Slide 1

Report
Launching Event of the University of
Ioannina EURAXESS Services Centre
University of Ioannina, 23 February 2011
The European Charter for Researchers and the Code of
Conduct for their Recruitment : the EC institutional tool
for the enchancement of the human resources potential
in European research
Loula Sigala
Administrative Director NHRF
Head of International Relations NHRF
National Contact Point PEOPLE FP7
EURAXESS Services’ Centre
The National Hellenic Research Foundation
48, Vas. Constantinou Ave. 116 35 Athens, Greece
http://www.eie.gr, e-mail: [email protected]
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Outline of the presentation
A.
The EU policy background on the enhancement of the
European Research Era (ERA)
B.
The Recommendation on the Charter and Code (C&C)
C.
The implementation of the C & C at European level
D.
The implementation of the C & C at National level
E.
The benefits from the C & C endorsement and implementation
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Human Resources and Mobility at the heart
of the EU policy and Strategy




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
The HRM Steering Group
The OMC
The National Implementation Reports
The Reporting to CREST
The Competitiveness Council of the EU
The implementation by the Member States
The Institutional and Financial tools
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Researchers: the key players


For the advancement of knowledge
For the achievement of economic growth through innovation
Career development policy and actions
Enhancement of mobility in its triple form (geographical, intersectoral,
interdisciplinary)
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The definition of researcher according to the
Frascati Manual (OECD 2002)
“Professionals engaged in the conception or creation of new
knowledge, products, processes, methods and systems
and in the management of the projects concerned”
More specifically
the above relates to all persons professionally engaged in R&D at any
career stage and in any activities related to “basic research”, “strategic
research”, “applied research”, “experimental development”, “transfer of
knowledge” etc
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Career development and mobility at the heart
of the Charter & Code (C&C)

Legal
A ‘bill of rights and duties’
for all researchers working
in the EU
To recognise
researchers as
professionals
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The Commission Recommendation, the
parties involved, the structure and the aim
The nature of the institutional tool and its implementation by
member states on a voluntary basis

The Recommendation addresses the funders, the employers
and the researchers

The Structure of the Recommendation:
The European Charter for Researchers
A set of general principles and requirements which specifies the roles and
responsibilities of researchers, employers/funders
and
The Code of Conduct for the recruitment of researchers
A set of general principles and requirements to be followed by employers
and/or funders when appointing or recruiting researchers (transparency in
the selection, equal treatment etc)
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The Commission Recommendation, the
parties involved, the structure and the aim
The aim of the
Recommendation:
to contribute to the development of
an attractive, open and sustainable
European labour market for
researchers !
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The sub goals
The researchers’
development

own
responsibility
as
regards
their
career
The
recognition of researcher as a professional (The recognition should
begin from the very beginning of the researcher's career and extend
towards all stages and professional categories, independently of
classification at national level )
Promotion, approval και implementation of the Recommendation by the
member states on a voluntary basis


Follow up mechanisms of the implementation (monitoring)
Adoption of a HR Strategy for Researchers
(employers and funders)

by the parties involved
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From the publication of the Recommendation
(2005) until today
The EU institutional tools
The Green Paper “European Research Area: New Perspectives”
3.1 “Realizing a single labor market for researchers” (4/4/2007)


The Commission's Communication on better careers and more
mobility: A European Partnership for Researchers (23/5/2008)
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Partnership for Researchers
Framework for MS to direct their efforts at national level in 4 key areas:
recruitment, social security & supplementary pension rights, working
conditions, training.
Most actions are routed in the Charter & Code, which is the
institutional side of the Partnership process.
Partnership: “Coordinated action in these areas, alongside
renewed efforts on existing initiatives such as increasing the takeup of the principles of the Charter and Code, would provide better
job opportunities and more rewarding careers for researchers…”
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The Charter & Code endorsement
Successful results
• Around 220 signed declarations representing more than 1000
research organisations from 30 countries from Europe and beyond
• C&C recognised policy tool: national initiatives in line with the C&C,
Working groups; etc.
Difficulties
• Lack of awareness
• Fear of administrative burden
• Lack of institutional strategies, legal problems
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After the endorsement of the C & C: How the
principles are implemented?
The EC Institutional Human Resources Strategy Group (2009)
(all members have undersigned the C & C principles)
monitors the flexible mechanism:
“HR Strategy for Researchers incorporating the
principles of the Charter and Code”
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A HR Strategy for Researchers articulated in
five steps
1) An internal analysis by the research institution to compare
institutional practices against the C&C principles, which should involve all
key institutional players;
2)The publication of a "Human Resources Strategy for Researchers
incorporating the Charter & Code "
3) The acknowledgement of the HR Strategy by the European
Commission (logo “HR Excellence in Research”)
4) A self-assessment based implementation every 2 years
5) An external evaluation every 4 years
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HR Strategy for Researchers (2)
An example of a possible standard template for the internal
analysis and implementation of the HR Strategy for Researchers
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HR Strategy for Researchers (3)
A Charter & Code implementation mechanism that :
- Is based on institutional self-assessment and respects the
autonomy of the institutions
- Is as light as possible, avoiding cumbersome procedures and
recognizing the variety of situations across institutions
- Is a transparent approach that provides easily accessible public
information on the HR policies of undersigning institutions
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The landscape in Greece after 2005
HRST Policy and Strategy focuses on:
a.
Highly skilled researchers (Greek Universities and public Research
Centres)
b.
Attracting talents from abroad, enhancing geographical mobility of
researchers.
c.
Enhancing employment of highly skilled personnel in the business
enterprise sector, enhancing inter-sectoral mobility of researchers,
improving the skills of the business personnel.
d.
e.
Support of entrepreneurship of researchers.
Mobilization of social groups not fully integrated in the RTD system
(women, immigrants, repatriates)
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The EC institutional tools and the Greek
paradigm. From legal texts to practice
A good example of interministerial and related bodies’
cooperation

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The leading role of the Ministry of Development
An active consultation process with the stakeholders triggered by the
General Secretariat for Research and Development (GSRT) / Ministry of
Development
The cooperation with the Conference of Directors of the Research Centres
under the umbrella of the GSRT
The Recommendation on the C & C and the Mixed National Committee on
Research and Education
The cooperation with the Conference of Rectors of Greek Universities
The channels of communication with the Ministry of Education and Religious
Affairs/ EU Directorate
The role of the Greek network of EURAXESS Services’ Centres in the
promotion and the implementation of the C & C
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The conduction of a survey among the
Research Centres with the help of the
Greek network of EURAXESS Services Centres
Aim:
To gain valuable information regarding the realistic chances of the
implementation of the principles laid down in the C & C
Addressees:
52 Research Institutes under the umbrella of the GSRT
Presidents
Directors of the Institutes
Researchers
Personnel Departments
Participation rate: 70%
Brief analysis:
An overall estimation of the answers received by the participants is that there is
a general tendency to agree with all the principles laid down in the C & C (with
only a very few exemptions). Almost all of the participants find the C & C as “a
good attempt” and a well thought document addressing most of the aspects
related to the researchers’ professional life and expectations
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The endorsement of the C&C by the Greek Research
Organizations
EUROSCIENCE – Hellas (January 2006)
National Hellenic Research Foundation (July 2008)
Centre for Research and Technology – Hellas (September 2008)
Marie Curie Fellows Association – Hellas (October 2008)
University of Crete (January 2010)
University of Ioannina (May 2010)
The Greek Rectors’ Conference (September 2010)
University of Thessaly (October 2010)
University of Patras (January 2011)
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Which are the benefits after the endorsement
and implementation of the Charter and Code?

Individual research organizations:
-become more attractive to researchers looking for a new employer
or for a host for their research project
-Increase their visibility as organisations actively promoting their
national research system and/or the European Research Area

The logo "HR Excellence in Research" identifies the institutions and
organisations as providers and supporters of a stimulating and
favourable working environment.

ERA is developing as an attractive, open and sustainable labour
market for researchers.
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Resumé
What is the “Charter & Code”?
A set of principles on HR in research…
Why to sign them?
Increase research institutions’ attractiveness
Who can sign?
Any researchers’ employer or funder
How to implement them?
Through the “HR Strategy for Researchers”!
What the benefits will be?
Attractive research organization, favourable working environment,
open and sustainable European labour market
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Useful Link:
EURAXESS Rights: http://ec.europa.eu/euraxess/rights
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Thank you for your attention!
Loula Sigala
Administrative Director NHRF
Head of International Relations NHRF
National Contact Point PEOPLE FP7
EURAXESS Services’ Centre
The National Hellenic Research Foundation
48, Vas. Constantinou Ave. 116 35 Athens, Greece
http://www.eie.gr, e-mail: [email protected]
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