AMU is officially committed to the HRS4R label.
In order to attract the best researchers in the world, encourage young people to pursue scientific careers 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 issues of the approach
In the HRS4R approach, the term researcher is to be understood in the broadest sense: researchers, teacher-researchers, Post-Doctoral students, PhD students. It includes statutory and contractual staff. The European Commission classifies them according to their level of experience from R1 to R4 (see box).
Why engage in labelling?
At the school level:
- Meeting the requirements of European programmes
- by the end of 2020: Respect the contractual obligations // possible financial penalties and meet the criteria of the calls (CIVIS, COFUND)
- from 2021: possibility that this label could be a condition for European funding
- Reinforce the international attractiveness of AMU.
Recruitment, attractiveness, practical...
- Join the European establishments already labelled
- AMU is the only A*Midex establishment without the label or not involved in the process.
- 485 establishments in Europe (all the universities involved in CIVIS, about twenty in France with the CIVIS label (including CNRS, Inserm, about ten universities)
- Display a strong and coherent internal HR policy in continuity with the projects already launched (notably the Human Resources Master Plan).
At the level of the researcher:
- 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 working environment
- Training policy affirmed...
Once the official launch has been announced, the Establishment has 12 months to propose its action plan. Although ambitious, the HRS4R approach will nonetheless remain realistic, relying heavily on existing resources.
Analysis, diagnosis and action plan are carried out in accordance with national legislation and will be deployed as a continuation of the work of the master plans and actions already implemented within the institution.
First analysis of internal rules and practices in relation to the forty principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (C&C) and the recruitment policy, which must be open, transparent and merit-based (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 working life (rating)
Consultation by survey of the entire community on key themes
In-depth reflection in the form of Working Groups around 5 key themes.
Writing an action plan
Organization and Methodology at AMU
AMU has chosen a project-based organisation, with a steering committee, a project team, a coordination committee and 5 thematic working groups, all drawn from the research community. (seePPT presentation of the launch of the WGs for details of the organisation and methodology).
In view of the preparatory work carried out by the project team (pre-analysis of the situation at AMU, the establishment's priorities, responses to the internal survey at AMU, points of attention of the European Commission, etc.), the work was structured around 5 strategic themes for the establishment:
WG 1: Support for doctoral students
Doctoral students are a full target of the HRS4R (R1). They are an important issue of European research policy (initial training, strengthening the European Research Area) and of the HRS4R (strengthening the attractiveness of the research profession and high level skills). The Marie Sklodoska Curie actions, for which a series of actions explicitly target young researchers (Innovative Training Networks - ITNs), are those for which the HRS4R label could become mandatory/selective for the Horizon Europe programme.
WG 2: Recruitment and Career
WG 3: Quality of Life at Work
With more than 8000 agents, the staff represents one of the main assets of the University of Aix-Marseille. The jobs and career prospects offered by the institution must be legible and attractive both nationally and internationally. AMU is committed, through its establishment contract and several master plans (HR, disability, quality of life at work plan, gender equality, etc.), to a process of continuous improvement of its human resources.
WG 4: Open Science
The research and innovation policy pursued by Commissioner Moedas focuses on the ³c30s³d: Open Science, Open innovation and Open to the world. European initiatives have been launched to strengthen Open Science: launch of pilot projects in Horizon 2020, legal developments around copyright, policy recommendations (FAIR principles), launch of the European Open Science Cloud, Horizon Europe's transversal axis, etc.
WG 5: Reception and accompaniment of foreign researchers in mobility
One of the major challenges of the HRS4R label is to contribute to strengthening the attractiveness and international influence of the establishments that take part in the process, by improving their internal procedures and being more open, particularly in recruitment.
Five Working Groups were set up in September 2019; their conclusions (state of play and action plans) were then presented in December 2019.
A synthesis is in progress to finalise the action plan.
- Dossier HRS4R: AMU letter November 2019
- HRS4R page on the Euraxess website:
- European Charter for Researchers
- the 40 principles
The European framework for scientific careers establishes 4 profiles of researchers* :
- 1st June 2019: sending of the letter from President Yvon Berland to the European Commission requesting official endorsement letter for AMU. Agreement of the EC on 12 June 2019.
- June 27, 2019: Official launch the start of the process (PPT presentation)
- July 2019: Survey from the scientific community - call for applications for participation in Working Groups
- Early September: formation of the WGs
- 23 September: Kick-off meeting of the 5 working groups (PPT presentation)
- December: end of work in WG: first proposals for an action plan (Version 1)
January 2020: Election of new AMU governance and reengagement of the University.
Following the election of the new governance team, the President of AMU has re-engaged the university and its subsidiary in the HRS4R process with the European Commission, obtaining an extension of time to put the new team in place.
- 1st quarter 2020: Synthesis work of the proposals made by the WGs
The Working Groups
- WG 1: Accompaniment of doctoral students. AMUBox file
- WG 2: Recruitment and Career. AMUBox file.
- WG 3: Quality of life at work. AMUBox file.
- WG 4: Open Science. AMUBox file.
- WG 5: Reception and support of foreign researchers in mobility. AMUBox dossier.
Deployment of the approach
A structuring and long-term commitment process
Organized in three phases, this project mobilizes the entire scientific community and the support departments of AMU (project led by the HRD, the DRV and the DFD), through consultations and working groups to draw up the action plan:
- Phase 1: Initial (12 months from 1 June 2019) - preparation of the dossier for obtaining 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).