HRS4R at UCD. Justin Synnott. University College Dublin. KU Leuven, 17 September 2013

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1 HRS4R at UCD Justin Synnott University College Dublin KU Leuven, 17 September 2013

2 HRS4R at UCD Approaches Experiences Benefits Concerns

3 UCD at a glance Largest University in Ireland 22,000 students 1750 PhD Students (25% of Ireland s PhD output) 1500 academic/ research staff PGs are not employees

4 HR at UCD Strategy and Development Director leading and contributing to change management and organisational development initiatives VP for Staff Relationship Director provides the services of HR Partners to the University Services Director payroll administration, pensions administration and advice, recruitment support, management of internal promotions and grading

5 Research Support at UCD VP Research Strategy and Development Director leading and contributing to change management and organisational development initiatives VP for Staff Relationship Director provides the services of HR Partners to the University Career Development Centre Services Director payroll administration, pensions administration and advice, recruitment support, management of internal promotions and grading

6 Interactions with HRS4R Irish Research Council EU SGHRM Working Group HRS4R at UCD April 2012 August 2012 Peer Logo awarded reviewer Step

7 Approach: Why implement the HRS4R? Approach: Why implement? Conveys to researchers a commitment to fair and transparent recruitment and appraisal procedures Demonstrates the University s commitment to a stimulating and favorable work environment for researchers Brings you up to speed on EU policy in this area & provides a competitive edge in terms of application for funding It is not a prerequisite for participating in the EU Framework Programmes, however

8 Approach: Process used Sponsored by VP Research. Ownership by Standing Committee on Postdoctoral Career Development Established a Task Force (sub-group of the Standing Committee on Postdoctoral Career Development) of internal stakeholders sponsored by VP Research, in collaboration with UCD HR, including members of SCPCD, College Principals, RSA, PIs, early-stage and experienced researchers, ethics, legal etc. Wider consultation with other relevant groups Discussion based, iterative, consensus Identified gaps and convergence with UCD policies and documents and C & C principles. Provided evidence of UCD current policies. Wrote draft Gap Analysis and Action Plan Submitted findings and proposed actions to EC

9 Action Plan: Themes emerging Charter and Code Action plan themes Ethical and professional aspects Recruitment Research integrity and ethical considerations Recruitment of early-stage researchers Training Mobility, attracting researchers and the portability of grants Working conditions and social security Enhanced skills and career development

10 Experiences In general, very positive This is not an administrative burden Requires appropriate resources (and needs to be embedded) It s a political exercise; It s disruptive Actions are not always easy to implement Other Actions are organic and exist outside of the HRS4R process

11 Benefits First and foremost, it provides support to researchers and enables research careers It s a local forum where researchers concerns can be ligitimized It has allowed us to enter into a broader conversation with colleagues in Ireland, the EU and the Commission like today! Positioned us to seek out funding programmes based on research career development We focused on the assessment criteria for MS-C actions which are embedded in the Charter and Code

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13 Benefits: Marie Curie: COFUND ion Plan: themes emerging o Builds fellowship programmes to increase the transnational mobility of researchers and to improve the working and employment conditions of researchers o The main activities of a COFUND programme will be awarding fellowships to Experienced Researchers, with a training and career development objective o The COFUND action demands that beneficiary programmes generate significant additionality in terms of the objectives of the European Research Area (ERA)

14 C&C/ HRS4R / COFUND Synergies Charter and Code Action plan themes COFUND assessment criteria Ethical and professional aspects Recruitment Training Working conditions and social security Research integrity and ethical considerations Recruitment of earlystage researchers Mobility, attracting researchers and the portability of grants Enhanced skills and career development Quality of the selection process for the fellows under the programme 30% Implementation & Management of the Programme 30% Relevance and impact to "Lifelong training and Career development" 40% No Science!

15 Marie Curie: COFUND Is equal to programmes to the value of 287,500,000 H2020: open to PG, matching up to 70%

16 Benefits: UCD MC COFUND: ENERGY21 ion Plan: themes emerging o International PD Career development Fellowship Programme In the UCD ENERGY Institute o Awarded by the Commission March 2013 o Ranked first in EUROPE out of approximately 80 proposals with a score of 94.5% o The programme will assist up to 21 post-phd researchers with the development of their careers

17 Another way of saying it ion Plan: themes emerging o The UCD ENERGY21 COFUND proposal was built on the foundation of the C & C Principles o The UCD COFUND proposal was based on lessons learnt from the HRS4R process: we knew our strengths and weaknesses o Key aspects of the C&C and discoveries from the HRS4R process were included in the COFUND proposal o Transparent selection processes o Supported mobility o Career training and development o Negotiations all but complete; Work Programme developed and we implement in January 2014

18 Concerns Accreditation Community of Practice EU Commission looking of Genuinely good HRM practices via Technopolis consultation process However Enabling Research Careers includes HRM, Broader Research Support and researcher responsibilities Accreditation requires nuanced and sophisticated approach that recognises combined effort to support research activity Practitioners sharing best practice is key to implementing HRS4R. We should embody principles of ERA (movement of ideas). Momentum of Cohorts should be maintained Fulfilling the goals of the ERA can only be achieved through balance of activity between policy makers and practitioners and spirit of partnership between practitioners across the EU

19 Thank you!