HR Strategy for Researchers
12 October 2023 the Institute of Paleobiology of the Polish Academy
of Sciences was awarded the HR Excellence in Research logo. This is
a prestigious award aimed at enhancing the attractiveness of working
conditions and career development of researchers in the European
Union. It is awarded to institutions that provide the best working
conditions for researchers and conduct their recruitment processes
transparently and in accordance with the guidelines of the European
Charter for Researchers and the Code of Conduct for the Recruitment
of Researchers.
HUMAN
RESOURCES STRATEGY FOR RESEACHERS (HRS4R) AT THE INSTITUTE OF
PALEOBIOLOGY POLISH ACADEMY OF SCIENCES
Incorporating the European
Charter for Researchers and the Code of Conduct for the
Recruitment of Researchers 2021-2023
The Institute of Paleobiology, Polish Academy of Sciences (IPAL PAS)
recognizes the importance of human resources strategy for
researchers and aspires to a group of international research
institutions maintaining the standards developed under the European
Charter for Researchers and the Code of Conduct for the Recruitment
of Researchers (Charter & Code).
Starting from July 2021 various activities related to Charter &
Code were undertaken due to the process of application for the HR
Excellence in Research award that was submitted to the European
Commission in January 2023.
The Commission's recommendation on the Charter & Code issued in
2023 has been a reference point for shaping the Institute’s
recruitment policy and improving its regulations.
Creating a friendly scientific work environment and transparent
rules for the recruitment of researchers are the main objectives of
the human resources strategy. The IPAL PAS, is working toward
contributing to the efforts of achieving a common research area and
labour market for researchers, increased mobility, attractiveness of
careers, more favourable working conditions and stable social
security, professional development and personal growth of
researchers. The IPAL PAS would like to become recognized as a
prestigious employer that is supporting its staff and creating work
conditions influencing the increase of employees’ commitment by
applying the highest European standards.
For this purpose, the Human Resources Strategy for Researchers at
the IPAL PAS was formulated in accordance with the Charter &
Code. Its principles are to a large extent already an established
practice. The internal analysis of the present situation was
initially conducted between August and November 2022, in order to
define the gaps in the implementation of Charter & Code. The
outline of the strategy for overcoming these gaps was formed and
published on the Institute’s website (
Report
- link to document and the
updated
version) . The outline is the result of a collaborative work
between researchers and administration of the Institute; its
implementation is subject to both internal and external evaluations,
and is monitored by the HR Working Group.
IPAL PAS is implementing a number of solutions that are based on the
principles of the Charter & Code.
6 main paths of were defined:
• Implementation of the OTM-R rules in the Institute’s regulations
• Improvement of staff awareness of the Charter & Code
principles and internal rules
• Introducing a system for monitoring and evaluation of student –
supervisor relations
• Increasing communication between researchers and other groups of
staff
• Information Desk - intranet site with information on procedures,
training and development
• Initiation of Media Group for science popularisation
Proposed solutions are referring to four basic principles of the
Charter & Code:
Ethical and professional aspects
The research freedom, professional responsibility, and
non-discrimination are the strengths of the IPAL PAS. The
professional attitude, contractual and legal obligations,
accountability, and evaluation and appraisal systems require only
minor improvements of the regulations of IPAL PAS. Good practice in
research, dissemination, exploitation of results, and public
engagement require mainly improvements in information and
communication flow and boosting motivation. In order to prevent the
abuse of ethical principles regarding relations between younger
researchers and supervisors several tools, as well as improvement of
procedures, will be prepared.
Recruitment and selection
The IPAL PAS is implementing OTM-R Policy (
link
to pdf ) in order to assure that recruitment and selection of
staff are based on open, transparent and merit-based principles.
Openness is already achieved by public announcement of job
offers, using international platforms will be recommended.
Transparency understood as providing clear and simple
information on the whole process: from job advertisements including
information about required competencies and responsibilities, as
well as working conditions and benefits with approximate recruitment
timetable, through training and career development opportunities and
procedures description like gender equality plan, commission
selection criteria; IPAL PAS regulations will be adjusted to comply
fully.
Merit-based recruitment criteria are in place, the selection
of candidates is based on qualification requirements and competence
without regard to origin, religion, race, gender, age, social or
material status and with respect for other points of view, research
attitudes, worldviews, cultural traditions, political beliefs.
Working conditions and social security
IPAL PAS aims to provide working conditions which allow both women
and men researchers to combine family and work, children and career.
Particular attention is paid to flexible working hours, part-time
working, so-called home office. Stability and permanence of
employment and respecting the intellectual property rights are
strengths of IPAL PAS., Participation of representatives of all
scientific positions and gender balance in the decision-making
bodies needs improvement, gender equality plan and adjustments of
some regulations will be prepared. Access to advice about career
development opportunities, including teaching experience and skills
also require attention. Internal website with information on
procedures, training and development, all as well as stimulating
greater involvement of senior research staff are the main solutions.
Training and development
Relations with supervisors as well as supervision and managerial
duties will be evaluated in cooperation with Doctoral Studies, new
procedures as well as the position of the ombudsman will be created.
IPAL PAS will prepare solutions to improve access to research
training and continuous development. Regulations promoting the
mobility experience will be introduced.
Read more about HR excellence at
https://euraxess.ec.europa.eu
Documents:
OTM-R
Policy
Human
Resources Strategy of the Institute of Paleobiology Polish Academy
of Sciences
Human
Resources Strategy of the Institute of Paleobiology Polish Academy
of Sciences (update)