Presentation given at the 14th Symposium of the European Network on Research Careers (ENRC) which took place in Brussels on 29 June 2010. For more details see http://www.dfg.de/en/research_funding/research_careers/enrc/enrc_14/index.html.

1. 1
The “Human Resources Strategy”
– where are we now?
Dr. Dagmar Meyer
Directorate C
“Universities and Researchers”
DG Research – European Commission
14th Symposium
“European Network on
Research Careers”
29 June 2010

2. 2
Overview of the presentation
• Milestones towards better research careers
• Charter & Code – State of Play
• From endorsement to implementation: the
HR Strategy for Researchers
• Examples of good practice
• What’s next?

3. 3
Milestones towards better
research careers in Europe
• COM Communication (2001) “A Mobility Strategy for
the European Research Area”
• COM Communication (2003) “Researchers in the
European Research Area: one profession, multiple
careers”
• COM Recommendation to MS (2005) on a “European
Charter for Researchers and Code of Conduct for
their Recruitment”
• COM Communication (2008) “Better Careers and More
Mobility: A European Partnership for Researchers”

4. 4
State of Play –
Charter & Code
• More than 200 signatories from 30 MS & AC, plus
various International/European organizations
• Representing more than 1000 individual institutions
• Continuing high level of interest (but still 3 MS
without signatories: EE, LV, MT)
• New signatories all the time (strong increase from
Croatia due to strong push from Government for
public institutions to endorse the C&C)
• Activities related to Charter & Code reported in EPR
Report 2009 by various countries; references in the
National Action Plans

5. 5
Endorsing the C&C is
good, implementing
their principles is better!
• “Signing” the C&C just the first step (but important –
increased visibility for institution/organisation, country and
the whole ERA)
• “Signing” the C&C means endorsing its principles and
making a commitment to work towards improvement – it
does not mean to sign a legal document!
• Coordinated approach necessary to turn words into
action:
• => New tool to support the implementation of the
Charter & Code: “HR Strategy for Researchers”.

6. 6
How does the HR
Strategy for Researchers
work?
HR Strategy implemented via a 5-step programme:
• Internal gap analysis by the institution, involving
key institutional stakeholders, in particular also
researchers
• Development and publication of institutional HR
strategy and action plan in response to gaps identified
• Acknowledgement of progress by Commission (Logo
“HR Excellence in Research”)
• Self-assessment of progress after two years
• External analysis after four years

7. 7
New logo to be used exclusively
by institutions having received
the acknowledgement:

8. 8
“HR Strategy Group”:
exploiting synergies and
learning from each other
• “Institutional HR Strategy Group” set up in summer
of 2009 (2 meetings so far, 3 more to come)
• 45 members: universities/research institutions, funding
bodies (e.g. Research Council Norway, FNR Luxembourg),
multipliers (e.g. VITAE, CRUS)
• Aim: all group members ‘acknowledged’ by the end of
2010
• Progress so far: 10 group members acknowledged, 3
others imminent (incl. RCN as first funding body in
Europe)

9. 9
Good practice examples (1)
• Sciex-NMS (Scientific Exchange Programme between CH
and the NMS of the EU), implemented by CRUS (Rectors’
Conference of Swiss Universities)
• Performance Agreement to be signed by participating
institutions includes endorsement of C&C
• All 12 Swiss Universities signed up, plus various
Universities of Applied Sciences and other research
institutions (23 in total)
• Spill-over effect: interest by Rectors’ Conference of Univ.
Applied Sciences to get involved in HR Strategy process
• Essential: Close collaboration with EURAXESS-Switzerland

10. 10
Good practice examples (2)
• Research Council of Norway acting in three capacities:
• Funder, Employer, and Advisor
• Endorsed C&C in 2006
• National Gap Analysis in 2008 (carried out by UHR, the
Norwegian Association of HEI)
• National Group mirroring European HR Strategy Group
established in 2009 by RCN, incl. major universities and UHR
• Concrete proposals to Ministry to raise C&C to the
management dialogue with institutions; letter to all HEI
calling for endorsement of C&C
• Hans Borchgrevink (Special Advisor) Member of HR
Strategy Group (‘acknowledgement’ imminent) and of
Steering Group Human Resources & Mobility (SGHRM)

11. 11
Good practice examples (3)
• C&C delivered in UK largely through The Concordat.
• UK HE Sector Gap Analysis (2006); UK NAP developed as
part of the C&C network actions (2009)
• UK mechanism for demonstrating sector-wide and
institutional alignment with the European Charter and Code:
• Survey to HEI in UK => more than 100 replies
• Collecting information on fulfillment of conditions for
‘acknowledgement’, but responsibility for action
remains with institutions
• VITAE playing crucial role as facilitator and for liaison with
Commission (also member of HR Strategy Group)

12. 12
What’s next?
• Two more cohorts of “Institutional HR Strategy Group”
• Aim: include all major public employers of researchers
in Europe (critical mass, spill-over effects)
• Stronger reference to principles of Charter & Code in FP ?
• Already reality in ‘People’ programme
• Targeted approach to specific issues, e.g. Social Security,
European career/competencies framework (SGHRM WG in
cooperation with VITAE, ESF-MO Forum on Research
Careers, LERU, EUA, …)
• Working more closely with funders and umbrella
organisations for increased impact

13. 13
More information:
visit the EURAXESS portal, section
“Rights”, at
http://ec.europa.eu/euraxess/rights

14. 14
Thank you for your attention!
dagmar.meyer@ec.europa.eu