http___www.unios.hr_istrazivanje_povelja-i-kodeks__1.xml
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The Human Resources Strategy for Researchers The ‘HR Strategy for Researchers’ supports research institutions and funding organizations in the implementation of the European Charter & Code for Researchers in their policies and practices. The implementation of the Charter & Code principles by research institutions makes them more attractive to researchers looking for a new employer or for a host for their research project. The European Commission recognizes with the ‘HR Excellence in Research Award’ the institutions which make progress in aligning their human resources policies to the 40 principles of the Charter & Code, based on a customized action plan/HR strategy. HRS4R in the Computer Vision Center In 2013, the CVC endorsed the Charter and Code. In 2014, the CVC started the process to obtain the HRS4R award, creating an interdisciplinary group that would prepare the Gap Analysis and Action Plan to obtain the HRS4R award. In May 2015, the CVC was awarded the HR Excellence in Research logo. As a public consortium formed by Universitat Autònoma de Barcelona (UAB) and the Catalan Government and as a member of the Catalan Network of Research Centers – CERCA, our HRS4R is also in alignment with the UAB’s HRS4R and CERCA’s Code of Conduct. In April 2018, the CVC passed its Interim Assessment. CVC’s HRS4R award renewal was extended for 3 more years, from May 2018 to May 2021. The proposed improved plan under evaluation will expand for a new period of 3 years. CVC’s HRS4R Action Plan The CVC’S HRS4R action plan presents a clear list of actions to be developed in order to advance towards the excellence of the processes involving the recruitment and proper career evolution of the researchers at CVC. The HRS4R is included in the CVC Strategic Plan, within the “People” axis. CVC’s Action Plans - 2015-2017 HRS4R Action Plan and Internal Gap Analysis - 2017-2020 Updated HRS4R Action Plan - 2021-2023 Improved HRS4R Action Plan and updated Gap Analysis CVC’s Open, Transparent and Merit-based (OTM-R) Recruitment process In accordance with the open, transparent and merit-based (OTM-R) recruitment process, CVC’s job offers are publicly posted on our website and in Euraxess. The general guidelines are stated in the CVC-OTM-R Recruitment Process document, List of the CVC’s OTM-R policy: CVC’s Career Plan The CVC provides opportunities for researchers to develop their careers at all levels, from the initial stages to the more senior positions. The following chart shows the profiles for the different stages of a researcher’s journey at CVC. Equality of opportunities for all The CVC believes in applying a scientific culture that is sensitive to gender and diversity in all its efforts: individual and social, structural, institutional and politic. This committed approach is defined and developed in the CVC Equality Plan linked below. Protocol for dealing with, preventing and eradicating workplace harassment at CVC - Protocol for preventive action in situations of workplace harassment, sexual harassment or harassment based on sex, sexual orientation or gender identity in CVC - English | Catalan Other relevant links: - Research Career Path in Spain at a glance! (FECYT) - Career development tools (AGAUR) - Collection of interesting documents for a researcher creating a career path (UAB) Complaints/suggestions Any complaints or suggestions from CVC staff, including those related to conflicts, disputes and disagreements related to research work, should be sent to rrhh@cvc.uab.cat. This procedure guarantees discretion and confidentiality at all times, with the aim of promoting fair and equitable treatment at the institution and improving the general quality of the working environment. It may also act as a liaison with the CERCA Ombudsperson.
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Europska povelja za istraživače i Kodeks o zapošljavanju istraživača su dokumenti Europske komisije čiji je cilj osigurati ista prava za istraživače, bez obzira na to u kojoj su europskoj državi uposleni. Europska povelja definira prava i obveze istraživača i organizacija u kojim oni rade, a Kodeks o zapošljavanju istraživača upućuje na jednakost postupka zapošljavanja prema svim istraživačima u Europi i povećanje transparentnosti procesa novačenja i zapošljavanja. U svibnju 2010. Sveučilište u Osijeku je potpisalo Deklaraciju o pristupanju Europskoj povelji za istraživače i Kodeksu o zapošljavanju istraživača, čime se obvezalo poštivati načela Povelje i Kodeksa te uskladiti svoje pravne akte s načelima Povelje i Kodeksa. Strategija ljudskih resursa za istraživače (Akcijski plan) predstavlja sažetak interne analize Sveučilišta Josipa Jurja Strossmayera u Osijeku (tablica “A Human Resources Strategy for Researchers Incorporating the Charter&Code”). Samovrednovanje aktivnosti definiranih Akcijskim planom 2012. godine provedeno je tijekom 2014. i početkom 2015. godine. Izvješće o provedenim aktivnostima dovršeno je 23. veljače 2015. godine. Na Izvješću je radila radna skupina koju čine Uprava Sveučilišta, pročelnica Centra za kvalitetu Sveučilišta, voditeljica Odsjeka za kvalitetu Sveučilišta i prodekani za znanost sastavnica Sveučilišta Josipa Jurja Strossmayera u Osijeku. Analizom Akcijskog plana iz 2012. godine radna skupina razmotrila je koje će od navedenih zadataka nastaviti inicirati i provoditi te je zadatke obrazložila u sklopu samovrednovanja. Sa svrhom uvida u ostvarene aktivnosti Sveučilišta Izvješće o provedenim aktivnostima poslano je Europskoj Komisiji na komentar u veljači 2015. godine. U srpnju 2015. godine Europska Komisija je Sveučilištu produžila logo izvrsnosti kao potvrdu kontinuiranog rada i napretka u znanstveno-istraživačkom radu.