Charter & Code and HR Strategy - Introduction to the Policy Context - Seminar on the HR Strategy for Researchers, Nicosia, 24 March 2011

Charter & Code and HR Strategy for Researchers:

Introduction to the Policy Context

Seminar “The "Human Resources Strategy for Researchers" in a European context”

Nicosia, 24 March 2011

Background / History

• COM Communication (2001) “A Mobility Strategy for the European Research Area”

• COM Communication (2003) “Researchers in the ERA: One profession, multiple careers”

• COM Recommendation to MS (2005) on a “European Charter for Researchers and Code of Conduct for their Recruitment” – based on broad stakeholder consultation process

• Follow-up activities focusing on implementation: EU Presidency Conferences London (2005), Vienna (2006), and in a broader context: Rennes (2008), Brussels (2010)

Charter & Code

Reference framework for rights and obligations of researchers, their employers and funders

Key topics addressed:

•Ethical & professional aspects, incl. research freedom and accountability

•Recruitment, incl. transparency and recognition of value of mobility

•Working conditions & social security, incl. gender issues, career development, and representation in governance

•Training, incl. supervision and access to training

European Partnership for Researchers

• ERA Green paper – Expert Group report (2008) on “Realising a single labour market for researchers”

• COM Communication (2008) “Better careers and more mobility: a European partnership for researchers” Four main themes:

Open recruitment and portability of grants

Meeting the social security and supplementary pension needs of mobile researchers

Providing attractive employment and working conditions

Enhancing the training, skills and experience of researchers

National Action Plans (1/4)• MS to develop National Action Plans demonstrating

implementation of the EPR (implementation monitored through SGHRM). 5 MS & 3 AC have submitted NAPs. Some quotations:

DE: “There is broad consensus … that all universities and research institutions should provide courses to enable upcoming scientists to acquire additional competencies…”

DK: “In 2010 the Ministry of Science, Technology and Innovation will initiate a dialogue with the universities about open recruitment, including broad job advertisements and international advertisements.”

National Action Plans (2/4)

UK: “The key instruments setting out policy on researcher career and mobility issues in the UK are the Quality Assurance Agency for Higher Education (QAA) Code of Practice and the Concordat to Support the Career development of Researchers (The Concordat). … The Concordat and the QAA Code of Practice … have been mapped on to the principles set out in the … Charter and Code … and are the mechanisms through which the Charter and Code will be delivered in the UK.”


AT: “Together with the universities, the BMWF also aims to incorporate specific plans and goals by individual universities to implement the primary principles of the … Charter and Codex … into the 2010-2012 performance agreements…”

SE: “A HEI providing third level education must provide training for supervisors.”

CH (related to Sciex-NMS fellowship scheme): “Swiss Research Institutions which want to employ Sciex Fellows must sign a performance agreement which is based on the Charter and the Code for Researchers.”


NO: “Norwegian support to the European Partnership for Researchers is closely related to the implementation of Charter and Code, coordinated with EURAXESS initiatives.”

HR: “It is recommended that all scientific and research institutions become signatories to and commence the implementation of the European Charter for Researcher … and the Code of Conduct for the Recruitment of Researchers …, thus creating a more favourable environment for the mobility of researchers.”

Europe 2020 and the Innovation Union• COM Communication (2010) “Europe 2020 - A strategy for smart,

sustainable and inclusive growth”

Big Societal Challenges - Climate, Energy, Health, Security, Resource Efficiency…

Need an integrated and strategic approach

7 Flagship Initiatives: Innovation Union, Agenda for New Skills and Jobs, Digital Agenda, Youth on the Move, etc.

• COM Communication (2010) “Europe 2020 Flagship Initiative - Innovation Union”

Innovation overarching policy objective

Main obstacles: unfavorable framework conditions & fragmentation of effort

The Innovation Union Commitments (1/4)

• Over 30 Action Points (“Commitments”) proposing initiatives in key areas, including:

#1: By the end of 2011, MS should have strategies in place to train enough researchers to meet their national R&D targets and to promote attractive employment conditions in public research institutions. Gender and dual career considerations should be fully taken into account in these strategies.


#2: In 2011, COM will support an independent multi-dimensional international ranking system allowing the best performing European universities to be identified. Further steps to be proposed in 2011 in a Communication on modernisation of higher education.

COM will also support the creation of "Knowledge Alliances" between education and business to develop new curricula addressing innovation skills gaps, helping universities to modernise towards inter-disciplinarity, entrepreneurship and stronger business partnerships.


#4: Completing the ERA: In 2012, COM will propose an ERA framework and supporting measures to remove obstacles to mobility and cross-border cooperation (to be in force by end 2014), addressing among others:

- quality of doctoral training, attractive employment conditions and gender balance in research careers;

- mobility of researchers across countries and sectors, including through open recruitment in public research institutions and comparable research career structures and by facilitating the creation of European supplementary pension funds.


#30: By 2012, EU and MS to put into place integrated policies

- to ensure that leading academics, researchers and innovators reside and work in Europe and

- to attract a sufficient number of highly skilled third country nationals to stay in Europe.

What’s next?• Three cohorts of “Institutional HR Strategy Group”

Aim: include all major public employers of researchers in Europe (critical mass, spill-over effects)

• Stronger reference to principles of Charter & Code in CSF / FP8 ??

Already reality in ‘People’ programme

• Working more closely with funders and umbrella organisations for increased impact

• Utilise expertise of “HR Strategy Group” for consultations related to EU policy initiatives in relevant areas (increased focus on advisory role of the group)

Thank you for your attention!

[email protected]

Dr. Dagmar Meyer

European Commission - DG Research and Innovation

Unit B2 - “Skills”