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From the “Charter & Code” to the “Human Resources

Strategy”

Dagmar MeyerDirectorate C

“Universities and Researchers”DG Research -European Commission

“EURAXESS Rights” meetingF.R.S.-FNRS, Bruxelles7 January 2010

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Background / History Communication “Researchers in the ERA: One profession, multiple careers” (2003)C&C Recommendation from Commission to MS – based on broad stakeholder consultation process (2005)Follow-up activities focusing on implementation: EU Presidency Conferences London (2005), Vienna (2006), Rennes (2008)ERA Green paper – Expert Group report on “Realising a single labour market for researchers” (2008)European Partnership for Researchers / National Action Plans (2008-2010…)

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A ‘bill of rights and duties’ for all researchers

working in the EU

To recognise researchers as professionals

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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 rooted 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 take-up 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 implementation

Successful results• Around 100 signed declarations representing

nearly 1000 research organisations spread over 28 countries

• C&C recognised policy tool: national initiatives in line with the C&C, Working groups; etc.

Difficulties• Lack of real awareness (even after 5 years of

C&C!)• Fear of administrative burden• Lack of institutional strategies, legal issues

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The Charter & Code implementation:

A new phase1) 2006-2008: developing a HR Strategy for Researchers (former “C&C label”) to speed up the implementation of the C&C by undersigning organisations2) 2007: Study in order to assess the communication and implementation effectiveness regarding the Charter and Code – 2008-2009: C&C Promoters Network3) 2009-2010: Putting the HR Strategy into action – “Institutional Human Resources Strategy Group” / Commission acknowledgement of implementation of HR strategy process

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A HR Strategy for Researchers

articulated in five steps

A) An internal analysis by the research institution to compare institutional practices against the C&C principles, which should involve all key institutional players;

B) The publication of a "Human Resources Strategy for Researchers incorporating the Charter & Code ";

C) The acknowledgement of the HR Strategy by the European Commission;

D) A self-assessment based implementation;

E) An external evaluation every 4 years

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HR Strategy for Researchers

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

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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Benefits / added value for institutions

Organisations recognized by the EU Commission as implementing the HR strategy benefit at various levels :

− They show that they care about their Human Resources − They actively support a change in working culture − They stand for a stimulating and favourable working environment for researchers− As a result, they benefit from international visibility as an attractive workplace for researches from around the world

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Examples of institutions working on the HR Strategy

University of Cambridge University of Heidelberg University Pierre et Marie Curie University of Oslo ETH Zurich University of Reykjavik University of Camerino Medical University Graz University of Rijeka Eotvos University etc…

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Example of good practice: INRA (France)

declared commitment: early signature of C&C (Feb 2006) initial focus on fixed term researchers: “Charter for the hosting of contract researchers” (deployed July 2008) developed with internal and external stakeholder consultation declaration of commitment to HR Strategy process at Rennes conference (Nov 2008) setting up of joint working group with INSERM & CNRS and gap analysis for each establishment results to be published on INRA website

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National Initiatives linked to the Charter & Code

- Signature C&C by Governments / Ministries (LT, ES)- Improved working conditions for early career researchers (FR- “Contrat doctoral”, AT-Reform PhD and post-doc grant system, ES-new Trainee Statute) - National funding bodies linking funds to C&C (LU, CH)- C&C endorsement in collective bargaining agreements (BE/FL)- Numerous awareness raising initiatives, surveys, etc.

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National Initiatives linked to the Charter & Code (2)

- Gap Analysis at national level: UK Concordat, IE, NO- Studies & Working groups on specific issues: BG (working conditions), DE (pensions), reference to C&C for grants/awards (IE, ES)- Comprehensive approach: SE (HR Strategy in QA mechanism, reference to C&C in policy documents), NO (HR Strategy)- etc.

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The Charter & Code in FP7

The reference to the Charter & Code recital: “In the implementation of the (People… ) Specific Programme, attention is also paid to the working conditions, transparency of recruitment processes, and career development as regards the researchers recruited on projects and programmes funded, for which the …C&C Researchers offers a reference framework, while respecting its voluntary nature. Annex II to the model grant agreement beneficiary shall:m) have regard to the general principles of the Commission Recommendation … on Charter & Code…, in particular concerning the working conditions, transparency of recruitment processes, and career development of the researchers recruited for the project

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Thank you for your attention!

dagmar.meyer@ec.europa.eu