{"id":58221,"date":"2023-10-20T12:29:11","date_gmt":"2023-10-20T10:29:11","guid":{"rendered":"https:\/\/www.univ-larochelle.fr\/?page_id=58221"},"modified":"2024-07-12T15:59:00","modified_gmt":"2024-07-12T13:59:00","slug":"human-ressources-strategy-for-researchers-hrs4r","status":"publish","type":"page","link":"https:\/\/www.univ-larochelle.fr\/en\/research-and-innovation\/research-at-the-university\/human-ressources-strategy-for-researchers-hrs4r\/","title":{"rendered":"Human Ressources strategy for researchers (HRS4R)"},"content":{"rendered":"<div class=\"wpb-content-wrapper\"><p>[vc_row][vc_column][vc_column_text css=&#8221;&#8221;]<\/p>\n<h2>HR Strategy through research for research<\/h2>\n<p>HRS4R is a European strategy that supports research institutions in implementing policies and practices from <a href=\"https:\/\/euraxess.ec.europa.eu\/sites\/default\/files\/brochures\/C%26C_EN.pdf\" target=\"_blank\" rel=\"noopener\">The European Charter for Researchers &amp; the Code of Conduct for their Recruitment<\/a>. Research institutions that; customized their HR Strategy in alignment with the 40 principles of the Charter &amp; Code can be recognized with the \u201cHR Excellence Research Award\u201d.<\/p>\n<p>HRS4R focus on <strong>improving research employment and career development<\/strong> as well as render research institutions more attractive to researchers looking for a new employer or for a host for their research project.<\/p>\n<p>The Charter and Code list <strong>40 principles<\/strong> regarding these themes:<\/p>\n<ul>\n<li>Ethic and professional aspects<\/li>\n<li>Recruitment and Selection<\/li>\n<li>Working conditions and social security<\/li>\n<li>Training and development<\/li>\n<\/ul>\n<p>HRS4R is a voluntary and institutional process that needs to be developed <strong>with the research community and the political holders as it is a strategy that embarks the institution in long term commitment to a continuous improvement<\/strong>.[\/vc_column_text][vc_cta h2=&#8221;HRS4R STRATEGY IN LA ROCHELLE UNIVERSITE&#8221; style=&#8221;custom&#8221; css=&#8221;&#8221; custom_background=&#8221;rgba(30,115,190,0.06)&#8221; custom_text=&#8221;#1e73be&#8221;]La Rochelle Universit\u00e9 has engaged into the HRS4R process in order <strong>to work on our HR practices and to improve working conditions in research.<\/strong><\/p>\n<p>This strategy is aligned with the\u00a0<strong><a href=\"https:\/\/www.univ-larochelle.fr\/en\/university\/our-vision\/specialised-research-on-smart-urban-coastal-sustainability\/\" target=\"_blank\" rel=\"noopener\">current research specialization<\/a>\u00a0around the smart urban coastal sustainability<\/strong> and with the dynamic of the\u00a0<a href=\"https:\/\/www.univ-larochelle.fr\/en\/university\/our-strategic-projects\/eu-conexus-our-european-university\/\" target=\"_blank\" rel=\"noopener\">EU-CONEXUS consortium.<\/a><\/p>\n<p>The excellence of the research developed within a university depends first and foremost on the excellence of the people who carry out the research activities. Convinced of the importance of recruiting and retaining scientists of the highest stature, La Rochelle Universit\u00e9 signed up to the<a href=\"https:\/\/euraxess.ec.europa.eu\/sites\/default\/files\/brochures\/eur_21620_en-fr.pdf\" target=\"_blank\" rel=\"noopener\">\u00a0European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers<\/a>\u00a0in 2011, thereby affirming <strong>the importance of the quality of its recruitment<\/strong>. This approach is also consistent with its European development strategy, in particular with the EU-CONEXUS European alliance.<\/p>\n<p>Today, the institution intends to go further in its efforts to improve the quality of its human resources policy (recruitment and working conditions) and is applying to the European Commission for the \u201cHR Excellence in Research\u201d label. This label is awarded to institutions committed to implementing the HRS4R strategy (Human Resources Strategy for Researchers). Based on the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, the aim is to implement continuous improvement processes in order to :<\/p>\n<ul>\n<li>Promote the employment and career development of researchers;<\/li>\n<li>Enable researchers to carry out their work in an appropriate and stimulating environment.<\/li>\n<\/ul>\n<p>This approach, which is being built up over the long term, supports the scientific specialization strategy focused on the challenges of sustainable development in coastal areas, a strategy pursued by the institution, which has set itself the goal of being identified at the highest national and international levels as a key player in this field. This recognition should make it possible to:<\/p>\n<ul>\n<li>Improve recruitment, working conditions and international mobility for researchers;<\/li>\n<li>Support the university\u2019s ambition to increase the resources necessary for its development, in particular through its ability to raise European funds;<\/li>\n<li>Then attract and retain top-quality scientists.<\/li>\n<\/ul>\n<p>All these elements are part of the values promoted by the EU-CONEXUS European alliance, in particular as part of the \u201cResearch For Science\u201d project, for which it was a prizewinner in the Horizon Europe programme.<\/p>\n<p>Implementing an HRS4R strategy is a <strong>long-term project that requires the broad involvement of the various stakeholders within the university<\/strong>. An organisation based on a steering committee and a coordination committee has therefore been set up to monitor the project.<\/p>\n<p><strong>The steering committee is the political driving force behind the labelling project and ensures that decisions are in line with the institution\u2019s strategy<\/strong>. Its political members are the Vice-Presidents of Research, the Board of Directors, Equality and Quality of Life at Work, and the European University. Other members of this steering committee are the Director General of Services in charge of resources of the university, the Director of Relations and Human Resources, the human resources officer for research, the Director of Research, the institution\u2019s scientific coordinator, the Director of the doctoral school and the head of the project engineering and agreements unit.<\/p>\n<p><strong>The coordinating committee is responsible for putting the project into operation.<\/strong> It is responsible for implementing the approach. The Director General of Services in charge of resources, the Director of Relations and Human Resources, the human resources officer for research, the Director of Research, the institution\u2019s scientific coordinator and the head of the project engineering and agreements unit are involved in this committee.<\/p>\n<h3>Gap analysis<\/h3>\n<p>The implementation of the HRS4R strategy is part of a continuous improvement process based on the expectations set out in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. In order to assess its degree of maturity regarding to the constituent elements of these two documents, the institution is carrying out a gap analysis on the 40 points included in the Charter and the Code. This analysis is supported by a study of the processes and tools implemented, as well as reflections from the research community. In order to mobilise the scientific community, thematic workshops are being held. The aim of these workshops is to gather analyses and recommendations from the researchers, both in terms of gaps identified and actions to be taken to reduce these gaps. The results are discussed and validated by the steering committee. At the same time, particular attention is paid to the recruitment process, using the checklist provided by the European Commission. The results of the workshops, the gap analysis and the recruitment checklist are used to propose an action plan and an open, transparent and merit-based recruitment policy.<\/p>\n<h3>The action plan<\/h3>\n<p>The\u00a0<a href=\"https:\/\/www.univ-larochelle.fr\/wp-content\/uploads\/Action_plan_EN_HRS4R.pdf\">action plan<\/a>\u00a0is based on 4 headings, identical to those used in the gap analysis:<\/p>\n<ul>\n<li>Ethics and professionalism (8 actions) ;<\/li>\n<li>Recruitment and selection (7 actions) ;<\/li>\n<li>Working conditions and social security (8 actions) ;<\/li>\n<li>Training and professional development (8 actions).<\/li>\n<\/ul>\n<p>The action plan has three macro-objectives:<\/p>\n<ul>\n<li>Raising researchers\u2019 awareness of the principles of responsibility in research ;<\/li>\n<li>Professionalizing recruitment and integration of researchers;<\/li>\n<li>Promoting and supporting the professional development of researchers.<\/li>\n<\/ul>\n<p>Each action is prioritised according to the perceived need to implement the action quickly and the school\u2019s ability to carry it out at a given time.[\/vc_cta][vc_column_text css=&#8221;&#8221;]<\/p>\n<h2>Open, transparent and merit-based recruitment policy<\/h2>\n<p>In accordance with the principles and values of the Charter, <strong>La Rochelle Universit\u00e9 is developing a recruitment policy based on openness, transparency and merit (OTM-R)<\/strong>. All the positions are concerned by this approach, but scientific posts (R1, R2, R3, R4) and research support posts will be the first to be concerned.<\/p>\n<ul>\n<li><strong>Opening principle<\/strong><\/li>\n<\/ul>\n<p>La Rochelle Universit\u00e9 undertakes to improve the advertising of its job offers: the University&#8217;s websites and the Euraxess and French public service platforms will be systematically used. Any other specific scientific or professional network will be used if necessary. At the same time, job offers will be systematically written in French and English to increase the international attractiveness of the university. For this purpose, standard documents must be provided to recruiting departments. Job offers should be advertised for a minimum of 4 weeks, a longer period is desirable wherever possible.<\/p>\n<ul>\n<li><strong>Transparency principle<\/strong><\/li>\n<\/ul>\n<p>Candidates must be able to understand the recruitment process. Selection criteria must be clearly defined in job advertisements and the regulatory aspects of the recruitment process must be made public. To this end, a recruitment guide should be made available to the public on the university&#8217;s website. Unsuccessful candidates are systematically informed of the decision concerning them. If they ask for feed back, they are given information to help them understand why their application was unsuccessful. To this end, recruitment committees and panels must have standardised documents at their disposal in order to be able to assess applications.<\/p>\n<ul>\n<li><strong>Principle of merit<\/strong><\/li>\n<\/ul>\n<p>In compliance with legal and regulatory texts, La Rochelle Universit\u00e9 fights against discrimination and promotes inclusion and diversity. Applications are evaluated and ranked solely on the basis of academic merit and professional experience, in relation to the expectations expressed in the job offers. Selection committees and other panels respect the principle of integrity. They are supported by the Human Resources and Relations Department to ensure a fair recruitment process.<\/p>\n<h2>Involvement of the university community<\/h2>\n<p>The success of the action plan and recruitment policy depends on the entire community taking ownership of the strategy. Particular attention must therefore be paid to internal communications on an ongoing basis. This is based on :<\/p>\n<ul>\n<li>Systematic involvement of the institution&#8217;s governing authorities (Academic Council, Research Commission, Social Committee, Board of Directors) at each key stage of the accreditation process;<\/li>\n<li>The use of internal communication media (newsletter, staff intranet and university website) to publicise and keep in mind the approach and the principles, processes and decisions arising from it.<\/li>\n<\/ul>\n<h3>HRS4R within EU-CONEXUS<\/h3>\n<p>HRS4R is a strategy that feeds into the European Research Area because its aim is to ensure that researchers enjoy the same rights and duties in Europe. HRS4R is a great tool for improving mobility opportunities and is therefore a leverage for research institutions to become more attractive to researchers.<\/p>\n<p>Within the\u00a0<a href=\"https:\/\/www.eu-conexus.eu\/en\/\" target=\"_blank\" rel=\"noopener\">EU-CONEXUS<\/a>\u00a0consortium, we have worked with our partners on HRS4R as part of the\u00a0<a href=\"https:\/\/www.eu-conexus.eu\/en\/rfs\/\" target=\"_blank\" rel=\"noopener\">Research for Society (RFS) project<\/a>. We have benefited from the expertise of our already awarded \u00a0partners such as\u00a0<a href=\"https:\/\/www.wit.ie\/\" target=\"_blank\" rel=\"noopener\">SETU<\/a>\u00a0(South East Technological University) and\u00a0<a href=\"https:\/\/www.unizd.hr\/eng\/\" target=\"_blank\" rel=\"noopener\">UNIZD<\/a>\u00a0(University of Zadar), to carry out our own HRS4R process. Some deliverables from the HR RFS working group have contributed to our HRS4R approach.[\/vc_column_text][vc_empty_space][vc_column_text css=&#8221;&#8221;]<\/p>\n<h2>LA ROCHELLE UNIVERSITE\u2019s timeline for HRS4R<\/h2>\n<ul>\n<li><strong>December 2022:<\/strong> commitment of La Rochelle Universit\u00e9 in HRS4R process with an Engagement letter addressed to the European Commission<\/li>\n<li><strong>October 2022 to february 2023:<\/strong> organization of thematic workshops bringing together researchers<\/li>\n<li><strong>March 2023 to april 2023<\/strong>: drafting of the action plan on the basis of the researchers\u2019 suggestions.<\/li>\n<li><strong>May 2023<\/strong>: assessment and feedback to researchers<\/li>\n<li><strong>June 2023 to september 2023<\/strong>: drafting, presentation and approval by institutional bodies<\/li>\n<li><strong>July 2024:<\/strong> submission of the application to the European Commission for the &#8220;HR Excellence in Research&#8221; label.<\/li>\n<li><strong>Autumn 2024<\/strong>: further deployment of the HR policy of excellence in research<\/li>\n<\/ul>\n<p>[\/vc_column_text][vc_cta h2=&#8221;The research HR Policy environment&#8221; style=&#8221;outline&#8221; color=&#8221;black&#8221; css=&#8221;&#8221;]<\/p>\n<ul>\n<li><a href=\"https:\/\/www.univ-larochelle.fr\/luniversite\/recrutement\/\">Our recruitment opportunities at La Rochelle Universit\u00e9<\/a> (french)<\/li>\n<li><a href=\"https:\/\/www.eu-conexus.eu\/en\/rfs\/\" target=\"_blank\" rel=\"noopener\">The European University EU-CONEXUS<\/a><\/li>\n<li><a href=\"https:\/\/www.univ-larochelle.fr\/en\/research-and-innovation\/research-at-the-university\/linstitut-littoral-urbain-durable-intelligent\/\">The LUDI Institute<\/a><\/li>\n<li>The Talent Management Center<\/li>\n<li><a href=\"https:\/\/bu.univ-larochelle.fr\/lappui-a-la-recherche\/barometre-science-ouverte\/\">The LRUniv\u2019s Open Science Barometer<\/a> (french)<\/li>\n<li><a href=\"https:\/\/euraxess.ec.europa.eu\/jobs\/hrs4r\" target=\"_blank\" rel=\"noopener\">Euraxess<\/a><\/li>\n<\/ul>\n<p>[\/vc_cta][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"<p>[vc_row][vc_column][vc_column_text css=&#8221;&#8221;] HR Strategy through research for research HRS4R is a European strategy that supports research institutions in implementing policies and practices from The European Charter for Researchers &amp; the Code of Conduct for their Recruitment. Research institutions that; customized their HR Strategy in alignment with the 40 principles of the Charter &amp; Code can [&hellip;]<\/p>\n","protected":false},"author":69,"featured_media":58180,"parent":18056,"menu_order":2,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"footnotes":""},"class_list":["post-58221","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/pages\/58221","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/users\/69"}],"replies":[{"embeddable":true,"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/comments?post=58221"}],"version-history":[{"count":0,"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/pages\/58221\/revisions"}],"up":[{"embeddable":true,"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/pages\/18056"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/media\/58180"}],"wp:attachment":[{"href":"https:\/\/www.univ-larochelle.fr\/en\/wp-json\/wp\/v2\/media?parent=58221"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}