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Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
Aix-Marseille Université
Human Resources Strategy
for Researchers (HRS4R)
AMU is committed to its Researchers.
Objective: European label in 2021
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
AMU is committed to its Researchers. Objective: European label in 2021

                                                                                                                                                                                                              3
     Aix-Marseille Université :
une université pluridisciplinaire,
         de recherche intensive
               et internationale
                  Aix-Marseille Université :
           a multidisciplinary, international
          and intensive research university

+ de
over   80 000     étudiants
                  students
                                                          dont + de
                                                including more than       10 000           étudiants internationaux
                                                                                           international students

  + de
  over   8 000    personnels
                  staff
                                                          dont + de
                                                including more than              4 400     enseignants chercheurs
                                                                                           senior lecturers

           17     composantes
                  faculties                                                               5      grands campus
                                                                                                 large campuses

           15     instituts d’établissement
                  Aix-Marseille Université institutes                                     54     sites
                                                                                                 locations
                                                                                                                                        Content
              1   université civique européenne (CIVIS)
                  en coopération avec 7 universités européennes
                  European Civic University CIVIS, with 7 partners
                                                                                          1      Cité de l’Innovation
                                                                                                 et des Savoirs Aix Marseille (CISAM)
                                                                                                 Knowledge and Innovation City CISAM
                  |   Université nationale et capodistrienne d’Athènes (Grèce)
                  |   National and Kapodistrian University of Athens (Greece)
                                                                                   + de
                                                                                          50
                  |   Université Libre de Bruxelles (Belgique)                                   plateformes technologiques
                  |   Université Libre de Bruxelles (Belgium)                      over
                  |   Université de Bucarest (Roumanie)
                                                                                                 Technological Platforms
                                                                                                 of the Aix-Marseille site
                  |
                  |
                      University of Bucharest (Romania)
                      Université autonome de Madrid (Espagne)
                                                                                                                                        | 1.	Human Resources Strategy for Researchers (HRS4R) in Aix-Marseille Université                            p. 5

                                                                                           1
                  |   Universidad Autonoma de Madrid (Spain)
                                                                                                 IDEX pérennisée
                  |
                  |
                      Université La Sapienza de Rome (Italie
                      Sapienza Università di Roma (Italia)                                       long-term Initiative                   | 2. Our HRS4R guiding priorities                                                                             p. 6
                  |   Université de Stockholm (Suède)                                            of Excellence project
                  |   Stockholms Universitet (Sweden)
                  |   Université Eberhard Karls de Tübingen (Allemagne)                                                                 | 3.	Our Action Plan                                                                                         p. 8

                                                                                    750
                  |   Eberhard Karls Universität Tübingen (Germany)
                                                                                                 millions d’euros de budget
                                                                                                 a 750 million Euros budget             | 4.	Implementation and timeline                                                                            p. 14
              5   axes de recherche interdisciplinaire
                  interdisciplinary research interests                                    dont
                  |   Énergie                                                        including                                          | 5. Glossary                                                                                                p. 18
                                                                                    105
                  |   Energy
                  |   Environnement
                                                                                                 millions d’euros pour
                  |   Environment                                                                la recherche
                  |   Santé, sciences de la vie                                                  105 million Euros for research
                  |   Health and life sciences
                  |   Sciences et technologies avancées
                  |   Advanced sciences and technologies
                  |   Humanités
                  |   Humanities

          113     unités de recherche
                  research structures

           12     écoles doctorales
                  et 3 300 doctorants
                  doctoral schools
                  with 3 300 PhD students
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
AMU is committed to its Researchers. Objective: European label in 2021

                                                                    5

Aix-Marseille Université
Human Resources Strategy
for Researchers (HRS4R)
        The term «researcher» is commonly used by the European Commission to refer to all scientists, including
        doctoral students, teacher-researchers, technical research staff, permanent or contractual staff.

AMU’s proactive HR policy has resulted in recent years in the           This consultation process highlighted AMU’s key
development of several strategic documents and projects                 strengths and weaknesses regarding HR for research.
with a strong Human Ressources component (HR master                     Thanks to its size (8090 staff, 5 main campuses) and the
plan, Handicap master plan, Quality of working life plan,               depth of its partnerships, AMU provides its researchers with
Project IDeAL, Project TIGER, etc). The university’s new                exceptional opportunities for scientific collaborations across
presidential team, elected in January 2020, has moreover                a wide spectrum of disciplines and with strong expertise of
created vice-presidencies dedicated to HR and Quality of                specialised support services. The IDEX label of excellence
Working Life (QWL), thereby demonstrating its commitment                and the European university CIVIS position AMU as a
to put people at the centre of the university’s strategic               forerunner in terms of international attractiveness among
management and foster social dialogue.                                  French research universities. Moreover, AMU’s researchers
                                                                        benefit from an attractive local environment, as Marseille
In June 2019, AMU and its subsidiary Protisvalor launched               and Aix-en-Provence are frequently ranked among the most
the process to obtain the Human Resources Strategy for                  attractive cities in France. However, the HRS4R process
Researchers (HRS4R) label. This label is awarded by the                 has also shown that AMU can and must still improve, for
European Commission to institutions who commit to align                 example to further internationalise recruitment processes,
their HR policies and practices with the European Charter               simplify administrative procedures for research staff,
for Researchers and Code of Conduct for Recruitment.                    enhance support to international researchers and promote
The application to the HRS4R label requires a thorough                  gender balance in scientific leadership positions, …
analysis of strengths and weaknesses and an action
plan designed to enhance HR excellence for research.

The HRS4R process has mobilized a wide range of
stakeholders within AMU’s community. Firstly, a
survey was sent to all AMU researchers (707 respondents,
i.e. a response rate of 11%), which enabled us to identify
the key issues that were to be addressed. On this basis,
5 working groups, gathering a total of 190 researchers,
were launched on the following thematic fields: PhD
students, recruitment & career, quality of working life,
open science, and welcoming international researchers. The
process was coordinated by a committee bringing together
members of AMU’s presidential team and the departments
of Research and Valorisation (DRV) and of HR (DRH).
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
Human Resources Strategy for Researchers (HRS4R)

                                                               6

Building on this analysis,
AMU’s HRS4R action plan addresses
9 key priorities through 38 specific measures:
| 1.	Enhancing the internationalisation of recruitment               Enhancing support services for international
                                                                 | 5.	
      processes, the international visibility of job                  researchers who work at AMU’s research labs
      opportunities at AMU and the development of                     Fostering open science practices through a
                                                                 | 6.	
      recruitment practices which take into account                    university-wide open science policy as well as training
      a broad spectrum of skills and experience                        and awareness raising
| 2.	Strengthening career support and training                  | 7. Strengthening gender equality by facilitating career
      by responding to the specific needs of AMU’s                     re-entry after parental leave, improving data collection
      research staff (young researchers/newcomers,                     on anti-discrimination measures and mainstreaming
      researchers in leadership positions, …)                          gender-bias training
| 3.	Fostering measures to promote a high-quality               | 8. Promoting research ethics and scientific integrity
      working life, develop ergonomic workplaces and                   through enhanced training and clear deontology
      prevent psycho-social risks                                      guidelines
| 4.	Developing specific actions to improve the                 | 9.	Boosting communication on AMU’s HR strategy
      experience of our PhD students (setting up Maison                for researchers, both within and beyond our
      du Doctorat, simplification of support services,                 university’s research community
      enhanced career development support...)

The HRS4R process and the resulting action plan
were presented to AMU’s community
on 1st February 2021.
The implementation of this action plan will be supervised by a HRS4R Steering committee bringing together all key
stakeholders within our university, assisted by a HRS4R Implementation committee. The five HRS4R Working Groups will
meet at least twice a year to provide feedback on the implementation process. Annual progress reports will be established,
based on indicators (see action plan), quality surveys among AMU research staff and PhD candidates, and evaluations by
external experts.
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
Human Resources Strategy for Researchers (HRS4R)                                                                                           AMU is committed to its Researchers. Objective: European label in 2021

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AMU HRS4R Action Plan                                                                                                                                                   Proposed actions
                                                                                                                                                                                                                         C&C
                                                                                                                                                                                                                      principles
                                                                                                                                                                                                                                        Timing
                                                                                                                                                                                                                                                      Responsible
                                                                                                                                                                                                                                                         Unit
                                                                                                                                                                                                                                                                             Indicator(s) / Target(s)

      The 40 principles of the Europena Charter & Code for Researchers (C&C in the table under)                                                       2.2 Experiment a “Habilitation to manage teaching             28, 33           Q3 2022         DRH                Number of “habilitations” per year
                                                                                                                                                          and pedagogical projects” (inspired by and                                  – Q2                               as of 2024
      are on line on the Euraxess website.                                                                                                                complementary to the “Habilitation to supervise                             2024
                                                                                                                                                          research” existing at national level) in order to
                                                                                                                                                          promote, recognize and reward the engagement
                                                                                                                                                          and competences of lecturer-researchers in teaching
                                                                    C&C                        Responsible                                                innovation and management
                   Proposed actions                                                Timing                        Indicator(s) / Target(s)
                                                                 principles                       Unit                                                2.3 Experiment a mentorship system for                        22, 28, 30,      Q3 2022         DRH, DRV           Number of demands to benefit
                                                                                                                                                          researchers to provide career advice and networking        37, 40           – Q2                               from the mentorship system/
   1. Recruitment                                                                                                                                         support to newly promoted PIs (“established                                 2024                               year; Monitoring of satisfaction of
1.1 Enhance the international visibility of job                 12, 13, 15       Q3 2021      DRH, DRV      Evolution of the number of job offers        researchers”, R3) by leading researchers (R4)                                                                  mentees and mentors
    opportunities at AMU by publishing all job offers                             Q1 2022                    published on Euraxess tagged ‘Aix        2.4 Extend the perimeter of teaching discharges for           28, 33           Q3 2022-        DRV, DRH           Number of researchers benefitting
    in French and English at international level,                                                            Marseille University’                        researchers who respond to external calls for                               Q2 2024                            from a teaching discharge to
    with the support of HR services (Euraxess) for                                                                                                        proposals. These discharges are currently limited                                                              apply for external funding; Volume
    permanent positions                                                                                                                                   to submission of ERC proposals and coordination                                                                of external funding linked to
1.2 Strengthen the support of HR services to the                12, 13, 14,      Q4 2021      DRH           Guide of best practice shared with           of H2020/Horizon Europe collaborative projects.                                                                sabbaticals obtained by AMU’s
    internationalisation of recruitment process and              19, 20           Q2 2022                    all research units by Q2 2022; % of          The revision of criteria to attribute such teaching                                                            researchers
    develop and disseminate a guide of best practices on                                                     research units involving the local           discharges (e.g. an extension to certain national calls
    issues such as publishing job descriptions in English                                                    HR department in their recruitment           for projects) will be proposed by a specific task force
    and providing systematic feedback to applicants                                                          process                                      in coordination with the HRS4R Working Group on
    (within AMU and Protisvalor)                                                                                                                          recruitment and career development.

1.3 Develop recruitment practices which take                    12, 13, 15,      Q3 2021      DRH           Recommendations on recruitment           2.5 Set up a research-boosting package for newly              28, 33           Q3 2021-        DRV, DRH           Number of newly recruited lecturer-
    into account a broader spectrum of skills and                16, 17, 18,      Q2 2022                    criteria communicated to all                 recruited lecturer-researchers (1/3 teaching                                Q2 2022                            researchers benefitting from
    experience (beyond ‘traditional’ academic criteria           19, 20                                      selection committees by Q2                   discharge for 3 years, and an installation bonus of                                                            teaching discharge and installation
    based on bibliometrics), including the candidates’ soft                                                  2022 (lettre de cadrage); Annual             10 K€)                                                                                                         bonus by Q2 2022
    skills and track record on outreach and dissemination                                                    monitoring and revision of criteria as   2.6 Propose an integration/welcome path to all                38, 39           Q4 2021-        DRH                100% of newly recruited research
    of scientific results, open science, … These criteria will                                               of Q2 2023                                   newcomers (AMU and Protisvalor, R1 to R4                                    Q2 2023                            staff benefitting from the welcome
    be included in the annual lettre de cadrage sent to                                                                                                   staff): systematic meeting with the campus HR                                                                  pack by Q2 2023
    selection committees (and applied according to the                                                                                                    department, distribution of the European Charter
    specific situation of each discipline).                                                                                                               for Researchers and the internal recruitment guide,
1.4 Conduct an international benchmark on                       12, 13, 15,      Q3 2021      DRH, DGS      Benchmark study drafted and                  introduction to the existing IT tools within AMU,
    recruitment processes of lecturer-researchers,               16, 17, 18,      Q2 2022                    shared with all stakeholders by Q2           through bilingual online tutorials
    in coordination with partners of the French UDICE            19, 20                                      2022                                     2.7 Improve HR support services by local HR                   11, 22, 25,      Q4 2021-        DRH                At least 1 HR meeting per campus
    association of research universities and the CIVIS                                                                                                    departments at the level of AMU’s campuses:                28, 30, 38,      Q2 2023                            per year as of 2022; Number of
    European University Alliance                                                                                                                          Personalised support to career development; annual         39                                                  research staff benefitting from
   2. Career development                                                                                                                                  HR meetings on the local campuses to clarify the                                                               personalised support to career
                                                                                                                                                          conditions for promotion (professional diversity/                                                              development in 2022, and number
2.1 Set-up a Staff Development School (in line with             8, 22, 28,       Q3 2021-     DRH, VPRH     Development and experimentation              equality); support from HR advisers to identify                                                                per year as of 2023
    the project IDeAL) to provide advanced skills-based          32, 39           Q2 2023                    of new training offer from 2021 to           desirable training courses, if necessary by means of a
    training to research staff in management positions                                                       2023; Quality of training offer as           skills assessment
    within AMU and its academic partners on the                                                              reported by trained research staff
    Aix-Marseille site, especially National Research                                                         in management positions; % of            2.8 Improve the communication on opportunities of             28, 29           Q4 2021-        DRV, DirCom        All mobility opportunities within
    Organisations (NROs) whose researchers work in                                                           research units working with local            international mobility (within the CIVIS European                           Q2 2022                            institutional partnerships
    joint research units hosted by AMU. The campuses’                                                        HR departments to identify training          University Alliance and beyond) and inter-sectoral                                                             (such as the CIVIS alliance)
    HR departments will work with research units to                                                          needs by Q2 2022                             mobility (between public and private research units)                                                           advertised on AMU’s HR website;
    identify training needs and mutualize the training                                                                                                                                                                                                                   Communication on inter-sectoral
    offer with NROs.                                                                                                                                                                                                                                                     mobility systematically integrated
                                                                                                                                                                                                                                                                         into university-wide HR related
                                                                                                                                                                                                                                                                         communication
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
Human Resources Strategy for Researchers (HRS4R)                                                                                            AMU is committed to its Researchers. Objective: European label in 2021

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                                                                C&C                         Responsible                                                                                                                C&C                          Responsible
                  Proposed actions                                             Timing                           Indicator(s) / Target(s)                               Proposed actions                                               Timing                               Indicator(s) / Target(s)
                                                             principles                        Unit                                                                                                                 principles                         Unit

2.9 Further develop attractive packages for top level       22, 26          Q3 2021        DRH, DRV       Number of packages offered to top         3.6 Foster socializing and team-building initiatives         24               Q4 2021-        DRH, DGS/          Number of research units (and
    researchers in line with the practices of A*MIDEX                                                      level researchers per year; Number            by developing on-campus sport and cultural                                 Q2 2023         VPQWL, DDPI        research teams) systematically
    (AMU’s national Idex label of excellence)                                                              of applications and acceptance rate;          initiatives and facilities for staff, encouraging and                                                         implementing team building
                                                                                                           Position of recruited researcher on           supporting research units to implement social events                                                          initiatives
                                                                                                           the waiting list (if selected candidate       for their staff, and creating a university-wide award
                                                                                                           has not accepted the offer)                   for innovative team-building initiatives to promote
                                                                                                                                                         exchange of good practices across research units
2.10 Develop evaluation practices which take                11              Q3 2021-       DRH            Integration of new criteria in
     into account a broader spectrum of skills                               Q2 2022                       evaluation guides, and effective          3.7 Experiment the implementation of professional            3, 4, 5, 22,     Q3 2021-        DRH                Number of participants in networks;
     and experience including the candidates’                                                              integration in evaluation practices           networks for research support staff across                28               Q2 2023                            Satisfaction of participants with the
     track record on national and European calls                                                           (survey)                                      research units, in order to share good practices                                                              network’s activity
     for proposals, outreach and dissemination                                                                                                           and organise relevant training for personnel who is
     of scientific results, open science practices,                                                                                                      spread over numerous research units and several
     … These criteria will be included in a guide of                                                                                                     campuses
     best practices for evaluation, which will be
     communicated to all AMU’s research units.
                                                                                                                                                        4. Specific actions focused on PhD students
                                                                                                                                                     4.1 Enhance the visibility of support services for PhD       24               Q4 2021 -       DFD                Opening of the 1st Maison du
   3. Quality of working life
                                                                                                                                                         students by setting up a one-stop shop (Maison                             Q2 2023                            Doctorat (Q4 2021); one Maison
3.1 Promote benevolent management through                   24, 37, 40      Q3 2021 -      DGS, DRH,      100% of leading research staff                du doctorat) that will be present on all of AMU’s                                                             du Doctorat on each campus by Q2
    systematic training in HR management for leading                         Q2 2022        VPQWL          following benevolent leadership               campuses. This structure will gather all services                                                             2023
    research staff. A video clip promoting benevolent                                                      training by Q2 2022.                          in charge of PhD-related processes (registration,
    leadership will be included at the beginning of                                                                                                      re-registration, mobility, training, orientation and
    training sessions for management in research and                                                                                                     professional integration, …).
    research support services.
                                                                                                                                                     4.2 
                                                                                                                                                         Simplify and digitalise all          administrative       24               Q3 2021-        DFD, DOSI          100 % of administrative procedures
3.2 Set up an impartial, external support unit to           10, 24, 37,     Q4 2021 -      DGS, DRH,      Number of cases per year; Visibility          procedures for PhD students                                                Q2 2022                            for PhD students digitalised by Q2
    detect potential management problems and                 40              Q2 2022        VPQWL,         and quality of support as perceived                                                                                                                         2022
    prevent psycho-social risks. This unit will gather                                      SUMPP          by AMU staff
    professionals with different profiles, who will be                                                                                               4.3 
                                                                                                                                                         Boost career development support to PhD                   25, 28           Ongoing         DFD, DRH           % of PhD training dedicated to post-
    trained to react appropriately to all issues arising                                                                                                 students by further developing active training                             (continuous                        PhD job placement; Number of career
    (psychology, legal regulations, …).                                                                                                                  practices involving socio-economic partners,                               improve-                           support workshops and other events
                                                                                                                                                         enhancing networking opportunities bringing together                       ment)                              organised per year
3.3 Create a service support group, with expertise          24              Q4 2021 -      DGS; SUMPP     Total staff of 3-5 FTE working at the         students and potential future employers, and
    on all support functions and whose mission, on a                         Q2 2023                       service support group by Q2 2023;             providing support in the search of external funding
    voluntary basis, will be the temporary replacement of                                                  Number of hours of replacement
    people on sick leave or maternity leave                                                                                                          4.4 Promote and mainstream best practices on PhD             4, 5, 11,        Q4 2021-        DFD, CD            100% of PhD students having met
                                                                                                                                                         supervision, drawing on the H2020 DOC2AMU                 36, 37, 40       Q2 2022                            their Thesis Advisory Committee
3.4 Develop ergonomic workplaces and space for              23, 24          Ongoing        DGS/, VPQWL,   Number of workstations dedicated              COFUND programme implemented by AMU’s doctoral                                                                during their 1st year as of Q2 2022;
    socializing in all building and campus renovation                        (continuous    DDPI, SUMPP    to co-working for staff on AMU                college: collective PhD supervision by Thesis Advisory                                                        At least one best practice session
    works                                                                    improve-                      campuses; Satisfaction of research            Committees as of the 1st year of PhD trajectories, and                                                        for PhD supervisors organised per
                                                                             ment)                         staff with workplace ; Satisfaction of        development of informal sessions for PhD supervisors                                                          semester as of Q2 2022
                                                                                                           research staff with workplace                 to exchange best practices

3.5 Facilitate flexible work practices, especially          23, 24          Q3 2021 -      DGS, DRH,      % of research support staff (BIATSS)      4.5 
                                                                                                                                                         Promote research ethics by strengthening                  2, 3, 6, 32,     Q3 2021-        DFD, DRH           Number of hours of training on
    through remote working, (time, place,                                    Q2 2022        SUMPP          provided with material support;               support services and incentive systems for                36, 40           Q2 2022                            research ethics for PhD students
    organization) while maintaining good working                                                           Satisfaction of research staff with           PhD students and their supervisors through                                                                    throughout the PhD trajectory as of
    conditions to avoid musculo-skeletal disorders. This                                                   remote working arrangements                   specific training for PhD students on research ethics,                                                        2022; Satisfaction of PhD students
    action implies the necessary identification of working                                                 (annual survey)                               deployment of plagiarism software, and exchange of                                                            with training on research ethics;
    conditions inducing musculo-skeletal disorders and                                                                                                   best practices among PhD supervisors                                                                          100% of Doctoral Schools equipped
    implementing appropriate corrective measures (for                                                                                                                                                                                                                  with anti-plagiarism software by Q2
    eg. provide researchers with laptops so that they can                                                                                                                                                                                                              2022
    vary their work postures).
                                                                                                                                                     4.6 Set up an annual survey to measure students’             38, 39           Q4 2021 -       DFD                Existence of survey; Response rate;
                                                                                                                                                         satisfaction with doctoral training                                        Q2 2023                            Improvement of the satisfaction rate
                                                                                                                                                                                                                                                                       over the years.
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
Human Resources Strategy for Researchers (HRS4R)                                                                                            AMU is committed to its Researchers. Objective: European label in 2021

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                                                                      C&C                       Responsible                                                                                                                C&C                          Responsible
                    Proposed actions                                                  Timing                         Indicator(s) / Target(s)                               Proposed actions                                              Timing                               Indicator(s) / Target(s)
                                                                   principles                      Unit                                                                                                                 principles                         Unit

   5. Specific actions focused on welcoming international researchers                                                                                        8. Ethics and scientific integrity
5.1 
    Enhance and simplify support services to                       12, 13, 24        Q3 2021-   DRV              Satisfaction    of     international     8.1 Develop training on ethics and scientific integrity     2, 3, 6          Q4 2021-        DRH / DRV          % of researchers trained in ethics and
    incoming international researchers which will                                    Q2 2022                     researchers with welcome services;                                                                                     Q2 2022         DFD, PhD           scientific integrity; Satisfaction of
    be provided by AMU’s recently launched Euraxess                                                              Satisfaction of research units and                                                                                                     Schools            researchers with AMU’s training offer
    support centre: enhancing training of staff to develop                                                       researchers with AMU Euraxess                                                                                                                             on ethics and scientific integrity
    key skills for welcoming international researchers,                                                          support centre
    facilitating inter-services cooperation within AMU,                                                                                                   8.2 Elaborate a deontology guide, gathering internal        2, 3, 6          Q4 2021-        DRH, DRV           % of survey respondents aware of
    and increasing cooperation with regional and local                                                                                                        rules, Corporate Social Responsibility (CSR) policy,                      Q2 2022                            existing deontology tools and policies
    authorities                                                                                                                                               charters, contact of AMU’s Mediator, …                                                                       within AMU

5.2 Better inform on the conditions for welcoming                 4, 5, 6, 7,       Q4 2021-   DRV, DRH,        100% of administrative forms for
                                                                                                                                                             9. Communication and visibility of HRS4R
    international researchers, through centralising all            24                Q2 2022    DFD, DRI         international researchers translated     9.1 Internationalize communication on AMU’s HR strategy     13, 18, 29       Q3 2021-        DRH, DRV,          All relevant HR information, including
    required information and translating all documents in                                                        in English by Q2 2022                        to attract international research staff and enhance                       Q2 2022         DRI, DirCom        the website of the AMU’s HR
    English (recruitment forms, contracts, settling in form...),                                                                                              mobility (e.g. within the CIVIS European University                                                          department, available in English as
    in order to facilitate access to information for both,                                                                                                    Alliance and beyond)                                                                                         of Q2 2022
    incoming researchers themselves, and AMU staff/
    research units recruiting and welcoming them                                                                                                          9.2 
                                                                                                                                                              Strengthen internal communication on AMU’s               3, 4, 5, 7, 8,   Q3 2021 -       DRH, DRV,
                                                                                                                                                              HRS4R strategy and all issues related to HR for          9, 23, 24        Q2 2022         DirCom
   6. Open Science                                                                                                                                            researchers: annual HRS4R day bringing together all
6.1 
    Structure the steering and management of                       9                 Q3 2021-   SCD, DRV         Existence of strategic document/             HRS4R Working Groups and AMU’s broader research
    AMU’s open science policy, by writing up a                                       Q2 2022                     charter; Number of meetings of               community, HRS4R-implementation prize for research
    strategic document/charter, setting up committees                                                            Coordination Committee/year; 1               units, support to the integration of the European
    to coordinate open science initiatives and provide                                                           open science referee / research unit         Charter for Researchers in the internal regulations
    expertise on open science, and structuring a                                                                 by Q2 2022                                   of AMU’s research units, sensitisation to the C&C in
    decentralised network of open science referees in                                                                                                         every Horizon Europe training proposed internally and
    research units                                                                                                                                            in information sessions dedicated to Horizon Europe

6.2 Develop training and awareness-raising on open                3, 6, 7, 9        Q4 2021-   SCD, DRV,        Number of participants in training
    access, research data management and citizen                                     Q2 2023    DRH              sessions; % of publications uploaded
    science, by creating a shared virtual space for training                                                     on open access platforms
    and communication, developing AMU’s training offer,
    enhancing support for the dissemination of scientific
    results and providing support to the elaboration of
    data management plans, in link with the projects of
    CIVIS
   7. Gender equality
7.1 
    Facilitate career re-entry after parent-related                10, 27            Q4 2021-   DRH, VP          % of successful applications to CRCTs
    leave, by promoting the access to research sabbaticals                           Q2 2022    Gender           among all applicants back from
    (CRCT) following parental leave                                                             equality         parental leave
                                                                                                and non-
                                                                                                discrimination

7.2 Improve internal data collection on anti-discri-              10, 27            Q3 2021-   DRH, VP          New version of AMU’s social audit
    mination measures to monitor the impact of actions                               Q2 2022    Gender           report (bilan social) including all
    (awareness-raising, training, etc.), including academic                                     equality         relevant indicators (participation
    experts on issues related to anti-discrimination and                                        and non-         indicator, new parity indices -
    equality                                                                                    discrimination   Adverse impact ratio - and cross-
                                                                                                                 sectional analyses of the evolution of
                                                                                                                 recruitment and promotion decisions)
                                                                                                                 published annually as of 2022

7.3 
    Mainstream gender bias training for selection                  10, 12, 13,       Q3 2021-   DRH, VP          All selection committees trained on
    committees of permanent researchers, and extend                27                Q3 2022    Gender           gender bias as of Q3 2022
    it to the selection committees of contract-based                                            equality
    research staff and doctoral students                                                        and non-
                                                                                                discrimination
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
Human Resources Strategy for Researchers (HRS4R)                                                                         AMU is committed to its Researchers. Objective: European label in 2021

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Implementation of the HRS4R at AMU:                                                                                              Governance of the implementation process:
Organisation & Timing                                                                                                            The implementation of our HRS4S strategy will be overseen by AMU’s presidential leadership team and central governance
                                                                                                                                 bodies. AMU’s presidential leadership team will validate annual progress reports provided by the HRS4R Steering
The implementation of the action plan will be structured in two main phases:                                                     Committee and strategic decisions on the adjustment of the action plan, if necessary. AMU’s Governing Board (CA), the
                                                                                                                                 Research commission of its Academic Council (CACr), the Technical Committee (CT) as well as the governance bodies of
1. Launch and experimentation phase (~Q4 2021-Q2                   2. Mainstreaming (~Q3 2023-Q4 2025). All measures           AMU’s subsidiary Protisvalor, will be informed on a regular basis (at least annually). The implementation process will be
   2023). Quite all measures described in the action plan              described in the action plan will be fully implemented,   governed by the following bodies:
   will be launched at latest by the end of 2021 (except               including potential adjustments following the
   actions 2.2., 2.3 and 2.4 which will need more time to              experimentation phase (except actions 2.2, 2.3 and 2.4
   prepare). Most actions will follow an experimentation               which will follow an experimentation phase until 2025).
   phase of one academic year, or 2 years for those which                                                                                                                         AMU presidential team
   are more complex to implement. Beyond continuous                                                                                                                                & governance bodies
   monitoring, a self-evaluation led by external experts
                                                                                                                                                                                         Role: Political Oversight
   under the supervision of AMU’s International Advisory
   Board will provide a first in-depth progress report ahead
   of AMU’s new 5-year strategic plan for 2024-2028.

                                                                                                                                                                                        HRS4R Steering
                                                                                                                                                                                          Committee
                                                                                                                                                                                        Role: Strategic Oversight
                                                                                                                                                                                                                                            AMU International
                                                                                                                                                                                                                                             Advisory Board
                                                                                                                                                                                                                                              Role: External Advice
                                                                                                                                                                                  HRS4R Implementation
                                                                                                                                                                                       Committee
                                                                                                                                                                                    Role: Operational Management

                                                                                                                                                                        WG 1                     WG 2                      WG 3
                                                                                                                                                                     PhD Students              Recruitment              Quality of
                                                                                                                                                                                                & career                working life

                                                                                                                                                                                     WG 4                     WG 5
                                                                                                                                                                                  Open Science              Welcoming
                                                                                                                                                                                                           international
                                                                                                                                                                                                            researchers

                                                                                                                                                                                 Role: Implementation and monitoring
Aix-Marseille Université Human Resources Strategy for Researchers (HRS4R) - AMU is committed to its Researchers. Objective: European label in 2021 ...
Human Resources Strategy for Researchers (HRS4R)                                                                                                  AMU is committed to its Researchers. Objective: European label in 2021

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Gantt chart

                                                                 2021           2022                2023                2024                2025                                                                             2021            2022                  2023                   2024                   2025
                                                                 Q3   Q4   Q1   Q2   Q3   Q4   Q1   Q2   Q3   Q4   Q1   Q2   Q3   Q4   Q1   Q2   Q3   Q4                                                                     Q3   Q4   Q1    Q2   Q3   Q4    Q1   Q2   Q3       Q4   Q1   Q2    Q3   Q4   Q1   Q2   Q3   Q4

    1. Recruitment                                                                                                                                             4. Specific actions focused on PhD students
1.1 Enhance the international visibility of job opportunities                                                                                             4.1 Enhance the visibility of support services for PhD
    at AMU                                                                                                                                                     students by setting up a one-stop shop
1.2 Strengthen the support of HR services to the                                                                                                          4.2 Simplify and digitalise all administrative procedures
    internationalisation of recruitment process                                                                                                            4.3 Boost career development support to PhD students
1.3 Develop recruitment practices which take into account                                                                                                 4.4 Promote and mainstream best practices on PhD
    a broader spectrum of skills and experience                                                                                                                supervision
1.4 Conduct a benchmark on lecturer-researchers’                                                                                                          4.5 Promote research ethics by strengthening PhD support
    recruitment process by other universities                                                                                                                  services and incentive systems
    2. Career development
                                                                                                                                                           4.6 Set up an annual survey to measure satisfaction with
2.1 Set-up a Staff Development School                                                                                                                         doctoral training
2.2 Experiment a “Habilitation to manage teaching and                                                                                                         5. Specific actions focused on welcoming foreign researchers
    pedagogical projects”                                                                                                                                  5.1 Enhance and simplify support services to incoming
2.3 Experiment a mentorship system for researchers                                                                                                            foreign researchers
2.4 Extend the perimeter of teaching discharges for                                                                                                       5.2 Better inform on the conditions for welcoming foreign
    researchers who respond to external calls for projects                                                                                                     researchers
2.5 Set up a career-boosting package for newly recruited                                                                                                      6. Open Science
    lecturer-researchers                                                                                                                                   6.1 Structure the steering and management of AMU’s open
2.6 Propose an integration/welcome path to all                                                                                                                science policy
    newcomers                                                                                                                                              6.2 Develop training and awareness-raising on open
2.7 Develop HR support services by local HR departments                                                                                                       access, research data management and citizen science
    at the level of AMU’s campuses                                                                                                                             7. Gender equality
2.8 Improve the communication on opportunities of                                                                                                         7.1 Facilitate career re-entry after parent-related leave
    international and inter-sectorial mobility
                                                                                                                                                           7.2 Improve internal data collection on anti-discrimination
2.9 Further develop attractive packages for top level                                                                                                         measures
    researchers
                                                                                                                                                           7.3 Mainstream gender bias training
2.10 Develop evaluation practices which take into account
                                                                                                                                                               8. Ethics and scientific integrity
     a broader spectrum of skills and experience
                                                                                                                                                           8.1 Develop training on ethics and scientific integrity
    3. Quality of working life
                                                                                                                                                           8.2 Elaborate a deontology guide
3.1 Promote benevolent leadership
                                                                                                                                                               9. Communictaion and visibility of HRS4R
3.2 Set up an impartial, external support unit to detect and
    solve management problems and prevent PSR                                                                                                              9.1 Internationalize communication on AMU’s HR strategy
3.3 Create a service support group                                                                                                                        9.2 Strengthen internal communication on AMU’s HRS4R
                                                                                                                                                               strategy
3.4 Develop ergonomic workplaces
3.5 Facilitate flexible work practices, especially through
    remote working, (time, place, organization)
3.6 Foster socializing and team-building initiatives
3.7 Experiment the implementation of professional                                                                                                                                                                                                                                             Experimentation
    networks for research support staff across labs                                                                                                                                                                                                                                            Mainstreaming
Human Resources Strategy for Researchers (HRS4R)                                                                             AMU is committed to its Researchers. Objective: European label in 2021

                                                                 18                                                                                                                                      19

Glossary
A                                                                     •    DGS/DGSA : Director General of support services /       I                                                                          T
•   A*MIDEX / IDEX : Aix-Marseille Initiative of Excellence                Vice Director General of support services -Directeur    •    IDeAL : AMU Project: “Integration and Development at                  •    TIGER : AMU Project: « Transform and Innovate in
    – Initiative d’Excellence du site d’Aix Marseille                      Général des Services/Directeur Général des Services          Aix-Marseille through Learning” – Projet AMU dans le                       Graduate Education with Research” – Projet AMU
    https://www.univ-amu.fr/amidex                                         Adjoint                                                      cadre de l’appel “Grandes universités de Recherche                         dans le cadre de l’appel “Grandes universités de
•   Assistant professors : Maître de conférences (MCF)                                                                                  https://www.univ-amu.fr/fr/public/pia-3-projet-                            Recherche
                                                                      •    DirCom : Communication Department – Directon de la
                                                                                                                                        ideal                                                                      https://www.univ-amu.fr/fr/public/pia-3-projet-
                                                                           Communication
                                                                                                                                   •    International Advisory Board – Conseil international                       tiger
C                                                                     •    DOC2AMU : H2020 Marie Sklodovska Curie COFUND
                                                                                                                                        d’Orientation stratégique
•   CA : Governing Board - Conseil d’Administration -                      programme dedicated to PhD – Programme COFUND
                                                                           Marie Sklodovska Curie pour les Doctorants.                                                                                        U
•   CAC : Academic Council – Conseil académique -                                                                                                                                                             •    UDIC : association grouping 10 research universities
                                                                           https://doc2amu.univ-amu.fr/fr                          L
•   CD : Doctoral College – Collège Doctoral                                                                                       •    Lecturer-researcher : Enseignant-chercheur                                 association de 10 universités de recherche françaises
                                                                      •    DOSI : Information System Operations Department –
•   CHSCT : Committee of Hygiene, Security and Work                        Direction Opérationnelle des Systèmes d’Information                                                                                •    UMR : Joint research unit (between the university and
    conditions – Comité d’hygiène, de sécurité et des                                                                                                                                                              one of the National Research Organisation)– Unité
    conditions de travail
                                                                      •    DRH : Human Resources Department – Direction des        P                                                                               Mixte de Recherche (entre l’université et l’un des
                                                                           Ressources Humaines                                                                                                                     organismes de recherche)
•   CIPE : Centre for pedagogical innovation and
                                                                      •    DRI : International Relations Department – Direction    •    Professor : Professeur
    evaluation – Centre d’innovation Pédagogique et
                                                                           des Relations internationales                           •    Protisvalor : AMU spin off dedicated to support
    Evaluation                                                                                                                                                                                                V
                                                                      •    DRV : Research & Valorisation Department -Direction          researchers in the instruction, setting up and                        •    VAE : validation of prior experience - Validation des
•   CISAM : Aix-Marseille Centre of innovation and
                                                                           de la Recherche et de la Valorisation                        management of public-private and European research                         Acquis de l’Expérience
    knowledge – Cité de l’innovation et des Savoirs
                                                                      •    DU : Director of research unit - Directeur d’Unité           contracts. - filiale d’Aix Marseille Université spécialisée
    d’Aix-Marseille
                                                                                                                                        dans l’accompagnement des chercheurs pour
    https://cisam-innovation.com/
                                                                                                                                        l’instruction, le montage et la gestion des contrats de
•   CIVIS : European Civic University Alliance                        E                                                                 recherche partenariaux et européens
    https://civis.eu/fr                                               •    EPST : Public institution of a scientific and                https://www.protisvalor.com/site/fr
•   CNU : National Council for Universities -Conseil                       technological nature – Établissement public à
    National des universités                                               caractère scientifique et technologique
                                                                                                                                   R
•   CRCT : Sabatical for Research or Thematic                                                                                      •    RAD : administrative managers and referents
    Conversions - Congés pour Recherches ou Conversions               G                                                                 -Responsible Administratif
    Thématiques                                                       •    Galaxie : web portal dedicated to operations relating
•   CST : Thesis Advisory Committee – Comité de Suivi de                   to the recruitment research and teaching staff -
                                                                           Portail dédié aux opérations relatives au recrutement   S
    Thèse                                                                                                                          •    SATT : Technology Transfer Acceleration Company –
                                                                           des personnels de l’enseignement supérieur et de la
•   CT : Technical Committee – Comité technique                            recherche ...                                                Société d’Accélération de Transfert de Technologie
                                                                           https://www.galaxie.enseignementsup-recherche.          •    SCD : Academic Libraries -Service Commun de
D                                                                          gouv.fr/ensup/candidats.html                                 Documentation
•   DAC : Department of Continuous Improvement –                                                                                   •    SUMPP : University Service of Preventive Medicine
    Direction de l’Amélioration continue                              H                                                                 for Personnel - Service universitaire de médecine de
•   DAJI : Legal and Institutional Affairs Department –               •    Hcéres : High Council for Evaluation of Research and         prévention des personnels
    Direction des Affaires juridiques et institutionnelles                 Higher Education - Haut Conseil de l’évaluation de la
•   DDPI : Real Estate Development Department -                            recherche et de l’enseignement supérieur
    Direction du Développement du Patrimoine Immobilier
•   DFD : Doctoral Training Department – Direction de la
    Formation Doctorale
Création DIRCOM AMU - février 2021 | Photos : Jean Fondacci / Shutterstock
                             Contact:
                     http://url.univ-amu.fr/hrs4r

                     Email: hrs4r@univ-amu.fr

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