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CHARTER & CODEand HRS4R
WORKSHOP LNEG OnLine – 13 January 2021
Michele Rosa-Clot - [email protected]
DG RTD G2 | Academic Research & Innovation
I n f o
Update: 8/1/2021
HR award: the cornerstone
The Charter:• set of principles for the roles, responsibilities and
entitlements of researchers
• Reference Framework.
The Code of Conduct:• provides for transparency of the recruitment and selection
process, ensuring equal treatment for all applicants
• includes obligations for employers and funders
2008
Mechanism of
implementation
2014
H2020
MGA, Art. 32
2005
Commission Recommendation
2005/251/EC
Charter &
CodeHRS4R
Voluntary, monitored, self assessment
Art 32:‘Best effort' obligation
for all beneficiaries
THE FRAMEWORK - I
HR award: the cornerstone
40 Principles
4 Thematic Areas
1. Ethical and Professional Aspects
2. Recruitment
3. Working Conditions & Social Security
4. Training and Career Development
Flagship principles and values:
Research freedom
Dissemination and exploitation of results
Recognition of the researcher’s profession
Working conditions
Stability and permanence of the employment
Remuneration package (funding and salaries)
Gender balance
Career development
Access to research training and continuous
development
Intellectual property rights
Teaching
Evaluation and appraisal systems
Code of recruitment of researchers (OTMR)
Commission Recommendation on Charter and Code
4 pillars to strengthen the ERA
Beneficiaries must take all measures to implement the
principles set out in the C&C, in particular regarding: working conditions
transparent recruitment processes based on merit
career development
Best effort obligation: “must be proactive and take specific steps to address
conflicts between their policies and the principles set out in C&C”
Beneficiaries should keep appropriate documentation about the steps
taken and measures put in place.
Horizon 2020 - MGA Article 32
The Commission (Agency) will verify compliance with this obligation when monitoring the
action implementation and in case of checks, audits
and investigations.
Consequences of non-compliance:if the beneficiary breaches its obligations under this
Article, the Commission (Agency) may apply any of
the measures described in the Annotated MGA,
Chapter 6.
Horizon 2020 – Article 32: non compliance
2017
OTM-R Checklist
now part of
self-assessment process
2018
E-tool of the
HRS4R
process
THE FRAMEWORK - II
Strengthened
HRS4R procedureDigitalisation
2005-2014
C&C
HRS4R
Art 32
The e-tool: a quick reminder
• To start a “case” in the e-tool remember to enrol
as HRS4R administrator
• An institution can have only one administrator
TIP: a FMB can be used
How to access the e-tool
Register EURAXESS accountSet account credentials
Register an organization profile
Click on the URL provided by email to set your password
EURAXESS account e-mail address will be used for all communication flow with EC.
Join as a member an existing organization
Get the role of HRS4R Admin
or
Enroll in the HRS4R process
Name of the organisation
HRS4R is the mechanism to implement the principles of C&C
Voluntary, structured and monitored procedure (continuous
assessment)
Based on gap-analysis and action plan
HRS4R STRATEGY in a nutshell
gap analysis action planonline
publication
HRS4R - moving towards QUALITY
Awarded orgnisations 2010-2020
https://euraxess.ec.europa.eu/job
s/hrs4r/dashboard
Key facts and figuresUpdate 08 January 2021
1256 Institutions have endorsed the Charter & Code principles
550 research institutions from over 40 Countries received the HR excellence award
67 awarded in 2019
64 awarded in 2020
160 applicant institutions (currently preparing for the Award - initial phase)
In 2019:
• 240+ assessments
• 19 site visits conducted
in 2020
• 190+ assessments*
• 14 site visits**
* Covid-19 impact: institution delays
** Covid-19 impact: suspension of site visits and introduction of the remote formula in July
Key facts and figuresUpdate 08 January 2021
To-date, 556 research institutions from over 40 Countries received the HR excellence award
https://euraxess.ec.europa.eu/jobs/hrs4r/dashboard
Key facts and figuresUpdate 08 January 2021
Key facts and figuresUpdate 08 January 2021
Portugal:
Appllied: 6 (initial phase)
Awarded:
• LNEG - 28/05/2013
• Instituto Gulbenkian de Ciência - 29/07/2020
• Champalimaud Foundation - 05/10/2020
Some reported benefits of HRS4R
Internal perspective
• Process itself (framework for institution strategy)
Catalyst for change; gives support for internal processes and developing good practices; put
researchers at the core of process…
• Internationalization
Raises awareness of European context to all staff, Supports open-mindedness: people Facilitates
change in internal process…
• Improvement & Progress
Creates favorable conditions for research career development, Promotes equal opportunities (OTM-R),
Improves researchers’ status and working conditions, In-house transversal cooperation; showcases
achievements that go collectively unseen otherwise…
Some reported benefits of HRS4R
External perspective
• Visibility
Increased national and international visibility and demonstrates a commitment to good working
conditions and career development for researchers; cultural change, promotion and support of an
European network and a collection of best practices
• Attraction and mobility
Promotion of the commitment and strengthen the attraction, development and retain of national and
international researchers and staff to pursue research excellence (If you advertise on EURAXESS jobs
and have the HR Excellence in Research Award the logo is automatically added next to the job
adverts)…
• Added value
Added value to funding applications (Art 32 compliance)…
Thank you for your attention
For questions and procedural support, please write to [email protected]
For technical issues and queries, please write to [email protected]
