Domů O instituci HR AWARD Implementační fáze

Implementation phase

A) Implementation of the Action Plan (2022-2023)

Implementation phase proceeded according to slightly modified Action Plan (here), where recommendations of EC (EC Consensus Report) were reflected. After 2 years of implementation we elaborated report on the realisation of the Action Plan for all actions (here), we prepared and analysed questionnairy on the implementation for our employees (here) and we submitted to EC an Internal Review according to the rules for HRAW (here).

  1. Organisational information
  2. Strengths and weaknesses of the current practice
  3. Actions
  4. Implementation/Embedding the HRS4R process

 B) Implementation of the Revised Action Plan (2024-2026)

The second part of implementation will be realised according to the Revised Action Plan (here) and in agreement with new HR Strategy of the Institute (here).The OTM-R Strategy is described below and in the internal regulation "Recruitment and Selection of Researchers of the Institute of Biophysics of the CAS" (here).

  1. Organisational information
  2. Strengths and weaknesses of the current practice
  3. Actions
  4. Implementation/Embedding the HRS4R process

OTM-R Strategy

    We have established an Open Recruitment Policy via the OTM-R document, which represents an internal guideline setting out clear OTM-R procedures and practices for all types of positions. We start with the advertisements of the scientific positions for all categories R1-R4 on the EURAXESS internet portal, web pages of our Institute, Facebook and in some cases on other platforms (mostly e-recruitment tools). The recruitment of researchers is open and transparent, the required documents are clearly described and reduced to minimum in order to keep the administrative burden as low as possible.
    The selection is based on committees selected according to clear rules (see the Regulation). The composition reflects particular field of sciences as well as the requirements on the quality of human resources. In addition, the committees are selected to be gender-balanced. The members of the committees are sufficiently trained in the area of OTM-R by Ing. Robert Ulrich (member of the Steering Committee for HRAW) who is responsible also for advertisements at Euraxess. The guidelines and templates for advertising positions represent a part of the Regulation for recruitment. Open and transpared rules encourage external candidates to apply (most of the candidates are from abroad) including candidates from underrepresented groups. The number of candidates (in average 11 candidates in 2022-23) shows that the working conditions offered are sufficiently attractive, which is in line with OTM-R policy.
    The assessment and selection is performed transparently with feedback to all candidates using the assessment of the merits of the candidates and excluding any discrimination (OTM-R). Each candidate is informed about the number of available positions and about the description of specific job positions through job advertisements. All candidates are informed about the outcome of the competition without undue delay after the competition is closed. The interviewees are provided with an adequated feedback to the interviews. The complaint mechanism consists in the possibility to write to the director of the Institute as well as to the whistleblower. Recruitment and selection of an employee takes place according to the OTM-R document, which is freely accessible to the general public via the website www.ibp.cz. Merit-based approach consisted in the selection of a suitable candidate for a particular job position, when the full range of the candidate's job history was taken into account. The benefit was assessed both qualitatively and quantitatively. Not only previous experience was evaluated, but the overall potential in a broader context. New positions are approved by the department leaders as well as by the Attestation Committee in order to evaluate their performance and provide some estimation whether most suitable researchers applied and were selected.
    Candidates are not discriminated on the basis of their age, sex, worldview, beliefs, social and national origin, ethnicity, sexual orientation, language skills, disability, potential opinion, social or economic conditions, etc. to strengthen the principle of equality between men and women, between young and older workers, between workers living in different family groups with and without children, between foreign workers and workers with Czech citizenship. All scientists are informed in advance about the evaluation procedure of their work. In general, academic evaluation of science is based on the principle of open and transparent attitudes.
     OTM-R procedure is supervised by the International Scientific Advisory Board (ISAB), an advisory body of the Director.  ISAB is composed of high-ranking foreign scientists working in the fields of interest to the Institute. The composition of the ISAB is weighted according to the spectrum and size of the fields of research at our Institute. ISAB is nominated by department leaders, the Council of the Institute, and the Director; members of ISAB are approved by the Council and the Director. During the on-site visit, ISAB evaluates all teams according to their publications, presentations, and visits of their workplaces and provides to the Institute independent evaluation/appraisal of all departments and their leaders, nominations of best PhD students for director award and recommendations of the best outputs for national evaluation.  ISAB provides recommendations on how to improve OTM-R strategy, and this part is discussed with ISAB members. OTM-R strategy is also analyzed and discussed with representatives of the Czech Academy of Sciences (CAS). These discussions provide quality control of the OTM-R procedure. 

Meetings of the Working Group (WG) and Steering Committee (SC)

  • December 15, 2021 (.pdf) Working Group
  • February 24, 2022 (.pdf) Working Group
  • June 15, 2022 (.pdf) Working Group
  • June 15, 2022 (.pdf) Steering Committee
  • November 3, 2022 (.pdf) Working group
  • November 3, 2022 (.pdf) Steering Committee
  • March 30, 2023 (.pdf) Working Group
  • October 4, 2023 (.pdf) Working Group
  • October 4, 2023 (.pdf) Steering Committee
  • January 30, 2024 (.pdf) Working Group (see here)
  • January 30, 2024 (.pdf) Steering Committee

Questionnaire, March 30, 2023 (Questions and Answers)

Analysis of the Questionnaire (Survey)

List of Courses and Lectures (2022-2026)

January 26, 2022, Stanislav Kozubek: Introduction to Science Evaluation
February 17, 2022, Vladky Hagenova: Rhetoric (the ability of cultivated speech)
March 8-10, 2022, Michal Svoboda: Biostatistics
April 12, 2022, Petra Fedorova: ERC grants
January, 2021-June, 2022 weekly, Vogel Radek, Škarková Eva LeBlanc Michele: Language courses
May 17, 2022, Vit Zeleny: Computer graphics
June 22, 2022, Pavla Špondrová: Gender in leadership
February 22, 2023, Nada Konickova, Monika Vrajova, Lyudmyla Tysyachna: Horizon Europe, MCSF and ERC grants
March 28, 2023, Zdenka Brazdova: Management and Leadership in a nutshell
March 30-31, 2023, Celine Carret: Writing of scientific publication
April 5, 2023, Pavla Špondrová: Equality between women and men
May 18, 2023, Stanislav Kozubek: Excel 1
June 28, 2023, David Kral: Seminar on Cybersecurity
September 19 and 22, 2023, Antonin Tomas: Course on physiotherapy
September 27, 2023, Sandra Krahl: Applying design principles to schematic figures
October 23, 2023, Stanislav Kozubek: Excel 1
February 14, 2024, Jiri Ctvrtnicek: Course on the first aid

Time schedule of the Revised Action Plan (2024-2026)

 

Time schedule of the Action Plan (2022-2023)

  

2021, 2022

2021 – 2024