Republic of Poland

European Charter for Researchers



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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:


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

WUELS' 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.

WUELS with Human Resources Excellence in Research Award



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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.


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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).

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.

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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

FAQ

On 3-12 October 2016, a questionnaire survey aimed at obtaining opinions on working conditions and scientific development at the Wroclaw University of Environmental and Life Sciences was carried out. The survey covered 40 thematic issues of the European Charter for Researchers and the Code of Conduct for the recruitment of researchers.

The analysis of responses in the survey showed that the respondents rate the current situation at the Wroclaw University of Environmental and Life Sciences as good. This is confirmed by the fact that the number of the positive answers (66%) over the negative responses (18%) is predominant. At the same time, as many as 38 out of 40 questions corresponding to the 40 principles included in the Charter and the Code were assessed positively, with 2 questions assessed negatively. We encourage you to read the full analysis of the survey.

The analysis indicated the need to undertake the actions necessary to improve the flow of information and to familiarize the researchers with current practices and legal regulations applicable at the University.

Corrective action

As a result of the analysis of the questionnaires, two areas requiring corrective actions have been defined. These are the points where negative responses outweigh the positive ones.

Continuing professional development (30)

At all stages of their careers, researchers should seek for the opportunities for the continuous development by updating and broadening the scope of their skills and qualifications. This goal can be achieved in various ways, inter alia, through formal training, workshops, conferences and on-line courses.

Careers Office’s offer for doctoral students

https://www.upwr.edu.pl/studenci/47259/dla_doktorantow.html

Training

https://www.upwr.edu.pl/badania/45304/ogloszenia.html

Teaching (33)

Teaching is an important way to organize and to disseminate knowledge and therefore should be seen as a valuable opportunity within the path of professional development of scientists. However, teaching responsibilities should not be excessively burdensome and, especially at the early stages of their careers, should not be an obstacle for researchers to conduct their research. Grant funders and / or employers should ensure that teaching responsibilities are adequately remunerated and included in employee evaluation systems, and that the time spent on the induction training of junior researchers by the academics with higher degrees is recognized as part of their commitment to the teaching process. Appropriate training in teaching and conducting training as part of the professional development of researchers should be ensured.

The burden of didactic work

The burden of teaching duties at the University does not deviate from national standards. First-year doctoral students participate in conducting classes and acquire experience under the supervision of a higher-level employee, while from the second year on they are obliged to conduct 90 teaching hours. The remaining time is devoted to scientific research and the preparation of a doctoral dissertation. Conducting extra classes apart from the teaching quota is treated as overtime and appropriately remunerated, and in addition, the points are awarded in the periodic evaluation of academic teachers for introducing modern teaching methods, new subjects and distance learning. (Resolution No.142/2014 of the Senate of the Wroclaw University of Environmental and Life Sciences).

Including teaching responsibilities in the Employee Evaluation System

The Evaluation Sheet of the Academic Teacher 2.1 - supervising (scientific care). The Rector's prizes are awarded for the exceptional didactic work.

Legal acts

Teachers conducting research in scientific projects have a reduced number of didactic hours (teaching quota) (Resolution No. 52/2015 of the Senate of the Wroclaw University of Environmental and Life Sciences) - regarding the annual scope of didactic tasks of academic teachers and the rules of teaching hours settlement

Senate Resolution No. 46/2013 - regarding the allocation of additional funds to increase the remuneration of university staff

Rector's Ordinance No. 142/2014 - regarding the remuneration rates for overtime hours and special allowances for academic teachers employed at the Wroclaw University of Environmental and Life Sciences as well as the remuneration rates for didactic classes carried out according to civil contracts

Senate Resolution No. 136/2016 - regarding the introduction to apply the ‘Evaluation sheet of the academic teacher at the Wroclaw University of Environmental Life Sciences’

Self-improvement activities

The necessity to undertake self-improvement actions occurs in the points where the neutral answers "hard to say" exceeded the threshold of 20%. Staff selection (14)Selection panels should represent a variety of experiences and qualifications as well as demonstrate gender balance, and, if necessary and possible, consist of members from various industries (public and private sector) and disciplines, including people from other countries and with appropriate experience to evaluate candidates. Wherever possible, a wide range of selection practices should be used, e.g. an external expert's assessment and direct interviews with the candidate. Members of the selection panel should be properly trained.

Wroclaw University of Environmental and Life Sciences has appropriate legal regulations in the University Statute regarding the gender balance policy and appropriate qualifications of recruitment commissions.

The Scientific Staff Committee consists of representatives of all faculties and administration department representing various experiences and qualifications as well as various industries (of both state and private sector) https://www.upwr.edu.pl/pracownicy/47208/faq.html

The Wroclaw University of Environmental and Life Sciences is in the process of developing the Human Resources Strategy for Researchers in accordance with the OTM-R principles - Open, Transparent and Merit-based Recruitment

https://euraxess.ec.europa.eu/europe/news/new-open-transparent-and- merit-based-recruitment-researchers-OTM-year

Legal acts

Senate Resolution No. 109/2017 - regarding the amendments to the Statute of the Wroclaw University of Environmental and Life Sciences

The exemption from the chronological order of resumes (17)

Career breaks or exemption from the chronological order in a CV should not be criticized, but perceived as a career evolution and, as a result, as a potentially valuable contribution to the professional development of researchers following a multidimensional career path. For this reason, candidates should be allowed to submit CVs including additional evidence that reflect a representative range of achievements and qualifications relevant to the position of the job application.

 The Wroclaw University of Environmental nad Life Sciences policy respects the exemption from the chronological order in resumes, which is reflected in the job vacancy clauses.

The Wroclaw University of Environmental and Life Sciences respects the exemption from the chronological order in the resume when applying for the position of an assistant professor and an adjunct professor. Maternity leave, leave under the maternity leave conditions, paternity leave, parental leave or unpaid extended post-maternity leave, and other breaks related to sickness benefit or rehabilitation allowance due to incapacity for work, including illness caused by medical rehabilitation, are taken into account.

Legal acts

Rector's Ordinance No. 7/2018 - regarding the obligation to introduce the information of the Wroclaw University of Environmental and Life Sciences’ compliance with the gender balance policy and other regulations to the vacancies announcements when hiring academic teachers

The Statute of the Wroclaw University of Environmental and Life Sciences - § 77 and § 78

Recognizing mobility experience (19)

Any mobility experience, e.g. residence in another country / region or in another scientific environment (in the public or private sector), or discipline or sector change as part of the induction scientific training or at a later stage of a research career, or experience in virtual mobility, should be seen as a valuable contribution to the professional development of the researcher.

Wroclaw University of Environmental and Life Sciences acknowledges the multifaceted mobility among scientists and recognizes obtaining informal qualifications, which is reflected in the Evaluation Sheet of the academic teacher at Wroclaw University of Environmental and Life Sciences in the following points:

  • recognition of international mobility
    - scientific activity (1.11, 1.12, 1.13)
    - didactic activities (3.1.2, 3.14.1)
    - 4.4 - participation in the works of national and foreign collegiate bodies: 4.4.3, 4.4.4, 4.4.9, 4.4.12, 4.4.14
    - organizing conferences and trainings 4.5.1, 4.5.3
  • recognition of informal qualifications 3.14.1, 3.14.3

Pursuant to § 81 paragraph 1 of the Wroclaw University of Environmental and Life Sciences Statute, to the post of an Adjunct Professor it is required from a candidate to hold at least the academic doctorate degree, and in addition, to complete at least one semester of the foreign scientific internship.

Legal acts

Senate Resolution No. 136/2016 - regarding the introduction to apply the ‘Evaluation Sheet of the academic teacher at the Wroclaw University of Environmental Life Sciences’

Rector's Ordinance No. 62/2010 -regarding the amendments to the Ordinance No. 51/2009 regarding the implementation of the regulations of the competition procedure in the recruitment process of an Adjunct Professor at the Wroclaw University of Environmental and Life Sciences

Working conditions (24)Grant funders and / or employers will ensure that the working conditions of researchers, including disabled researchers, are as flexible as necessary to achieve effective research results in accordance with applicable national regulations and national or sectoral collective agreements. Their aim should be to provide working conditions that enable both women and men to reconcile family and professional life, have children and pursue a career. Particular attention should be paid to, inter alia, flexible working hours, part-time work, teleworking, academic leave and the necessary financial and administrative regulations regulating such agreements.

The time of work of an academic teacher is defined in art. 130 of the Act of 27 July 2005. Law on Higher Education and §2 Senate Resolution No. 85/2017.

Teachers conducting research in scientific projects have a reduced number of didactic hours (teaching quota) Resolution No. 52/2015 of the Senate of Wroclaw University of Environmental and Life Sciences regarding the annual scope of didactic tasks of academic teachers and the rules for the settlement of didactic hours

At the University there is the position of the Rector's Plenipotentiary for the disabled.

Gender balance (27)

Grant funders and / or employers should aim to provide a representative gender balance at various staff ranks, including at the rank of tutors and managers. This goal should be achieved on the basis of the policy of equal opportunities at the recruitment stage and subsequent stages of the career, but without lowering the quality and qualifications criteria. In order to ensure equal treatment, there should be an appropriate gender balance in the selection committees and the evaluation of candidates.

Senate Resolution No. 109/2017 - regarding the amendments to the Statute of the Wroclaw University of Environmental and Life Sciences with reference to, inter alia, gender balance.

Career development (27)

Employers and / or grant funders should draw up a specific career development strategy for researches at all stages of their careers, regardless of the type of contract signed, including researchers with a fixed-term contract. This strategy should be drawn up within the framework of human resources policy.This strategy should determine the availability of mentors providing support and guidance on the personal and professional development of researchers, thus motivating researchers and helping to reduce uncertainty about their professional future. All scientists should become familiar with such regulations and arrangements.

The researcher's career model is available on the Wroclaw University of Environmental and Life Sciences website in the Research tab.

The value of mobility (29)

Grant funders and / or employers should recognize the value of geographical, cross-sectoral, inter- and trans-disciplinary and virtual mobility as well as the mobility between the public and private sectors as an important way to broaden scientific knowledge and support the professional development of researchers at every stage of their career. As a result, they should include such opportunities in a specific career development strategy and fully respect and recognize any mobility experience within their own career development and employee evaluation system. It also requires the implementation of the necessary administrative instruments to allow the transfer of both grants and social insurance in accordance with the regulations of the national legislation.

Wroclaw University of Environmental and Life Sciences acknowledges the value of geographical mobility, which is reflected in the Evaluation Sheet of the Academic Teacher at Wroclaw University of Environmental and Life Sciences in the following points: 1.12; 3.1.2; 3.14.1; 4.5.3

Pursuant to § 81 paragraph 1 of the University's Statute, to the post of an Adjunct Professor it is required from a candidate to hold at least the academic doctorate degree , and in addition, to complete at least one semester of the foreign scientific internship.

The proposal to introduce the recognition of internships for research and teaching staff in enterprises or non-university clinical units is prepared in the department of the Vice-Rector for Innovation and Business Cooperation.

Legal acts

Rector's Ordinance No. 62/2010 -regarding the amendments to the Ordinance No. 51/2009 regarding the implementation of the regulations of the competition procedure in the recruitment process of an Adjunct Professor at the Wroclaw University of Environmental and Life Sciences

Intellectual property rights (31)

Does the Wrocław University of Environmental and Life Sciences ensure proper protection of intellectual property rights, including copyrights, and does it enable researchers at every stage of their professional career to benefit from the use of their research results?

Legal acts

The Wroclaw University of Environmental and Life Sciences Senate Resolution No. 118/2017 - regarding the adoption of the Regulations for the management of copyrights, related rights, industrial property rights and the commercialization of research results and development works at the Wroclaw University of Environmental and Life Sciences

Co-authorship (32)

Has the Wroclaw University of Environmental and Life Sciences developed strategies, practices and procedures that provide researchers, including early-stage researchers, with the necessary framework conditions so that they can exercise their right to recognize and list and / or cite in the context of their actual contribution as co-authors of works, patents, etc., or the right to publish their research results independently of their tutors?

The Code of Practice of the Wroclaw University of Environmental and Life Sciences requires from co-workers to contribute to the co-authorship of scientific papers, patents, posters and other studies in the fair manner. The co-authorship in the aforementioned studies is considered highly reprehensible and unethical when created without any actual contribution.

The Committee for Ethical Conduct of Employees of the Wrocław University of Environmental and Life Sciences is established at the University.

Complaints / Appeals (34)

Has the Wrocław University of Environmental and Life Sciences designated an impartial person as a spokesperson who deals with scientists’ complaints / appeals, including issues concerning conflicts between scientific supervisors and novice scientists, in accordance with the national rules and regulations?

In case of problematic situations, the Ethics Committee acts as a mediator. The Committee for the Ethical Conduct of Employees of the Wroclaw University of Environmental and Life Sciences is established at the University.

The impact on decision-making bodies (35)

Does Wroclaw University of Environmental and Life Sciences recognize as completely justified or even desired the researchers’ right to have representatives in the appropriate information, consultation and decision-making bodies in the institutions in which they work to protect and represent individual and collective interests of scientists as professionals as well as the active involvement in the work of the institution?

Pursuant to the Statute of the Wroclaw University of Environmental and Life Sciences (Chapter II, point 1), the representatives of the scientists at various stages of their career are present in all collegial bodies of the University of Environmental and Life Sciences.

Pursuant to the Act of 27 July 2005 The Law on Higher Education (Journal of Laws [Dz.U.] consolidated text of 2012, item 572, as amended) and the Statute of the Wroclaw University of Environmental and Life Sciences the University Electoral Commission composed of representatives of scientists at various stages of their career was established.

The access to scientific training and the career development opportunities (39)

Does the Wroclaw University of Environmental and Life Sciences provide the researchers with the opportunities for career development and improve their chances of finding a job by accessing resources that enable the constant development of skills and qualifications at every stage of their professional career, regardless of the type of the employment contract?

The Wroclaw University of Environmental and Life Sciences is constantly striving to raise funds for improving the competences of the academic staff (e.g. as a part of the POWER 3.5 project). The university offers the foreign language courses for both scientific and didactic staff, trainings / workshops for scientists applying for the grants from the European Commission as well as workshops on how to write applications. Moreover, the University cooperates with the National / Regional Contact Centre in order to promote applying for European research grants. The Wroclaw University of Environmental and Life Sciences also prompts geographical mobility, which affects the constant development of skills and qualifications at every stage of the professional career.

Mentoring (40)

Does the Wroclaw University of Environmental and Life Sciences designate a scientific supervisor in the supervision of research that is knowledgeable, experienced, competent and is ready to spend time on mentoring, to whom novice researchers can refer with issues related to performing their professional duties? Does the University provide procedures for monitoring progress and evaluation as well as mechanisms for providing feedback to novice researchers?

There are meetings organized with the University leaders. These leaders have been selected from other scientists of high authority, competence and experience on the basis of their scientific excellence, to whom novice researchers can refer with substantive issues related to the performance of their work.