Appreciation and support for researchers project AT the university of Turku

APPRECIATION AND SUPPORT FOR RESEARCHERS

PROJECT AT THE UNIVERSITY OF TURKUA Human Resources Strategy for Researchers implementing the

Charter&Code

THE STARTING POINT

• In 2005, the European Commission launched a Recommendation

• The European Charter for Researchers • The Code of Conduct for the Recruitment of

Researchers• In 2009, the Finnish Council of University

Rectors endorsed the Charter & Code

IN 2012 UTU JOINED A WORKING GROUP

• In 2008, to ensure that words are followed by deeds, the Commission launched a 5-step process HR Strategy for Researchers (HRS4R)

• in the first 3 cohorts: 160 members• UTU joined the 3rd cohort of the working

group (with Aalto, UEF, and JYU)• the 4th cohort will start in 2013, with 7 universities from

Finland

GOALS OF THE EU

• Sustainable career prospects for researchers in Europe • Improved quality of research by promoting mobility –

geographical, inter- and transdisciplinary and virtual• To increase the number of researchers in Europe with open,

transparent and internationally comparable selection and recruitment procedures

MAKING THE EUROPEAN RESEARCH AREA (ERA) MORE ATTRACTIVE

GOALS OF THE UNIVERSITY OF TURKU• Attractiveness as an employer of researchers • Advanced internationalisation with improved

ranking• Researchers’ welfare through improved

integration in the university community • Financial benefits (e.g. EU funding) HR Excellence in Research logo – good employer image

PRINCIPLES IN THE HRS4R PROCESS

Implementation of C&C was slowBureaucracy was replaced with flexibility:• The organisation (university, research institute,

funding body) sets for itself realistic objectives that lead to better realisation of the C&C recommendations.

• Light reporting

PRINCIPLES ADOPTED IN UTU

• Focus on genuine development activities already underway or among our strategic goals

• Priority to actions concerning the entire community and advancing their well-being at work

• While realising our strategic goals, we integrate the C&C recommendations as far as is feasible.

WHAT DOES THIS MEAN

MOTTO 1

No high-flying rhetorics, but concrete steps in the right direction.

MOTTO 2Wide involvement of the university community• existing structures and

sources of information are used

• flexible ways are opened for anyone to participate.

THE 5-STEP PROCESS 1. GAP ANALYSIS - How far does UTU already

operate in alignment with the recommendations of the Charter & Code?

- What should and could be improved?

• Collection of ideas and suggestions for improvements

• Examining their feasibility and • Setting them in order of priority.

20121. GAP ANALYSISJan to Mar 2013 2. ACTION PLAN3. Application for the HR

EXCELLENCE IN RESEARCH LOGO

After 2 years (2015)4. SELF-ASSESSMENT of the implementation of Action PlanAfter 4 years (2017)5. EXTERNAL EVALUATION

2. ACTION PLAN

The Steering Committee • Receives the collected suggestions

for improvements • On the basis of the Gap Analysis

information, drafts an Action Plan (deadlines, responsibilities)

• Sends the proposal for an Action Plan to the University leadership for approval

THE 5-STEP PROCESS




3. HR EXCELLENCE IN RESEARCH LOGO• The Action Plan is sent to the

European Commision for approval UTU is awarded HR excellence in

Research logo • The Action Plan is published on the

university website• The logo can be used in all external

communication of the University.

THE 5-STEP PROCESS




4. SELF-ASSESSMENT

• After 2 years, a self-assessment is carried out on how the Action Plan has been implemented.

• Follow-up and self-assessment processes are integrated in the normal Quality Assurance work

THE 5-STEP PROCESS




5. EXTERNAL EVALUATION

• After every 4 years, there will be an external evaluation.

• As the Ministry of Education and Culture is interested in the C&C process, one possible solution is that there will be a national evaluation procedure in Finland.

THE 5-STEP PROCESS



After 2 years (2015)4. SELF-ASSESSMENT of the implementation of the Action PlanAfter 4 years (2017)5. EXTERNAL EVALUATION

IN SPRING 2012

• An operational group from the University Services made preparations for the Gap Analysis

• Some official working groups and committees were already informed of the process and piloted the Gap Analysis procedure

• Preliminary information on the forthcoming project was distributed

• Members were sought for the Steering Committee.

IN AUTUMN 2012• The Steering Committee was appointed and started

work• The Gap Analysis proceeded in new committees &

working groups • Information was gathered through various channels

(workshop, email, survey, various reports)• The operational working group prepared a summary

of the suggestions for the Steering Committee and looked into their feasibility

APPRECIATION AND SUPPORT FOR RESEARCHERS WORKSHOP

• on 15 Nov at 12:00-16:00, OP-Pohjola room, Turku School of Economics

• in English and Finnish

Come to share and develop your ideas on how to make UTU a more attractive and supporting

environment for researchers

JANUARY- MARCH 2013

• The Steering Committee drafts a proposal for an Action Plan

• University leadership approves the Action Plan• Plan to the European Commission for approval Goal: HR logo awarded by summer 2013

STEERING COMMITTEE

Vice Rector, professor Riitta Pyykkö, ChairCoordinator, Doctoral Candidate Tuomas KarskelaLecturer Eero Kuparinen, Public Sector Negotiation Commission JUKOQuality Manager Anu MäkeläHRD Specialist Johanna Mäkinen, SecretaryHR Director Tom RiskiInternational Liaison Officer Eeva SchoultzPostdoctoral researcher Tony Shepherd, Turku PET CentreUTUGS Coordinator Eeva SieviDean, professor Marja Vauras, Dept. of Teacher Education, TIASDoctoral Candidate Jarkko Rasinkangas

Appreciation and support for researchers project AT the university of Turku

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