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  • European charter for researchers

    In 2016, the Euro­pean Com­mis­sion, after exa­mi­ning UTC’s Human Resources Stra­te­gy for Resear­chers (HRS4R), awar­ded UTC the "HR Excel­lence in Research" label. 

    Implementing HR strategy

    Promoting research-intensive careers in Europe

    In 2005 the Euro­pean Com­mis­sion publi­shed its Euro­pean Char­ter for Resear­chers and Code of Conduct for the Recruit­ment of Resear­chers. In agreeing to abide by the recom­men­da­tions of the Char­ter and Code, research ins­ti­tu­tions (both pri­vate and public) under­take to improve recruit­ment pro­ce­dures and to pro­vide the best pos­sible wor­king condi­tions. Pos­ses­sing the "HR Excel­lence in Research" label has become a requi­re­ment for obtai­ning cer­tain types of Euro­pean fun­ding, in par­ti­cu­lar under the Hori­zon 2020 pro­gramme.

    In order to be eli­gible for the label, ins­ti­tu­tions must adopt the Human Resources Stra­te­gy for Resear­chers (HRS4R), which lays down gui­de­lines for imple­men­ting good recruit­ment and mana­ge­ment practice.

    Euro­pean Char­ter for Resear­chers – Code of Conduct for the Recruit­ment of Researchers 

    Key steps

    In close col­la­bo­ra­tion with all those invol­ved, ins­ti­tu­tions start with an ana­ly­sis of how far people's own cur­rent prac­tice com­plies with the recom­men­da­tions of the Char­ter and Code. The recom­men­da­tions are orga­ni­zed into 40 sepa­rate items under 4 broad hea­dings, name­ly ethi­cal and pro­fes­sio­nal aspects, recruit­ment, wor­king condi­tions and social secu­ri­ty and training.

    At UTC, a self-exa­mi­na­tion and SWOT ana­ly­sis (SWOT = Strengths, Weak­nesses, Oppor­tu­ni­ties, and Threats) led to a plan of action sub­mit­ted to the Euro­pean Com­mis­sion in 2016.

    UTC iden­ti­fied six spheres of action for the next years :

    • Steng­then research freedom;
    • Make good recruit­ment prac­tices systematic;
    • Improve the way visi­tors are received;
    • Culti­vate a sti­mu­la­ting work environment;
    • Sup­port and assist resear­chers' part­ner­ships activities;
    • Dis­se­mi­nate the results of research.

    In 2018 UTC did an ini­tial self-assess­ment of mea­sures under­ta­ken so far, and in 2021 the Euro­pean Com­mis­sion will deploy an expert panel to car­ry out an on-site assess­ment with a view to rene­wing the accreditation.

    HR Strategy at UTC and GAP-Analysis

    Since 2008 UTC has cho­sen to ali­gn its recruit­ment poli­cy with the gui­de­lines set out in the Euro­pean Char­ter for Resear­chers and Code of Conduct for the Recruit­ment of Resear­chers. In Decem­ber 2016 UTC became the first engi­nee­ring school to be awar­ded the HR Excel­lence in Research accre­di­ta­tion by the Euro­pean Com­mis­sion on the basis of its human resources stra­te­gy for resear­chers (HRS4R).

    HR Stra­te­gy UTC

    HRS4R UTC GAP Ana­ly­sis June 2016 EN 

    Ack­now­ledg­ment letter

    What has happened since 2016?

    The ini­tial imple­men­ta­tion phase of the Action Plan (Dec 2016 – Dec 2018) has given sub­stan­tial, concrete results.

    In the light of feed­back from resear­chers, some revi­sions have been incor­po­ra­ted into the second imple­men­ta­tion phase (Dec 2018 – Dec 2021). 

    A recruit­ment poli­cy refe­rence docu­ment (OTM‑R) has been produced.

    UTC report OTM‑R

    UTC has also been a very active in HRS4R outreach and has been invi­ted to contri­bute to various events and meetings. 

    Implementation of the process

    A Pro­ject Group (Sté­pha­nie Ros­sard (Research Divi­sion), Lydia Vignolle-Dupré (Human Resources Divi­sion) and Marion Kacz­kows­ki (Doc­to­ral School)) orga­nizes and moni­tors actions. The Stee­ring Com­mit­tee (Natha­lie Van Schoor (Direc­tor of Inter­nal Ser­vices), Marie-Chris­tine Ho Ba Tho (Direc­tor of Research), Ludo­vic Mar­tin (Direc­tor of Human Resources), Chris­tine Prelle (Direc­tor of the Doc­to­ral School), Cor­ne­lia Marin (Direc­tor of Inter­na­tio­nal Rela­tions), and the Pro­ject Group) over­sees the pro­cess, and a consul­ta­tive panel of resear­chers is cal­led upon as requi­red to assist pro­gress in rela­tion to spe­ci­fic actions. 

    Phase 1 : Dec. 2016 – Dec. 2018

    HRS4R Inter­nal review UTC 2018 

    UTC Action Plan 2018 

    Open, transparent and merit-based recruitment of researchers (OTM‑R)

    When Uni­ver­si­té de tech­no­lo­gie de Com­piègne embar­ked on the HR Excel­lence for Research accre­di­ta­tion pro­cess, the Euro­pean Com­mis­sion had not yet publi­shed its recom­men­da­tion that the appli­ca­tion include ele­ments to demons­trate an open, trans­pa­rent, merit-based recruit­ment policy.

    UTC has long pri­ded itself on having a recruit­ment poli­cy that is open, trans­pa­rent, and merit-based, and remains com­mit­ted to adhe­ring vigo­rous­ly to the prin­ciples of OTM‑R.

    UTC report OTM‑R


    • Trans­la­tion into English of French legis­la­tion with res­pect to the 40 items in the Char­ter and Code (ori­gi­nal docu­ment pro­vi­ded by the French Minis­try of Edu­ca­tion, Higher Edu­ca­tion and Research, toge­ther with the Confé­rence des Pré­si­dents d'Université (CPU) and trans­la­ted by David Lewis). Dis­se­mi­na­tion of the English trans­la­tion among other French uni­ver­si­ties and institutions. 
    • Contri­bu­tions to web confe­rences, pre­sen­ta­tions and panel dis­cus­sions aimed at fel­low institutions:
      • AMUE/CPU/MESRI web confe­rence – feed­back from UTC, Paris, Janua­ry 2017
      • CPED/UNS/MESRI pre­sen­ta­tion – panel dis­cus­sion on HR Excel­lence for Research accre­di­ta­tion and the Equa­li­ty and Diver­si­ty labels – feed­back from UTC, Nice, June 2017
      • French Uni­ver­si­ties' Human Resources Director's Day / HRS4R – panel dis­cus­sion, feed­back from UTC, Novem­ber 2018
    • Replying to que­ries by other uni­ver­si­ties and ins­ti­tu­tions embar­king on the accre­di­ta­tion process
    • Sté­pha­nie Ros­sard took part in the 2018 Eras­mus Staff trai­ning (HRS4R assess­ment) orga­ni­zed by the Uni­ver­si­ty of Liège.

    Contacts de la recherche à l'UTC

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