Developing Researcher Career with HRS4R – HR Excellence in Research
Developing a Sustainable and Attractive Research Environment
The Ģֱ (JYU) offers researchers a good working environment and is committed to the continuous development of research careers. We emphasize a clear, goal-oriented and supportive career model for researchers and teachers. The different stages of the research career (recruitment, advancement opportunities and salary development) are transparent and clear, and the research career is attractive. We continue to develop career models and support the well-being at work of our academic staff.
Since 2012, the Ģֱ has followed the principles of the European Commission in the development of research careers (Human Resources Strategy for Researchers, HRS4R). In 2013, the European Commission awarded the Ģֱ the HRS4R recognition for its work in building encouraging research careers.
Better working conditions for researchers
The Human Resources Strategy for Researchers (HRS4R) is based on the values of the European Charter for Researchers & The Code of Conduct for the Recruitment of Researchers (Charter & Code). The Charter & Code provide recommendations and good practice guidelines for the employment and recruitment of researchers.
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The HRS4R process in brief
In January 2012, JYU signed a commitment to promote the principles of the European Charter for Researchers and Code of Conduct for the Recruitment of Researchers (Charter and Code). The Ģֱ received the "HR Excellence in Research" award from the European Commission in April 2013.
The researchers' career and working conditions are developed through actions deriving from an initial gap analysis based on the Charter and Code and regular internal assessments. The internal evaluation compares the university's current practices with the European Commission's publication of the Charter for Researchers and the Code of Conduct for the Recruitment of Researchers and records the identified areas for development.
The development actions are described in the HRS4R action plan, which is assessed internally and revised every three years. The assessment team appointed by the European Commission also provides feedback and recommendations on internal self-assessment reports.
The HRS4R process includes regular external assessments executed by the European Commission. An external assessment by peer review team making a site visit takes place every six years.
In April 2023, JYU passed the renewal phase assessment without site visit. As a result, JYU received the permission to use “HR Excellence in Research” award further on.
HRS4R implementation at JYU – Action Plan
The development targets revealed by the initial gap analysis and internal reviews are tackled by regularly revised HRS4R action plans.
The HRS4R is embedded in the JYU strategy via strategic development programmes. Two of the development programmes include research and HR-related actions, namely ‘Capable, Creative and Healthy University Community’ and ‘Research – Putting the Researcher First’. These strategic development programmes include the strategical content of the Human Resources Strategy for Researchers (HRS4R). The development group of the ‘Capable, Creative and Healthy University Community’ has the main responsibility in monitoring the implementation and overseeing the progress of the HRS4R Action Plan.
Open and transparent, merit-based recruitment at the Ģֱ
An open, transparent and merit-based recruitment practice, as defined by the European Commission, is the basis for all our recruitments.
Our recruitment guidelines ensure that our recruitment processes are fair and transparent.
Recruitment at JYU is based on the guidelines of open, transparent, and merit-based recruitment principles (OTM-R). All essential matters related to the positions are visible for applicants in the call for applications, and qualification requirements for positions are also publicly available online. A comprehensive comparison of merits is made for applicants, and they are treated equally throughout the selection process, following the principles of the JYU Equality Plan.
Using the OTM checklist as a self-assessment tool, we have assessed to which degree our current practices are OTM-compliant and identified where improvements could be made.
