TEMPLATE 2 – GAP ANALYSIS - OVERVIEW
Case number: 2018CZ317039
Name Organisation under review: Masaryk University – Faculty of Science
Organisation’s contact details:
Faculty of Science, Kotlarska 267/2, 611 37 Brno, Czech Republic
T: +420 775 352 944, +420 549 49 1402
Barbora Wahlova – wahlova@sci.muni.cz, T: +420 775 352 944
Roman Cermak – rcermak@sci.muni.cz, T: +420 549 49 1402
SUBMISSION DATE: September 27, 2018
DATE ENDORSEMENT CHARTER AND CODE: October 2, 2017
GAP ANALYSIS
The Charter and Code provides the basis for the Gap analysis. In order to aid cohesion, the 40 articles have been renumbered under the following headings. Please
provide the outcome of your organisation’s GAP analysis below. If your organisation currently does not fully meet the criteria, please list whether national or
organisational legislation may be limiting the Charter’s implementation, initiatives that have already been taken to improve the situation or new proposals that
could remedy the current situation.
1
European Charter for Researchers and Code of Conduct for the Recruitment of Researchers : GAP analysis overview
Status: to
what
extent
does this
organisatio
n meet the
following
principles?
++ =
fully
implem
ented
+/- =
almost
but not
fully
implem
ented
-/+ =
partiall
y
implem
ented
-- =
insuffic
iently
implem
ented
GAP / Implementation impediments:
If relevant, please list any national/regional legislation or
organisational regulation currently impeding implementation.
Initiatives undertaken/new proposals:
If relevant, please list any initiatives that have already been taken to
improve the situation and/or new proposals that could remedy the
current situation.
Ethical and Professional Aspects
1.
Research
freedom
+/- GAPS:
1. Missing structured information sharing and training, incomplete
info in English.
INITIATIVES UNDERTAKEN:
Current Status:
Research Freedom is considered almost implemented, which is given by
the character and scope of research activities conducted at the Faculty,
where research freedom is considered the essential condition
[https://www.muni.cz/en/research]. There are detailed University and
national regulations and information sources in place.
In the Constitution of the Czech Republic, the Freedom of Research
principle is explicitly defined as a Basic Human Right (particularly in
2
Article 15 of the Charter of Fundamental Rights and Freedoms).
Freedom of Research is also defined as one of the basic academic
liberties under Section 4 of Act No. 111/1998 Coll., Higher Education
Act, which is the most significant legal regulation governing the
administration of universities in the CZ.
Supporting documents and websites:
1. MU Statute
2. Statute of the FoS
3. MU directive 2015 - Code of ethics
4. MU directive 2015 - Research ethics
5. MU directive 2018 - Personal data protection
6. MU measure 2017 - Statute of the Research Ethical Committee
7. MU instruction 2015 - Procedural rules of the Ethical Committee
8. MU Research – web
9. International Scientific Advisory Board supporting MU
10. Act 111/1998 Coll., Higher education act CZ
11. Charter of fundamental rights CZ
PROPOSALS:
1a. Implementation of Onboarding process – including training of new
employees in Ethical and Professional aspects of research.
1b. Implementation of refresher training in Ethical and Professional
aspects of research.
1c. Implementation of eLearning tool allowing systematic and efficient
onboarding and refresher training.
1d. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
2. Ethical
principles
+/- GAPS:
1. Missing structured information sharing and training, also in English.
2. Faculty specific Code of Ethics is missing (the Faculty has been, until
now, adhering to the University’s Code of Ethics).
INITIATIVES UNDERTAKEN:
Current Status:
Ethical practices, principles and standards are considered almost
implemented and adhered to. They are consistent with general
standards and existing University internal and national regulations.
Detailed University information sources are also in place.
3
There is a new project being prepared at the University level Interdisciplinary
support of a Research Ethics 2019-2022
[https://is.muni.cz/auth/do/rect/vedeni/zapisy/zapisy_2018/MUSS8791
33.pdf].
Supporting documents and websites:
1. MU Statute
2. Statute of the FoS
3. MU directive 6/2015 - Code of ethics
4. MU directive 5/2015 - Research ethics
5. MU measure 2/2017 - Statute of the Research Ethical Committee
6. MU instruction 8/2015 - Procedural rules of the Ethical Committee
7. MU directive 6/2013 - Research data
8. MU Employment code
9. Research ethics web - methodology documents
PROPOSALS:
1a. Implementation of Onboarding process – including training of new
employees in ethical and professional aspects of research.
1b. Implementation of refresher training in ethical and professional
aspects of research.
1c. Implementation of eLearning tool allowing systematic and efficient
onboarding and refresher training.
1d. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
2. Creating a Code of Ethics for the Faculty, expanding the University’s
Code to focus on principles of the HRS4R.
3.
Profession
al
+/- GAPS:
1. Missing structured information sharing and training, also in English.
INITIATIVES UNDERTAKEN:
Current Status:
Professional responsibility is considered almost implemented. The
Faculty departments are compliant with general and internal rules
4
responsibil
ity
including proper citation practices, following current research and
development in respective field/communities to avoid duplicate
research and plagiarism (http://scientometrics.muni.cz/publikace).
Online text comparison tools are implemented in MU information
system and are also used for scientific texts.
Plagiarism is also avoided using the control mechanism of scientific
journals where research results are published, as well as by following
the rules of individual research project grants
Research teams are regularly trained in intellectual property rights by
the University expert body – the Technology Transfer Office (TTO).
The legal protection of the research results is regulated primarily by
general Act No. 121/2000 Coll., The Copyright Act, and number of other
specific regulations that fully implement the EU legislation.
There are internal guidelines available to MU researchers, providing
information about intellectual property, handling research data, and
technology transfer opportunities.
Supporting regulations and websites:
1. MU directive 6/2015 - Code of ethics
2. MU directive 10/2013 - Intellectual property
3. MU directive 5/2015 - Research ethics
4. MU directive 6/2013 - Research data
5. MU Employment code
6. Act No. 121/2000 Coll., The Copyright Act
7. Intellectual property - Technology Transfer Office MU web
8. Plagiarism detection at MU - Web
9. Best practices in research MU - Web
PROPOSALS:
1a. Implementation of Onboarding process – including training of new
employees in ethical and professional aspects of research.
1b. Implementation of refresher training in ethical and professional
aspects of research.
5
1c. Implementation of eLearning tool allowing systematic and efficient
onboarding and refresher training.
1d. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
4.
Profession
al attitude
+/- GAPS:
1. Missing structured information sharing and training, related to
project administration and to the Faculty/department strategic
targets, also in English.
INITIATIVES UNDERTAKEN:
Current Status:
Professional attitude is considered to be almost implemented.
The implemented system assures that without the knowledge of
strategic goals, funding mechanisms, and having all relevant project
approvals it is not possible to start any research project at the Faculty or
University level.
Supporting regulations and websites:
1. MU directive 6/2016 - Project management (in particular Art. 4)
2. MU directive 6/2013 - Research data
3. MU Projects – Web
PROPOSALS:
1a. Implementation of Onboarding process – including training of new
employees in ethical and professional aspects of research.
1b. Implementation of refresher training in ethical and professional
aspects of research.
1c. Implementation of eLearning tool allowing systematic and efficient
onboarding and refresher training.
1d. Improvement of the Faculty Internal Communication:
* Implementation of the Faculty intranet - section supporting
administration processes and HR, including research project
administration.
* Implementation of the Faculty periodic newsletter, bringing
information related to strategic goals.
* Implementation of intradepartmental communication framework, so
that employees and doctoral students are updated on strategic plans
and status of projects.
6
5. Translation of all relevant Faculty/University documents, websites
and employee training into English.
5.
Contractua
l and legal
obligations
+/- GAPS:
1. More frequent training in the area of intellectual property rights
and grant projects administration is missing. It needs to start in the
Onboarding phase of the employee lifecycle and continue through
refresher training (on optional basis), organized by the Faculty support
departments, must be also in English.
INITIATIVES UNDERTAKEN:
Current Status:
Contractual and legal obligations are considered to be almost
implemented by majority of consulted participants. They are also
governed by the University regulations.
Support is provided by the University body – Technology Transfer Office
(TTO).
Supporting regulations and websites:
1. MU directive 6/2016 - Project management (Art. 3)
2. MU Employment code, (Art. 3, 4b - 4e)
3. MU directive 10/2013 - Intellectual property (Art. 1/4)
4. Detection of plagiarism at MU - Web
5. Technology Transfer Office MU - Web
PROPOSALS:
1a. Implementation of Onboarding process - including training of new
employees in ethical and professional aspects of research, intellectual
property rights, and project administration and funding.
1b. Implementation of refresher training in ethical and professional
aspects of research, intellectual property rights and project
administration and funding.
1c. Implementation of eLearning tool allowing systematic and efficient
onboarding and refresher training.
1d. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
6.
Accountab
ility
+/- GAPS:
1. Researchers are missing specific know-how and perceive
insufficient support for preparation and project writing (including
complex international projects), and financial management.
INITIATIVES UNDERTAKEN:
Current Status:
Principle of accountability is considered almost implemented by the
majority of consulted participants, and is also governed by University
and national regulations.
7
Individual Faculty departments are, up to a certain extent, economically
autonomous within the Faculty and fully apply the principle of a “good
manager”.
The principles of the public funds’ management are regulated by the
national Financial Control Act No. 230/2001 and Act on Public
Procurement No. 134/2016.
Supporting regulations and websites:
1. MU Employment code (Art. 4)
2. MU directive 6/2015 - Code of ethics
3. MU directive 5/2014 - The rules of control procedure (Art. 8/ 3)
4. MU directive 6/2013 - Research data (in particular Art. 3)
5. Act no. 230/2001 Coll., Financial Control Act CZ
6. Act no. 134/2016 Coll., Public Procurement Act CZ
PROPOSALS:
1a. Improvement of the Faculty Internal Communication:
* Implementation of the Faculty intranet – incl. a section supporting
administration processes, HR, and project administration.
* Implementation of communication framework for departmental level,
so that all employees are updated on project administration
methodology and targets.
1b. Translation of all relevant Faculty/University documents, websites
and employee training into English.
7. Good
practice in
research
+/- GAPS:
1. General framework of H&S training and documentation process
(preferably in eLearning tool and provided in English as well) that is
applicable to all departments is missing. This point was emphasized by
consulted R1-R3’s.
2. Missing the Faculty information security process - data
management, data back-up, and data security.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented and requires some
improvements in the area of health & safety (H&S), and data
management.
Multiple aspects in this area are well covered:
Basic H&S training, and related quality assessment/control represent an
inseparable part of a new employee welcoming procedure and is
provided at the Faculty level.
8
All individual Faculty departments have their own H&S dedicated
specialists and department specific H&S employee training is carried
out, usually in Czech language only.
There is a large number of H&S regulations in the Czech Republic,
regulating various aspects of occupational safety.
Concerning personal data protection, the University is in compliance
with the GDPR Regulation, which is implemented through University
Directive 1/2018. Compliance with every internal procedure dealing
with personal data protection requirements is guaranteed by a
designated employee – data protection guarantor.
There is no specific legislation concerning confidential data protection
at the Czech national level.
Supporting regulations and websites:
1. MU directive 5/2015 - Research ethics
2. MU directive 6/2013 - Research data
3. MU directive 10/2017 - IT rules
4. MU directive 1/2018 - Personal data protection
5. MU directive 4/2005 - Fire protection organisation rules
6. MU directive 10/2009 - Working safety organisation rules
7. Good practices in research - methodology, web MU
8. List of national regulations - H&S
9. European Regulation 2016/679 - General Data protection Regulation
(GDPR)
PROPOSALS:
1a. Implementation of the Faculty H&S training and documentation
process.
1b. Implementation of eLearning tool allowing systematic and efficient
onboarding and refresher training.
1c. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
2. Implementation of the Faculty Information Security process for data
management, data back-up and security.
9
8.
Disseminat
ion,
exploitatio
n of results
+/- GAPS:
1. Low visibility of the Faculty - missing modern Faculty complex web
site that is also in English. Current website is not adequate and
doesn’t provide for proper Faculty representation.
2. Missing training for early stage researchers in academic writing and
publishing.
INITIATIVES UNDERTAKEN:
Current Status:
Dissemination, exploitation of results is considered to be almost
implemented. It represents one of the core Faculty activities wherever
allowed by commercial or personal data protection, or intellectual
property rights. However, it requires improvements in the visibility of
the Faculty as a whole on the web so that existing qualities are
advertised to researchers looking for their potential international
assignment.
Researchers from all Faculty departments publish their research results
in both scientific journals and academic bulletins for broader audience.
Researchers are evaluated based on the quality of results and their
publication activity.
Research activities and results are also actively presented at scientific
conferences, fairs, and scientific symposiums within the specific
scientific field communities of individual departments.
In addition to the University and Faculty websites, majority of Faculty
departments maintain own departmental websites and present their
specific research activities and results there.
Commercialization of research results, practical application of research
results, and collaboration with private businesses are supported by the
dedicated University body - the TTO. Majority of Faculty departments
use its services, and some departments secure commercialization of
their research activities themselves within their network and their
scientific field community.
The Faculty supports the Open Access idea. The Masaryk University,
was the very first University in the Czech Republic that signed the Berlin
Declaration in 2010, and developed an in-house solution of the
institutional repository which is also used by other national universities.
This repository has a public interface and an authorized section serving
10
as an institutional archive of full texts. The repository is broadly
supported by the general scientific community. The University supports
all activities that lead to the Open Science, most of all publishing in
open journals and supporting scientists through the network of Faculty
„Open Access coordinators“.
Supporting regulations and websites:
1. MU directive 10/2013 - Intellectual property
2. MU directive 6/2015 - Code of ethics, (in particular Art. 4,7,10,11)
3. MU measurement 9/2013 - Sustainability of intellectual property
results
4. MU directive 4/2013 - MU Repository (Open Access)
5. Open Access Policy MU - Web
6. Research MU - Web
7. FoS Web
PROPOSALS:
1. Improve the Faculty’s External Communication & Employer Branding
– Creation of a new Faculty website.
2. Implementation of an educational concept for Early stage researchers
– Ph.D. students and postdoctoral research fellows, containing, among
others, “how to write a scientific publication” training.
9. Public
engageme
nt
+/- GAPS:
1. Missing inclusion of public engagement activities as a performance
target of employee appraisal and eventually related rewarding.
2. Missing Faculty communication plan including public engagement
activities.
INITIATIVES UNDERTAKEN:
Current Status:
Public engagement is almost implemented and represents one of the
core activities, wherever allowed by commercial or personal data
protection, or intellectual property rights. It is carried out at both
department and Faculty levels.
Faculty departments conduct broad PR activities: in addition to
department websites they maintain department social media profiles,
e.g. Facebook, actively cooperate with secondary schools, organize
events for general public - e.g. Night of Scientists, Open days, Science
festivals, science for children groups, summer schools, public
11
environmental activities, and exhibitions - Minerals, Botanic garden. In
cooperation with Mendel museum, they provide lessons for public,
contribute to the “University of a third age”, and broadly contribute to
the University MUNI magazine.
There is newly established Faculty PR team within the Dean’s office, and
each department has its own person responsible for PR.
Supporting regulations and websites:
1. MU directive 6/2015 - Code of ethics, (in particular Art.11)
2. MU directive 7/2017 - Habilitation and professor appointment
procedure regulations (public lectures)
3. Night of Science - Web
4. MUNI Magazine Online - Web
5. Science Slam - Web
6. Mendel Museum - Web
PROPOSALS:
1. Implementation of a new faculty employee appraisal system:
containing public engagement activities as one of the performance
targets – so that researchers’ proposal of better funding and rewarding
method for public engagement activities are met. Include this activity
into employee performance evaluation.
2. Improvement of the Faculty External Communication: Creation of the
Faculty Communication plan, include public engagement activities
engagement wise.
10. Non
discriminat
ion
+/- GAPS:
1. Language barrier.
2. Missing Faculty reporting mechanism for eventual discrimination
cases (University process is in place).
INITIATIVES UNDERTAKEN:
Current Status:
Preventing discrimination of all types is considered to be almost
implemented at the Faculty level. It is also governed by multiple
regulations on the national and University level in the areas of
recruitment, ethics, work duties, remuneration, employee evaluation,
and equal opportunities: EU primary and secondary legislation (for
example Directive 2000/43 / EC on Racial Equality, Directive 2000/78 /
12
EC on Equality in Employment). The principle of non-discrimination is
regulated by the specific piece of Czech legislation - Act 189/2009 Coll.,
Anti-Discrimination Act. Non-discrimination principle is also one of the
most significant principles of the Czech Labour Law, embodied in the
Labor Code (art. 16 of the Act no. 262/2000 Coll.), and the Employment
Act (art. 4 of Act no. 435/2004 Coll.).
All buildings are wheelchair accessible. Employees’ special needs are
being addressed in line with University regulations, Czech state, and EU
legislation.
Gender balance is maintained with respect to gender representation in
individual natural science fields, while recognizing that some have
typically lower female representation, and will be covered in principle
27.
There is improvement requirement from the perspective of
employment of not Czech speaking researchers: to get equal
information and support in English, as the Czech speaking employees
receive in the Czech language.
Also, there is a request for implementation of a complaint reporting
channel.
Supporting regulations and websites:
1. MU directive 6/2015 - Code of ethics, in particular (Art. 2/3, 2/4, 16)
2. MU Employment code (Art. 2d - 2g)
3. MU directive 3/2018 - Job catalogue
4. MU directive 5/2017 - Employee assessment (Art. 3)
5. MU directive 2/2010 - Career rules (Art. 2/4)
6. MU instruction 1/2016 - Procedural rules of the Equal Opportunity
Panel
7. MU Recruitment policy (Art. 12)
8. Directive 2000/43 / EC on Racial Equality
9. Directive 2000/78 / EC on Equality in Employment
10. Act no. 189/2009 Coll, Anti-Discrimination Act CZ
13
11. Act no. 262/2000 Coll., Labour Code CZ
12. Act no. 435/2004 Coll., Employment Act CZ
13. Specific MU body - Equal Opportunity Panel (Rector’s reporting
panel]
PROPOSALS:
1a. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
1b. Competency building: Ensuring ability to provide services in English Enhancement
of English courses for the support staff.
2. Establishing the Faculty ombudsman role to create an independent
channel for reporting and solving eventual discrimination complaints
and cases, and also for gender and diversity advisory, in addition to the
University bodies.
11.
Evaluation
/ appraisal
systems
+/- GAPS:
1. Missing a Faculty Evaluation/Appraisal system providing all R1-R4
and their supervisors with clear framework process while still
maintaining space for individual department specifics, and academic
freedom.
2. Missing Faculty Role system containing job
descriptions/competency models for researcher roles (University rules
exist, but are too general), allowing specification of criteria for a
candidate/employee evaluation.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented and requires some
improvement steps. From the employee evaluation perspective, the
Faculty departments act independently and autonomously, i.e. they use
own more or less formalized approach, setting of targets, ratings, and
linkage of performance evaluation to remuneration – bonus part.
There is an internal application (EVAK, Evaluation of Academics)
collecting data on academic staff from multiple sources (hours of
teaching, publication activities etc.), at the University level, allowing to
evaluate performance of the academic staff against data. This
application is used by several Faculty departments.
A new University employee assessment directive providing high level
process framework and requiring yearly employee evaluation has been
recently issued.
Researchers R1-R4 worry about “forced” appraisals, especially in the
area of performance targets that are not always measurable in research
and science, and prefer presence of external evaluators as well, in
addition to their supervisors.
14
Supporting regulations and websites:
1. MU directive 5/2017 - Employee assessment
2. MU directive 2/2010 - Career rules (Art 6/6/d)
PROPOSALS:
1. Implementation of the Faculty Evaluation/Appraisal system
2. Implementation of the Faculty Role system (Role systemization),
including related job descriptions and competency models as a basic
pillar for a structured employee evaluation, using also the European
Framework for Research Careers, which identifies both necessary and
desirable competencies for each of the four broad profiles for
researchers (R1 to R4).
Recruitment and Selection
12.
Recruitme
nt
+/- GAPS:
1. Well-presented Faculty recruitment policy, in addition to the
University regulation that includes all OTM-R principles, is missing.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented, still requiring some
improvements. There is University Recruitment Regulation in place,
covering majority of the OTM-R principles, fully followed for
recruitment of academic positions, and partially for non-academic
positions. It is, however, perceived as rather general framework
document missing details from the OTM-R perspective. Recruitment for
academic positions is conducted by the Faculty HR Department,
recruitment, for non-academic research positions it is conducted
(including recruitment cost coverage) by individual departments
themselves. All Faculty vacancies are posted on the University career
website. The Faculty does not have its own career website. Some
vacancies are posted on other job portals, some on departmental
websites and also on Euraxess.
Supporting regulations and websites:
1. MU Recruitment regulation [https://www.muni.cz/en/about-
us/official-notice-board/rad-vyberoveho-rizeni-mu]
15
2. MU directive 2/2010 - Career rules (Art. 4)
[https://is.muni.cz/auth/do/mu/Uredni_deska/Predpisy_MU/Masaryko
va_univerzita/Smernice_MU/SM02-10/]
PROPOSALS:
1. Creation and implementation of Faculty OTM-Recruitment Policy
applicable for recruitment of both academic and non-academic
positions including: Specification of responsibility for the Faculty
recruitment process and metrics, rules for appointment of the selection
committees according to the type and character of positions and its
composition (e.g. recommendations for gender balance, expertise of
the members, vote rights, and presence of external/international
members etc.).
Publishing the policy using the Faculty communication system.
13.
Recruitme
nt (Code)
-/+ GAPS:
1 There is no Faculty specific recruitment process description and
practical guidelines in place.
2. Faculty involved staff (HR team for academic positions,
departmental staff for non-academic positions) does not use all up-todate
recruitment techniques, sources and channels.
3. Existing University eRecruitment tool (INET), is not fully utilized.
4. Insufficient Employer branding: low visibility, missing modern
Faculty complex web site that is also in English, and, especially, own
Career Page.
5. Researchers are missing career development info (Faculty Career
Code) in the recruitment phase.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered partially implemented and requires some
improvement steps. There is University Recruitment Regulation in place,
covering partially the OTM-R principles from the process set up
perspective, fully adhered to for academic positions, and partially for
non-academic positions.
Supporting regulations and websites:
1. MU Recruitment regulation
2. MU directive 2/2010 - Career rules (Art. 4)
PROPOSALS:
1. Creation and implementation of a Faculty OTM-R Process
(Guidelines), both for external and internal hiring, including guidelines
and templates for external and international job posting, templates for
candidate evaluation (interview feedback form), and communication.
16
2. Competency building: Implementation of an initial and refresher
recruitment techniques and process training for involved staff, including
social media utilization & active sourcing etc., also in eLearning form.
3. Adjustment of internal University eRecruitment tool, so that its full
functionality is utilized (e.g. data collection, automatic feedback etc.)
4. Improvement of the Faculty External Communication & Employer
Branding: Creation of a new Faculty website, including Career Page.
5. Creation of a Faculty Career Code, containing career development
paths, that is presented publicly on the Faculty Career page, and refer
to it as a part of job advertisement.
14.
Selection
(Code)
+/- GAPS:
1. Missing well-presented Faculty recruitment policy, in addition to
the University regulation, which would include all OTM-R principles,
including criteria for Selection committee composition.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented.
The University Recruitment Regulation includes mandatory
appointment of a selection committee and its composition for academic
positions. It recommends the same for non-academic research
positions. Each selection process is documented using official document
– minutes from the selection procedure.
External members are part of the committee.
Gender balance is not the committee composition criterion, however
usual practice is to have mixed committees wherever possible with
respect to gender representation in individual scientific fields, where
some have typically lower female representation (e.g. mathematics,
statistics or physics).
Generally, gender balance is one of the priorities for the
Faculty/University.
Supporting regulations and websites:
1. MU Recruitment regulation
2. MU directive 2/2010 - Career rules (Art. 4)
17
PROPOSALS:
1. Creation and implementation of Faculty OTM-Recruitment Policy
applicable to recruitment of both academic and non-academic positions
including: Specification of responsibility for the Faculty recruitment
process and metrics, rules for appointment of the selection committees
according to the type and character of positions and its composition
(e.g. recommendations for gender balance, expertise of the members,
vote rights, and presence of external/international members etc.).
Publishing the policy using the Faculty communication system.
15.
Transpare
ncy (Code)
+/- GAPS:
1. There is no Faculty specific recruitment process description and
practical guidelines for covering all OTM-R principles in place.
2. Job advertisements do not contain reference to/information on
career development.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented.
The University Recruitment Regulation, publicly accessible to candidates
includes information about the recruitment process, even though there
is no direct reference to it from the job posting site. Information on
number of available positions is presented in some of the job
advertisements.
Supporting regulations and websites:
1. MU Recruitment regulation
2. MU directive 2/2010 - Career rules (Art. 4)
PROPOSALS:
1. Creation and implementation of a Faculty OTM-R Process
(Guidelines), both for external and internal hiring, including:
* Guidelines and templates for external and international job posting,
templates for candidate evaluation (interview feedback form), and
communication.
2. Creation of a Faculty Career Code, presented publicly on the Faculty
Career page, and being referenced from the job advertisement.
18
16. Judging
merit
(Code)
+/- GAPS:
1. Missing Faculty specific recruitment process description and
practical guidelines for covering all OTM-R principles in place, helping
to apply the judging merit principle in a unified way.
2. Missing Faculty Role system containing also job
descriptions/competency models for researcher roles (University rules
exist, but are too general), allowing specification of criteria for a
candidate evaluation.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented.
The University Recruitment Regulation specifies this principle indirectly
for recruitment of academics, recommends it for recruitment in
general, and in practice judging merit is informally and broadly applied.
Supporting regulations and websites:
1. MU Recruitment regulation
2. MU directive 2/2010 - Career rules (Art. 4)
PROPOSALS:
1a. Creation and implementation of a Faculty OTM-R Process
(Guidelines), both for external and internal hiring, including guidelines
for evaluation and evaluation template (interview feedback form),
which will help to apply the judging merit principle in a unified form.
1b. Competency building: Implementation of an initial and refresher
recruitment techniques and process training for involved staff.
2. Implementation of a Faculty Role system (Role systemization),
including related job descriptions and competency models as a basic
pillar for a transparent recruitment, candidate evaluation and its
formalization with the aim to decrease the administrative burden, using
also the European Framework for Research Careers, which identifies
both necessary and desirable competencies for each of the four broad
profiles for researchers (R1 to R4).
2. Competency building: Implementation of an initial and refresher
recruitment techniques and process training for involved staff.
17.
Variations
in the
chronologi
cal order
of CVs
(Code)
+/- GAPS:
1. Missing well-presented Faculty recruitment policy, in addition to
the University regulation, which would include all OTM-R principles,
including recommendation related to career breaks in the CV.
INITIATIVES UNDERTAKEN:
Current Status:
In practice fully adhered to, but informally without directly governing
formal rules, therefore this principle is considered almost implemented.
Supporting regulations and websites:
1. MU Recruitment regulation
19
PROPOSALS:
1. Creation and implementation of Faculty OTM-Recruitment Policy
applicable for recruitment of both academic and non-academic
positions, containing recommendation related to career breaks in the
CV. Publishing the policy using the Faculty communication system.
18.
Recognitio
n of
mobility
experience
(Code)
++ GAPS:
N/A
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered fully implemented and is specified in
multiple University regulations. In practice, not having mobility
experience or willingness to undertake one is perceived as a negative
point. Some Faculty departments include, in their internal career track
rules, having an international experience as a position requirement.
International mobility is also mandatory for all enrolled Ph.D. students.
Supporting regulations and websites:
1. MU Statute (Art. 42)
2. MU Recruitment regulation
3. MU directive 3/2018 - Job catalogue (in particular Art. 5/5)
PROPOSALS:
N/A
19.
Recognitio
n of
qualificatio
ns (Code)
++ GAPS:
N/A
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered fully implemented, and governed by
national and University regulations and also internal HR procedure.
According to the Higher Education Act, Masaryk University is one of the
institutions that has a diploma recognition procedure, i.e. the
recognition of a degree earned abroad as equivalent to Czech Republic
higher education standards. Recognition of education is an
administrative procedure. The criterion for the recognition is the
comparison of the content and the scope of study of the applicant with
20
the content and the scope of the study program typical in the Czech
Republic.
Supporting regulations and websites:
1. MU directive 3/2018 - Job catalogue (in particular Art. 5/5)
2. Recognition of education on MU - Web
3. MU Recruitment policy (Art. 2/c)
4. Act no. 111/1998 Coll., Higher education act CZ
PROPOSALS:
N/A
20.
Seniority
(Code)
+/- GAPS:
1. Missing well-presented Faculty recruitment policy, in addition to
the University regulation, which would include all OTM-R principles,
including evaluating seniority for the position by judging the candidate
achievements.
INITIATIVES UNDERTAKEN:
Current Status:
In practice fully adhered to, but informally without directly governing
formal rules. Therefore, this principle is considered almost
implemented.
Supporting regulations and websites:
1. MU Recruitment policy
PROPOSALS:
1. Creation and implementation of Faculty OTM-Recruitment Policy
applicable for recruitment of both academic and non-academic
positions, containing recommendation for evaluating seniority for the
position by judging the candidate achievements.
Publishing the policy using the Faculty communication system.
21.
Postdoctor
al
appointme
nts (Code)
-/+ GAPS:
1. Missing Faculty definition of the postdoctoral research role.
2. Missing career development rules and dedicated program for the
postdoctoral research role.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered partially implemented and requires
improvement actions, even though postdoctoral research positions
represent long term strategy focus point for the University/Faculty.
Each Faculty department applies its own position understanding and
21
rules for postdoctoral research positions, which are usually linked to
rules of individual grant projects. University/Faculty definition and rules
for postdoctoral research position do not exist. Due to limited duration
of individual grant projects and state budget allocated to faculties on
yearly basis, it is a challenge to guarantee long term/unlimited
appointments, and addressing this gap is not in the University/Faculty
powers.
Supporting regulations and websites:
1. Long-term strategy of the MU and Fos MU 2016 - 2020
2. PostDoc MU – Web [http://postdoc.muni.cz/]
3. Career in Research - Web CZ [http://vyzkum.rect.muni.cz/cs/kariera-
ve-vyzkumu/postdoc/op-2007-13]
PROPOSALS:
1. Implementation of a Faculty Role system (Role systemization),
including related job descriptions and competency models as a basic
pillar for multiple stages of the employee life cycle (namely recruitment,
evaluation, development but not only), including definition and
specifications for the postdoctoral research role.
2a. Creation of a Faculty Career Code, containing career development
paths options.
2b. Development of a dedicated internal concept for attracting, hiring,
onboarding and career development of postdoctoral researchers with
focus on incoming/international researchers (dedicated web,
information flyer, training).
Working Conditions and Social Security
22.
Recognitio
n of the
profession
++ GAPS:
N/A
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered fully implemented in practice by individual
Faculty departments.
All professions are fully recognized by the Faculty and individual
departments respectively. Employees are included in departmental
22
activities in every stage of their career path – starting from
postgraduate student to advanced carriers. For example:
Individual research teams conduct project reviews for all team
members starting with postgraduate students on junior team
positions, share project targets and achieved results. Early stage
researchers participate at conferences, summer schools and other
networking events within the respective scientific community, at team
building events, they contribute to departmental FB updates, and etc.
Supporting regulations and websites:
1. MU directive 2/2010 - Career rules
2. MU directive 3/2018 - Job catalogue (in particular Art. 5/5)
3. MU directive 6/2015 - Code of ethics, in particular
4. MU Employment code
PROPOSALS: (as there is always space for improvement)
1. Competency building: Leadership training for senior researchers,
managers and supervisors.
2. Implementation of a Faculty Role system (Role systemization),
including related job descriptions and competency models, using also
the European Framework for Research Careers, which identifies both
necessary and desirable competencies for each of the four broad
profiles for researchers (R1 to R4).
23.
Research
environme
nt
+/- GAPS:
1. Missing Faculty H&S training and documentation process applicable
as a framework to all specific workplaces, preferably in the eLearning
form, also in English – language emphasized at consultations by R1-R3.
2. Investment in continuous equipment upgrade.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented and is acknowledged
in the sense that maximum efforts and prioritization is provided by
Faculty within available budgets and location limitation, with space for
improvement which will be always present, especially for material
equipment and H&S.
The Faculty has 2 locations – recently renovated historical complex in
a city center and a newly built University campus with hi-tech
laboratories, large modern library, and conference & lecture halls.
Modern equipment is often acquired thanks to EU strategic research
23
projects and structural funds. Top infrastructures and facilities are
generally open access and shared among researchers including
standard cooperation among highly skilled professional teams.
International Eduroam Wi-fi network is available at all Faculty
locations. Individual departments are active members of their
respective international scientific communities and research
networks.
The Faculty actively supports an Open Access idea - details see
Principle 8.
Supporting regulations and websites:
1. MU Employment code (Art. 2 / 1)
2. MU Research - Web
3. MU directive 4/2013 - MU Repository (Open Access)
4. Open Access Policy MU - Web
5. International Scientific Advisory Board supporting MU
[https://www.muni.cz/en/research/isab]
PROPOSALS:
1a. Implementation of the Faculty H&S training and documentation
process.
1b. Implementation of eLearning tool allowing systematic and
efficient onboarding and refresher training.
1c. Translation of all relevant Faculty/University documents, websites
and employee training into English.
2. Implementation of Faculty Employee Satisfaction Survey, in the end
of the Revised Action Plan implementation phase.
24.
Working
conditions
+/- GAPS:
1. Missing Faculty working time regulation (flexible working hours,
home office).
2. Missing communication - Faculty HR intranet with all necessary
employment info in one place, also in English.
3. Language barrier.
INITIATIVES UNDERTAKEN:
Current Status:
Requirements of this principle are considered almost implemented.
Working conditions are strictly governed by national legislation, an
overview in English:
[https://www.eurofound.europa.eu/country/czech-
24
republic#individual-employment-relations], and additionally by
internal regulations. Collective bargaining agreement is in place, for
the whole University, and the Faculty has its own trade union
committee, which is part of the Stakeholder group.
All buildings are wheelchair accessible. All employee special needs are
being addressed, see Principle 10.
Czech Republic provides from time perspective generous maternity
and parental leave (up to 4 years) and the Faculty allows part-time
work for mothers/parents in a broad scale. 55 % of women
researchers are part-timers and, thanks to this working time flexibility,
a minority of mothers needs to extend a break in their research career
and continue with parental leave after the maternity leave.
The Faculty allows flexible working hours. Academic staff is obliged to
be present at the workplace for teaching hours, otherwise
homeworking is granted. Sabbatical leave, where teaching and other
duties allow, is granted. Home office is available to non-academic staff
as well. These are governed by University framework regulations and
provided based on individual departments’ unwritten rules. University
provides 8 weeks of vacation to academic staff and 6 weeks of
vacation to non-academic staff (2 weeks more that legal obligation)
There is improvement requirement from the perspective of
employment of not Czech speaking researchers: to get equal
information and support in English, as Czech speaking employees
receive in the Czech language.
Supporting regulations and websites:
1. MU Employment code (Art. 2/1/h)
2. MU directive 11/2013 – Working time rules
3. MU directive 2/2010 - Career rules (In particular Art. 6)
4. MU directive 4/2017 - Sabbatical leave
5. MU directive 8/2014 - Rules of accessibility for the disabled persons
6. MU Directive 9/2014 - Studies of students with special needs
7. Act no. 111/1998 Coll., Higher education act CZ
25
8. Act no. 262/2006 Coll., Labour code CZ
9. EU info - Working life in the Czech Republic
[https://www.eurofound.europa.eu/country/czech-
republic#individual-employment-relations]
PROPOSALS:
1. Creation and implementation of Faculty Working time rules, in
addition to the University framework regulation.
2a. Improvement of Faculty Internal Communication: Implementation
of Faculty intranet - section supporting administration processes and
HR
2b. Implementation of Faculty Employee Satisfaction Survey, in the
end of the Revised Action Plan implementation phase.
3a. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
3b. Competency building: Ensuring ability to provide services in
English - Enhancement of English courses for the support staff.
25.
Stability
and
permanen
ce of
employme
nt
+/- GAPS:
1. Certain feeling of insecurity among researchers, especially in their
early stage, but not limited to this time frame only.
IMPEDIMENTS
1. Act no. 262/2006 Coll., Labour code, Articles related to definite and
indefinite contracts, and employment contract termination
[https://www.mpsv.cz/files/clanky/3221/labour_code.pdf]
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented in the sense that
maximum efforts and prioritization are carried out within available
budgets and known duration of existing research projects.
The University is stable a desired employer providing employees with
stable, long term contract where possible. Due to the various sources
of funding and that substantial contribution to the Faculty budgets
comes from project-oriented financing, some contacts are for a fixed
period – for the length of the project.
There is a large number of researchers on fixed period contracts, part
of them with unlimited number of contract extensions allowed for
project assignments, which follows the provision of a University
collective bargaining agreement and Czech labor code. Thus the
extremely complicated and costly unlimited contract termination in
CZ, which is among the most complicated in Europe - see Deloitte
International Dismissal Survey
26
[https://www2.deloitte.com/be/en/pages/tax/articles/Tax-Studies-andSurveys-Deloitte-Tax/The-International-Dismissal-Survey.html],
is
balanced
Rules (unofficial) for granting permanent contracts exist at individual
department level.
Supporting regulations and websites:
1. MU measurement 9/2017 - Personal strategy support program
2017 to 2019
2. MU Employment code (Art. 4.2; 5.1)
3. MU Collective Labour agreement (Art. 6 a 7)
4. Act no. 262/2006 Coll., Labour code CZ
5. Deloitte International Dismissal Survey
6. EU info - Working life in the Czech Republic
[https://www.eurofound.europa.eu/country/czech-
republic#individual-employment-relations]
PROPOSALS:
1a. Creation of a Faculty Career Code, containing career development
path options, including rules for granting unlimited contracts, with the
aim to provide the longest contract duration (3 yrs.) possible with
respect to existing project financing conditions.
1b . Improvement of Faculty Internal Communication:
Implementation of Faculty intranet – including a section supporting
administration processes and HR, also available in English.
26.
Funding
and
salaries
+/- GAPS:
1. Missing Faculty rules for motivation bonuses.
2. Missing communication - Faculty HR intranet with all necessary
employment info in one place, also available in English.
3. Language barrier.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented in the sense that
maximum efforts and prioritization are carried out within available
budgets and known duration of existing research projects.
It is governed by the recently updated University/Faculty
remuneration regulation (tariff wage). There was a recent (July 2018)
10% increase in tariff wages for all University employees.
27
It is necessary to mention that average salary in 2017 for R1-R4
research staff at the Faculty was circa 1800 EUR, which might not be
always fully competitive from the perspective of employment
attractiveness to foreign, especially West European or
US/Australian/Canadian, researchers.
All social security provisions are strictly governed by national
legislation and additionally by internal regulations. For overview of
national legislation in English please see:
[https://www.eurofound.europa.eu/country/czechrepublic#individual-employment-relations].
University wide collective
bargaining agreement is in place. The Faculty has its own trade union
committee – also part of the Stakeholder group.
Supporting regulations and websites:
1. MU Internal wage regulation
2. MU directive 3/2018 - Job catalogue
3. MU Employment code (Art. 4/2/i)
4. MU directive 5/2017 - Employee assessment
5. MU Collective Labour agreement (Art. 9 a 10)
6. MU directive č. 7/2013 - Insurance and pension savings support of
MU employees
7. Instruction of the Dean 3/2018 - Remuneration rules 2018
8. EU info - Working life in the Czech Republic
[https://www.eurofound.europa.eu/country/czech-
republic#individual-employment-relations]
9. Act No. 187/2006 Coll., Sickness insurance Act CZ
10. Act No. 589/1992 Coll., On Social insurance premium CZ
11. Act No. 155/1995 Coll., Pension insurance Act CZ
12. Social security organisation Act CZ
PROPOSALS:
1. Implementation of a Faculty Evaluation/Appraisal system with
specification of rules for motivation bonus (variable pay).
28
2. Improvement of Faculty Internal Communication: Implementation
of Faculty intranet - section supporting administration processes and
HR.
3a. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
3b. Competency building: Ensuring ability to provide services in
English - Enhancement of English courses for the support staff.
27. Gender
balance
+/- GAPS:
1. Missing well-presented Faculty recruitment policy, in addition to the
University regulation, which would include all OTM-R principles,
including Selection committee composition from gender perspective.
2. Missing better visibility of women researchers.
3. Missing better gender and cultural diversity awareness.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented in the sense that
maximum effort is carried out with respect to gender representation
in individual scientific fields, where some have typically lower female
representation (e.g. mathematics, statistics or physics).
Gender balance and a principle of equal opportunities are priority
both at the Faculty/University and are governed by multiple internal
regulations and initiatives while maintaining the criteria of the highest
quality of quality and matching competencies of available candidates.
Regarding the R1 – R4 long term numbers - there are currently 60 % of
males and 40 % females at the Faculty. There is a common trend of
gradual feminization that is visible in statistics – the younger age
group, the better the gender balance is (and vice versa) –
[http://www.sci.muni.cz/NW/VVZ/HRS4R/GB1.pdf].
55 % of women researchers are part-timers and, thanks to work time
flexibility, a minority of mothers needs to extend a break in their
research career to go on parental leave after the maternity leave.
Supporting regulations and websites:
1. MU directive 2/2010 - Career rules
2. MU directive 6/2015 - Code of ethics, in particular (Art. 2/4)
3. MU instruction 1/2016 - Procedural rules of the Equal Opportunity
Panel
13. Specific MU body - Equal Opportunity Panel
29
PROPOSALS:
1. Creation and implementation of Faculty OTM-Recruitment Policy
applicable for recruitment of both academic and non-academic
positions and containing rules for appointment of the selection
committees including recommendations for gender diversity.
2a. Implement gender sensitization actions and communicate them:
e.g. “Successful women” campaign.
2b. Improvement of Faculty External Communication & Employer
Branding:
*Creation of new Faculty website (already in a progress) containing
“Successful women” section.
* Including “Successful women” section into the regular Faculty
Newsletter.
2c. Implementation of Faculty Employee Satisfaction Survey, in the
end of the Revised Action Plan implementation phase.
3a. Establishing a Faculty ombudsman role to create an independent
channel for reporting and solving eventual discrimination complaints
and cases, and also for gender and diversity advisory, in addition to
the University bodies.
3b. Competency building: Implementation of soft skill training in
cultural and gender diversity.
28. Career
developme
nt
-/+ GAPS:
1. Missing Faculty Career code, containing career development paths
for R1-R4, built on the Faculty Role system.
2. Missing career advisory and mentoring, especially for early stage
researchers.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered partially implemented and requiring
improvement actions. There are very general Career rules and Career
Center at the University level, and individual Faculty departments
have their own individual, more or less, formalized and communicated
rules.
Supporting regulations and websites:
1. MU Employment code (Art. 4/2/g)
2. MU directive 2/2010 – Career rules
3. Career Center MU - web
30
4. Info for doctoral students - Web
5. Career in Research MU - Web CZ
PROPOSALS:
1a. Creation and implementation of Faculty Career Code, containing
career development paths and mobility aspects, for all research career
stages, built on the new Faculty Role system and allowing individual
departments to add their specifics in their departmental operational
procedures.
1b. Development of a dedicated internal concept for attracting, hiring,
onboarding, and career development of postdoctoral researchers with
a focus on incoming/international researchers (dedicated web,
information flyer, training).
1c. Development and implementation of a concept for education
(Doctoral school), mentoring and personal development of doctoral
(Ph.D.) students, including preparation of guidebooks for Ph.D.
students, supervisors, heads of Ph.D. programs and other
stakeholders; system of continuous trainings as well as preparation of
a follow-up support for further career development after graduation.
1d. Implementation of Faculty Employee Satisfaction Survey, in the
end of the Revised Action Plan implementation phase.
2. Competency building: Leadership training for senior researchers,
managers and supervisors, including mentoring skills.
29. Value
of mobility
+/- GAPS:
1. Missing clear Faculty rules, also how to combine mobility ambitions
with teaching duties.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented and specified in
multiple University regulations. In practice, not having mobility
experience or willingness is perceived as a negative point. At some
Faculty departments the International mobility is a specific
requirement for certain positions.
Sometimes budget limitations exist.
For international mobility, there is well functioning University
International Support Office, providing direct support of long term
31
University foreign employees: dealing with Czech authorities,
immigration arrangements, kindergarten, English speaking doctors
etc.
International mobility is also a mandatory/requirement for all enrolled
Ph.D. students.
Supporting regulations and websites:
1. MU directive 8/2011 - Rules for foreign study and foreign stay
recognition
2. MU directive 2/2010 - Career rules
3. MU directive 4/2017 - Sabbatical leave
4. MU directive 3/2018 - Job catalogue (in particular Art. 5/5)
5. International Support Office MU - Web
6. Welcome Guide for Foreign Employees MU
PROPOSALS:
1. Creation and implementation of a Faculty Career Code, containing
career development paths and mobility aspects, for all research career
stages, built on the new Faculty Role system and allowing individual
departments to add their specifics in their departmental operational
procedures.
30. Access
to career
advice
-/+ GAPS:
1. Missing Faculty Career code, containing career development paths
for R1-R4, built on the Faculty Role system.
2. Missing career advisory and mentoring, especially for the early stage
researchers, including networking with private businesses.
3. Low visibility of the University Career Center.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered partially implemented.
Some of the Faculty departments provide career advice and job
placement advice informally within their scientific communities and
networks and consider this the only effective option. Others expect
this support to be provided at the Faculty level.
There is a Career Center at the University level [https://www.kariera.muni.cz/en/],
which is the official recruitment –
consulting agency connecting employers with students and new
graduates. Support of this center is not fully known among Faculty R1R4,
and is considered to be rather general from the perspective of
32
very specific scientific fields covered by the individual Faculty
departments. Especially early stage researchers would appreciate
Faculty Career Advisor role.
Supporting regulations and websites:
1. MU directive 2/2010 - Career rules (Art. 10)
2. Career Center MU - Web
3. Info for doctoral students MU - Web
4. Career in Research MU - Web
PROPOSALS:
1a. Creation and implementation of a Faculty Career Code, that
includes appointing Faculty Career Advisor role and includes career
development paths and mobility aspects for all research career stages.
1b. Improvement of Faculty External Communication & Employer
Branding: Creation of new Faculty website, including external Career
Page containing success stories of the Faculty alumni.
2. Competency building: Leadership training for senior researchers,
managers and supervisors, including mentoring skills.
3. Improvement of Faculty Internal Communication: Implementation
of Faculty intranet - section supporting administration processes and
HR, including internal Career Advice site, which will contain basic
career advisory, important info and reference including references to
the University Career Center, all Faculty vacancies, and also reference
to external research opportunities presented by the Czech
recruitment engine Researchjobs.cz.
31.
Intellectual
Property
Rights
+/- GAPS:
1. Improved information sharing and training, also in English.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented.
The legal protection of the research results is regulated primarily by
the general Act No. 121/2000 Coll., The Copyright Act, and the
33
number of other specific regulations that are fully implementing EU
legislation.
There are internal guidelines available for University researchers,
providing information about intellectual property, handling research
data, and technology transfer opportunities. Policies and practices
concerning the IPR protection and the researchers’ participation are
regulated in detail by the University Directive 10/2013.
Researchers are being offered with training in intellectual property
rights by the University expert body TTO
[https://www.ctt.muni.cz/en/intellectual-property/ip_at_muni],
which also provides guidance for contacts with commercial or
industrial organisations, and providing legal and administrative
support to researchers.
With regards to applied outcomes of research, there is a system of
motivational financial bonuses for researchers in place. The bonus
amount depends on the technical and commercial success of the
intellectual property created by an employee.
For each intellectual property with a potential commercial use,
written agreement is prepared in advance that defines rights and
duties of all parties, including also researchers and their bonuses.
Supporting regulations and websites:
1. MU directive 10/2013 - Intellectual property
2. MU measurement 9/2013 - Sustainability of intellectual property
results
3. TTO director measurement 2/2014 - On the proof of concept
support system
4. Intellectual property - Technology Transfer Office (TTO) MU - Web
PROPOSALS:
1a. Implementation of Onboarding process – including training of new
employees in Intellectual Property Rights, preferably using eLearning
tools.
1b. Implementation of regular refresher training in Intellectual
Property Rights.
34
1c. Implementation of eLearning tool allowing systematic and efficient
onboarding and refresher training.
1d. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
32. Co-
authorship
+/- GAPS:
1. Missing Faculty Evaluation/Appraisal system providing all R1-R4 and
their supervisors with clear framework process, including targeting and
evaluating of publication activities, and still maintaining space for
individual departments’ specifics.
2. Improved information sharing.
3. Missing Faculty reporting mechanism for eventual ethical issues
(University complaint process is in place).
4. Missing training for early stage researchers on academic writing and
publishing.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented. It is crucial and
linked to principles of research ethics & intellectual property rights,
and also to the system of evaluation of the research quality and
performance. The legal protection of the research results is regulated
primarily by general Act No. 121/2000 Coll., The Copyright Act, and
the number of other specific regulations that are fully implementing
European legislation in the given area.
Publication activities are among the major factors considered in the
research staff evaluation, which is currently organized departmentwise
using more or less formalized approach (see also Principle 11).
At the University level, internal online application (EVAK, Evaluation of
Academics) exists enabling to collect data on academic staff activities
from multiple sources (hours of teaching, publication activities etc.),
allowing to evaluate performance of the academic staff against data.
This application is used by several Faculty departments.
The Czech State runs the database (information system) collecting the
information on the research results (RIV), which collects data on
individuals’ publication activities in „impact“ scientific journals
[https://www.rvvi.cz/riv]. Data collected within RIV represent one of
the sources for the internal EVAK application, and research papers in
ISI WOS impacted journals are the most relevant outcomes for
researchers at the Faculty.
The collaborative spirit of the Faculty/University is reflected by natural
support and appreciation of co-authorships within Faculty as well as
externally. Co-authorship principles, both within and among research
organisations, are also strongly supported by newly implemented
35
National Methodology for Evaluating Research Organisations and
Research, Development and Innovation Purpose-tied Aid Programs
(approved under Czech Government Resolution No. 107 of 8 February
2017, so called „Methodology 17+“).
From consultation workshops with R1-R4 is understood, that
improvement is required in unification and dissemination of rules and
establishing contact/complaint point.
Supporting regulations and websites:
1. MU directive 10/2013 Intellectual property
2. MU directive 6/2015 - Code of ethics, (in particular Art. 4, 7)
3. Best practices in scientific publishing MU - Web
4. Act no. 121/2000 Coll., Copyright act CZ
PROPOSALS:
1. Implementation of a Faculty Evaluation/Appraisal system.
2a. Implementation of Onboarding process – including training of new
employees on research ethics, including Co-Authorship, preferably in
eLearning form.
2b. Implementation of regular refresher training in Intellectual
Property Rights, preferably in eLearning form.
3. Establishing a Faculty ombudsman role to create an independent
channel for reporting and solving eventual ethical issues, in addition
to the University bodies.
4. Implementation of an educational concept for Early stage
researchers – Ph.D. students and postdoctoral research fellows,
containing training on “how to write a scientific publication”.
33.
Teaching
+/- GAPS:
1. Missing Faculty Career code and Role system specifying both research
and teaching as competencies for individual roles.
2. Missing Faculty Evaluation system.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented.
36
3. Lack of information dissemination of existing educational programs.
4. Improvement in teaching/training competencies of the research staff
R1-R4.
Demands and synergies in research and teaching duties are
maintained department-wise, using more or less informal approach.
However, they are mostly considered balanced during consultations.
Individuals striving to carry out research only are less desirable in
teaching of (especially undergraduate) classes. These needs are then
covered by dedicated “lecturers” (lektor). On the other hand, opening
an elective class is among the undeniable rights of all academics and
researchers as reflected in the key Faculty document (Statute).
There is an educational program in pedagogical competencies
[http://cerpek.muni.cz/] available at the University level, partially also
in eLearning form, however it is only in Czech language at the
moment.
As an outcome from consultation sessions, there is a space for
improvement in a better definition of rules for research and teaching
duties targets for individual roles, as well as in availability of
information on “teaching training” not only in Czech but also in
English. This will bring benefits to both early stage researchers and
senior researchers, who could improve their competencies for followup
training and mentoring of early stage researchers.
Supporting regulations and websites:
1. MU directive 2/2010 - Career rules (Art. 6/5)
2. Faculty Measurement 8/2012 - Teaching and study programs
3. Faculty of Science Statute
4. Educational program on pedagogical competencies - Web
5. Summer school on teaching for doctoral students
PROPOSALS:
1a. Creation of the Faculty Role system specifying both research and
teaching competencies for individual roles/positions, as a building
pillar for a new Career code and Evaluation system.
1b. Creation of the Faculty Career code specifying competencies for
individual career development paths.
37
2. Creation and implementation of a Faculty Evaluation system
containing framework for setting detailed research/teaching targets
for individuals.
3a. Improvement of the Faculty Internal Communication:
Implementation of the Faculty intranet - section supporting
administration processes and HR, including section on available
trainings related to researcher competency building.
3b. Translation of all relevant Faculty/University documents, websites,
and employee training into English.
4. Competency building: Leadership training for senior researchers,
managers and supervisors – mentoring and coaching to be used for
training of early stage researchers by their senior colleagues or
supervisors.
34.
Complains
/ appeals
+/- GAPS:
1. Missing Faculty reporting mechanism for eventual conflicts and
grievance cases.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented in the sense that
there is an existing University procedure to record, address and solve
all complaints or appeals of any student or employee (Rector's
Directive No. 3/2008; https://www.muni.cz/en/about-us/officialnotice-board/submitting-and-processing-complaints).
At the Faculty
level, a dedicated web section is maintained.
However, from consultation workshops it is apparent, that
researchers require a well communicated and dedicated procedure at
the Faculty level. This would create, in addition to the University
procedure, a channel for solving complaints and people related issues.
Supporting regulations and websites:
1. MU directive 3/2008 - Complaints and petitions rules
2. Submitting and processing complaints at MU - Web
3. Suggestions & Complaints FoS - Web
4. MU Employment code
38
PROPOSALS:
1. Establishing a Faculty Ombudsman role and procedure to create an
independent channel for reporting and solving eventual complaints,
disputes and people issues, and also for gender and diversity advisory,
in addition to the University bodies.
35.
Participati
on in
decision-
making
bodies
++ GAPS:
1. As there is always space for improvement, all information related to
decision making bodies should be available also in English.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered fully implemented in the sense of staff
having the right to participate in decision-making through democratic
and open systems of Academic senates at both Faculty and also the
whole University.
The Academic Senate has essential influence on approval of
University/Faculty internal regulations and researchers can express
their opinions related to science and research through this body.
There is also the Scientific Board, which approves the long-term
strategic plan of the Faculty, and the individual members of the S.B.
are being approved by the Academic senate.
Supporting regulations and websites:
1. Faculty of Science Statute – Academic Senate, Scientific Board
2. MU Statute – Academic Senate, Scientific Board
PROPOSALS:
1. Translation of all relevant Faculty/University documents, websites
and employee training into English.
Training and Development
36.
Relation
with
supervisor
s
+/- GAPS:
1. Missing formal Faculty training/mentoring guidelines.
2. Clear official mentor assignment for the early stage researchers is
missing in case they are not current or former students of the Faculty,
but new employees.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented, department/projectwise
and informally, i.e. requiring improvements as an outcome based
on consultation workshops. Some bigger departments already have
39
3. Lack of mentoring and communication skills and time management
also applicable to senior researchers.
their own training framework and informal mentoring structure as a
part of career rules for early stage researchers. As this is set up in
more informal way, not all records are kept, and feedback is provided
haphazardly. On the other hand, the schedule of deliverables,
milestones and outputs is closely monitored. This process needs to be
more formalized, written rules need to be created so that this
becomes a scheduled event for each researcher.
Supporting regulations and websites:
1. MU Study and examination regulations (Art. 27, 28)
PROPOSALS:
1. Creation of the Faculty training and development guidelines.
2. Implementation of an Onboarding process, including an official
mentor assignment to a new employee and related actions.
3a. Competency building: Leadership training for senior researchers,
managers and supervisors, including communication and mentoring
skills.
3b. Implementation of Faculty Employee Satisfaction Survey, in the
end of the Revised Action Plan implementation phase.
37.
Supervisio
n and
managerial
duties
+/- GAPS:
1. Missing formal Faculty training/mentoring guidelines
2. Clear official mentor assignment for the early stage researchers is
missing in case they are not current or former students of the Faculty,
but new employees.
3. Lack of mentoring and communication skills and time management
also applicable to senior researchers.
4. High administrative burden on supervisor side.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented, and requiring
improvements based on outcomes from consultation workshops.
Senior researchers assume these roles naturally. Again, this principle
is carried out in a more formal way than it should be in order to
provide a stimulating environment. Written rules will be set up and
codified. The performance of these task will also be formalized in the
newly created Code of Ethics.
Supporting regulations and websites:
1. MU Employment code (Art. 4)
2. MU directive 6/2015 - Code of ethics
40
PROPOSALS:
1. Creation of the Faculty training and development guidelines.
2. Implementation of an Onboarding process, including an official
mentor assignment to a new employee and related actions.
3a. Competency building: Leadership training for senior researchers,
managers and supervisors, including communication and mentoring
skills and time management.
3b. Implementation of the Faculty Role system (Role systemization),
including related job descriptions and competency models as a basic
pillar for a structured employee evaluation.
3c. Implementation of the Faculty Evaluation/Appraisal system,
including framework for setting targets for leadership and mentoring
for senior researchers.
4. Decrease of administrative burden by reviewing existing University
IS/IT tools, databases etc. Ensure IT-IS tools are further developed
and configured so that they allow utilization of all existing
functionalities.
38.
Continuing
Profession
al
Developm
ent
+/- GAPS:
1. Missing formal Faculty training/mentoring guidelines.
2. Missing the Faculty Career code, containing career development
paths for R1-R4, built on the Faculty Role system.
3. Missing the Faculty Evaluation/Appraisal system.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented, informally.
Examples include natural right of researchers to participate at
professional congresses as well as courses and trainings provided at
the University and Faculty levels and improving specifically
pedagogic/teaching abilities (http://cerpek.muni.cz/), language skills
(https://www.cjv.muni.cz/en/), advancing in e-learning
(https://is.muni.cz/elportal/), and other external courses, e.g.
http://www.sci.muni.cz/NW/VVZ/INNOLEC/index.html or
http://www.embo.org/funding-awards/courses-workshops
Supporting regulations and websites:
1. MU directive 2/2010 - Career rules (Art.5)
2. MU Employment code (Art. 3/2/g, f)
3. Career Center MU - web
41
4. Info for doctoral students - Web
5. Career in Research MU - Web CZ
PROPOSALS:
1. Creation of the Faculty training and development guidelines.
2a. Creation and implementation of the Faculty Career Code,
containing career development paths and career advisor role.
2b. Development of a dedicated internal concept for attracting, hiring,
onboarding, and career development of postdoctoral research fellows
with focus on incoming/international researchers (dedicated web,
information flyer, and training).
2c. Development and implementation of a concept for education
(Doctoral school), mentoring and personal development of doctoral
(Ph.D.) students, including preparation of guidebooks for Ph.D.
students, supervisors, heads of Ph.D. programs, and other
stakeholders; system of continuous trainings as well as preparation of
a follow-up support for further career development after graduation.
3. Implementation of the Faculty Evaluation/Appraisal system,
including framework for setting targets for leadership and mentoring
for senior researchers.
39. Access
to
research
training
and
continuous
developme
nt
+/- GAPS:
1. Missing Faculty Role system containing job descriptions/competency
models for R1-R4 roles.
2. Missing the Faculty Career code, containing career development
paths for R1-R4, built on the Faculty Role system.
3. Missing the Faculty Evaluation/Appraisal system.
4. Missing information on training and development opportunities
available in a summary form.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented and is perceived as
directly linked to specification of individual career development based
on individual role competency models, employee evaluation and also
to budgets availability.
Improvement is required in visibility and communication of training
and development opportunities for R1-R4. “Many things exist,
however employees are not aware of these.”
Supporting regulations and websites:
1. MU directive 2/2010 - Career rules
2. MU Employment code (Art. 3/2/g, f)
42
3. Career Center MU - web
4. MU Info for doctoral students - Web
5. Career in Research MU - Web CZ
PROPOSALS:
1. Implementation of the Faculty Role system (Role systemization),
including related job descriptions and competency models as a basic
pillar for a structured employee evaluation.
3. Implementation of the Faculty Evaluation/Appraisal system,
including framework for setting targets for continuous professional
development.
4. Improvement of the Faculty Internal Communication:
Implementation of the Faculty intranet - section supporting
administration processes and HR, including regularly updated section
on available internal and external trainings related to researcher
competency building, also available in English.
40.
Supervisio
n
+/- GAPS:
1. Missing formal Faculty training/mentoring guidelines.
2. Clear official mentor assignment for the early stage researchers is
often missing, especially in cases when they are not current or former
students of the Faculty, but new employees.
3. Lack of leadership, mentoring and communication skills, and time
management applicable to senior researchers and supervisors.
4. High administrative burden on supervisor side.
INITIATIVES UNDERTAKEN:
Current Status:
This principle is considered almost implemented and is governed by
multiple internal rules. It still requires improvements based on
outcomes from consultation workshops.
Individual departments have their own departmental organisation
rules. This is set up in more informal way. Early stage researchers, in
most cases, know who they should refer to and whom to inform.
Some supervisory skills need to be refreshed and updated – there are
planned activities for managerial education that will be available to
department heads, senior researchers, and mentors, among others.
Feedback and progress notes need to be reinforced. This entire
process needs to be more formalized, written rules need to be created
so that this becomes a scheduled event for each researcher.
43
Supporting regulations and websites:
1. Faculty Organisation rules (Art. VIII)
2. MU Educational, Creative and Associated Activities Quality
Assurance and Internal Evaluation System Guidelines
3. MU directive 6/2016 - Project management
4. MU Study and exams regulations (Art. 28)
PROPOSALS:
1. Creation of faculty training and development guidelines
2. Implementation of an Onboarding process, including an official
mentor assignment to a new employee and related actions.
3a. Competency building: Leadership training for senior researchers,
managers and supervisors, including communication and mentoring
skills and time management, in appropriate form and using
professional experienced and mature lecturer, who would be
respected by senior researchers.
3b. Implementation of the Faculty Role system (Role systemization),
including related job descriptions and competencies and considering
additional organisational level. Consequently sub-department lead
role needs to be added to the departmental org structure.
4. Decrease of administrative burden by reviewing existing University
IS/IT tools, databases, and etc. Ensure IT-IS tools are further
developed and configured so that they allow utilization of all existing
functionalities.