Università degli Studi Mediterranea di Reggio Calabria · Università degli Studi Mediterranea di Reggio Calabria Cittadella Universitaria, via Salita Melissari, Feo di Vito

Università degli Studi Mediterranea di Reggio Calabria Cittadella Universitaria, via Salita Melissari, Feo di Vito

89124 Reggio Calabria (Italia) www.unirc.it

Human Resources Strategy for the incorporation of researchers in compliance with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers

INTERNAL ANALYSIS and ACTION PLAN The European Charter for Researchers and

the Code of Conduct for the Recruitment of Researchers “A Human Resources Strategy for Researchers

incorporating the Charter and Code” For all request about HRS4R at UNIRC please contact: dott.ssa Stefania Raschellà E-mail: [email protected] Phone 0039 1691232 Address: SARITT-ILO, Cittadella Universitaria – Università degli Studi Mediterranea di Reggio Calabria, via Salita Melissari, Feo di Vito – 89124 Reggio Calabria Official page Unirc for HRS4R procedure: www.unirc.it/ricerca/hrs4r.php

A brief Introduction….

The Università degli Studi Mediterranea di Reggio Calabria is a state university, located in Reggio Calabria, Italy. The main didactic domains are developed in the 6 departments of the University:

Agriculture Heritage, Architecture and Urbanism (PAU) Architecture and Territory (DARTE) Law and Economics (DIGIEC) Civil Engineering, Energy, Environment and Materials (DICEAM) Engineering, Infrastructure and Sustainable Energy (DIIES)

The procedure of development and adoption of internal analysis at Università degli Studi Mediterranea di Reggio Calabria started in 2005, when CRUI (Italian Rectors’ Committee) invited the University to signed a document , along with other Italian universities, the Declaration of Commitment on implementation of the European Charter for Researchers and the Code of Conduct For Their Recruitment (you can see the document at: http://www.unirc.it/documentazione/media/files/ricerca/comunitari/documenti/DichImpegnoHR_Atenei.pdf ) In 2012 UNIRC established a working group composed by researcher and administrative staff in charge of European projects of the Servizio Autonomo per la Ricerca, l’Innovazione ed il Trasferimento Tecnologico – Industria Liaison Office (that is the research office of the University -acronym: SARITT-ILO), dott. Domenico Cappellano and dott.ssa Stefania Raschellà and in 2012 UNIRC starts to join the 4th Cohort 4th Cohort for the adoption and implementation of the European Charter for Researchers and the Code of Conduct For Their Recruitment ( C & C ). The first meeting for our University was in 2013 in Warsaw and, after this started to work at the internal analysis. The second meeting was in 2014 in Tarragona (Spain). The Università Mediterranea proceeded in february 2014 to create a webpage on the official university site : http://www.unirc.it/ricerca/hrs4r.php, to make more trasparent and visible the procedure for the adoption of C&C. In these pages are published all the documents related to the HRS4R at UNIRC. Then , in april 2014, the University lauched a survey to: Professors (all stage of career) Post-Doctorates

Phd Students Administrative personnel of research The survey was in double language (Italian/English). The analysis was based on four indicators to asses the degree of application oft he Charter and the Code’s principles Dimension 1 - Open recruitment and portability of grants Dimension 2 -Meeting the social security and supplementary pensions needs of mobile researchers Dimension 3 - Attractive employment and working conditions Dimension 4 -Enhancing training, skills and experience of European researchers In the analysis of the responses were not included questions indicating the level of career or belonging to departments, due to ensure and to guarantee complete anonymity and non-discrimination. The number of responses received was: 19,06% (n. 82 of 430).

These are the results of the survey:

Università degli Studi Mediterranea di Reggio Calabria

ANALISI INTERNA concernente l'applicazione pratica dei principi della Carta europea dei ricercatori e il

Codice di condotta per la loro assunzione (C & C). RISULTATI Questionario

INTERNAL ANALYSIS

concerning the practical application of the principles of the European Charter for Researchers and the Code of Conduct for their Recruitment (C&C).

Survey’ RESULTS N.b.: “Don’t know” answers excluded

1.1 Le posizioni disponibili a qualsiasi livello di carriera (bandi che specificano il numero di posizioni e aperti per un periodo di tempo ragionevole) sono adeguatamente pubblicizzate a livello nazionale Available positions at any level of career (calls specifying the number of positions and open for a reasonable period of time) are adequately advertised nationally

Disagree

Moderately disagree

Moderately Agree

Fully agree

13%

23%

35%

28%

1. Il contenuto e la trasparenza degli avvisi (bandi); selezione e metodo per la valutazione dei candidati 1. Content and transparency of the announcements (calls); selection and method for evaluating the candidates

Dimensione 1 – Reclutamento aperto e portabilità delle sovvenzioni Dimension 1 - Open recruitment and portability of grants

1.2 Le posizioni disponibili a qualsiasi livello di carriera (bandi che specificano il numero di posizioni e aperti per un periodo di tempo ragionevole) sono adeguatamente pubblicizzate a livello internazionale dal portale EURAXESS Available positions at any level of career (calls specifying the number of positions and open for a reasonable period of time) are adequately advertised internationally by the EURAXESS portal

Disagree

Moderately disagree

Moderately Agree

Fully agree

11%

28%

41%

20%

1.3 Le competenze richieste sono sufficientemente generiche per favorire la più ampia partecipazione di potenziali candidati The required skills are sufficiently general to encourage the widest participation of potential candidates

Disagree

Moderately disagree

Moderately Agree

Fully agree

12%

34%

43%

11%

1.4 I candidati sono sempre adeguatamente informati dal comitato di selezione, alla fine del processo di selezione, sulla debolezza e punti di forza della propria candidatura Candidates are always adequately informed by the selection committees, at the end of the selection process, on weaknesses and strengths of their candidature

Disagree

Moderately disagree

Moderately Agree

Fully agree

26%

29%

30%

15%

1.5 L’Università degli Studi Mediterranea di Reggio Calabria si accerta che il potenziale complessivo di candidati come ricercatori, in particolare, la loro creatività e il loro grado di indipendenza, siano adeguatamente considerati dalle commissioni di selezione Università degli Studi Mediterranea di Reggio Calabria makes sure that the overall potential of candidates as researchers, in particular their creativity and their degree of independence, are properly considered by the selection committes

Disagree

Moderately disagree

Moderately Agree

Fully agree

22%

26%

38%

15%

1.6 I criteri di selezione, le condizioni di lavoro e diritti - tra cui le prospettive di carriera - competenze e abilità richieste dai candidati sono adeguatamente descritti nei bandi Selection criteria, working conditions and rights - including career prospects - competencies and skills required by candidates are adequately described in the calls

Disagree

Moderately disagree

Moderately Agree

Fully agree

20%

28%

34%

18%

1.7 I comitati di selezione includono abitualmente membri provenienti da altri paesi Selection committees routinely include members from other countries

Disagree

Moderately disagree

Moderately Agree

Fully agree

29%

32%

27%

12%

1.8 I comitati di selezione includono abitualmente membri esterni all’Università (ad esempio, le aziende private, enti pubblici di ricerca) Selection committees routinely include members from outside university (e.g., private companies, public research institutions)

Disagree

Moderately disagree

Moderately Agree

Fully agree

32%

32%

23%

13%

1.9 I comitati di selezione sono sempre bilanciati come genere/sesso The selection committees are always gender balanced

Disagree

Moderately disagree

Moderately Agree

Fully agree

18%

28%

44%

10%

1.b Scegliere le tre questioni ritenute più importanti Please, mark the three top prior statements

1.1

1.2

1.3

1.4

1.5

1.6

1.7

1.8

1.9

15%

7%

14%

9%

14%

13%

12%

10%

5%

2.1 Sono garantiti ai ricercatori condizioni e incentivi adeguati e attraenti, in termini di stipendio, - in tutte le fasi della loro carriera e indipendentemente dal tipo di contratto (a tempo indeterminato o determinato) Appropriate and attractive conditions and incentives, in terms of salary, are guaranteed to researchers - at all stages of their career and regardless of the type of contract (permanent or fixed-term)

Disagree

Moderately disagree

Moderately Agree

Fully agree

41%

26%

21%

12%

2. Stabilità e continuità dell’impiego, previdenza sociale Stability and permanence of employment, social security

Dimensione 2 - Soddisfare le esigenze di previdenza sociale e pensioni complementari dei ricercatori in esperienza di mobilità Dimension 2 -Meeting the social security and supplementary pensions needs of mobile

researchers

2.2 I ricercatori godono disposizioni di previdenza sociale adeguate, tra cui la malattia, prestazioni parentali e i diritti pensionistici in conformità con la legislazione nazionale vigente Researchers enjoy adequate social security provisions including sickness, parental benefits and pension rights in accordance with existing national legislation

Disagree

Moderately disagree

Moderately Agree

Fully agree

18%

23%

34%

24%

2.3 L’Università degli Studi Mediterranea di Reggio Calabria migliora l'accesso alle informazioni esistenti sui diritti dei ricercatori in materia di previdenza sociale Università degli Studi Mediterranea di Reggio Calabria improves access to existing information on researchers social security rights

Disagree

Moderately disagree

Moderately Agree

Fully agree

26%

22%

37%

16%

2.4 L’Università degli Studi Mediterranea di Reggio Calabria incoraggia lo Stato Italiano per l’adozione di regimi pensionistici pan-Europei destinati a ricercatori Università degli Studi Mediterranea di Reggio Calabria encourages its member state to adopt pan-EU pension schemes targeted at researchers

Disagree

Moderately disagree

Moderately Agree

Fully agree

30%

28%

27%

15%

2.5 Vengono attuati rafforzamenti inerenti la raccolta di informazioni specificamente attinenti i ricercatori sul tema dei diritti la pensione integrativa Efforts are made for the provision of information specifically addressing researchers on the issue of supplementary pension rights

Disagree

Moderately disagree

Moderately Agree

Fully agree

32%

37%

22%

10%

2.6 È garantita la conformità con le normative nazionali o settoriali in materia di salute e sicurezza Compliance with national or sectional regulations on health and safety is ensured

Disagree

Moderately disagree

Moderately Agree

Fully agree

9%

20%

52%

20%


2.1

2.2

2.3

2.4

2.5

2.6

23%

19%

18%

15%

10%

15%

3.1 È rivolta sufficiente attenzione al fine di evitare discriminazioni sulla base di sesso, età, origine etnica - nazionale o sociale - la religione o le convinzioni personali, orientamento sessuale, lingua, disabilità, opinioni politiche e condizioni sociali /economiche Sufficient attention is paid to avoid discrimination on the basis of gender, age, ethnic origin - national or social - religion or belief, sexual orientation, language, disability, political opinions, and social/economic conditions

Disagree

Moderately disagree

Moderately Agree

Fully agree

10%

12%

44%

34%

3.2 È promossa attivamente l'autonomia e la creatività di tutti i ricercatori, compresi tutti i ricercatori in fase iniziale di carriera Autonomy and creativity of all researchers, including the early stage & early career researchers is actively promoted

3. Il riconoscimento della professione, non discriminazione; ambiente di ricerca 3. Professional recognition; non-discrimination; research environment

Dimensione 3 – Attrattività dell’occupazione e condizioni di lavoro Dimension 3 - Attractive employment and working conditions

Disagree

Moderately disagree

Moderately Agree

Fully agree

27%

28%

21%

24%

3.3 L’equilibrio di genere/sesso (pari opportunità) viene considerato attivamente a tutti i livelli di personale, compresi quelli i cui compiti comprendono la supervisione e la gestione Gender balance (equal opportunity) is actively searched for at all levels of staff, including those whose duties include supervision and management

Disagree

Moderately disagree

Moderately Agree

Fully agree

10%

26%

38%

27%

3.4 I dipartimenti di ricerca dell’Università degli Studi Mediterranea di Reggio Calabria offrono un piacevole e stimolante ambiente di lavoro, per sostenere le attività di ricerca All the research departments of the Università degli Studi Mediterranea di Reggio Calabria provide a stimulating, pleasant to work-in environment, supporting research activities

Disagree

Moderately disagree

Moderately Agree

Fully agree

26%

21%

33%

21%

3.5 È garantita la partecipazione dei ricercatori all’interno di Organi e Consigli di Ateneo compresi quelli coinvolti nelle attività decisionali e di comunicazione Researchers’ participation in the University bodies/boards, including those involved in decision-making and communication activities, is guaranteed

Disagree

Moderately disagree

Moderately Agree

Fully agree

15%

26%

37%

23%

3.6 I reclami/ricorsi dei ricercatori e dei conflitti tra supervisori e ricercatori in fase iniziale di carriera sono gestite equamente ed efficientemente Complaints/appeals of researchers and the conflicts between supervisors and early career researchers are fairly and efficiently handled

Disagree

Moderately disagree

Moderately Agree

Fully agree

16%

35%

33%

16%

3.7 Viene svolta regolarmente una valutazione efficace delle attività professionali (ricerca, insegnamento) di tutti i ricercatori An effective evaluation of the professional activities (research, teaching¦) of all researchers is regularly performed

Disagree

Moderately disagree

Moderately Agree

Fully agree

24%

23%

35%

17%

3.8 Gli incarichi di insegnamento non impediscono ai ricercatori, soprattutto all'inizio della loro di carriera, di svolgere le loro attività di ricerca Teaching duties do not prevent researchers, especially at the beginning of their career, from performing their research activities

Disagree

Moderately disagree

Moderately Agree

Fully agree

18%

16%

44%

22%

3.9 Sono attive misure specifiche sufficienti per incoraggiare sia uomini che donne a conciliare famiglia e lavoro, figli e carriera (ad esempio, part-time, telelavoro, anni sabbatici, asili, ecc.) Sufficient, specific measures are in place to encourage both women and men to combine family and work, children and career (eg part-time, tele-working, sabbatical leaves, nurseries, etc.).

Disagree

Moderately disagree

Moderately Agree

Fully agree

29%

30%

27%

13%


3.1

3.2

3.3

3.4

3.5

3.6

3.7

3.8

3.9

8%

17%

7%

20%

8%

6%

12%

12%

11%

4.1 Misure e regolamenti interni sono stabiliti dall’ Università che garantisce ai ricercatori una formazione adeguata per le attività d'insegnamento Measures and internal regulations are drawn by which the University guarantees researchers adequate training for teaching activities

4. Sviluppo professionale - Piani di formazione e mobilità - Mentoring e/o supervisione – Insegnamento 4. Professional development - Plans for training and mobility -Mentoring and/or supervision – Teaching

Dimensione 4 - Migliorare la formazione, le competenze e l'esperienza dei ricercatori europei Dimension 4 -Enhancing training, skills and experience of European researchers

Disagree

Moderately disagree

Moderately Agree

Fully agree

23%

29%

30%

17%

4.2 È garantita e attivamente promossa la possibilità per i ricercatori di fare esperienze di mobilità geografica, intersettoriale e transdisciplinare, e la mobilità tra settori pubblico e privato Possibility for researchers to experience geographical, intersectional, inter-and trans-disciplinary mobility, and also mobility between public and private sectors is guaranteed and actively promoted Disagree

Moderately disagree

Moderately Agree

Fully agree

24%

23%

30%

22%

4.3 L’Università progetta piani adeguati per incrementare il talento e le competenze dei ricercatori, necessari per la loro progressione di carriera Proper plans for increasing researchers skills and competence, needed for their career progression, are regularly designed by the University

Disagree

Moderately disagree

Moderately Agree

Fully agree

33%

28%

26%

13%

4.4 I tutor e / o supervisori sono identificati come persone cui i ricercatori nella fase iniziale della loro carriera, possono fare riferimento per svolgimento dei loro doveri professionali, e fornire supporto e di orientamento per il loro sviluppo culturale e professionale Mentors and/or supervisors are identified as persons to whom researchers, in the early stage of their career, can refer for carrying out their professional duties and for providing support and guidance for their cultural and professional development

Disagree

Moderately disagree

Moderately Agree

Fully agree

22%

13%

30%

34%

4.5 I piani di formazione sono elaborati anche per migliorare le competenze mentoring, informando i ricercatori senior su questa opportunità Training plans are elaborated as well to improve mentoring competencies, informing senior researchers on this opportunity

Disagree

Moderately disagree

Moderately Agree

Fully agree

28%

22%

30%

20%


4.1

4.2

4.3

4.4

4.5

4.1

4.2

4.3

4.4

4.5

20%

23%

28%

19%

10%

20%

23%

28%

19%

10%

Numero di risposte giornaliere Number of daily replies

So, after the survey we have analysed all the results as follows in the Gap Analysis.

The stakeolders invited to be involved in the Gap Analysis process are all part of staff of the university: Università degli Studi Mediterranea di Reggio Calabria has about 300 professors (n.274) and almost 200 administrative staff (n.190). In the process of analysis both parties where informed and involved (scientific and administrative personnel of research). To promote that, all administrative and research staff where informed by the website, with the pages dedicated to the HRS4R, and invited to participate to it. Consequently, the structure of the group that running it, it is composed as follow: The HRS4R was promoted and it is coordinated by the staff in charge of European projects of the Servizio Autonomo per la Ricerca, l’Innovazione ed il Trasferimento Tecnologico – Industria Liaison Office (that is the research office of the University -acronym: SARITT-ILO), dott. Domenico Cappellano and dott.ssa Stefania Raschellà: this part of the office is responsible for running it, the administrative part of the process and is therefore the coordinator of all activities related to it. The Rector* and the General Director* oversee the final decisions in administrative, legal and scientific, based on the work done by SARITT-ILO, the researchers are an active part of consultations on the matter: in order to ensure greater equality as possible, the researchers involved in the process are changed / rotated from time to time (representatives of researchers for each of the six departments of the University). Meetings are about every 6 months or even according to requirements established by the gap analysis. The pages in our website dedicated to the HRS4R contain all the informations and contacts to seek clarification about it http://www.unirc.it/ricerca/hrs4r.php, to make more trasparent and visible the procedure for the adoption of C&C. In these pages are published all the documents related to the HRS4R at UNIRC. * Editor’s note: 1- The Rector is the legal representative of the University. The Rector is responsible for pursuing the aims of the University, according to criteria of quality and respect for the principles of effectiveness, efficiency, transparency and promoting excellence. It has also supervisory powers on activities, facilities and administration in order to ensure, in general, the proper functioning of the University and compliance with the statutes, and regulations. 2- The General Director is the responsible for the overall management and organization of services, equipment resources and the administrative staff

and librarian of the University, and of the duties required by law in the field of management in public administration, under the policy cultural University.

These are the conclusions and specific actions planned: I. Ethical and professional aspects 1. Research freedom Researchers should focus their research for the good of mankind and for expanding the frontiers of scientific knowledge, while enjoying the freedom of thought and expression, and the freedom to identify methods by which problems are solved, according to recognised ethical principles and practices. Researchers should, however, recognise the limitations to this freedom that could arise as a result of particular research circumstances (including supervision/guidance/management) or operational constraints, e.g. for budgetary or infrastructural reasons or, especially in the industrial sector, for reasons of intellectual property protection. Such limitations should not, however, contravene recognised ethical principles and practices, to which researchers have to adhere. Relevant legislation (permitting or impeding the implementation of this principle)

Existing Institutional rules and/or practices

Actions required

When/Who

Italian Republic Costitution , Article 9 Article 33

Statute of the University , Article 12 =========

Rectorate Academic Senate They inform about (possible) new Italian or European law during periodic meeting Research Freedom is guarantee by art.33 of the Italian Constitution, and also by Statute of the University (art.2 and 12) http://www.unirc.it/ateneo/statuto.php Università Mediterranea is a State University

2. Ethical principles Researchers should adhere to the recognised ethical practices and fundamental ethical principles appropriate to their discipline(s) as well as to ethical standards as documented in the different national, sectoral or institutional Codes of Ethics. Relevant legislation (permitting or impeding the implementation of this principle)


Actions required

When/Who

Law n. 240/2010, "Rules concerning the organization of universities, academic staff and recruitment, as well as' delegation to the Government to enhance the quality and efficiency of the university system"

Code of Ethics of the University Statute of the University (Art. 2)

==============

Rectorate Academic Senate General Director Ministry of Education This principle is guaranteed by Statute of the University (Art. 2) https://www.unirc.it/ateneo/statuto.php Raising awareness of employees of ethical rules, with the publication of our Code of Ethics. The University has adopted its own Code of Ethics www.http://www.unirc.it/documentazione/allegati_news/att_2011072850449_8947.pdf

3. Professional responsibility Researchers should make every effort to ensure that their research is relevant to society and does not duplicate research previously carried out elsewhere. They must avoid plagiarism of any kind and abide by the principle of intellectual property and joint data ownership in the case of research carried out in collaboration with a supervisor(s) and/or other researchers. The need to validate new observations by showing that experiments are reproducible should not be interpreted as plagiarism, provided that the data to be confirmed are explicitly quoted. Researchers should ensure, if any aspect of their work is delegated, that the person to whom it is delegated has the competence to carry it out. Relevant legislation (permitting or impeding the implementation of this principle)


Actions required

When/Who


Code of Ethics of the University Statute of the University

==============

Board of Departments This principle is guaranteed by Statute of the University (art.25) https://www.unirc.it/ateneo/statuto.php It is established the Univesity Disciplinary Board Statute of the University (art.25) https://www.unirc.it/ateneo/statuto.php These activities are just done by Board of Deparments that meets almost every month

4. Professional attitude Researchers should be familiar with the strategic goals governing their research environment and funding mechanisms, and should seek all necessary approvals before starting their research or accessing the resources provided. They should inform their employers, funders or supervisor when their research project is delayed, redefined or completed, or give notice if it is to be terminated earlier or suspended for whatever reason. Relevant legislation (permitting or impeding the implementation of this principle)


Actions required

When/Who


Code of Ethics and Statute of the University

==============

Rectorate Academic Senate Boards of Dipartments This principle is guaranteed by Statute of the University (art.12,25) https://www.unirc.it/ateneo/statuto.php It is established the Univesity Disciplinary Board Statute of the University (art.25) https://www.unirc.it/ateneo/statuto.php Board of Deparments meets almost every month, the administrative structure of the Departments verified the state of the art , the correctness and the honesty of all the activities of research.

5. Contractual and legal obligations

Researchers at all levels must be familiar with the national, sectoral or institutional regulations governing training and/or working conditions. This includes Intellectual Property Rights regulations, and the requirements and conditions of any sponsor or funders, independently of the nature of their contract. Researchers should adhere to such regulations by delivering the required results (e.g. thesis, publications, patents, reports, new products development, etc) as set out in the terms and conditions of the contract or equivalent document.

Relevant legislation (permitting or impeding the implementation of this principle)


Actions required

When/Who

Law n. 240/2010, "Rules concerning the organization of universities, academic staff and recruitment, as well as' delegation to the Government to enhance the quality and efficiency of the university system" Labour Law of Italian Republic

Statute of the University Code of Ethics of the University National programs, policies, strategies which ensure means for scientific, research and other projects within the science system

=================

Rectorate Human Research Office - Saritt-ILO Board of Director Academic Senate General Director Research Office - Saritt-ILO This principle is guaranteed by Statute of the University (art.12 and 60) https://www.unirc.it/ateneo/statuto.php All the information about contract, legal obligation, the related national, sectoral or institutional regulations, also related to patents and Intellectual Property right regulation, are available on the website of the University. http://www.unirc.it/ateneo/regolamenti.php Other regulation and law are available inside every administrative sectors’ web pages above. The University has its own Patents and Spin Off Committee. http://www.unirc.it/ricerca/brevetti.php http://www.unirc.it/ricerca/spin_off.php

6. Accountability

Researchers need to be aware that they are accountable towards their employers, funders or other related public or private bodies as well as, on more ethical grounds, towards society as a whole. In particular, researchers funded by public funds are also accountable for the efficient use of taxpayers' money. Consequently, they should adhere to the principles of sound, transparent and efficient financial management and cooperate with any authorised audits of their research, whether undertaken by their employers/funders or by ethics committees.

Methods of collection and analysis, the outputs and, where applicable, details of the data should be open to internal and external scrutiny, whenever necessary and as requested by the appropriate authorities.



Actions required

When/Who

Law 240/2010 Law 150/2009 Ministry of Education Act

Statute of the University Code of Ethics of the University

=============

Boards of Departments Research Office - Saritt-ILO This principles is guaranteed by Statute of University (ar https://www.unirc.it/ateneo/statuto.phpt.51,52,53,54,55,69) The Research Office (Saritt-ILO) provide to assist and educate researcher of rules and practice in national of EU projects. http://www.unirc.it/ricerca/finanziamenti_comunitari.php Financial Management of the projects is managed and checked and verified by the administrative structure of the departments and not by the researcher only. Furthermore it is established in the University the College of auditors http://www.unirc.it/ateneo/collegio_revisori.php

7. Good practice in research

Researchers should at all times adopt safe working practices, in line with national legislation, including taking the necessary precautions for health and safety and for recovery from information technology disasters, e.g. by preparing proper back-up strategies. They should also be familiar with the current national legal requirements regarding data protection and confidentiality protection requirements, and undertake the necessary steps to fulfil them at all times.



Actions required

When/Who

Law 150/2009 Ministry of Education Act

Statute of the University Code of Ethic of the University

============

Rectorate Research Office - Saritt-ILO This action is guaranteed by specific administrative structures: - Servizio Autonomo per l’ Informatica di

Ateneo (Computer Office) - Servizio Protezione e Prevenzione

(Protection and Prevenction Office)

8. Dissemination, exploitation of results

All researchers should ensure, in compliance with their contractual arrangements, that the results of their research are disseminated and exploited, e.g. communicated, transferred into other research settings or, if appropriate, commercialised. Senior researchers, in particular, are expected to take a lead in ensuring that research is fruitful and that results are either exploited commercially or made accessible to the public (or both) whenever the opportunity arises.



Actions required

When/Who



============

Rectorate Departments Communication and Press Office Internal Evaluation Commission Research Office - Saritt-ILO This principle is guaranteed by Statute of University (art.2) These activities are constantly acted by the University. The technology transfer activities and knowledge is followed by Service Support to Research and Technology Transfer (part of SARITT-ILO)- Servizio Supporto alle Attività di ricerca e trasferimento tecnologico. The University has created the Carta dei Servizi, which is useful to all users for the full and better use of the Technology Transfer Services. http://www.unirc.it/ricerca/carta_servizi.php Please visit the report of VQR: http://www.unirc.it/ricerca/risultati.php

9. Public engagement

Researchers should ensure that their research activities are made known to society at large in such a way that they can be understood by non-specialists, thereby improving the public's understanding of science. Direct engagement with the public will help researchers to better understand public interest in priorities for science and technology and also the public's concerns.



Actions required

When/Who

Italian Republic Costitution Law 240/2010 Ministry of Education Act


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Rectorate Departments The Research Office - Saritt-ILO and, in particular, Communication and Press Office, are acting this section by frequently workshop and seminars.

10. Non discrimination Employers and/or funders of researchers will not discriminate against researchers in any way on the basis of gender, age, ethnic, national or social origin, religion or belief, sexual orientation, language, disability, political opinion, social or economic condition. Relevant legislation (permitting or impeding the implementation of this principle)


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Italian Republic Costitution Law 240/2010 Code of equal opportunities D. lgs. 198/2006 Ministry of Education Act

Statute of the University Code of Ethic of the University Good representations of all gender in all departments

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Rectorate Boards of Departments Office for Equal Equal Opportunities Office Research Office Saritt-ilo This principle is guaranteed by Statute of the University (art.2) https://www.unirc.it/ateneo/statuto.php Our University is constantly active about the theme of this section, by way of the work of two office: - Disability Office

http://www.unirc.it/ateneo/dett_amministrazione.php?Cod_struttura=1471

- Office for Equal Opportunities Office: http://www.unirc.it/ateneo/pariopportunita.php

11. Evaluation/ appraisal systems Employers and/or funders should introduce for all researchers, including senior researchers, evaluation/appraisal systems for assessing their professional performance on a regular basis and in a transparent manner by an independent (and, in the case of senior researchers, preferably international) committee. Relevant legislation (permitting or impeding the implementation of this principle)


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Statute of the University Code of Ethic of the University Annual Report of Research of the University

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Rectorate Internal Evaluation Commission College of Audithors A report is made every year. Università degli Studi Mediterranea di Reggio Calabria is a State University: In Italy there is a government system of evaluation of all Italian universities, including of course our university, run by the National Agency of the University System Evaluation and Research (ANVUR), an independent body: http://www.anvur.org/index.php?lang=it For internal analysis: http://www.unirc.it/ateneo/nucleo_valutazione.php http://www.unirc.it/ateneo/collegio_revisori.php

II. Recruitment 12. Recruitment Employers and/or funders should ensure that the entry and admission standards for researchers, particularly at the beginning at their careers, are clearly specified and should also facilitate access for disadvantaged groups or for researchers returning to a research career, including teachers (of any level) returning to a research career. Employers and/or funders of researchers should adhere to the principles set out in the Code of Conduct for the Recruitment of Researchers when appointing or recruiting researchers. Relevant legislation (permitting or impeding the implementation of this principle)


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Italian Republic Costitution Law 240/2010 Labour Law Ministry of Education Act

Statute of the University Code of Ethic of the University Rules of Procedures of the University

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Rectorate Board of Directors Academic Senate Human Resources Office Boards of Departments To Ensure living conditions for researchers coming from another locations, our University has a new and modern university residence: https://www.unirc.it/comunicazione/articoli/16093/6-maggio-inaugurazione-residenza-universitaria-di-via-roma Statute of the University (art. 2,9) https://www.unirc.it/ateneo/statuto.php

13. Recruitment (Code) Employers and/or funders should establish recruitment procedures which are open, efficient, transparent, supportive and internationally comparable, as well as tailored to the type of positions advertised. Advertisements should give a broad description of knowledge and competencies required, and should not be so specialised as to discourage suitable applicants. Employers should include a description of the working conditions and entitlements, including career development prospects. Moreover, the time allowed between the advertisement of the vacancy or the call for applications and the deadline for reply should be realistic. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Board of Directors Academic Senate Human Resources Office Boards of Departments Recruitment is regulated by national law, and acted by public competition announcement, fully pertinent to the European Charter for Researchers. Università Mediterranea is a State University Please visit: -https://www.unirc.it/ateneo/personale.php (please take a look at the subheadings at the left of the page) -Art.60 Statute of the Univesity http://www.unirc.it/ateneo/statuto.php

14. Selection (Code) Selection committees should bring together diverse expertise and competences and should have an adequate gender balance and, where appropriate and feasible, include members from different sectors (public and private) and disciplines, including from other countries and with relevant experience to assess the candidate. Whenever possible, a wide range of selection practices should be used, such as external expert assessment and face-to-face interviews. Members of selection panels should be adequately trained should be realistic. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Board of Directors Academic Senate Human Resources Office Boards of Departments Our committees have an adequate gender balance. About the presence of members from other countries with relevant experience, we have some International Phd , with an international committee (e.g. International PhD “Urban Regeneration and Economic Development “ ) .

15. Transparency (Code) Candidates should be informed, prior to the selection, about the recruitment process and the selection criteria, the number of available positions and the career development prospects. They should also be informed after the selection process about the strengths and weaknesses of their applications. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Board of Directors Academic Senate Human Resources Office Boards of Departments This principle is guaranteed by Statute of the University (Art.60) https://www.unirc.it/ateneo/statuto.php These information are just available in every competition notice on the website. It is also guaranteed access to the related files after the selection. http://www.unirc.it/ateneo/personale.php (please take a look at the subheadings at the left of the page) There is also a specific section on our website dedicate to transparency: http://www.unirc.it/operazionetrasparenza/ (please take a look at the subheadings at the left of the page)

16. Judging merit (Code) The selection process should take into consideration the whole range of experience of the candidates. While focusing on their overall potential as researchers, their creativity and level of independence should also be considered. This means that merit should be judged qualitatively as well as quantitatively, focusing on outstanding results within a diversified career path and not only on the number of publications. Consequently, the importance of bibliometric indices should be properly balanced within a wider range of evaluation criteria, such as teaching, supervision, teamwork, knowledge transfer, management of research and innovation and public awareness activities. For candidates from an industrial background, particular attention should be paid to any contributions to patents, development or inventions. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Boards of Departments It is ensured the procedures in which the election committees could justly and appropriately explore candidate Statute of the University (I-II-III-VI-VII) https://www.unirc.it/ateneo/statuto.php

17. Variations in the chronological order of CVs (Code) Career breaks or variations in the chronological order of CVs should not be penalised, but regarded as an evolution of a career, and consequently, as a potentially valuable contribution to the professional development of researchers towards a multidimensional career track. Candidates should therefore be allowed to submit evidence-based CVs, reflecting a representative array of achievements and qualifications appropriate to the post for which application is being made. Relevant legislation (permitting or impeding the implementation of this principle)


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Statute of Autonomy Code of Ethic of the University Rules of Procedures of the University

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Rectorate Board of Directors Academic Senate Human Resources Office Boards of Departments Career breaks is considered: It is guaranteed by law the sabbatical year

18. Recognition of mobility experience (Code) Any mobility experience, e.g. a stay in another country/region or in another research setting (public or private) or a change from one discipline or sector to another, whether as part of the initial research training or at a later stage of the research career, or virtual mobility experience, should be considered as a valuable contribution to the professional development of a researcher. Relevant legislation (permitting or impeding the implementation of this principle)


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Statute of Autonomy of the University Code of Ethic of the University Rules of Procedures of the University PhD Regulation of the University

======== Boards of Departments Research Office - Saritt-ILO This principle is guaranteed by Statute of the University (art.8) https://www.unirc.it/ateneo/statuto.php To promote mobility as a part of researchers career frequently every months by alerts and reports. Ed.note: All PhD courses established in their programme a period of mobility experience of almost 6 month. In particular one of this courses (Urban regeneration and Economic Development) is an International PhD and provide 1 year of mobility experience in a university of the USA. Please visit also: http://www.plenose.unirc.it/

19. Recognition of qualifications (Code) Employers and/or funders should provide for appropriate assessment and evaluation of the academic and professional qualifications, including non-formal qualifications, of all researchers, in particular within the context of international and professional mobility. They should inform themselves and gain a full understanding of rules, procedures and standards governing the recognition of such qualifications and, consequently, explore existing national law, conventions and specific rules on the recognition of these qualifications through all available channels. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Board of Directors Academic Senate Boards of Departments Qualification are recognized by the current national Italian law in the field of public employment. These principles are guaranteed by Statute of the University (art.2,3,4,5,6,7,12) https://www.unirc.it/ateneo/statuto.php

20. Seniority (Code) The levels of qualifications required should be in line with the needs of the position and not be set as a barrier to entry. Recognition and evaluation of qualifications should focus on judging the achievements of the person rather than his/her circumstances or the reputation of the institution where the qualifications were gained. As professional qualifications may be gained at an early stage of a long career, the pattern of lifelong professional development should also be recognised. Relevant legislation (permitting or impeding the implementation of this principle)


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Statute of the University Actually there is no limits for application of this principle

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Rectorate Board of Directors Academic Senate Human Resources Office Boards of Departments Recognition and evaluation of qualification about seniority are guaranteed and recognized by the current national Italian law and the Statute of the University. (art.2,3,4,5,12) https://www.unirc.it/ateneo/statuto.php

21. Postdoctoral appointments (Code) Clear rules and explicit guidelines for the recruitment and appointment of postdoctoral researchers, including the maximum duration and the objectives of such appointments, should be established by the institutions appointing postdoctoral researchers. Such guidelines should take into account time spent in prior postdoctoral appointments at other institutions and take into consideration that the postdoctoral status should be transitional, with the primary purpose of providing additional professional development opportunities for a research career in the context of long-term career prospects. Relevant legislation (permitting or impeding the implementation of this principle)


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Statute of the University Code of Ethic of the University Rules of Procedures of the University PhD Regulation of the University

========= Rectorate Board of Directors Academic Senate Boards of Departments Research Office - Saritt-ILO All the rules and related transparency are acted and guaranteed by our PhD School and the related office, then by the Statute https://www.unirc.it/ricerca/scuola_dottorato.php Art.60 Statute of the Univesity http://www.unirc.it/ateneo/statuto.php

III. Working conditions and social security 22. Recognition of the profession All researchers engaged in a research career should be recognized as professionals and be treated accordingly. This should commence at the beginning of their careers, namely at postgraduate level, and should include all levels, regardless of their classification at national level (e.g. employee, postgraduate student, doctoral candidate, postdoctoral fellow, civil servants). Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Academic Senate Human Resources Office Boards of Departments Communication Office Research Office - Saritt-ILO Recognition of the profession is guaranteed by the current national Italian law . This principle is also guaranteed by Statute of the University (Art. 2,4,5,12) https://www.unirc.it/ateneo/statuto.php Our University apply more work on recognition of researchers through media and website coverage. E.g. : In june 2016 we signed a specific program Fixo YEI ( a program of the Italian Ministry of Labour) that encourages apprenticeships adoption of higher education and research for the employment of graduates. It 'a public notice in fact active to business, which will receive an allowance. Always with a public notice, the program promotes the employment of graduates . The selected companies receive an economic incentive for each hired with full time permanent contract or determined . This principle is guaranteed by Statute of the University (Art. 2,4,5,12) https://www.unirc.it/ateneo/statuto.php

23. Research environment Employers and/or funders of researchers should ensure that the most stimulating research or research training environment is created which offers appropriate equipment, facilities and opportunities, including for remote collaboration over research networks, and that the national or sectoral regulations concerning health and safety in research are observed. Funders should ensure that adequate resources are provided in support of the agreed work programme. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Boards of Departments Research Office - Saritt-ILO This principles are guarantee by Statute of the University: art. 2,4,5,6,7,9 https://www.unirc.it/ateneo/statuto.php We have improved developments and involvement of public and private sector in fund financing and operating Agreement with: - Chamber of Commerce - Assindustria (Industrialist Association) - Regione Calabria

Our University also has n.65 Research Laboratories (http://www.unirc.it/ricerca/laboratori.php) and various network of research, related to research project.

24. Working conditions Employers and/or funders should ensure that the working conditions for researchers, including for disabled researchers, provide where appropriate the flexibility deemed essential for successful research performance in accordance with existing national legislation and with national or sectoral collective-bargaining agreements. They should aim to provide working conditions which allow both women and men researchers to combine family and work, children and career. Particular attention should be paid,inter alia, to flexible working hours, part-time working, tele-working and sabbatical leave, as well as to the necessary financial and administrative provisions governing such arrangements. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Human Resources Office Boards of Departments Our University guarantee the maximum flexibility of working hours, part-time working , tele-working and sabbatical year (all above mentioned is regulate by National Italian law). Statute of the University (art.2,3,4,5,6,7,8,9,12) https://www.unirc.it/ateneo/statuto.php Disabled researchers can join the collaboration of : - Disability Office .

http://www.unirc.it/ateneo/dett_amministrazione.php?Cod_struttura=1471

- Office for Equal Opportunities Office: http://www.unirc.it/ateneo/pariopportunita.php

University also provides grants, contributions, subsidies and economic benefits for employees: http://www.unirc.it/operazionetrasparenza/?sezione=sovvenzioni Among others, are the following services: Fitness Centre, Free Shuttle Bus Service, Libraries, Multimedia Lab, Service of summer company nursery, University vegetable garden, Music Lab, University choir, etc.

25. Stability and permanence of employment Employers and/or funders should ensure that the performance of researchers is not undermined by instability of employment contracts, and should therefore commit themselves as far as possible to improving the stability of employment conditions for researchers, thus implementing and abiding by the principles and terms laid down in the EU Directive on Fixed-Term Work. Relevant legislation (permitting or impeding the implementation of this principle)


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========= Rectorate Human Resources Office Boards of Departments The university ensures full transparency of all procedures and new regulations: - http://www.unirc.it/ateneo/normativa.php (please take a look at the subheadings at the left of the page) - http://www.unirc.it/ateneo/personale.php (please take a look at the subheadings at the left of the page)

26. Funding and salaries Employers and/or funders of researchers should ensure that researchers enjoy fair and attractive conditions of funding and/or salaries with adequate and equitable social security provisions (including sickness and parental benefits, pension rights and unemployment benefits) in accordance with existing national legislation and with national or sectoral collective bargaining agreements. This must include researchers at all career stages including early-stage researchers, commensurate with their legal status, performance and level of qualifications and/or responsibilities. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Human Resources Office Boards of Departments Funding and salaries are fully guaranteed by the current Italian National law.

27. Gender balance Employers and/or funders should aim for a representative gender balance at all levels of staff, including at supervisory and managerial level. This should be achieved on the basis of an equal opportunity policy at recruitment and at the subsequent career stages without, however, taking precedence over quality and competence criteria. To ensure equal treatment, selection and evaluation committees should have an adequate gender balance. Relevant legislation (permitting or impeding the implementation of this principle)


Actions required

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Italian Republic Costitution Law 240/2010 Code of equal opportunities D. lgs. 198/2006 Ministry of Education Act

Statute of the University Code of Ethic of the University Good representations of all gender in all departments

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Rectorate Boards of Departments Equal Opportunities Office This principle is guaranteed by Statute ohttps://www.unirc.it/ateneo/statuto.phpf the University (art.2 –d) Gender balance is guaranteed by our Equal Opportunities Office. http://www.unirc.it/ateneo/pariopportunita.php

28. Career development Employers and/or funders of researchers should draw up, preferably within the framework of their human resources management, a specific career development strategy for researchers at all stages of their career, regardless of their contractual situation, including for researchers on fixed-term contracts. It should include the availability of mentors involved in providing support and guidance for the personal and professional development of researchers, thus motivating them and contributing to reducing any insecurity in their professional future. All researchers should be made familiar with such provisions and arrangements. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Board of Directors Academic Senate Human Resources Office Boards of Departments Career development is guaranteed by Statute of the University (Art. 2,4,5,12) https://www.unirc.it/ateneo/statuto.php Tutors are recognized and are present in the Statute of the University (art. 6,29,39) https://www.unirc.it/ateneo/statuto.php Tutor and Supervisor :their importance is provided and encourage also in the PhD Regulation of the University DR. 237 (art.8 ,25 and art.8,17) http://www.unirc.it/documentazione/regolamenti_circolari/2014090562150018_277.pdf PhD Regulation of the University -DR n.300 (art.6) http://www.unirc.it/documentazione/regolamenti_circolari/20071009621500181.pdf https://www.unirc.it/ateneo/regolamenti.php

29. Value of mobility Employers and/or funders must recognize the value of geographical, intersectorial, inter- and trans-disciplinary and virtual mobility as well as mobility between the public and private sector as an important means of enhancing scientific knowledge and professional development at any stage of a researcher’s career. Consequently, they should build such options into the specific career development strategy and fully value and acknowledge any mobility experience within their career progression/appraisal system. This also requires that the necessary administrative instruments be put in place to allow the portability of both grants and social security provisions, in accordance with national legislation. Relevant legislation (permitting or impeding the implementation of this principle)


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Research Office - Saritt-ILO Boards of Departments These principles are guaranteed by Statute of the University (art.8) https://www.unirc.it/ateneo/statuto.php Every month by alerts and reports Qualification are recognized by the current national Italian law in the field of public employment. Seminars and Infoday are organized periodically

30. Access to career advice Employers and/or funders should ensure that career advice and job placement assistance, either in the institutions concerned, or through collaboration with other structures, is offered to researchers at all stages of their careers, regardless of their contractual situation. Relevant legislation (permitting or impeding the implementation of this principle)


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Office for professional orientation Research Office - Saritt-ILO Constant practice of informing of new job placement e very month by alerts and reports; Office for professional orientation and Job placement provides to assistance and communication about job possibilities. Seminars and Infoday are organized periodically .

31. Intellectual Property Rights Employers and/or funders should ensure that researchers at all career stages reap the benefits of the exploitation (if any) of their R&D results through legal protection and, in particular, through appropriate protection of Intellectual Property Rights, including copyrights. Policies and practices should specify what rights belong to researchers and/or, where applicable, to their employers or other parties, including external commercial or industrial organisations, as possibly provided for under specific collaboration agreements or other types of agreement. Relevant legislation (permitting or impeding the implementation of this principle)


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Italian Republic Costitution Law 240/2010 Labour Law Ministry of Education Act Rules of Procedures (Rules of property rights and patent)

Statute of the University Code of Ethic of the University Patent and Spin off Regulation of the University

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Rectorate Academic Senate Research Office - Saritt-ILO For the purpose to develop ways of informing and educating on IPR issue we have signed agreements with the Assindustria (Industrialist Association) and Chamber of Commerce for collaboration and dissemination of IPR – Chamber of Commerce organized seminars during the year available also for the participation of researchers. Almost every 3 months.

32. Co-authorship Co-authorship should be viewed positively by institutions when evaluating staff, as evidence of a constructive approach to the conduct of research. Employers and/or funders should therefore develop strategies, practices and procedures to provide researchers, including those at the beginning of their research careers, with the necessary framework conditions so that they can enjoy the right to be recognised and listed and/or quoted, in the context of their actual contributions, as co-authors of papers, patents, etc, or to publish their own research results independently from their supervisor( s). Relevant legislation (permitting or impeding the implementation of this principle)


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Italian Republic Costitution Law 240/2010 Labour Law Ministry of Education Act Rules of Procedures (Rules of property rights and patent)


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Rectorate Academic Senate Board of Departments Board of Directors An analysis of all scientific publications recruitment of all career internship level of our university , show us how the co-authorship is widespread. The list of publications of each researcher is on line on the university website and can be seen by consulting the page of each individual researcher at the voice: “Pubblicazioni” (Publications).

33. Teaching Teaching is an essential means for the structuring and dissemination of knowledge and should therefore be considered a valuable option within the researchers’ career paths. However, teaching responsibilities should not be excessive and should not prevent researchers, particularly at the beginning of their careers, from carrying out their research activities. Employers and/or funders should ensure that teaching duties are adequately remunerated and taken into account in the evaluation/appraisal systems, and that time devoted by senior members of staff to the training of early stage researchers should be counted as part of their teaching commitment. Suitable training should be provided for teaching and coaching activities as part of the professional development of researchers. Relevant legislation (permitting or impeding the implementation of this principle)


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Internal Evaluation Commission Inside of our University there is a popularity detection system expressed by the student about teaching activities of all teachers. A report is made every year. In each department, or at the schools, has set up a joint committee faculty-student (art. 42 Statute of the university).

34. Complains/ appeals Employers and/or funders of researchers should establish, in compliance with national rules and regulations, appropriate procedures, possibly in the form of an impartial (ombudsman-type) person to deal with complaints/appeals of researchers, including those concerning conflicts between supervisor(s) and early-stage researchers. Such procedures should provide all research staff with confidential and informal assistance in resolving work-related conflicts, disputes and grievances, with the aim of promoting fair and equitable treatment within the institution and improving the overall quality of the working environment. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Boards of Departments Office of Legal Affairs Office of Legal Affairs of the University guarantee to all researchers and staff of the University, confidential, informal and formal assistance in resolving all problems and conflicts work-related.

35. Participation in decision-making bodies Employers and/or funders of researchers should recognize it as wholly legitimate, and indeed desirable, that researchers be represented in the relevant information, consultation and decision-making bodies of the institutions for which they work, so as to protect and promote their individual and collective interests as professionals and to actively contribute to the workings of the institution. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate Board of Directors Academic Senate Boards of Departments According to the Statute of the University it provides a representation of researchers and students within the governing bodies of the University and the departments (III, art.15-33) https://www.unirc.it/ateneo/statuto.php

IV. Training 36. Relation with supervisors

Researchers in their training phase should establish a structured and regular relationship with their supervisor(s) and faculty/departmental representative(s) so as to take full advantage of their relationship with them. This includes keeping records of all work progress and research findings, obtaining feedback by means of reports and seminars, applying such feedback and working in accordance with agreed schedules, milestones, deliverables and/or research outputs. Relevant legislation (permitting or impeding the implementation of this principle)


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Boards of Departments Research Office -Saritt-ILO These activities are already an active part of the work of the departments and phd courses . Tutors are recognized and are present in the Statute of the University (art. 6,29,39) Tutor and Supervisor :their importance it is provided and encourage also in the PhD Regulation of the University DR. 237 (art.8 ,25 and art.8,17) http://www.unirc.it/documentazione/regolamenti_circolari/2014090562150018_277.pdf PhD Regulation of the University -DR n.300 (art.6) http://www.unirc.it/documentazione/regolamenti_circolari/20071009621500181.pdf https://www.unirc.it/ateneo/regolamenti.php

37. Supervision and managerial duties

Senior researchers should devote particular attention to their multi-faceted role as supervisors, mentors, career advisors, leaders, project coordinators, managers or science communicators. They should perform these tasks to the highest professional standards. With regard to their role as supervisors or mentors of researchers, senior researchers should build up a constructive and positive relationship with the early-stage researchers, in order to set the conditions for efficient transfer of knowledge and for the further successful development of the researchers' careers.



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Internal Evaluation Board Boards of Departments Tutors are recognized and are present in the Statute of the University (art. 6,29,39) Tutor and Supervisor :their importance it is provided and encourage also in the PhD Regulation of the University DR. 237 (art.8 ,25 and art.8,17) http://www.unirc.it/documentazione/regolamenti_circolari/2014090562150018_277.pdf PhD Regulation of the University -DR n.300 (art.6) http://www.unirc.it/documentazione/regolamenti_circolari/20071009621500181.pdf https://www.unirc.it/ateneo/regolamenti.php

38. Continuing Professional Development

Researchers at all career stages should seek to continually improve themselves by regularly updating and expanding their skills and competencies. This may be achieved by a variety of means including, but not restricted to, formal training, workshops, conferences and e-learning.



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Boards of Departments Research Office - Saritt-ILO This principle is guaranteed by Statute of the University (art.2,3,4,5,6,7,8) https://www.unirc.it/ateneo/statuto.php Every month alerts and reports are made for the purpose to stimulate the education of teachers in e-learning at the level of the University, to encouragement of researchers’ education at other institutions and to enable financial instruments to encourage the development of skills and competencies. Dedicated pages on website: https://www.unirc.it/ricerca/finanziamenti_comunitari.php On the specific webpages of the departments: http://www.agraria.unirc.it/ http://www.darte.unirc.it/ http://www.pau.unirc.it/ http://www.digiec.unirc.it/ http://www.diceam.unirc.it/ http://www.diies.unirc.it/ Seminars and Infoday are organized periodically

39. Access to research training and continuous development Employers and/or funders should ensure that all researchers at any stage of their career, regardless of their contractual situation, are given the opportunity for professional development and for improving their employability through access to measures for the continuing development of skills and competencies. Such measures should be regularly assessed for their accessibility, take up and effectiveness in improving competencies, skills and employability. Relevant legislation (permitting or impeding the implementation of this principle)


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Rectorate, Academic Senate, Board of Director The Statute of the University provides that “the university professors and Researchers have the right to access specific funds placed at the research budget” (art.12) Please see also: art. 2,3,4,5,6,7,8. http://www.unirc.it/ateneo/statuto.php Università degli Studi Mediterranea di Reggio Calabria is a public body, a State University, the current difficult national economic situation does not allow to make predictions about the funds for research, but the University still hopes to be able to carry out more attendance and securing of financial resources will foster researchers’ development and better exploitation of their potentials. Financial statement of the University– December 2016

40. Supervision Employers and/or funders should ensure that a person is clearly identified to whom early-stage researchers can refer for the performance of their professional duties, and should inform the researchers accordingly. Such arrangements should clearly define that the proposed supervisors are sufficiently expert in supervising research, have the time, knowledge, experience, expertise and commitment to be able to offer the research trainee appropriate support and provide for the necessary progress and review procedures, as well as the necessary feedback mechanisms. Relevant legislation (permitting or impeding the implementation of this principle)


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Statute of the University Code of Ethic of the University Rules of Procedures of the University PhD Regulation of the University

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Boards of Departments Internal Evaluation Board Tutors are recognized and are present in the Statute of the University (art. 6,29,39) Tutor and Supervisor :their importance it is provided and encourage also in the PhD Regulation of the University DR. 237 (art.8 ,25 and art.8,17) http://www.unirc.it/documentazione/regolamenti_circolari/2014090562150018_277.pdf PhD Regulation of the University -DR n.300 (art.6) http://www.unirc.it/documentazione/regolamenti_circolari/20071009621500181.pdf https://www.unirc.it/ateneo/regolamenti.php

2014/2016

The steps envisaged after earning the acknowledgment are:

INTERNAL and EXTERNAL COMMUNICATION

To promote awareness of C&C principles within and outside the institution

Tasks Expected Results Timing

Making use of internal media for spreading the activities regarding C&C and HR logo

All the people working in the institution are informed

Last quarter of 2016

Each researcher coming in contact with the University receives a copy of C&C

A copies of the C&C are widely distribuited Last quarter of 2016

Providing early and experienced researchers with all the information concerning the meaning of the HR logo and the purpose oft he HRS4R

All the researchers are given the opportunity to be conscious of their rights


Making use of external media for spreading the activities regarding C&C

Large public (private and public institutions, companies and people) knows about C&C


To promote the use of SINAPSE, EURAXESS portal and institutional web sites to post documents regarding the C&C promotion activity

Spreading the use of functional virtual tools First semester of 2017

To share good practice concerning the C&C principles implementation To convince the top manager of the added value of HR logo and related principles

First semester of 2017

Evaluating the knowledge of C&C by the large public through short questionnaires during events related to Research.

To evaluate the large public knowledge about the researchers profession

Second semester of 2017

To make large public know researchers‘ activitiy during events, website and social network

Large public becomes familiar with the research professionals

First semester of 2018

Self - Assessment - check the state of the art of the strategy through an internal monitoring

Improve and perfect the implementation of C & C in our University and its knowledge on the territory and

make all the information: more available, more transparent and accessible to all personnel of

research.

Second semester of 2018

Once every four years the progress and the results achieved will be the subject of an external evaluation.

All the progress and reinforcements to the actions in the HRstrategy will be published on the web pages of the university, dedicated to HRS4R

http://www.unirc.it/ricerca/hrs4r.php

Documents

Università degli Studi Mediterranea di Reggio Calabria · Università degli Studi Mediterranea di Reggio Calabria Cittadella Universitaria, via Salita Melissari, Feo di Vito