1. 1 April 2006 Specific Programme “People” Marie Curie Actions Graham Wilkie Directorate General Research

2. 2 April 2006 Outline  Why is there a Human Factor and Mobility Programme?  Marie Curie Programme FP6 (2002-2006) to FP7 (2007 – 2013)

3. 3 April 2006 Typical young people’s view of a research career….  Not a proper career  Difficult, long and hard studies ;  Poor rewards, low social status  High personal risks, e.g. post-doc hopping, research budgets not stable, mobility problematic Reasons for a Human Factor and Mobility Programme

4. 4 April 2006 And more issues of concern to policy makers:  Brain drain vs. Brain gain  Not only a European issue, but global  Brain drain is only serious when there are no attractive return possibilities and career prospects Reasons for a Human Factor and Mobility Programme

5. 5 April 2006 Commission’s views on mobility:  Trans-national mobility beneficial, even indispensable  Researchers are traditionally mobile  Mobile researchers are not “lost”  Commission builds on “brain circulation”, both within Europe and at global level Reasons for a Human Factor and Mobility Programme

6. 6 April 2006 A sustainable career in research requires:  A good research environment  An offer of attractive career prospects  Systematic and considerable financial investments in researcher’s training, mobility and career development Reasons for a Human Factor and Mobility Programme

7. 7 April 2006 Good reasons for meeting these requirements:  Strong research policy to support the Lisbon Strategy  Stepping-up research efforts needed more than ever  No researchers = no research: European research needs sufficient and well- trained human resources Reasons for a Human Factor and Mobility Programme

8. 8 April 2006 Actions at European level:  Development of an open and competitive European labour market for researchers:  Improve overall environment for European researchers by enhancing mobility & removing obstacles  Develop genuine European career perspectives: enhancing EU’s attractiveness  Substantial increase of funding for training, mobility and career development of researchers Reasons for a Human Factor and Mobility Programme

9. 9 April 2006 Actions at European level:  Need to improve public recognition of researchers, attract more young people to science  Above all foster career development of researchers: Commission Recommendation on “European Researchers’ Charter and Code of Conduct for the Recruitment of Researchers” http://europa.eu.int/eracareers/europeancharter Framework for MS, employers and funders of research to remedy:  Huge differences in career structures in European countries  Non-transparent recruitment procedures  Lack of career development prospects Reasons for a Human Factor and Mobility Programme

10. 1010 April 2006 Actions at European level:  Charter = reference point for career management of researchers as professionals: minimum rights and obligations of researchers and employers/funders  Code of Conduct = reference point for transparency & merit based recruitment, fair recognition of qualifications & mobility experiences  Implemented by MS and other actors on a voluntary basis. Set frame for social dialogue between the main players, aim at creation of genuine European job market for researchers Reasons for a Human Factor and Mobility Programme

11. 1 April 2006 Reinforce investments in People:  Ambitious Commission proposal (April 2005) for the overall Seventh Framework Programme for RTD 2007- 2013: double budget from € 5 billion to [€ 10] billion per year  In that frame proposal to reinforce the Marie Curie Actions (People Programme) substantially from €1,8 billion for 4 years to [€ 6,3] billion for 7 years  Need to revise FP7 proposals in line with anticipated budgetary restrictions, waiting for definitive position of European Councils Reasons for a Human Factor and Mobility Programme

12. 1212 April 2006 Reinforce investments in People:  Considerable reinforcement of the FP7 Marie Curie Actions expected  Marie Curie Actions are expected to concentrate on: the structuring effect they have on research training, mobility & career development and strengthening links with national systems  Also focus on: - reinforcing the involvement of enterprises - strengthening the international dimension Reasons for a Human Factor and Mobility Programme

13. 1313 April 2006 Evolution of Marie Curie Actions FP6 (2002 – 2006) to FP7 (2007 – 2013)

14. 1414 April 2006  4 years experience or Doctorate < 4 years Experience or no Doctorate Conferences and Training Courses Host Fellowships for Early-Stage Researchers Research Training Networks Chairs Intra-European Fellowships Host Fellowships for Transfer of Knowledge Advanced Lifelong Training and Excellence Transfer of Knowledge Early-Stage Training Profile of Fellows TeamsAwards International Fellowships Return and Reintegration Marie Curie Actions FP6

15. 1515 April 2006 Specific Programmes Cooperation – Collaborative research People – Marie Curie Actions JRC (nuclear) Ideas – Frontier Research Capacities – Research Capacity JRC (non-nuclear) Euratom + FP7 (2007 – 2013)

16. 1616 April 2006 Initial training of researchers Marie Curie Networks Initial training of researchers Marie Curie Networks Life-long training and career development Individual Fellowships Co-financing of regional/national/international programmes Life-long training and career development Individual Fellowships Co-financing of regional/national/international programmes Industry-academia pathways and partnerships Industry-Academia Knowledge Sharing Scheme Industry-academia pathways and partnerships Industry-Academia Knowledge Sharing Scheme International dimension Outgoing / Incoming International Fellowships International Cooperation Scheme; Reintegration grants; Support to researchers “diasporas” International dimension Outgoing / Incoming International Fellowships International Cooperation Scheme; Reintegration grants; Support to researchers “diasporas” Specific actions Mobility and career enhancement actions; Awards Specific actions Mobility and career enhancement actions; Awards People – Marie Curie Actions

17. 1717 April 2006 Overall scope  Human resource development in R&D in Europe  Numerous, well-trained, motivated researchers  Attract students to research careers  Attract researchers to Europe and retain  Skills and sustainable career development  Continuity of previous Framework programme, with focus on structuring impact, while simplifying  Appropriate gender balance Marie Curie Actions FP7

18. 1818 April 2006 Objectives  Strengthen and structure Early Stage Training at European level  Attract to scientific careers  Improve career perspectives by broad skills development (including private sector needs) Main features  Appropriate private sector involvement  Joint training programme with (i) training through research (ii) complementary competences (structured training) modules  Coherent quality standards/mutual recognition of training/diplomas  Allowances for “early-stage” researchers / « Chair » positions  Short training events (conferences, summer schools, training courses), also open to researchers from outside the network Marie Curie Networks for early stage training

19. 1919 April 2006 Objectives  Career development of experienced researchers by: complementing skills/competencies (incl. inter-disciplinarity/ inter-sectoral mobility); resume research/reintegrate after mobility  Greater impact by co-funding of national/international fellowship programmes Main features  « Classical » mode:  selection and funding of individual fellows (experienced researchers) through call at EC level  « Cofunding » mode:  Selection of « cofunded » programmes through open calls with clear eligibility/evaluation criteria (no national quota)  Researchers apply in the funded national programmes  Community funding: fixed percentage of fellowships costs of selected researchers complying with the eligibility criteria Marie Curie Individual fellowships

20. 2020 April 2006 Objectives  Reinforce the international (extra-European) dimension of training and mobility as fundamental component of the EU’s human resources in R&D Main features  Career development/life-long training for EU researchers :  Outgoing fellowships, with mandatory return  Return and reintegration for European researchers abroad  International co-operation through researchers from 3d countries :  All Marie Curie host driven actions open to 3d country nationals  Incoming fellowships for knowledge enhancement and collaboration enrichment (optional return for researchers from certain areas)  International cooperation scheme with EU neighbouring countries and S&T agreement countries  Support to « scientific diasporas » Marie Curie Industry dimension

21. 2121 April 2006 Objectives  Enhance diverse career possibilities for researchers in Europe, by increasing the private sector involvement in all Marie Curie actions  Create pathways between industry and academia and encourage knowledge sharing / cultural exchange, in particular SMES Industry-academia partnership scheme  Embedded in longer term cooperation between both sectors  2-way staff secondments / hosting of experienced researchers from outside the partnership  Organisation of workshops/conferences, including for researchers from outside the partnership  Salary costs of seconded researchers / recruited experienced researchers  Special measure: specific equipment costs for SMEs Marie Curie Industry dimension

22. 2 April 2006 Specific Programmes Cooperation – Collaborative research People – Marie Curie Actions JRC (nuclear) Ideas – Frontier Research Capacities – Research Capacity JRC (non-nuclear) Euratom + FP7 (2007 – 2013)

23. 2323 April 2006 Objectives  Strengthen potential of research groups in EU Convergence Regions  Expand research collaboration with other EU research centres, increase their international exposure and the quality of their scientists  Lay foundations for long-term development through increased visibility and recognition, to demonstrate their leadership potential and provide the basis for participation as equal partners in the EU research arena Capacity programme: Realising the full Research potential of EU25 Capacity programme: Realising the full Research potential of EU25

24. 2424 April 2006 Main features  Flexibility to address specific needs, e.g. transfer of knowledge, training, networking  Selection only based on quality and high potential (no quota)  In-built brain circulation, avoiding « brain drain »  Favouring strategic partnerships (twinnings)  Funding of seconded researchers & visiting scientists; contribution to research costs incl. for specific equipment  Organisation of conferences and workshops and participation of researchers from the centre in international events Capacity programme: Realising the full Research potential of EU25 Capacity programme: Realising the full Research potential of EU25

25. 2525 April 2006 WEBSITES  Seventh Framework Programme: http://europa.eu.int/comm/research/future/index_ en.cfm  Newsletter Europe4Researchers: http://www.europa.eu.int/eracareers/index_en.cf m?l1=16  European Researchers Mobility Portal: http://europa.eu.int/eracareers  EU research: http://europa.eu.int/comm/research  Information requests: research@cec.eu.int

26. 2626 April 2006 The Pan European Researcher‘s Mobility Portal http://europa.eu.int/eracareers/

27. 2727 April 2006 http://europa.eu.int/comm/research/fp6/mariecurie-actions/home_en.html