Republic of Poland

European Charter for Researchers



hr_contact_persons
Justyna Łochańska
HR Department
Wrocław University of Environmental and Life Sciences
tel. +48 71 320 5269
e-mail:

Dominika Mańkowska

The Cooperation and Knowledge Transfer Office
Wroclaw University of Environmental and Life Sciences
tel. +48 71 320 52 43
e-mail:
Krzysztof Kafarski
International Relations Office
Wroclaw University of Environmental and Life Sciences
tel.: +48 713201024
e-mail:


general_information-02
Wrocław University of Environmental and Life Sciences has applied for Human Resources Excellence in Research logo.

UPWr' aim is to boost innovation and competitiveness by creating atmosphere that stimulates scientific research. It is one of our priorities to ensure that researchers benefit from stable employment on every stage of their careers and that their work environment is both friendly and ethical.

Since January 2012 Wrocław University of Environmental and Life Sciences has recruited researchers via Euraxess portal. As a natural consequence of its employment policy, the University will sign a declaration of support for the principles and recommendations adopted in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.

UPWr with Human Resources Excellence in Research Award



legal_basis-02

Implementation of the Charter and the Code's principles is based on Article 32 of Grant Agreement, entitled 'Recruitment and working conditions for researchers'. It imposes an obligation on all beneficiaries of Horizon 2020 projects to take measures to implement the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers.

ARTICLE 32 — RECRUITMENT AND WORKING CONDITIONS FOR RESEARCHERS.
32.1 Obligation to take measures to implement the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers. The beneficiary must take all measures to implement the principles set out in the Commission Recommendation on the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers 41, in particular regarding:
- working conditions;
- transparent recruitment processes based on merit, and
- career development.
The beneficiary must ensure that researchers and third parties involved in the action are aware of them. 32.2 Consequences of non-compliance.
If the beneficiary breaches its obligations under this Article, the [Commission][Agency] may apply any of the measures described in Chapter 6. 41 Commission Recommendation (EC) No 251/2005 of 11 March 2005 on the European Charter for Researchers and on a Code of Conduct for the Recruitment of Researchers (OJ L 75, 22.03.2005, p. 67).


definitions-02

The European Charter for Researchers

is a set of general principles and requirements which specifies the roles, responsibilities and entitlements of researchers as well as of employers and/or funders of researchers. The aim of the Charter is to ensure that the nature of the relationship between researchers and employers or funders is conducive to successful performance in generating, transferring, sharing and disseminating knowledge and technological development, and to the career development of researchers. The Charter also recognizes the value of all forms of mobility as a means for enhancing the professional development of researchers.

The Code of Conduct for the Recruitment of Researchers

consists of a set of general principles and requirements that should be followed by employers and/or funders when appointing or recruiting researchers. These principles and requirements should ensure observance of values such as transparency of the recruitment process and equal treatment of all applicants, in particular with regard to the development of an attractive, open and sustainable European labour market for researchers, and are complementary to those outlined in the European Charter for Researchers.

More information


benefits

University will benefit from HR Excellence in Research logo in numerous ways:
  • promotion of research unit in international grant competitions organised by European Comission within The EU Framework Programme for Research and Innovation Horizon 2020,
  • Committee for Evaluation of Scientific Units will grant additional points for 2017 (in connection with clause 16 of the survey – Information on research unit's other major achievements in the covered period),
  • prestige and recognition of the University as an institution that provides its researchers the best work environment for both research and research and developlment (R+D), according to European standards,
  • major increase in attractiveness with regard to employment with the University that provides friendly work environment and transparent recruitment proceedings.


implementation_documentation-02

Evaluation report

Evaluation by EC (Logo HR)


Has the organisational information been sufficiently updated to understand the context in which the HR Strategy is implemented?

Yes

Does the narrative provided list goals and objectives which clearly indicate the organisation’s priorities in HR-management for researchers?

Partly

The report clearly indicates that the organization's priority for the next period is to reach OTM-R requirements. However, a clearer statement on initially set actions yet to be achieved would help follow the progress made over the period. Also, the lack of explanations on delay or postponing of actions from the initial action plan does not help in fully assessing how the 2-year implementation period went.


Has the organisation published an updated HR Strategy and Action Plan been updated with the actions’ current status, additions and/or modifications?

No

The assessor did not find the interim report on the institutional website. Only a brief one-page overall list of goals linked to OTM-R is published at https://www.upwredu.pl/p/pracownicy/karta_naukowca /action_plan_for_the_implementation_phase.pdf, therefore not providing detailed information on the current status of originally set actions, additions nor modifications. Unfortunately, it lacks the expected level of details that can allow proper assessment of progress made towards the initial action plan.


Is the implementation of the HR strategy and Action Plan sufficiently embedded within the organisation’s management structure (e.g. steering committee, operational responsibilities) so as to guarantee a solid implementation?

Yes

Has the organisation developed an OTM-R policy?

Partly

At the time the organization applied for the HR Excellence logo in 2016, OTM-R had not been introduced in HRS4R process. At interim time, WUELS has appropriately carried out its OTM-R assessment, and has formely committed to enhancing its recruitment process and publishing it over the next phase (years 2019-2022).

WUELS presents a promising Action plan and good general results, showing that HRS4R is fully embedded in the institution's strategy. However, the report lacks essential elements to fully appreciate the progress made and the quality of the implemented HRS4R.

Strengths

  • The support and commitment from the highest representatives at WUELS is obvious, and proof is found that the institution has devoted significant time and effort to deeply and durably embed HRS4R as part of its general strategy (for that matter, the initial gap analysis and action plan are of excellent quality).

  • All staff categories (members of governance, administration, teaching and research staff - including R1-R4 researchers) are involved in the development and monitoring of HRS4R. Likewise, the implementation is not limited to the HR department and encompasses all relevant administrative departments

  • Set actions are clearly linked to observed gaps, particularly with regards to OTM-R (OTM-R related targets are part of a Work Package of a nationally-funded project that WUELS specifically applied for and received).

  • 47% of the set goals from the initial action plan is achieved

Weaknesses

  • The report lacks details on how the implementation and monitoring are done ("meets on a regular basis" is too vague): for instance, an update on the groups' composition (including the number of researchers and their category in each group - R1 to R4) is missing; so is the number and frequency of meetings of the various groups.

  • Referring to the various teams or bodies in charge of carrying out HRS4R while using different names makes it confusing to follow (Working group, monitoring group, Team of the C&C implementation, Committee for implementation..., ). For instance, the report mentions a HR logo coordinating team without indicating who is in it. It is unclear whether it is the same as the Working group or the Monitoring group, or if it is a whole different set of stakeholders in the university.

  • No explanations are provided as to why some target dates from the initial action plan are not met, why there are early or late (i.e. actions 7 and 1 respectively), nor why a change in the team/department in charge was made (actions 5, 6, 7, 8, 9, 12, 13 and 15). It is unclear whether the target dates indicated in the interim report under the Proposed actions comparative table are the updated ones (if so then, why are most target dates for actions marked as "in progress" not set within the 2019-2021 period?).  

  • Although indicators are defined for every action, no values are reported in the interim report (i.e. number of students who received advice, number of academics informed, number of researchers who participated in scientific grants, and so on) therefore not providing the necessary evidence to assess progress effectively.

  • Neigher the interim report nor an updated action plan showing the state of achievement (like a summary table similar to Annex 5 of the initial action plan) are published on the institutional website.


Suggestions to better showcase the progress achieved by WUELS towards HRS4R initial and set objectives :

  1. Provide more details on the implementation and monitoring process: i.e. indicate the number and frequency of meetings of the groups; update the groups' list of members and clarify their composition (how many people, including the number of researchers and their category - R1 to R4); refer to various groups using consistent names to avoid confusion.

  2. Provide explanations when deviations to set-targets or change of teams in charge occur;

  3. Clarify updated target dates for the 2019-2021 period;

  4. Provide values for defined indicators (actions 1, 2, 6, 12, 13, 14);

  5. Publish the full interim report and a precise updated action plan the next period under the form of a summary table (like in Annex 5 of the initial action plan) on the institutional website.




internal-analysis_1
Committee for Implementation of The European Charter for Researchers and The Code of Conduct for the Recruitment of Researchers (appointed by HM Rector's Disposition 104/2016 dated 26th September 2016):
  • prof. Jarosław Bosy – Chairman of the Committee,
  • prof. Anna Chełmońska-Soyta – Deputy Chairman of the Committee,
  • Dominika Mańkowska, MSc – Coordinator of the Committee
  • Krzysztof Kafarski, MSc - Deputy Coordinator of the Committee
  • Anna Marzycka, MSc – Secretary of the Committee
  • other employees responsible for documentation regarding organizational, legal and informational issues, including HR Strategy and operational planning.

SURVEY CHARACTERISTIC

SURVEY RESULTS

Actions taken

19 September 2016 - HM Rector Tadeusz Trziszka signs a declaration of support for the principles and recommendations adopted in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.
- An article regarding the European Charter for Researchers and its implementation is published in "Głos Uczelni".

20 September 2016 - declaration of support for the principles and recommendations adopted in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers is sent to European Commission.
- European Commission confirms it has received the declaration and informs WUELS that action was initiated to include WUELS in the list of research units supporting the principles of Charter and Code of Conduct.

26 September 2016 - First meeting of the Committee for Implementation. Group of experts draws up an initial schedule for implementation of principles of the European Charter for Researchers and Code of Conduct in the process of recruitment of researchers.

27 September 2016 - HM Rector Tadeusz Trziszka signs Disposition 104/2016. A goal is set for the Committee for Implementation – to implement principles and requirements defined in the Charter and Code of Conduct according to the guidelines of the European Commission.

since 28 September 2016 -working group meets on regular basis to produce relevant application to the European Commission.

29 September 2016 - posters are put up in seats of faculties and main building of WUELS.

since 29 September 2016 - working group holds information meetings with researchers and PhD students.

3 October 2016 - anonymous questionnaire is sent to academics and PhD students according to regulations and recommendations of the Charter and Code of Conduct for the recruitment of researchers.

3-4 October 2016 - mailing campaign addressed to the university authorities, researchers, didactic employees and PhD students encouraging to fill in the questionnaire.

10 October 2016 - carrying out of mailing campaign including the information of the survey period extension till 12 October 2016.

13 October 2016 - the survey's closure and generating the results by the Centre for Computer Networks.

13-18 October 2016 - development of the survey results by the research emlpoyees of Wrocław University of Environmental and Life Sciences.

19 October 2016 - meeting of the Working Group in order to discuss the results of the University's internal analysis based on the matrix..

20 October 2016 - meeting of the Working Group aiming at analyzing the survey results.

21 October 2016 – meeting of the Working Group to develop the strategy of implementation of the principles of the Charter and the Code at Wroclaw University of Environmental and Life Sciences.

24 October 2016 – information on activities related to the implementation of the Charter and the Code at the University's Twitter and Google+ profile

28 October 2016 – presentation of results of the University's internal analysis and the survey by the Committee for Implementation

2 November 2016 – consultation with the Commitee for Implementation in order to develop an action plan of the corrective measures

7 November 2016 – presentation of the University's HR Strategy by the Commitee for Implementation

10 November 2016 – submission of the HR Strategy for Researchers at the Wrocław University of Environmental and Life Sciences to the EC

10 November 2016 – WUELS obtains the official response from the European Commission to the prior submitted Declaration of support for the principles and recommendations adopted in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. The Commission acknowledges the declaration and encourages WUELS to continue the procedure of implementation of the principles of the Charter and the Code.

10 January 2017 – meeting with the Committee for Implementation in order to discuss the process of corrective and self-improvement measures after the submission of the HR Strategy for Researchers at the Wrocław University of Environmental and Life Sciences to the European Commission.

10 February 2017 v Consensus Report received from the European Commission filed as ACCEPTED pending minor alterations.

February – March 2017 – permanent consultations with Committee for Implementation in order to development of alterations to the HR Strategy following the Consensus Report obtained from the European Commission.

6 March 2017 – Summary meeting of the Committee for Implementation before the re-submission of the HR Strategy to the European Commission.

19 April 2017 – Re-submission of the of the HR Strategy to the European Commission

19 May 2017 – Logo HR granted by the European Commission

13 July 2017 – Meeting of the Committee for Implementation in order to discuss the implementation schedule of corrective and self-improvement measures

24 October 2017 – participation in the Info-day in Brussels „Raising perspectives for talented researchers by institutions implementing the Human Resources Strategy (HRS4R) & Complying with art. 32 of the H2020 multi-beneficiary grant agreement”.

6 December 2017 – participation in workshop for the Polish institutions granted the HR Award

18 December 2017 – Working Group meeting regarding developing of the OTM-R Policy

30 January 2018 – funds for the implementation of the HR Strategy at WUELS awarded within the framework of POWER 3.5 programme (The National Centre for Research and Development)

19 February 2018 – publication of an article regarding the implementation process of the HR Logo Strategy for the WUELS in online version of the university journal

9 March 2018 – announcement of the Rector's Decree No. 38/2018 regarding the appointment of the Comitee for the Implementation of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers at the Wrocław University of Environmental and Life Sciences

12 do 16 Marca 2018 – participation in Erasmus Staff Training Week „HRS4S Assessment” 2018, University of Leige, Belgium

16 May 2018 – Implementation process presentation at the Council of the Faculty of the Faculty of Environmental Engineering and Geodesy

12 June 2018 – Implementation process presentation at the Council of the Faculty of Biology and Animal Science

19 June 2018 – Implementation process presentation at the Council of the Faculty of Life Sciences and Technology

2 October 2018 – participation in the Managing Researchers’ Talents, Skills & Career Development workshops, Vienna, Austria

18 January 2019 – participation in the annual seminar organized by the National Contact Point on HR Excellence in Research

29 January 2019 – participation in 2019 INFO-DAY - Ensuring Excellent Research by Investing in Researchers' Talents, Skills & Career Development - Implementing the Human Resources Strategy (HRS4R), Brussels

25 February 2019 – Internal meeting of the Monitoring Group summarising realisation of the Action Plan and acceptance of the plan for the further 3 years

7 March 2019 – participation in HR Excellence in Research workshops, Krakow Regional Contact Point

4 April 2019 – participation in the Horizon 2020 Day (Euraxess in the framework of HRS4R) organized by National Contact Point and the Ministry of Science and Higher Education, Warsaw

October 2018 – May 2019 – regular consultations with the HR Department

17 May 2019 – Interim Report Submission

12 -14 June 2019 – participation in the „Master Class HRS4R”, University of Liege, Belgia

30 September 2019 – article publication on the 2 years HR Strategy implementation period

3 October 2019 – Evaluation of the Interim Report submitted to EU

17 October 2019 – participation in the workshop HR Excellence in Research. Good practices and common mistakes. RPK Wroclaw University of Technology and Science.

18 October 2019 – participation in the conference for the awarded institutions

January 2017 – ongoing - regular consultations and meetings with the Monitoring Group

13 December 2019 – the first meeting of the HR Logo Strategy Working Group (the OTMR policy interdisciplinary implementation group within the task 1, module 6, on the development of an open, transparent and merit-based employee recruitment procedure (OTMR) under the „UPWR 2.0: international and interdisciplinary development programme of the Wrocław University of Environmental and Life Sciences" project No POWR.03.05.00-00-Z062/18)

2 January 2020 – commencement of implementation of the task 1, module 6 on the development of an open, transparent and merit-based employee recruitment procedure (OTMR) within the „UPWR 2.0: international and interdisciplinary development programme of the Wrocław University of Environmental and Life Sciences" project No POWR.03.05.00-00-Z062/18

January 2020 – ongoing – regular meetings of the HR Logo Strategy 2020-2022 coordinators (the UPWr HR Logo Strategy coordinator, the OTM-R policy development coordinator, the employment policy specialists) and consultation of the solutions developed with the HR Logo Strategy Working Group

8 April 2020 – the second meeting (skype) of the HR Logo Strategy Working Group (the OTMR policy interdisciplinary implementation group within the task 1, module 6, on the development of an open, transparent and merit-based employee recruitment procedure (OTMR) under the „UPWR 2.0: international and interdisciplinary development programme of the Wrocław University of Environmental and Life Sciences" project No POWR.03.05.00-00-Z062/18)

3-23 April 2020 – participation of the HR Logo Strategy 2020-2022 coordinators in a series of online workshops on HR Logo Strategy Implementation organised by University College, Cork, Ireland

27 April 2020 – development of a Report on the arrangements for the implementation of the task 1, module 6, on the development of an open, transparent and merit-based employee recruitment procedure (OTMR) under the „UPWR 2.0: international and interdisciplinary development programme of the Wrocław University of Environmental and Life Sciences" project No POWR.03.05.00-00-Z062/18