CREAF has elaborated a Human Resources Strategy for Researchers (HRS4R), incorporating the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers promoted by the European Commission (EC).
At the beginning of May 2015 the final version of the CREAF HR Strategy for Researcher Action Plan 2015-2017 was approved by the centre’s Board of Managers. It was delivered to the EC for revision on 13th May 2015. On the 7th of July the Action Plan was approved and CREAF has been awarded with the logo “HR Excellence in Research”.
This is an acknowledgement of the institute’s commitment in developing an HR Strategy for Researchers, designed to bring the practices and procedures in line with the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (Charter and Code).
The Charter and Code was adopted in 2005 by the European Commission as part of the EU’s policy to increase the attractiveness of research careers. The Charter and Code aim to provide equal rights and obligations for researchers in Europe through implementation of principles governing ethical and professional aspects of work, recruitment, working conditions, social security, and training of researchers, therefore improving mobility as well as reinforcing research and development across Europe.
“To participate in the HR Strategy for Researchers initiative will make CREAF a more attractive workplace for researchers at all levels”, comment Javier Retana, director of CREAF.
The HRS4R of CREAF is based on an internal analysis and it deploys an Action Plan with a set of scheduled actions inspired in the Charter and Code principles and endorsed by a set of internal rules and practices. The internal gap analysis and action plan were developed in an inclusive and open process involving an internal Working Group with representatives from all research professional categories.
“CREAF’s vision is to recognize researchers and staff as essential contributors to the CREAF success by offering a supportive, encouraging and challenging working environment that promotes equal opportunities, ethical integrity and work-life balance”, says Joan Pino as the coordinator of the internal Working Group.
CREAF recognizes that research staff merit cannot be evaluated based only on publication rates, but also on fundraising via competitive and non-competitive projects, training of researchers, and knowledge transfer, among others. By adopting the Charter and Code and being acknowledged as having done so, CREAF will achieve a greater level of accountability and clarity supporting these aims all under a clear framework of rights and responsibilities for researchers, ensuring attractive careers and working conditions.
The Action Plan 2015-2017 highlights are outlined below
- Develop the CREAF Code of Ethics and Good Scientific Practice and define actions for implementation.
- Produce a Strategic Equality Plan aiming to promote equality in age, disability, gender, race and religión
- Draw up a new Protocol on Recruitment and Selection of CREAF personnel containing the C&C principles.
- Draw up a researcher exchange programme to attract foreign researchers and facilitate stays abroad for CREAF researchers.
Here you can read the Action Plan of CREAF 2015-2017
