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(HRS4R) at the University of Warsaw – Positive Developments and Impact

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(HRS4R) at the University of Warsaw – Positive Developments and Impact Implementation of Human Resources Strategy for Researchers (HRS4R) at the University of Warsaw – positive developments and impact Diana Pustuła Head Office for International Research & Liaison UNICA EURLO GROUP HRS4R Seminar 6.05.2021 WARSAW – AN ACADEMIC CITY . 1.7 million inhabitants . 15 public Higher Education Institutions (HEIs) . 240 000 students per year . Warsaw and the region of Mazovia are most often chosen by international students coming to Poland: 30% of all foreigners coming to Polish academies study here. UW– FACTS AND FIGURES - HRS4R put into scale . The University of Warsaw was founded in 1816. 43 thousand students and PhD candidates . 7.5 thousand employees of which over 3.8 thousand academic staff . 24 departments, 30 extra-departmental academic and research units . 800 international partners . 1600 running research projects a year . University graduates have won 6 Nobel Prize awards: . Nobel Prize in Literature: Henryk Sienkiewicz, Czesław Miłosz, Olga Tokarczuk . Nobel Peace Prize: Menachem Begin, Joseph Rotblat . Nobel Prize in Economic Sciences: Leonid Hurwicz Towards the HR Excellence in Research award Our motivation and first actions taken: • The University C&C Committee • 14.07.2014 - Rector appointed the is headed by the Vice-Rector for members of the special Univerity Human Resources Committee for the implementation of the principles of the European Charter& • The C&C Committee: Code ; • Representatives of the researchers and PhD students GOAL: Continuous progress on the • The representatives of the central development of the revised HRS4R and administration: the implementation of the principles of the Vice –Chancellors for Finance/IT, C&C translating into providing friendly • Deputy Head of the Human Resources working conditions and environment to Office , all researchers for the benefit of the • Deputy Head of the Research Services whole University community. Office (since 1.07.2018 - Head of OIRL) , • Deputy Head of the International Relations Office, • Deputy Head of the Office for University Advancement • Equal opportunity chief specialist since 2016 INITIAL PHASE IMPLEMENTATION PHASE AWARD RENEWAL PHASE 28.08.2014 Endorsement of the C&C February 2016 Implementation Implementation Implementation Implementation Application for the HR Award: of the Action of the Revised of the Improved of the Further Plan Action Plan Action Plan Improved Action Gap Analysis Plan OTM-R Checklist Initial Action Plan Design INITIAL ASSESSMENT INITIAL 12 months SITE WITHOUT RENEWAL VISIT VISIT SITE WITH RENEWAL RENEWAL WITH SITE VISIT VISIT SITE WITH RENEWAL INTERIM ASSESSMENT ASSESSMENT INTERIM 24 months 36 months HR AWARD HR AWARD GRANTING GRANTING 36 months 36 months July 2016 July 2018 July 2021 HRS4R – from PROGRESS to QUALITY Institution European External Experts Commission Towards the HR Excellence in Research award Declaration of endorsement 28.08.2014 12 Polish institutions The University C&C Committee 1st sitting (30.07.2014) and the next steps An internal gap analysis was carried out the results reviewed and discussed to compare policies and practices against the Charter & Code principles The C&C Committee developed a work schedule for execution of the first stage preparation for development of the revised HR strategy (October 2014 – January 2015) and the second stage preparation (February 2015 – January 2016) • In September the first draft survey concerning the level of implementation of the principles of the C&C at the University was prepared by the RSO • In November 2014 the Education Quality Assessment Unit was involved in order to develop a professional questionnaire to be set out to all researchers and PhD students at the University The internal gap analysis and the on-line survey The survey was sent by e- mail with an invitation to participate and with an individual – link to the questionnaire on-line in order to fill it in with the use of the university poll system „Ankieter”. All the poll participants’ data has been anonymized The internal gap analysis and the on-line survey Survey Structure : The questionnaire was divided into 4 parts: working conditions at the University; recruitment; relations with supervisors; general rules and regulations binding research staff In majority of cases, the respondents were asked to evaluate a given issue with reference to: practical aspects of their research work and its significance for their work. Replies based on a five point scale (1 - a very negative assessment and 5 - a very positive assessment). Value of 3 or more stands for a rather positive assessment and values below 3 stand for negative assessments. The internal gap analysis and the on-line survey Characteristics of the Target Group o women - 53% o men - 47% o of the total number of respondents. Staff holding doctoral degree - 42% . Master’s degree - 33% . Professors - 11% . Holders of a doktor habilitowany degree - 15% of the total number of respondents. PhD students (doctoral students) - 29% of the total number of respondents (of which 41% of respondents - humanities and language studies, 32% - social and economic studies, and 26% - mathematics and natural sciences). The Second sitting (February 2015) of the University C&C Committee • The Centre for Education Quality Evaluation presented the results of the survey to the Committee – THE REPORT • The report on the analysis of survey results was published on 31 March 2015 The Second sitting (February 2015) of the University C&C Committee • Based on the report the Committee listed task to do, e.g.: - To develop a Code of Good Practices, - The revise the procedures of recruitment and applying for research funds (document flow, scope of responsibly of all University units involved), - To develop a clear career track for researchers including the principle of the stability of employment, - To develop a periodical assessment system of work of the technical and admin staff, - to enhance international mobility , - equality and gender balance In the meantime … 9.04.2015 Page of the letter of the Minister of Science and Higher Education of the Republic of Poland urging Polish Higher Education Establishments to implement the principles of the Charter&Code as part of the so called „Pact for Horizon” Action Plan. Towards the HR Excellence in Research award 3.5 years later European Charter & Code – HR Strategy & Action plan Submitted in February 2016 HR Excellence in Research award in July 2016 European Charter & Code - Action plan 7 major actions and over 20 sub -actions - examples : European Charter & Code - Action plan European Charter & Code website Awarded in July 2016 European Charter & Code website - NEW European Charter & Code website - NEW European Charter & Code website - NEW Employment Handbook http://en.bsp.adm.uw.edu.pl/employment-handbook/ 23 Promotion of equality & non-discrimination http://www.rownowazni.uw.edu.pl/en/rownowazni-uw-edu-pl/ 24 Promotion of equality & non-discrimination http://www.rownowazni.uw.edu.pl/en/rownowazni-uw-edu-pl/ 25 Where are we now? The University C&C Committee meets every 3 months – monitoring of progress Task: Enhancement of international mobility Students and staff will obtain here information regarding various university matters. WP team will assist students in dealing with formalities, explaining how to register for courses, how to use university library, and how to apply for an electronic student card. They will also provide information about student organisations, language possibilities, cultural and sport activities as well as living in Warsaw. September 2017 Task: Enhancement of international mobility February 2018 Task: Enhancement of international mobility 28 Task: Enhancement of international mobility 29 1st OFFICIAL INTERNAL REVIEW/ INTERIM ASSESMENT 1st OFFICIAL INTERNAL REVIEW/ INTERIM ASSESMENT Submitted to EC on July 17th 2018 The results of all actions taken were listed and briefly described 31 HR Strategy & Action plan – INTERNAL REVIEW Different status of implementation of the actions (completed , partially completed , work in progres/ ongoing ) and a few new actions Deans ’ Academy Leaders ’ Academy 1st OFFICIAL INTERNAL REVIEW/ INTERIM ASSESMENT Additional initiatives in line with the HR Excellence in Research strategy http://cpp.uw.edu.pl/info-in-english/ 33 ENHANCEMENT OF INTERNATIONAL MOBILITY . Get to know our students and employees from abroad ! . Initiative of the University Press Office . Each year more and more foreigners study and work at the University of Warsaw. We present some of them on our website to provide our community with an opportunity to get to know them. 34 What’s next? 35 REREARCHERS’ CAREER INSTITUTIONAL SUPPORT – WHAT’S NEXT? . Support of individual career paths within the „ Excellence Initiative – Research University ” starting 2020 – examples . Action : "From Diamond Grant to ERC grant" - creating individual plans for the research career development (personalized approach to research career development of talented researchers at UW) - University Advisor on CDP, Office for International Researcha & Liaison ; . Action : Programme supporting female researchers at the early stage of their career (part of element of the Gender Equality Plan at UW), . Action : Programme for young female researchers and teachers, . Action: Program for the development and improvement of the researchers' “soft skills”, . Action : Nursery school and Kindergarten on Ochota UW Campus and child-care facilities at the Warsaw University campus (we already have a nursery school at UW),
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