Ì«Ñô³Çapp

HR for Researchers – focus areas at Ì«Ñô³Çapp

The consist of 40 principles describing best practise in Europe as to recruitment, working conditions and career development for researchers. The Charter also describes the responsibilities of researchers in terms of ethical norms, legal and contractual obligations. Ì«Ñô³Çapps GAP-analysis confirms that Norwegian legislation, Ì«Ñô³Çapp policies and guidelines are in conformity with the Charter & Code principles.

The Ì«Ñô³Çapp Strategy 2018-2025 "Knowledge for a better world" recognizes that the recruitment and development of talented academic staff are essential to achieving Ì«Ñô³Çapp's ambitions as an internationally oriented research university. Ì«Ñô³Çapp offers very good working conditions and career opportunities for researchers. Ì«Ñô³Çapp is continuously striving for further improvement, and several institutional action plans and strategic measures are adressing the core areas and principles of the Charter & Code.

The Ì«Ñô³Çapp Action Plan 2019-2021 for the implementation of the Charter & Code, included selected actions pertaining to HR for researchers from:

• the Ì«Ñô³Çapp International Action Plan
• the Ì«Ñô³Çapp Action Plan for Gender Equality and Diversity
• Ì«Ñô³Çapp programmes to stimulate excellence in research, education and innovation
• Ì«Ñô³Çapp actions for the competence development of academic staff and management

The Ì«Ñô³Çapp Action Plan 2022-2024 gives particular attention to:

• the paradigm shift pertaining to Open Science (publications, data, open source and assessment of research) and the Reform of research assessment in Europe (CoARA)
• the integration of international staff in a Norwegian work environment
• the career and working conditions for postdocs and researchers  

On this website, you may find links to examples of good practise and strategic measures of particular relevance to HR for researchers at Ì«Ñô³Çapp.

Ì«Ñô³Çapp implementation of the Charter & Code (HRS4R)

HR Strategy for Researchers (HRS4R) can be compared to a certification system whereby an institution is committed to:

• perform a GAP-analysis against the Charter & Code principles and the principles for Open, Transparent Merit-based Recruitment (OTM-R)
• develop action plans with improvement measures and conduct systematic self-assessments of progress made and results achieved 
• conduct internal reviews every three years (self-evaluations)
• undergo external assessments every six years (assessors appointed by the European Commission) 

According to the "strengthened" HRS4R process, the GAP-analysis, the OTM-R checklist, the Internal Review and Action Plans are uploaded on the online database of the European Commission (E-Tool). For transparency, the documents are also available on this website.

Ì«Ñô³Çapp obtained the HR Excellence in Research Award in 2010, and maintained the acknowledgement of the European Commission after the external evaluation in 2014. 

In 2018, Ì«Ñô³Çapp entered the "award renewal phase" under the "strengthened" HRS4R. With input from a representative group of stakeholders, the GAP-analysis against the 40 Charter & Code principles was updated, input for improvements collected, and a strenght-weakness analysis conducted. An OTM-R analysis was also undertaken. The past Action Plan 2014-2018 was reviewed, and a new Action Plan 2019-2021 adopted by Rector in December 2018. The external evaluation and Site Visit took place 29 April 2019.

On 19 June 2019, the Commission confirmed that Ì«Ñô³Çapp may continue to use the "HR Excellence in Research" Award. The assessors underlined that "The integration of the HRS4R Action Plan to the institutional strategy is an excellent means for ensuring that the principles of the Charter & Code will be implemented". Referring to the site visit "It was clear from the interviews that the staff in the university have very good working conditions". The assessors recommended that Ì«Ñô³Çapp increases the visibility of its excellent HR work for researchers. With respect to quality development, they emphasized the significance of involving stakeholders in the implementation and evaluation of actions, and the benefits of having clear indicators for monitoring progress.

Ì«Ñô³Çapp is in its third cycle of the HRS4R. On 12 May 2023, the Commission accepted the application for "renewal without site visit". The assessors commended Ì«Ñô³Çapp for an "excellent assessment report" and "impressive achievements". "Great Job! Maintain motivation to keep working in the same direction. Keep preparing surveys and analysing the university situation of researchers to be prepared for future challenges." The external assessment is due 12 May 2026.