COMMISSION RECOMMENDATION on the European Charter for Researchers and on a Code of Conduct for the Recruitment of Researchers COMMISSION OF THE EUROPEAN COMMUNITIES Brussels,

A bit of history … 01/2000: establishing European Research Area – consolidating and giving structure to a European research policy Lisbon European Council objective: become the most competitive and dynamic knowledge economy in the world by 2010 Resolution of 10 Nov. 2003: addressing issues related to the profession and the career of researchers within the European Research Area –welcome the intention to work towards the development of the European Researcher's Charter and a Code of Conduct for the Recruitment of Researchers (ERC & CCRR)

The European Charter for Researchers (I) Research freedom  focus the research for the good of mankind and for expanding the frontiers of scientific knowledge  enjoy freedom of thought and expression  freedom to identify methods by which problems are solved, according to recognised ethical principles and practices Ethical principles Professional responsibility  research relevant to society  duplications and plagiarism, intellectual property  ensure the competence of the person to whom the work is delegated Professional attitude  seek all necessary approvals in advance; inform about delays, changes, termination or suspension of the project

The European Charter for Researchers (II) Contractual and legal obligations  researchers at all levels must be familiar with the national, sectoral or institutional regulations governing training and/or working conditions Accountability  towards the employers, funders or other private or public bodies  on more ethical grounds accountable towards society as whole  transparent and efficient financial management; cooperate with any authorised audits  methods of collection and analysis, the outputs and where applicable, details of the data should be open to internal and external scrutiny Good practice in research  adopt safe working practices  Back-up strategies; data protection and confidentiality protection

The European Charter for Researchers (III) Dissemination, exploitation of results Public engagement  improve the public’s understanding of science  public interest in priorities (+concerns) for science and technology Relation with supervisors  keep records of all work progress and research findings  obtain feedback by means of reports and seminars  schedules, milestones, deliverables and/or research outputs Supervision and managerial duties  efficient knowledge transfer and future career development Continuing Professional Development  regularly updating and expanding skills and competence  formal training, workshops, conferences, e-learning, …

General Principles and Requirements applicable to Employers and Funders (I) Recognition of the profession  all researchers recognized and treated as professionals  this should include all the levels: e.g. employee, postgraduate student, doctoral candidate, postdoctoral fellow, civil servants Non-discrimination Research environment Working conditions  combining family and work; flexible working hours, part-time working, tele-working, sabbatical leave Stability and permanence of employment  performance not to be undermined by instability of employment contracts  improving the conditions - abiding to “EU Directive on Fixed-Term Work” (prevent abuse arising from use of successive fixed-term contracts; equal treatment of fixed-term & permanent employees; improve access to training)

General Principles and Requirements applicable to Employers and Funders (II) Funding and salaries  ensure fair and attractive conditions of funding and/or salaries with adequate and equitable social security provisions  include researchers at all career stages Gender balance  equal opportunity policy, without taking precedence over quality and competence criteria  adequate gender balance of selection and evaluation committees Career development  draw up a specific career development strategy for all researchers  mentoring - professional guidance, motivating, reducing insecurity in future Access to research training and continuous development Access to career advice Intellectual Property Rights

General Principles and Requirements applicable to Employers and Funders (III) Value of mobility  recognize geographical, intersectoral, inter- and trans-disciplinary and virtual mobility as well as mobility between the public and private sector  portability of both grants and social security provisions in accordance with national legislation Co-authorship  right to be recognised and listed and/or quoted, in the context of the actual contributions as co-authors or to publish own research results independently Supervision  clearly identified person to whom early-stage researchers can refer to  supervisors: sufficiently expert, have the time, knowledge, experience and commitment to be able to offer the appropriate support Teaching  adequately remunerated and taken into account in the evaluation/appraisal  provide suitable training for teaching and coaching activities

General Principles and Requirements applicable to Employers and Funders (IV) Evaluation/appraisal systems  assessing performance on a regular basis  transparent; by an independent committee  senior researchers - preferably through international committee Complaints/appeals  establish in compliance with national rules Participation in decision-making bodies Recruitment  clearly specified admission standards  facilitate access for disadvantaged groups or for researchers returning to a research career, including teachers (of any level) returning to a research career  adhere to the principles set out in CCRR

General Principles and Requirements for the Code of Conduct for the Recruitment of Researchers Recruitment  open, efficient, transparent, supportive, and internationally comparable (!)  not too specialised advertisements  the time between the advertisement of the vacancy and the deadline for applications should be realistic Selection  diverse expertise and competences + gender balance for selection committ.  adequate training for the members of selection panels Transparency  inform candidates after the selection process about the strengths and weaknesses of their applications Judging merit  balancing the importance of bibliometric indices with teaching, supervision, teamwork, knowledge transfer, management of research and innovation and public awareness activities

General Principles and Requirements for the CCRR (II) Variations in the chronological order of CVs  allow to submit evidence-based CVs, reflecting a representative array of achievements and qualifications appropriate to the post Recognition of mobility experience Recognition of qualifications  explore existing national law, conventions and specific rules on the recognition of qualifications, including non-formal qualifications Seniority  the levels of qualifications - not to be set as a barrier to entry  recognition and evolution based on achievements, not on circumstances or the reputation of the institution where the qualification was obtained  take into account lifelong professional development  Postdoctoral appointments  clear rules and explicit guidelines: maximum duration and the objectives  postdoc status transitional in the context of long-term career prospects

Recommendation I Towards Member States, employers, funders and researchers To be implemented on voluntary basis Premise: overriding obligation to meet national, regional or sectoral legislation (1) Maintain a supportive research environment and working culture, where individuals and research groups are valued, encouraged and supported, and provided with the necessary material and intangible support to enable them to fulfil their objectives and tasks.  Particular priority to the organization of working and training conditions in the early stage of the researchers’ careers

Recommendation II (2) Improve the recruitment methods and career evaluation/appraisal system  More transparent, open, equal and internationally accepted (3) Formulate and develop sustainable careers for researchers according to the ECR & CCRR (4) Transpose the general principles and requirements into national regulatory frameworks or sectoral and/or institutional standards and guidelines (5) Consider such general principles and requirements as a means for establishing funding criteria for national/regional funding schemes, auditing, monitoring and evaluation

Recommendation III (6) Overcome the persisting legal and administrative obstacles to mobility; take into account enlarged EU (7) Adequate social security coverage  Attention to the portability of pension rights (public-private sector & across the borders within the EU) (8) Put in place monitoring structures to review this Recommendation regularly & to measure extent of its application (9) Steering Group on Human Resources and Mobility - to establish and agree with Member States the criteria for measuring this

Recommendation IV (last) (10) The Member States in their role as representatives in the IO established at intergovernmental level take due account of this Recommendation when proposing strategies and taking decisions concerning the activities of those organizations (11) Addressing Member States, but also intended to encourage the social dialogue (12) Inform the Comission by December 15, 2005 and annually thereafter of any measures undertaken further to this Recomm.  Report first results and provide examples of good practice (13) This Recommendation will be reviewed periodically by the Commission in the context of the Open Method of Coordination.