About HRS4R

1. Political context

On March 11th 2005, the European Commission adopted a Recommendation on a European Charter for Researchers and a Code of Conduct for the Recruitment of Researchers. These documents represent key instruments of the current European policy aimed at increasing the attractiveness of research careers in the Member States of the European Union. The Charter and the Code aim to ensure that researchers have the same rights and obligations regardless of where they work within Europe. Their implementation is intended to contribute to the establishment of a genuine European labour market for researchers and to make research careers more attractive to the younger generation.

By signing the grant agreement under Horizon 2020, each beneficiary commits to complying with Article 32, which sets out the principles for the employment of researchers and the provision of appropriate working conditions. This article requires beneficiaries to adhere to the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (hereinafter referred to as the Charter and the Code). In particular, it emphasizes working conditions, transparent recruitment based on qualifications and experience, and the creation of a supportive environment for career development.

In order to implement the requirements of Article 32 in practice, the European Commission has developed the Human Resources Strategy for Researchers (HRS4R). An institution that decides to implement this strategy must first analyse its internal processes and identify existing shortcomings. The gap analysis should help to realistically assess what changes can be implemented, also taking into account the relevant national legislation. Based on this analysis, an action plan should be developed, which should be subject to continuous discussion at all levels of the institution. Specific objectives and proposals for improving conditions are individual and depend mainly on the internal organisation, the capacity and expertise of the responsible team, and the level of engagement of employees.

The Human Resources Strategy for Researchers supports research institutions and organisations in implementing the principles of the Charter and the Code in their policies and practices. The European Commission awards the “HR Excellence in Research” recognition (HRS4R) to institutions that successfully initiate the implementation of these principles in their human resources policies. The implementation action plan must be based on a gap analysis addressing the differences between the current and desired state with regard to the principles of the Charter and the Code.

2. What exactly are the Charter and the Code?

European Charter for Researchers:
A set of general principles and requirements that defines the roles, responsibilities and rights of researchers, employers and research funding organisations.

Code of Conduct for the Recruitment of Researchers:
A set of general principles and requirements to be followed by employers to ensure open, transparent and merit-based recruitment of researchers.

3. Expectations and goals

The implementation of the principles of the Charter and the Code aims to ensure that the relationship between researchers and employers contributes to successful knowledge creation, transfer, sharing and dissemination, as well as to technological development and career progression. At the same time, it supports the development of a unified labour market for researchers within the European Research Area and increases the attractiveness of European research institutions by creating better and more sustainable career conditions in research and development.

In addition, it will not only increase the attractiveness of the institution for researchers seeking new employment opportunities, but also enhance the institution’s chances of participating in international project consortia. The European Commission has also indicated that holding the HRS4R award may become an important factor in applying for Horizon Europe projects, especially within the Marie Skłodowska-Curie Actions (MSCA).

The Charter and the Code represent a recommendation of the European Commission aimed at increasing the attractiveness of research careers and supporting gender equality in research. They are addressed to Member States, employers, funding organisations and researchers themselves. They apply to all areas of research in both the public and private sectors, regardless of the type of employment relationship, legal status or organisational structure.

They define the roles, responsibilities and rights of researchers as well as their employers and funding organisations. They aim to ensure that the relationship between these actors contributes to successful knowledge creation, transfer and sharing, as well as to career development. The Charter and the Code also aim to improve recruitment processes, increase transparency in selection procedures, and introduce both qualitative and quantitative criteria for evaluating researchers, with a strong emphasis on excellence within diverse career paths. In addition to the number of publications, evaluation criteria also include teaching, supervision, teamwork, knowledge transfer, research and innovation management, mobility, international cooperation, and public engagement activities.

The implementation will enable:

• to make TUZVO more open to international researchers by translating key regulations, documents and forms into English and improving English communication skills among technical and administrative staff;
• to standardise and formalise certain procedures, including the submission and investigation of complaints related to ethical issues, handling of suggestions and appeals, data management (storage, backup and sharing), evaluation of researchers, recruitment and selection processes, and preparation of internal regulations (e.g. in the areas of ethics and intellectual property rights);
• to support career development, counselling and lifelong learning through the preparation and publication of career plans, career development strategies, mentoring schemes and management training;
• to make key documents available to (new) employees and raise awareness among staff by preparing a bilingual welcome package and providing training in ethics and intellectual property rights;
• to align recruitment processes and selection committees with the principles of Open, Transparent and Merit-Based Recruitment (OTM-R), including the development of an OTM-R policy, preparation of templates and guidelines, training of relevant staff, and the use of diverse recruitment methods;
• to analyse possibilities for improving working conditions for researchers, with a particular focus on selected groups, including salary conditions, work-life balance, access for researchers with disabilities, and the situation of doctoral and postdoctoral researchers.

4. Principles of the Charter

A. Researchers
Freedom of research ◦ Ethical principles ◦ Professional responsibility ◦ Professional attitude ◦ Contractual and legal obligations ◦ Accountability ◦ Good research practice ◦ Dissemination and exploitation of results ◦ Public engagement ◦ Relationship with supervisors ◦ Supervision and management responsibilities ◦ Continuing

B. Organizations
Recognition of the profession ◦ Non-discrimination ◦ Research environment ◦ Working conditions ◦ Stability of employment ◦ Funding and salaries ◦ Gender balance ◦ Career development ◦ Value of mobility ◦ Access to training and continuous development ◦ Access to career guidance ◦ Intellectual property rights ◦ Co-authorship ◦ Supervision ◦ Teaching ◦ Evaluation systems ◦ Complaints and appeals ◦ Participation in decision-making bodies ◦ Recruitment

5. Terms of the Code

Recruitment ◦ Selection ◦ Transparency ◦ Career breaks or variations in CVs ◦ Recognition of mobility experience ◦ Recognition of qualifications ◦ Seniority ◦ Postdoctoral appointments