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Appreciation and support for researchers project AT the university of Turku

Appreciation and support for researchers project AT the university of Turku. A Human Resources Strategy for Researchers implementing the Charter&Code. The starting point. In 2005, the European Commission launched a Recommendation The European Charter for Researchers

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Appreciation and support for researchers project AT the university of Turku

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  1. Appreciation and support for researchersproject AT the university of Turku A Human Resources Strategy for Researchersimplementing the Charter&Code

  2. The startingpoint • In 2005, the EuropeanCommissionlaunched a Recommendation • The European Charter for Researchers • The Code of Conduct for the Recruitment of Researchers • In 2009, the FinnishCouncil of UniversityRectorsendorsed the Charter & Code

  3. In 2012 UTU JOINed a WORKING GROUP • In 2008, to ensurethatwordsarefollowedbydeeds, the Commissionlaunched a 5-step processHR Strategy for Researchers (HRS4R) • in the first 3 cohorts: 160 members • UTU joined the 3rd cohortof the workinggroup (with Aalto, UEF, and JYU) • the 4th cohortwillstart in 2013, with 7 universitiesfromFinland

  4. GOALS OF THE Eu • Sustainablecareerprospects for researchersin Europe • Improvedqualityof researchbypromotingmobility– geographical, inter- and transdisciplinary and virtual • To increase the number of researchers in Europe with open, transparentandinternationallycomparableselection and recruitmentprocedures •  MAKING THE EUROPEAN RESEARCH AREA (ERA) MORE ATTRACTIVE

  5. Goals of the University of Turku • Attractiveness as an employer of researchers • Advanced internationalisationwith improved ranking • Researchers’ welfarethroughimprovedintegration in the universitycommunity • Financial benefits (e.g. EU funding) •  HR Excellence in Researchlogo – goodemployer image

  6. Principles in the HRS4R process • Implementation of C&C wasslow • Bureaucracywasreplaced with flexibility: • The organisation (university, researchinstitute, fundingbody) sets for itselfrealisticobjectivesthatlead to betterrealisation of the C&C recommendations. • Lightreporting

  7. Principlesadopted in UTU • Focus on genuinedevelopmentactivitiesalreadyunderwayoramongourstrategicgoals • Priority to actionsconcerning the entirecommunity and advancingtheirwell-being at work • Whilerealisingourstrategicgoals, weintegrate the C&C recommendations as far as is feasible.

  8. Whatdoesthismean MOTTO 1 MOTTO 2 Wide involvement of the universitycommunity existingstructuresand sources of informationareused flexiblewaysareopened for anyone to participate. • No high-flyingrhetorics, butconcretesteps in the rightdirection.

  9. THE 5-STEP PROCESS • GAP ANALYSIS • How fardoes UTU alreadyoperate in alignment with the recommendations of the Charter & Code? • Whatshould and couldbeimproved? • Collection of ideas and suggestions for improvements • Examiningtheirfeasibility and • Settingthem in order of priority. 2012 GAP ANALYSIS Jan to Mar 2013 2. ACTION PLAN Application for the HR EXCELLENCE IN RESEARCH LOGO After 2 years (2015) SELF-ASSESSMENT of the implementation of Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION

  10. THE 5-STEP PROCESS • 2. ACTION PLAN • The SteeringCommittee • Receives the collectedsuggestions for improvements • On the basis of the Gap Analysis information, drafts an Action Plan (deadlines, responsibilities) • Sends the proposal for an Action Plan to the Universityleadership for approval 2012 GAP ANALYSIS Jan to Mar 2013 2. ACTION PLAN Application for the HR EXCELLENCE IN RESEARCH LOGO After 2 years (2015) SELF-ASSESSMENT of the implementation of Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION

  11. THE 5-STEP PROCESS • 3. HR EXCELLENCE IN RESEARCH LOGO • The Action Plan is sent to the EuropeanCommision for approval • UTU is awardedHR excellence in Researchlogo • The Action Plan is published on the universitywebsite • The logo canbeused in allexternalcommunication of the University. 2012 GAP ANALYSIS Jan to Mar 2013 2. ACTION PLAN Application for the HR EXCELLENCE IN RESEARCH LOGO After 2 years (2015) SELF-ASSESSMENT of the implementation of Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION

  12. THE 5-STEP PROCESS • 4. SELF-ASSESSMENT • After 2 years, a self-assessment is carried out on how the Action Planhasbeenimplemented. • Follow-up and self-assessmentprocessesareintegrated in the normalQuality Assurance work 2012 GAP ANALYSIS Jan to Mar 2013 2. ACTION PLAN Application for the HR EXCELLENCE IN RESEARCH LOGO After 2 years (2015) SELF-ASSESSMENT of the implementation of Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION

  13. THE 5-STEP PROCESS • 5. EXTERNAL EVALUATION • Afterevery 4 years, therewillbe an externalevaluation. • As the Ministry of Education and Culture is interested in the C&C process, onepossiblesolution is thattherewillbe a national evaluationprocedure in Finland. 2012 GAP ANALYSIS Jan to Mar 2013 2. ACTION PLAN Application for the HR EXCELLENCE IN RESEARCH LOGO After 2 years (2015) SELF-ASSESSMENT of the implementation of the Action Plan After 4 years (2017) 5. EXTERNAL EVALUATION

  14. IN SPRING 2012 • An operationalgroupfrom the University Services made preparations for the Gap Analysis • Someofficialworkinggroups and committeeswerealreadyinformed of the process and piloted the Gap Analysis procedure • Preliminary information on the forthcomingprojectwasdistributed • Membersweresought for the SteeringCommittee.

  15. IN AUTUMN 2012 • The SteeringCommitteewasappointedand startedwork • The Gap Analysis proceededin new committees & workinggroups • Informationwasgatheredthroughvariouschannels (workshop, email, survey, variousreports) • The operationalworkinggroupprepareda summary of the suggestions for the SteeringCommittee and looked into theirfeasibility

  16. APPRECIATION AND SUPPORT FOR RESEARCHERS WORKSHOP • on 15 Nov at 12:00-16:00, OP-Pohjolaroom, Turku School of Economics • in English and Finnish Come to share and developyourideas on how to make UTU a moreattractive and supportingenvironment for researchers

  17. JANUARY- MARCH 2013 • The SteeringCommitteedraftsa proposal for an Action Plan • Universityleadershipapproves the Action Plan • Plan to the EuropeanCommission for approval •  Goal: HR logo awardedby summer 2013

  18. Steeringcommittee • ViceRector, professor Riitta Pyykkö, Chair • Coordinator, DoctoralCandidate Tuomas Karskela • Lecturer Eero Kuparinen, Public SectorNegotiationCommission JUKO • QualityManagerAnu Mäkelä • HRD Specialist Johanna Mäkinen, Secretary • HR Director Tom Riski • International LiaisonOfficer Eeva Schoultz • Postdoctoralresearcher Tony Shepherd, Turku PET Centre • UTUGS Coordinator Eeva Sievi • Dean, professor Marja Vauras, Dept. of TeacherEducation, TIAS • DoctoralCandidate Jarkko Rasinkangas

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