Realization of Action Plan for the HR Management Strategy for Researchers

Transcription

1 Realization Action Plan for the HR Strategy for Researchers Career advice for non staff. Proposed activities Needs analysis, content identification identification available lecturers within UM Pressional support to non, research staff in career skills develop. Expect ed start Expect ed compl etion Indicato rs Comple ted analysis Employ ee training, statistic s on training attenda nce. Officer/ unit responsi ble Rector for the field, other Rectors, ent Educatio n, ent for Quality Sustaina ble Develop. Rector for the field, other Rectors, ent Educatio n, ent for Quality Sustaina ble Develop. Realization activities Realized. We conducted a UMwide survey in the first half for career develop purposes, applied the results the survey to draw up a training plan. Pro: with survey, survey results, training timetable. Realized. Employee Training (Izpopolni UM): 57 courses in 2015, attended by 763 people. Pro PoUK web portal, containing attendance lists, training programmes, certificates attendance. Updated activities as at Employee training Expect ed start Expect ed compl etion Indicato rs Officer/unit responsible REALIZATION status as at September Activitie s October 31 Decemb er 2020 Expect ed start Expect ed compl etion Indicato rs / / / / / / / / / / / Contin uous proces s Contin uous proces s Statistics training courses attenda nce. Education Support Centre, CCUM. Report on employee training attendance. Officer/ unit responsi ble / / / / /

2 Pressional support to staff in e-learning distance learning (under the planned Centre for HR Develop UM). May Oct Organiz ation training to support staff in e- learning distance learning. Rector for the field, other Rectors, ent Educatio n, ent for Quality Sustaina ble Develop. Pressional support provided in the form training courses organized by the CCUM. E- learning month at UM held in. Pro: obrazevanja.aspx First E-learning Month organized for Moodle users in, comprising various training units, presentations two 4-week courses. Set up Education Support Centre (unit under the ent Education Student Affairs). Aug. Number training courses for didactic al use IT in the process. Number people attendin g. ent Education Student Affairs Realized. E-learning Month held for Moodle users: i/default.aspx. By setting up the Education Support Centre (unit under the ent Education Student Affairs), established in July following the approval the Didakt. UM project under the Public Call Integration IT into the Higher Education Teaching Process (Ministry Education, Science Sport), the number employee training courses internal counselling services for staff on the topic didactical use IT at UM will materially increase in the upcoming years. / / / / / 3.2. Reduce obligation s ambitious successful researche rs Based on their scientific track record, researchers can be appointed with a lower share obligations Decisio n on reducin g direct teachin g obligati ons. Faculty Decisions on reducing direct obligations researchers for research purposes are archived at UM headquarters (Rectorate). / / / / / / Set up e- records reduced obligati ons E- records reduced teachin g obligati ons General Secretar y, HR Depart, CCUM.

3 3.3. Developm ent incentive system for excellenc e in research Develop set up criteria/stards for the incentive system for UM, research support activities. Set criteria UM Partially realized. We adopted amends suppleations to Appendix 1 to the Criteria for appoint to ranks Higher Education Teacher Higher Education Officer, which now lay down a broader definition activities that are the subject evaluation in the process (UM Journal, No. 9/). We are working on criteria applied in the appoint to ranks science research titles (working group appointed on 10 November Decision No.0732//S 415/001-IT). Develop stards for the incentive system for UM, research support activities. 1 June 1 Set stard s for the incentiv e system for UM, research support activities. UM. Not realized. Set star ds for the incentiv e system for UM, research support activitie s ongoing. Ongoin g Set star ds for the incentiv e system for UM teachin g, researc h support activitie s. UM.

4 3.4. Balance obligation s within program mes between program mes Redevelop current study programmes into programmes with optimal design, better integration adjusted to the needs society (indirect reduction balancing obligations UM staff). Oct. UM, faculty. Partially realized. The Senate UM adopted a decision that faculties shall, within the deadline for reporting changes to study programmes, harmonize the naming optional study programmes within the optional course list, include in their summer curriculums at least one optional course (if they did not do so previously). The optional course shall bring at least 6 ECTS. Optional courses will enhance the connectivity study programmes (as per minutes the 12 th ordinary meeting the Senate UM 21 June ). The Strategic College Deans also addressed a detailed analysis the workload higher education teachers other ficers at respective UM faculties (materials for the Strategic College Deans 28 November ). Ongoing; the process is slow ten contingent upon available funding. Ongoin g. 30 Sept Adequat e HR structur e in terms appoint, referenc es workloa d. UM, faculty. Ensure adequate HR structure per study lines. Reasoning: the opinion that contact hours in respective programmes need to be adjusted to staffing needs (including overtime) is incorrect. Moreover, inadequate HR structure previously led to factorizing, which proved to be against the law. The Strategic College Deans was presented with detailed analyses the workload higher education teachers other ficers at respective UM faculties (materials minutes meetings the Strategic College Deans). / / / / /

5 3.5. Balance optimize pressorstudent relationsh ips at faculties Longer-term planning the HR enrol policy. Oct. Press orstudent relation ships at facultie s. UM, faculty. We analysed the current state affairs prepared an analysis the pressorstudent relationship at faculties for the Strategic College Deans Balancing optimizing the pressorstudent relationship at faculties (materials for the Strategic College Deans 28 November ). / / / / / / / / / / / 3.6. Introduce surveys other activities to improve activities Annual assess improve survey in terms methodology, contents impleation measures based on survey results. Oct. Survey statistic s for purpose s improvi ng teachin g activitie s. Rector for the field, other Rectors, ent Educatio n, ent for Quality Sustaina ble Develop. Realized. The activity is impleed annually (during the spring semester) when the working group convenes reviews reports recommendations for changes. The matter is then addressed by the Undergraduate Studies Committee, the Statutory Committee Senate UM (minutes working group meetings, committee meetings meetings other bodies, as well as amends to the Rules in 2015 available at: kunicenter/akti/strani/studij-naum.aspx) / / / / / / / / / / /

6 Integrate treat results impleation measures arising from the survey on into selfevaluation reports all faculties. Oct. Selfevaluati on reports facultie s. Rector for the field, other Rectors, ent Educatio n, ent for Quality Sustaina ble Develop. Realized. Self-evaluation reports made public. / / / / / / 3.7. Enhance mobility non staff Allocate funds from the develop pillar in the funding system to allow for international mobility higher education pressors other ficers, with emphasis on longterm exchange training abroad (at least 1 year, e.g. sabbatical). UM, Board Governo rs UM. Administrative support departs the Rectorate do not record data on longterm mobilities. Faculties do not report on long-term mobilities. Plan to encourage long-term mobility ensure cunding; internationa lization to be placed on the agenda the Strategic College Number longterm mobilitie s UM staff. International Relations Office, UM. Permanent call until funding is spent; selection criteria (point grading system) SMPM, website UM/Erasmus+. Call for applicati ons for mobility staff; objectiv e: 5 longterm mobiliti es; based on: decision Rector s College. Sept. Perma nent / semest erbased. Number longterm mobiliti es, ratio betwee n long shortterm mobiliti es; objectiv e: 150 mobiliti es teachin g staff, at least 80 mobiliti es nonteachin g staff. SMPM, coordin ators at faculties.

7 Increase the number visiting pressors researchers increase mobility non- staff UM, Board Governo rs UM. Administrative support departs the Rectorate only record data on pressors visiting under projects Erasmus+, Erasmus Mundus, ESF, etc. Faculties report on the number other visits during the past year when preparing the closing report for the year then ended. Proposal: UM has a web app/database to record mobilities where faculties could log data on realized mobilities, however, the app is currently not used for said purpose: jekti/strani/baza-projektov- UM.aspx UK Funding secured: approx. EUR 300,000 allocated for the purpose increasing the number visiting pressors at UM. Call for applicati ons for visiting presso rs. International Relations Office, UM. Obtain approval internationalization project. Call for applicati ons, selectio n, agreem ents, paymen ts. Annual project. Number visiting press ors. SMPM, faculties Faculties upgrade current study programmes/proje cts/summer schools by inviting foreign experts develop new study programmes by engaging in interfaculty interuniversity cooperation Oct. 15 UM, Board Governo rs UM. At UM we had 6 summer schools (intensive programmes) number as at (number in : 5) comprising foreign pressors students. UM does not keep records foreign summer schools that involve pressors students UM. Create chart intensive programme s. List foreign presso rs in all internati onal summer schools approve d by the Senate UM. International Relations Office, UM. Summer school Solution design, summer schools CEEPUS, individual summer schools hosted by faculties. Draw up program me invitatio n, obtain funding. Annual ly, June Septe mber. Annual ly. Number student s attendin g, number foreign press ors attendin g, duratio n progra mme (1 week/2 weeks). SMPM, CEEPUS network coordin ators, faculties.

8 3.8. HR planning (job allocation, promotio n habilitatio n) at every faculty for at least 5 years in advance Develop an HR system with a clear HR policy. UM, faculty. Partially realized. State the art analysis conducted. Faculties delivered their HR Strategies in. We intend to draft plans for UM study programmes, with emphasis on funding. The Rector s College adopted the following decision in : As per the Strategy UM, faculties UM shall draw up deliver HR men t plans forecasts for all non staff for the next 5 years, which shall include personalize d plans for each employee. UM HR Policy draft. UM, HR ent. Not realized due to remedial action relating to non-compliance positions in terms rank title impleation new staffing table. Decision Rector s College in : draw up deliver HR plans forecast s for all non staff for the next 5 years, which shall include persona lized plans for each employ ee. Revision HR strategi es policies faculties UM as a whole for the 5-year period year HR plan drafted, includin g individu al plans for all teachin g nonteachin g staff. UM.

9 Amend internal acts governing the habilitation process to include requires relating to skills experience in knowledge University operations. April 2015 Revised Rules on appoint to ranks Higher Educati on Press or Officer in Higher Educati on. Realized. We suppleed activities underlying the appoint to ranks that are observed in the evaluation experience. Amends suppleations to Appendix 1 to the Rules on appoint to ranks Higher Education Pressor Officer in Higher Education are scheduled for public hearing (public hearing scheduled for November ; available at: okunicenter/akti/strani/akti-v-javniobravnavi.aspx) / / / / / / / / / / / 3.9. Harmoniz e selected objectives with relevant measures in docu s governing HR developm ent (HR Policy) Revise objectives the HR Policy, harmonize the Policy with the Develop Strategy UM develop relevant action plan Rector, compete nt bodies UM. Impleation ongoing. Monitor implea tion correct measures, if necessary Strategy UM common action plan. competent bodies UM. Report on realization action plan for the HR Policy for Researchers for the period ending December Continu ous monitor ing complia nce the HR Strategy with strategic objectiv es UM relating to quality assuran ce cost optimiz ation in the research line Contin uous annual proces s. Revised action plan. UM.

10 3.10. Promote academic values develop pressio nal ethical practices Adopt Code Ethics. April Code Pressi onal Ethics the Universi ty Maribor. The Senate UM approved unanimously in their 5 th ordinary meeting 24 November 2015 the Code Pressional Ethics UM, which lays down minimum ethical stards conduct for UM staff (minutes the 5 th ordinary meeting the Senate UM). / / / Code Ethics Integrity for Researc hers at the Universi ty Maribor. / Realized. Code Ethics Integrity for Researchers at the University Maribor adopted by the Committee for Science Research on 10 October scheduled for hearing at the Senate UM on 24 October. / / Monitor the impleation the Code Ethics comply with codified values on all levels University operations. April UM bodies, staff external stakeholders regularly monitor compliance with the Code Ethics. Appointmen t Committee for Implea tion Code Ethics (Ethics Committee). Member s Ethics Committ ee. Competent UM bodies. Realized appoint committee responsible for ensuring compliance with the Code Pressional Ethics committee responsible for ensuring compliance with the Code Ethics Integrity Researchers at the University Maribor, Senate UM, 24 October / / / / / OTM-R

11 Charter & Code implemen tation principles Appoint HR Committee. Subject discussion: open discussion on the impleation principles from the European Charter for Researchers Code Conduct for the Recruit Researchers (hereinafter: Charter & Code); four clusters: ethical political aspect (1), recruit (2), working conditions social security (3), training (4). Continuous monitoring develops in the European Commission, annual reports on action plan realization updates to action plan, internal external evaluations, RESAVER Pension Fund, etc. Solutions developed by the working group shall be delivered to the College Deans for amend approval. Following approval, solutions decisions taken by the College Deans shall be delivered to the Senate UM for approval. The working group reports owes the duty care diligence to the Rector. 31 May Rector s College, General Secretar y. Realized. The working group examined the state affairs, took knowledge the Charter & Code took knowledge impedis reasons for deviations form principles. The group also examined action plans took knowledge activities realized previously. / / / / / / / / / / /

12 Charter & Code; OTM-R - informati on The College Deans UM College Secretaries shall take knowledge : - Sanctions in the event breach principles from the Charter & Code; - Visit from external evaluators, expected in June ; - Recommendations s for setting up OTM-R. 31 May General Secretar y Realized. The General Secretary reported to faculty deans in the College Deans meeting on the appoint the HR working group, on the upcoming visit by external evaluators in June, informed the Deans that they will be notified the work the HR working group. / / / / / / / / / / / Charter & Code - competen ce The HR ent is responsible for monitoring the impleation the Charter & Code HR Action Plan by means regular annual selfevaluation reports on the realization the Strategy UM June General Secretar y, HR ent. Realized. The task was taken over by the HR ent. / / / / / / / / / / /

13 OTM-R Determine monitoring indicators for the HR line. 30 Oct. Rector s College, General Secretar y, HR ent, ent for Quality Sustaina ble Develop, HR working group. In preparation. (Continued) Determine monitoring indicators for the HR men t line. Jan Set monitori ng indicator s in the HR line. Rector s College, General Secretary, HR ent, ent for Quality Sustainable Develop, HR working group. Realized. Indicators delivered for adoption to the Senate UM on 24 October. / / / / / OTM-R full implemen tation Draft Instructions for full impleation recommendations the Working Group the Steering Group Human Resources under the European Research Area on Open, Transparent Merit-based Recruit Researchers pursuant to the Charter & Code OTM-R docus. Draft instructions shall be delivered to the working group for assess. 31 General Secretar y, HR ent In preparation. (Continued) Draft Instructions for full implea tion recommend ations the Working Group the Steering Group Human Resources men t under the European Research Area on Open, Transparent Meritbased Recruit Researchers pursuant to the Charter & Code OTM-R docus. Draft Adopted Instructi ons on OTM-R at the Universi ty Maribor. General Secretary, HR ent Realized. Instructions on OTM-R at the University Maribor delivered for adoption to the Senate UM on 24 October. / / / / /

14 instructions shall be delivered to the working group for assess

15 OTM-R, Chapter 4.2.4, Checklist P 5, OTM- R full implemen tation Set up an OTM-R monitoring system by having the Quality Assess Committee supple the self-evaluation report with criteria to be applied by the self-evaluation group when evaluating compliance practices with recommendations applicable instructions UM. 31 Rector s College, Senate UM, HR working group, HR ent, General Secretar y. Task the HR working group. Realized. Criteria were added to the Additional instructions on selfevaluation faculties other members UM for the academic year 2015/, as presented in the 7 th ordinary meeting the Committee 8 December : DECISION No. 7: The Quality Assess Committee shall request faculties other members UM to include in their respective selfevaluation reports factors relating to the monitoring impleation the HR Action Plan impleation recommendations the Working Group the Steering Group Human Resources under the European Research Area on Open, Transparent Meritbased Recruit Researchers / / / / /

16 OTM-R full implemen tation Inform conduct training on recommendations instructions UM on OTM-R, adjusted to the staffing structure as follows: 1. Faculty Deans; 2. Faculty Secretaries; 3. Assistant Secretaries, Heads HR ents, HR ficers; 4. Administrative staff working on projects. 30 April General Secretar y, Rector s College Realized. Presented in meetings the College Deans, College Secretaries other UM bodies. / / / / / / / / / / / OTM-R Checklist P 18; Chapter 4.1.; a) Draw up Equal Opportunities Policy. 31 HR working group Task the HR working group. (Transfer) Draw up Equal Opportuniti es Policy. Adopted Equal Opportu nities Policy. HR working group. Realized. The Equal Opportunities Policy is an integral part the OTM-R Policy the University Maribor, by which the University commits to honour the principle equal opportunity in the recruit new human resources current human resources UM. / / / / /

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