In 2005, the European Commission adopted the European Charter of researchers and the Code of Conduct for the recruitment of researchers (link Charter and Code https://www.euraxess.at/sites/default/files/am509774cee_en_e4.pdf)
This document contains a set of general principles and requirements specifying the role, responsibilities and rights of researchers and their employers. 40 principles of the Charter and Code contain recommendations closely linked to human resources development strategies in the science and research.
Principles of the Charter and the Code help to increase the attractiveness of scientific institutions and are considered to be a tool to become an equivalent and competitive partner of another science and research institutions.
The Institute for Nanomaterials, Advanced Technologies and Innovation (CxI) fully supports these principles and by signing the „Declaration of Commitment to the European Charter for Researchers and the Code of Conduct for the Recruitment Researchers“ in December 2017, confirmed its compatibility with the Charter and the Code and committed to fulfil the principles and requirements. In October 2019, the documents related to Human Resources Strategy for Researchers (HRS4R) were submitted for the evaluation by the European Commission.
In order to obtain the certificate of the HR Award (link https://euraxess.ec.europa.eu/jobs/hrs4r) accompanied by the stamp of HR Excellence in Research granted by the European Commission to research institutions implementing the HR strategy, internal analysis were developed.
The key document regarding the HRS4R is the analysis of CxI environment: GaP analysis and follop-up Action plan. Whereas the GAP analysis compares the curent practice and conditions at CxI with the Charter and Code requirements, the Action plan forwards specific solutions – actions for the given GAPs. In conjuction with the other documents the Open Transparent Merit-based – Recrutiment Check list and Strategy were further developed.
Representatives of scientific as well as of the administrative positions were involved in developing both analysis and for that purpose various groups and committess were established.
The core of the whole proces was formed by the HR working group led by the coordinator. The main task of the Group was to collect and evaluate all available regulations and directives and describes the processes that influence the CxI environment.
Miroslav Malý – Coordinator of HR working group
Alena Šilhavá – Director of Department for Development for Human Resources
Adéla Zemanová – CxI Secretary
Jitka Havlíková – Head of TUL HR Department
Ivana Vodolánová – Head of TUL Legal Department
Jaroslava Militká – Secretary of TUL Office of Internal Evaluation Board
Kateřina Maršíková – Guarantor of Appraisal Agenda
Jindřiška Hauerová – Guarantor of Education and Training Agenda
Darina Myšáková – Guarantor of Dissemination of Results Agenda
Jana Kmochová – Gurantor of HR Information System Agenda
Michal Řezanka – Representative of Research Focus Group
Composition of the HR Working Group reflects principles of the Charter and the Code, professional orientation of its members and their position within CxI and TUL organizational structure.
Steering Committee ensured the accordance of the GAP analysis and Action Plan with other CxI Strategies and assessed the impact of the actions into the CxI environment.
Zdeněk Kůs – TUL emeritus rector
Vladimír Stach – TUL Bursar
Petr Tůma – CxI Director
Miroslav Černík – CxI Director for Research
Pavel Němeček – TUL emeritus Vice-rector for Research
Aleš Kocourek – TUL Vice-rector for Education and Internal Legislation
Group of Internal Consultants
Group representing CxI Research Departments and laboratories analysed CxI environment in context of the Charter and the Code principles. Opportunities and gaps identified were subsequently discussed among particular research teams.
Group of External Experts
Group of External Experts was appointed by the CxI Director, has an international and industrial link and consulted the CxI HR policy with an outside insight.
Contact person for the HR agenda is Alena Kabova email@example.com
Contribution to the organization - HRS4R contributes to promotion and internationalization
Process adjustments should provide workers with a more welcoming work environment and conditions, especially: