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The Process HRS4R at the UC


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Description of the Process

The organizational Structure of the process included a Steering Committee to oversee the whole process and the appointment of a Coordinator of the operations. Concerning the Charter & Code (hereinafter, C&C), a Working Group was created, composed by researchers (from R1 to R4) and management staff, to perform an in deep analysis of the level of implementation of the C&C principles at UC and propose improvement measures.

Additionally, a Focus Group of the Vice-Chancellor of Research and Knowledge Transfer with the cooperation of administrative staff, analyzing the Charter & Code principles and the OTM‐R principles in selection processes was established.

Main methodologies followed were: extensive participation of researchers of all levels during the whole process; online survey, meetings to perform in deep analysis, workshops held by the Working Group, and a Focus Group including the administrative staff.

The process consisted on the following main activities:

  • Endorsement of the UC to the C&C principles, and commitment to implement the HRS4R at the UC.
  • The Steering Committee was set up. It incorporated 7 Members from the Governing Board.
  • Appointment of the Vice Chancellor for Research and Knowledge Transfer- Javier Leon as process Coordinator for the performance of the whole process of GAP analysis and for the definition of the Action Plan.
  • A working strategy, led by the Coordinator, and assessed by a Focus Group composed by management staff from the European Projects Office (EPO) and the Director of the Research Area who are also members of the WG, was created.
  • An UC HRS4R website was created, (https://web.unican.es/investigacion/hrs4r-human-resources-strategy-researchers)
  • All UC teaching and research members were informed about the endorsement of the principles of Charter and Code and the beginning of the HRS4R implementation strategy at UC through the monthly newsletter elaborated by the European Projects Office (EPO), seeking their commitment with the initiative.
  • The Working Group was set up, for obtaining a deeper knowledge about the implementation of the criteria and its perception and relevance. It incorporated 22 Members constituted by a multidisciplinary team composed by members involving the entire research community (R1-R4), leaders, management departments and administrative and service staff. The process Coordinator and the Focus Group appointed the members of the Working Group, ensuring the representation of researchers from all levels of the research career and the government and management units responsible related to the implementation of the C&C principles. Members of the Working Group were selected according to two main criteria: extensive experience in research activities, and expertise on at least one of the groups of C&C principles.
    They have a broader perspective of the UC functioning.
  • An initial Workshop with the Working Group to present the working strategy led by the Coordinator, the definition of the initial methodology and next steps was held April 1.
  • A virtual workspace for the Working Group was created where the Group member downloaded documents and uploaded their comments on them.
  • A General Online survey was design by the Working Group and performed, addressed to the research and teaching staff of the institution from all the research levels (R1-R4), concerning the implementation of the C&C at UC.
  • A strategic reflection meeting presenting the combined results of the activities (internal analysis made by the Focus Group, surveys and the Working Group contributions) to analyze the online survey and draft the GAP Analysis and OTM-R was held September 23.
  • A second strategic reflection meeting presenting the combined results of the activities (Survey results, GAP Analysis, OTM-R and Working Group contributions) to draft the Action Plan was held October 9.
  • The Working Group was aimed to perform the deep analysis on the level of implementation of the principles of the C&C at UC, to suggest proposals to improve such alignment and to pre‐validate the Gap Analysis, OTM-R and Action Plan. It based its analysis on the online survey, on extensive support documents provided and in the Working Group meetings. The Working Group performed the analysis by groups of principles (Ethical and Professional Aspects; Selection and Recruitment and OTM‐R; Working Conditions; Trainning and Development). All the Working Group members through the virtual workspace specially created to this aim analyzed each group of principles. The Gap Analysis was validated, and a preliminary proposal of actions was made.
  • A final Workshop to validate the GAP analysis and discuss initial proposals of the Action Plan with members of the Working Group was held November 6.
  • The final results of the Action Plan were presented to the Steering Committee for its approval (November).

The Gap Analysis and Action Plan were presented to the Governing Board of the UC on November 2019, for validation and approval.

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