Charter & Code & the Human Resources Strategy for Researchers - summary of the policy context

1. Charter & Code & the Human Resources Strategy for Researchers -summary of the policy context Dr. Dagmar Meyer European Commission DG Research and Innovation HRS4R 4th cohort kick-off meeting Brussels, 29 October 2012

2. Careers Communication • COM Communication (2003) “Researchers in the ERA: One profession, multiple careers” • “The present Communication … aims to analyse the different elements which characterise the profession and defines the various factors which condition the development of researchers’ careers at European level, namely: • the role and nature of research training, • the differences in recruitment methods, • the contractual and budgetary dimension, and, finally, • the evaluation mechanisms and • the progress perspectives within the career.”

3. Charter & Code • COM Recommendation to Member States (March 2005) on a “European Charter for Researchers and Code of Conduct for their Recruitment” • based on broad stakeholder consultation process • follow-up activities focusing on implementation • Competitiveness Council (April 2005) invites Member States to: • “raise awareness of the Charter and the Code within their own country, on a voluntary basis, engage actively with employers, funding organisations and researchers and other relevant parties on their application…”

4. ERA Expert Group recommendations • Expert Group report (2008) on “Realising a single labour market for researchers”: • “Any organisation in receipt of public funds for research which signed the C&C is required: • to define and advertise a Human Resources Mission Statement, in line with the C&C spirit, focusing on the recruitment, career development and retirement procedures of their respective researchers; (…)” • Expert Group recommends creation of a ‘ERA – Researchers’ Human Resources Label’

5. European Partnership for Researchers • COM Communication (2008) “Better careers and more mobility: a European partnership for researchers”. Four main themes: • Open recruitment and portability of grants • Meeting the social security and supplementary pension needs of mobile researchers • Providing attractive employment and working conditions • Enhancing the training, skills and experience of researchers • EPR implementation monitored by the Steering Group Human Resources and Mobility (SGHRM)

6. Europe 2020 and Innovation Union • COM Communication (2010) “Europe 2020 - A strategy for smart, sustainable and inclusive growth” • Big Societal Challenges - Climate, Energy, Health, Security, Resource Efficiency… • 7 Flagship Initiatives: Innovation Union, Agenda for New Skills and Jobs, Digital Agenda, Youth on the Move, etc. • COM Communication (2010) “Europe 2020 Flagship Initiative - Innovation Union” • Innovation overarching policy objective • Main obstacles: unfavorable framework conditions & fragmentation of effort

7. Innovation Union Commitments Key Innovation Union commitments related to researchers and their careers: • IU Commitment #1: National strategies to train enough researchers • IU Commitment #2: Universities to modernise towards entrepreneurship & stronger business partnerships • IU Commitment #4: Completing the ERA through an ERA framework • IU Commitment #30: Attractiveness of Europe to researchers from around the globe

8. Innovation Union Commitment #4 • #4: Completing the ERA: In 2012, COM will propose an ERA framework and supporting measures to remove obstacles to mobility and cross-border cooperation, addressing among others: • quality of doctoral training, attractive employment conditions and gender balance in research careers; • mobility of researchers across countries and sectors, including through open recruitment in public research institutions and comparable research career structures and by facilitating the creation of European supplementary pension funds.

9. ERA Framework • Article 182(5) TFEU entitles the Union to adopt all measures that it deems necessary to achieve the ERA, including legislative option • Broad Stakeholder Consultation confirmed urgent need for action in key areas such as open recruitment, portability of grants, training and career development (including working conditions) • ERA Communication adopted 17 July 2012, proposing a basket of concrete measures • Close cooperation with stakeholder organisations (e.g. NordForsk) and Member States • Systematic and transparent monitoring and follow-up – possibly legislation if insufficient progress

10. ERA Communication of 17 July 2012 • Numerous references to Charter & Code and HRS4R: • Member States invited to create an enabling framework for the implementation of the HRS4R as described in final report by the SGHRM WG on HR issues • Research stakeholders invited to implement open, transparent and merit based recruitment in line with Charter & Code, and to develop strategies to support the career development of researchers in line with the HRS4R • Commission will support the setting up of a European accreditation mechanism for Charter & Code-based HR management in universities and publicly-funded research institutions

11. Monitoring of progress • Regular reporting by SGHRM on progress made • On-going contract to support the monitoring of the EPR implementation (3-year contract with Deloitte) • Annual Researchers' Report (2012 edition about to be published) • Practical support for the HR Strategy process • SGHRM WGs on different axes of EPR, including "Working Group on HR Issues": • Report adopted by SGHRM Plenary • 10 key recommendations to stakeholders (incl. Commission and Member States) • Participation by members of HRS4R group

12. Example: UK implementation via Concordat • UK-wide process coordinated by VITAE, based on the "UK Concordat to Support the Career Development of Researchers" • Includes on-going national evaluation and benchmarking • Initial review of perceived benefits to UK organisations of the HR Excellence in Research Award in April 2012 - six major themes emerged (19 responses in total) • Contribution to strategic goals (84%) • Impetus for change (90%) • Supporting internal processes (84%) • Raising the status of researcher development (63%) • Meeting researchers’ needs (74%) • Attracting funding (37%)

13. Related on-going policy initiatives • “Principles for Innovative Doctoral Training” (including adherence to principles of Charter & Code) • “European Framework for Research Careers” to provide researcher competency classification independent of a particular career path or sector • Support for the creation of “Pan-European Pension Funds for Researchers” (pilot schemes) by employers of researchers • Assessment of implementation and impact of the “Scientific Visa Package” (cooperation with DG HOME) • Euraxess – Researchers in Motion initiative

14. Links to "Horizon 2020" • Horizon 2020 will enhance attractiveness of the research profession and facilitate mobility in a cross-cutting way • Charter & Code references in Marie Curie Actions in FP7 exemplary => continue good practice • New: Specific action to support institutions implementing ERA principles in innovative ways => including Charter & Code • New:ERA Chairs to attract outstanding academics to institutions with high potential => including support for creating supportive and competitive research environment

15. More information: Visit the EURAXESS portal, section “Rights”, at http://ec.europa.eu/euraxess/rights or contact us at RTD-CHARTER@ec.europa.eu