UE illustration HRS4R

AMU is officially committed to the HRS4R label.

In order to attract the world's best researchers, encourage young people to pursue their careers in science and make the European Research Area more attractive by improving working conditions for researchers worldwide, the European Commission published in 2005 the "European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers".

The implementation of the 40 principles will now be formalized in the institution's internal procedures.

Context and challenges of the approach

Lhe HRS4R label is awarded by the European Commission to institutions involved in the implementation of the principles of the European Charter for Researchers and the Code of good conduct

In the HRS4R approach, the term researcher is to be understood in a broad sense: researchers, teacher-researchers, post-doctoral fellows, PhD students. It includes statutory and contractual staff. The European Commission ranks them according to their level of experience from R1 to R4 (see box).

Why engage in labelling?

At the level of the Establishment:

- Meeting the requirements of European programmes
- before the end of 2020: Comply with contractual obligations // possible financial penalties and meet call criteria (CIVIS, COFUND)
- from 2021: possibility that this label will be a condition for European funding

- Enhancing AMU's international attractiveness
Recruitment, attractiveness, practices...

- Join the European establishments already certified
- AMU, the only A*Midex establishment without the label or not involved in the process
- 485 institutions in Europe (all universities involved in CIVIS, about twenty in France accredited (including CNRS, Inserm, about ten universities)

- Display a strong and coherent internal HR political will in continuity with the projects already launched (in particular the Human Resources Master Plan)

At the researcher level:

- To individually improve the conditions for carrying out research:
- Respect for ethical principles and professional responsibilities
- Transparency in recruitment, career development and mobility
- Attention to working and safety conditions and the professional environment
- A strong training policy....


12 months to write an action plan

Once the official launch has been announced, the Institution has 12 months to propose its action plan. Although ambitious, the HRS4R approach will nevertheless remain realistic, relying heavily on what already exists.

Analysis, diagnosis and action plan are carried out in accordance with national legislation and will be carried out in the continuity of the work of the master plans and actions already implemented within the establishment.

Methodology :

  • First work to analyse internal rules and practices in relation to the 40 principles of the European Charter for Researchers and the Code of Good Practice in the Recruitment of Researchers (C&C) and the recruitment policy, which must be open, transparent and based on merit (OTM-R). Macro' approach carried out by the Coordination Team to identify the main trends, strengths and weaknesses of AMU in terms of recruitment, career and quality of life at work (rating)

  • Consultation by survey of the entire community on key themes (mid-June)

  • Extensive reflection in the form of working groups around 5 key themes.


Organization and Methodology at AMU

To organize and structure its approach, AMU has chosen a project-based organization, based on a steering committee, a project team, a coordination committee and 5 thematic working groups from the research community. (seePPT presentation of the launch of the WGs for details of the organization and methodology)

In view of the preparatory work carried out by the project team (pre-analysis of the situation at AMU, establishment priorities, responses to the internal AMU survey, European Commission points of focus, etc.), the following 5 themes constitute the WGs:,

  • WG 1: Support for doctoral students.
  • WG 2: Recruitment and Career.
  • WG 3: Quality of life at work.
  • WG 4: Open Science.
  • WG 5: Reception and support of foreign researchers in mobility.

These WGs were launched on 23 September and will have to submit their conclusions (inventory and action plans) in December 2019, and a joint feedback meeting will be organised for the WGs in January 2020.


The 40 principles of the European Charter for Researchers

40 principes



Logos europe et euraxess



Useful links

Page HRS4R on the Euraxess website:

European Researcher's Charter

The European framework for scientific careers establishes 4 profiles of researchers*:

- R1: First level researcher (up to doctoral level); Ex: E.g.: contractual doctoral student; ATER, BIATSS civil servants or contractuals with a diploma to start
a doctorate
- R2: recognized researcher (doctor or equivalent not fully independent); Ex: E.g.: Post Doc, ATER, BIATSS civil servants or contract workers with at least 4 years' experience in research
years or and a doctorate
- R3: senior researcher (independent researcher - carrier, scientific coordinator of a project); Ex: E.g.: MCF/MCU PH, researcher LRU level MCF; Partner level MCF
- R4: principal investigator/leader (eminent researcher in his/her field). E.g.: PR/PU PH, Physicist astronomer, LRU researcher level PR, Partner level PR
* the term "researcher" is commonly used by the European Commission to refer to all scientists including doctoral students, lecturers, research contractors....

Key milestones

  • June 1, 2019: President Yvon Berland's letter to the European Commission requesting an official commitment from AMU (endorsement letter). EC agreement on 12 June 2019.
  • June 27, 2019 : Official launch the start of the process (PPT presentation)
  • July 2019 : Investigation from the scientific community - call for applications for participation in the Working Groups
  • Early September: formation of the GTs
  • 23 September: Kick-off meeting of the 5 working groups (PPT presentation)
  • December: end of work in GT: first proposals for action plans (Version 1)
  • 27 January: Meeting to report on the work of the 5 WGs.
  • January to April 2020: Consultation and finalisation of the action plan - Translation into English of the finalised document
  • May 2020: Project sent to the European Commission
  • June 2020: Implementation of the action plan (1st phase over 24 months): Start of the implementation phase


The Working Groups

- WG 1: Support for doctoral students.
AMUBox Contact file:
- WG 2: Recruitment and Career.
AMUBox file. Contact:
- WG 3: Quality of life at work.
AMUBox file. Contact:
- WG 4: Open Science. AMUBox file.
- WG 5: Reception and support of foreign researchers in mobility.
AMUBox file. Contact:


Deployment of the approach

3 phases

A process that structures and engages in the long term

Organized in three phases, this project involves the entire scientific community and the AMU Support Departments (project led by the HRD, the RVR and the DFD), through consultations and working groups to develop the action plan:

- Phase 1: Initial (12 months from June 1, 2019) - preparation of the application for the label - launch of the working groups
- Phase 2: Implementation phase (5 years from June 2020) - implementation of the HR strategy and action plan
- Phase 3: Renewal phase (6 years).

Contact information


Human Resources Strategy for Researchers