 years, there will be an
external evaluation. As the Ministry of Education and Culture is
interested in the C&C process, one possible solution is that
there will be a national evaluation procedure in Finland. THE
5-STEP PROCESS 2012 1.GAP ANALYSIS Jan to Mar 2013 2. ACTION PLAN
3.Application for the HR EXCELLENCE IN RESEARCH LOGO After 2 years
(2015) 4.SELF-ASSESSMENT of the implementation of the Action Plan
After 4 years (2017) 5. EXTERNAL EVALUATION
Slide 14
IN SPRING 2012 An operational group from the University
Services made preparations for the Gap Analysis Some official
working groups and committees were already informed of the process
and piloted the Gap Analysis procedure Preliminary information on
the forthcoming project was distributed Members were sought for the
Steering Committee.
Slide 15
IN AUTUMN 2012 The Steering Committee was appointed and started
work The Gap Analysis proceeded in new committees & working
groups Information was gathered through various channels (workshop,
email, survey, various reports) The operational working group
prepared a summary of the suggestions for the Steering Committee
and looked into their feasibility
Slide 16
APPRECIATION AND SUPPORT FOR RESEARCHERS WORKSHOP on 15 Nov at
12:00-16:00, OP-Pohjola room, Turku School of Economics in English
and Finnish Come to share and develop your ideas on how to make UTU
a more attractive and supporting environment for researchers
Slide 17
JANUARY- MARCH 2013 The Steering Committee drafts a proposal
for an Action Plan University leadership approves the Action Plan
Plan to the European Commission for approval Goal: HR logo awarded
by summer 2013
Slide 18
STEERING COMMITTEE Vice Rector, professor Riitta Pyykk, Chair
Coordinator, Doctoral Candidate Tuomas Karskela Lecturer Eero
Kuparinen, Public Sector Negotiation Commission JUKO Quality
Manager Anu Mkel HRD Specialist Johanna Mkinen, Secretary HR
Director Tom Riski International Liaison Officer Eeva Schoultz
Postdoctoral researcher Tony Shepherd, Turku PET Centre UTUGS
Coordinator Eeva Sievi Dean, professor Marja Vauras, Dept. of
Teacher Education, TIAS Doctoral Candidate Jarkko Rasinkangas
