EURAXESS

In a communication from March 2005, the European Commission adopted the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, and recommended its implementation in the Member States. These two documents are aimed at researchers as well as hiring institutions, and are key elements in the policy of the European Union to make research an attractive career, which is an essential feature of its strategy to stimulate economic growth and employment within the EU.

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 Charter constitutes a framework for researchers, employers and funders which invites them to act responsibly and as professionals within their working environment, and to recognise each other as such.
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. Institutions and employers adhering to the Code of Conduct will openly demonstrate their commitment to act in a responsible and respectable way and to provide fair framework conditions to researchers, with a clear intention to contribute to the advancement of the European Research Area.

In April 13th 2016, the University of La Laguna signed the Declaration of Commitment to the Principles of the European Charter for Researchers and the Code of conduct for recruitment of researchers

You can access to this document by clicking in the following link:

• ULL Declaration of commitment

 

In 2008, the EURAXESS Human Resources Strategy for Researchers (HRS4R) was launched to support institutions in the process of implementation of the Charter and Code principles in their practices and policies. The «HR Excellence in Research» logo identifies the institutions and organisations such as suppliers and supporters of a stimulating environment and favourable working conditions.

The «HR Excellence in Research» award acknowledges progress in aligning research institutions HR policies with the principles set out in the Charter and Code. As a result, acknowledged institutions can promote themselves as providers of stimulating and favourable working environments, where researchers can expect fair and transparent recruitment practices and appraisal procedures.

The implementation of the HRS4R consists of five phases:

• Internal analysis
• Action plan
• Acknowledgment
• Self-assessment
• External assessment

The internal analysis and the action plan have focused on the four areas considered in the Charter and Code for researchers:

• Ethical and Professional aspects
• Selection and Recruitment
• Working conditions
• Supervision and training

In the following link it is shown the internal gap analysis and the action plan of the ULL: The Implementation of the Human Resources Strategy for Researchers (HRS4R)

In the following link it is shown the internal review of ULL’s HR Strategy and Action Plan 24 months after obtaining the ‘HR award’

In the following link it is shown the European Commission Consensus report (Sept 18) about Implementation Phase Interim Assessment in ULL.

In the following link it is shown de Action Plan of the ULL: The implementation of the Human Resources Strategy for Researchers (HRS4R), October 2022.

The working group of the Steering Group of Human Resources Management (SGHRM) finalised its report on Open, Transparent and Merit-based Recruitment (OTM-R) and the adherent checklist for institutions by July 2015. OTM-R is fully embedded into the ‘strengthened’ HRS4R procedure.

The ‘OTM-R Package’ is a set of practical and useful tools for implementing Open, Transparent and Merit-based recruitment practices in Research Performing Organisations. It includes:

• The rationale: Why is OTM-R essential?
• The principles and guideline: What a good OTM-R system should look like?
• A checklist for institutions as a self-assessment tool: How do the current practices rate?
• The toolkit: A step by step guide to improve the OTM-R practices
• Examples of good practice

The Universidad de La Laguna has sought to implement a researcher recruitment policy that relies on the use of Open, Transparent and Merit-based Recruitment practices (OTM-R) to maximize the cost effectiveness of research investment and foster the optimal circulation of scientific knowledge within the research ecosystem by ensuring the best person for the job is recruited for vacant research posts.

The open, transparent and merit-based recruitment practices of researchers (OTM-R) considerably improve the research system by guaranteeing equal opportunities, especially for under-represented groups, and boosts international co-operation.

The following links show the OTM-R policies for ULL’s HR Strategy: OTMR-ULL (EN) and OTMR-ULL (ES)

Information related to professional career option (ES: Opciones de Carrera Profesional)