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ERA Steering Group for Human Resources and Mobility (SGHRM) – potential collaboration with GPC. Hans M Borchgrevink Norwegian SGHRM delegate, Chair WG Monitoring and Indicators Chair Chair ERAC GPC meeting , Brussels 25 June 2013.

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ERA Steering Group for Human Resources and Mobility (SGHRM) – potential collaboration with GPC

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    1. ERA SteeringGroup for Human Resources and Mobility (SGHRM) – potentialcollaborationwith GPC Hans M Borchgrevink Norwegian SGHRM delegate, Chair WG Monitoring and Indicators Chair Chair ERAC GPC meeting, Brussels 25 June 2013

    2. ERA Steering Group for Human Resources and Mobility (SGHRM) – shorthistory • Established 2002 • Re-launched 2009 withadaptedmandateto follow-up theCommunication«Better careers and more mobility; a European Partnership for Researchers» (Competitiveness Council ConclusionSept 2008) • Currently representatives from 27 Member States and 12 Associated CountrieswithSecretariatprovided by the Commission • Chair: Conor O’Carroll, Ireland • One ofthe 6 groupsreporting to ERAC - onresearchercareer, -recruitment and –mobilityissues

    3. ERA Steering Group for Human Resources and Mobility (SGHRM) – initiatives • The European Charter for Researchers and The Code ofConduct for recruitmentofResearchers- «Charter & Code» EU Recommendation(2005) = EURAXESS Rights • «Scientific VISA» - one EU Directive and twoRecommendationson «fast-track» Visa procedures for mobile researchers (2005) • EURAXESS JOBS- website for advertisementofresearcherpositions, linked to otherjob databases incl «Nature Jobs»; >35.000 positionsadvertised 2012 • EURAXESS Service Centres (~ 200) and national web portals - for information and assistance for mobile researchers in ~40 countries • EURAXESS Links- contact person for information for - and registry over - European researchersabroad, currentlyestablished in USA/Canada, Japan, China, India, ASEAN, Brazil • Pan-European SupplementaryPension Funds for researchers- currently not yetestablished • Principlesof Innovative Doctoral Training (2011) • European Framework for ResearcherCareers(2011) • HR Logo Awardsfor researchinstitutionsimplementing Charter & Code

    4. SGHRM input to ERAC on ERA Framework • SGHRM is activelyengaged in policy action towardstheimplementationofInnovation Union Commitments 1, 4 and 30 • SGHRM input to ERAC 2012 focusedonCommitment 4and on areas where SGHRM cangiveaddedvalue by concretedeliverables Coreprerequisitesfor realising a successful and competitive European Research Area include- recruit and retain a criticalmassofskilledresearchers- open transparent internationalcompetitiverecruitment- genderbalance – in researchgroups, senior positions and selectioncommitteesimprovesscientificquality and diversityofideas- improvetheattractivenessoftheresearchprofession- facilitateflexiblemobilityofresearchers- facilitateinternationalresearchcollaboration

    5. Current SGHRM focus areas related to developmentof ERA Framework SGHRM appoints WGs to prepare policy reports, currently • i)  WG on Innovative doctoral training • ii)  WG on Professional development of researchersEarlier topics focused include • iii)  Research career structure • iv)  Social Security (incl. supplementary pension fund); • v)   Portability of grants (the money follows researcher principle). Besides, the permanent • SGHRM Working Group Monitoring and Indicatorsproposes relatedindicators for theInnovation Union Scoreboardand for theannualResearchers’ Report on Country Profilesofinternationalisationofresearch, including co-publication, mobility and genderissues

    6. On Doctoral training • SGHRM WG madea mappingexercisewith an overviewofrecentdevelopments in doctoral training in Europe and USA (2011) • Aimstowards a commonapproach to enhancethequalityofdoctoral training • Doctoralschoolsandtailoredprogrammesareincreasinglyestablished, includinginternationalcollaboration • Doctoral training must increasinglymeettheneedsof an employmentmarketthat is widerthanacademia • Generic/transferable skills areincreasinglyrequested • Doctoral candidates should be trained in a context which is international, interdisciplinary and intersectoral- and striving for research excellence

    7. Partner organisations Key stakeholders that SGHRM collaboratewithinclude • European University Association (EUA) – Salzburg 1 Principles and Salzburg 2 Recommendationsbasedon a bottom-up process • League of European Research Universities (LERU)- positionpaperondoctoral training beyond 2010 • European Science Foundation (ESF) • Science Europe • Coimbra Group- essentialrequirements for doctoral training and PhDdegree standards, includingtransatlanticcooperation • ORPHEUS- towards standards for PhDeducation in Biomedicine & Health • The Banff PrinciplesonGraduateEducation- (USA, Canada, EUA, Australia, China): 9 principleson global careercompetence and high-qualityinternationalprogrammes

    8. Research career structure- to improve comparability of research careers • SGHRM WG produced a document“Towards a European Framework for Research Careers”- proposing 4 researcher categories with the following working titles: • R1 First Stage Researcher (up to the point of PhD) • R2 Recognised Researcher (PhD holders or equivalent who are not yet fully independent) • R3 Established Researcher (researchers who have developed a level of independence.) • R4 Leading Researcher ( researchers leading their research area or field) • The Framework is "sector-neutral”. ESF and LERU approved. The system is introduced in EURAXESS JOBS advertisements.

    9. Potential GPC - SGHRM collaboration areas • JPIsshouldcomplywiththeCharter & Code (=adopt a HR Strategy) and theEuropean Framework for ResearcherCareers • Establishattractive and harmonisedconditionsfor recruitmentof global research talents to JPIs • Stimulateopen, transparent, international, competitiverecruitmentofresearchersto JPIs • Aimtowardsenhancedqualityofdoctoral training in JPIs • Facilitateflexible terms and fundingschemes for researchermobility in JPIs, includingphysical/geographical, interdisciplinary, intersectoral and virtualmobility (cf. ESF SciencePolicy Briefing No 49 • Stimulategenderbalance, including senior researcherpositions, and (interdisciplinary and intersectoral) diversityofresearchgroupsto improvescientificquality and diversityofideas in JPIs