HUMAN RESOURCES STRATEGY FOR RESEARCHERS AND THE HR EXCELLENCE IN RESEARCH AWARD
1. THE HUMAN RESOURCES STRATEGY FOR RESEARCHERS AND THE HR EXCELLENCE IN RESEARCH AWARD
In June 2022, the University of Primorska (UP) committed to the European Commission (EC) to implement the principles outlined in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (Charter&Code). The original versions of these documents, Charter&Code, adopted on March 11, 2005, contained 40 fundamental principles. However, on December 18, 2023, the EC updated the documents and released a new version of the Charter, which now includes 20 principles. Both the Charter and the Code, including the latest version of the Charter focus on general principles related to ethical and professional standards, recruitment and selection processes, working conditions and social security, and the training and development of researchers. Institutions that successfully endorse the principles of the Charter in their human resources policies are awarded the HR Excellence in Research Award – HRS4R.
In May 2023, UP received the HR Excellence in Research Award.
European Charter for Researchers
The European Charter for Researchers consists of 20 principles which are classified under the following four pillars:
1. Ethics, Integrity, Gender and Open Science │ This pillar emphasizes the importance of ethical conduct, integrity in research, gender equality, research freedom, and open access to scientific findings and results.
2. Researchers’ Assessment, Recruitment and Progression │ It defines clear and transparent criteria for assessment, recruiting, and progression of researchers based on their achievements and competences.
3. Working Conditions and Practices │ It ensures that researchers have decent research environment, including adequate funding and salaries, the ability to balance professional and personal life, and financial security.
4. Research Careers and Talent Development │ It encompasses career planning and development, recognizing diverse career paths and providing opportunities for continuous learning and professional development.
2. THE IMPORTANCE OF ACHIEVING THE HR EXCELLENCE IN RESEARCH AWARD FOR THE INSTITUTION
By obtaining the HR Excellence in Research Award, UP contributes to the EC's efforts to create a common research area.
The award enhances the institution's external visibility and credibility, moreover supports scientific excellence, with national authorities and funders, as well as among researchers from abroad. It also ensures alignment with EC funding requirements. Furthermore, the award signifies membership in a wider network of internationally recognized research institutions, providing opportunities to exchange best practices within the European University network.
At the institutional level, the award fosters the intrinsic motivation of employees, as acquiring it involves identifying and improving existing practices related to the recruitment and retention of high-quality staff.It encourages collaboration among UP departments and members, demonstrates a public commitment to ensuring optimal research conditions, and raises awareness of career opportunities in an international context for employees. During the interim assessment phase, UP adopted a document: Classification of researchers within the four levers in career development (R1-R4). Upon receiving the HR Excellence in Research Award, the University of Primorska is entitled to use the HRS4R logo on its websites and other communication channels.
The implementation process of the HRS4R includes an internal review and interim assessment 24 months after its initiation. The University of Primorska began this process in 2024, which unfolded in several stages. The first phase of updating of HRS4R involved revising the Action Plan and the OTM-R Check list.
3. UP ACTIVITIES IN THE FIELD OF HUMAN RESOURCES STRATEGY FOR RESEARCHERS
During the interim phase from 2023 to 2028, UP will implement 18 key activities across the following areas:
- Information security (procedure rules, information security policy, data centers)
- Research data (rules, instructions, info point, workshops)
- Recruitment (unified procedures, meetings for new employees, manuals, tutors, training for selection committees)
- Professional support (pedagogical excellence, employment of foreigners, artificial intelligence, open science, career development, ethical standards)
- Planning and career development of researchers (promotions, full professor)
- Sabbatical year (pilot tenders, rules)
- Outbound research mobility (increase in funds)
- Research and non-research skills (needs, curriculum, training, micro-credentials)
- Investments (new UP FVZ facility, Galeb, Servite Monastery, synchrotron, deep learning server, healthcare simulation center)
- Diversity, equality, inclusion (projects, workshops, implementation of NES)
- Integrity (implementation of AN for integrity)
- Mentoring (interactive information center, working groups, promotion campaigns, guidelines, surveys for monitoring)
The University management, the Rector's office, and UP members, along with UP researchers, actively participated in the initial phase of granting the HR Excellence in Research Award. They also played a vital role in developing and implementing the Human Resources Strategy for Researchers – HRS4R. The HRS4R adopted is a result of democratic discussions among a broad and diverse group of key stakeholders from the entire UP.
PARTICIPATING STAKEHOLDERSCOORDINATORS
- Martina Viler, Legal & Human Resources Office
- Kristina Maršič, Head of Department for Research, Development, and Arts (SRRUD)
STEERING COMMITTEE
- Prof. Klavdija Kutnar, PhD, Rector of UP
- Prof. Štefko Miklavič, PhD, Vice Rector for Research and Development
- Prof. Tina Štemberger, PhD, Vice Rector for Education
- Prof. Michael Mrissa, PhD, Vice Rector for Internationalisation
- Prof. Rok Strašek, PhD, Vice Rector for Economics and Finance
WORKING GROUP FOR IMPLEMENTATION
- Jasna Zorko, Dean's Assistant, UP FHŠ
- Lidija Udovič, UP FHŠ
- Staša Ferjančič Rosso, General Secretary of UP FM
- Martina Kosič Barone, UP FM
- Nataša Vraneš, General Secretary of UP FAMNIT
- MSc Sandra Penko, Human Resources of UP FAMNIT/UP IAM
- Assoc. Prof. Miha Lesjak, PhD, Vice Dean for development and industry collaboration of UP FTŠ Turistica
- MSc Klara Dodič Pegan, General Secretary Assistante, UP FTŠ Turistica
- Maja Šumanski Petrović, General Secretary of UP FVZ
- Andreja Brecelj, Head of the Department for Scientific Research and International Cooperation at the UP FVZ
- Tina Kadunec, General Secretary of UP PEF
- MSc Marijana Pregarac, Department for Scientific Research and International Cooperation, UP PEF
- Lara Gorela, General Secretary of UP IAM
REPRESENTATIVES OF RESEARCHERS
- Assoc. Prof. Katja Hrobat Virloget, PhD, UP FHŠ
- Prof. Aleksander Panjek, PhD, Dean of UP FHŠ
- Barbara Švagan, UP FM
- Assoc. Prof. Ana Grdović Gnip, PhD, UP FM
- Giusy Monzillo, PhD, UP FAMNIT
- Prof. Ted Dobson, PhD, UP FAMNIT
- Assoc. Prof. Emil Juvan, PhD, Dean of UP FTŠ Turistica
- Prof. Helena Nemec Rudež, PhD, UP FTŠ Turistica
- Rok Vatovec, PhD, UP FVZ
- Assoc. Prof. Boštjan Žvanut, PhD, UP FVZ
- Assist. Prof. Anja Pirih, PhD, UP PEF
- Prof. Amalija Žakelj, PhD, UP PEF
- Assist. Prof. Nuša Zadravec Šedivy, PhD, UP IAM
- Assist. Prof. Jure Pražnikar, PhD, UP IAM
COORDINATORS OF INDIVIDUAL ACTIVITES
- Rajko Gržinič, IT Department
- Assoc. Prof. Jonatan Vinkler, PhD, UP FHŠ
- Assist. Prof. Ana Slavec, PhD, UP FAMNIT
- Martina Viler, Legal & Human Resources Office
- dr. Boštjan Frelih, Secretary General
- Nika Bibica, Legal & Human Resources Office
- Sandra Kranjec, Legal & Human Resources Office
- Kristina Maršič, Head of Department for Research, Development, and Arts (SRRUD)
- Andreja Pobega Bizjak, International Office
- Blanka Palčič, Project Office
- Prof. Klavdija Kutnar, PhD, Rector of UP
- Tjaša Kranjec, General Office
- Ingrid Orel, Secretariat of UP
- Tjaša Vidmar, PhD, Department for Research, Development, and Arts (SRRUD)
Several meetings were conducted to discuss the key areas and principles of the Charter as part of implementing the HRS4R.
The following meetings took place at the UP Rectorate from 2022 to 2024:
| 14. 11. 2024 | Meeting on the Implementation of the updated Human Resources Strategy for Researchers – HRS4R |
| 12. 6. 2024 | Introductory Meeting : Interim Review of the HRS4R |
| 1. 2. 2023 | Meeting on the Implementation of the HRS4R |
| 26. 10. 2022 | 3rd Meeting of the Working Group and Steering Committee |
| 6. 10. 2022 | 1st Meeting of the Steering Committee |
| 27. 9. 2022 | 2nd Meeting of the Working Group for the preparation and implementation process |
| 9. 9. 2022 |
1st Meeting of the Working Group for the preparation and implementation process |
| 9. 6. 2022 |
Interim Phase (2024)
According to UP member faculties, a total of 38 researchers from career levels R1 to R4 participated in the interim phase. The distribution of researchers across UP member faculties was as follows: UP FHŠ 5 researchers, UP FM 3, UP FTŠ 5, UP FAMNIT and UP IAM 13, UP FVZ 4, and UP PEF 8 researchers.
Additionally, several meetings took place across UP member faculties during the interim phase in 2024.
| Activities | No. Meetings |
| Meetings of the Working Group at the UP member faculties | 6 |
| Meetings of representatives of researchers at the UP member faculties | 5 |
| Other activities | 19 |
| Other activities involving researchers | 4 |
Initial phase (2022)
In the initial phase, a total of 135 researchers from career levels R1-R4 were involved in the process of preparing the internal GAP analysis by UP member faculties. Namely, at UP FHŠ 10, UP FM 52, at UP FTŠ 36, at UP FAMNIT and UP IAM 18 researchers, at UP FVZ 12, and UP PEF 7 researchers.
Additionally, several meetings took place across UP member faculties during the initial phase in 2022.
| Activities | No. Meetings |
| Meetings of the Working Group at the UP member faculties | 11 |
| Meetings of representatives of researchers at the UP member faculties | 8 |
| Other activities | 29 |
| Other activities involving researchers | 5 |
The following section outlines the complete process for obtaining the HR Excellence in Research Award and implementing the Human Resources Strategy for Researchers (HRS4R) at UP. The Diagram provides a detailed overview of all the stages involved in the HRS4R process.
THE PROCESS OF OBTAINING AND IMPLEMENTING HRS4R
| March 2025 → |
Implementation phase of the updated Human Resources Strategy for Researchers At the KDD UP on 26. 3. 2025, Rector of UP, Prof. Klavdija Kutnar, PhD issued an update of the Human Resources Strategy for Researchers - Instructions on employment/recruitment at University of Primorska. |
| November 2024 → |
INTERNAL REVIEW AND INTERIM ASSESSMENT OF HUMAN RESOURCES STRATEGY FOR RESEARCHERS – HRS4R The UP has initiated an internal review and interim assessment of progress as part of the implementation process for the HRS4R. This review and assessment take place within 24 months of obtaining HR Excellence in Research Award and started in 2024. Extract of the Survey on safisfaction of employees 2024 at University of Primorska |
| 20. 11. 2024 |
Internal review and assessment Update of the HRS4R phase, Senate approved the revised HRS4R documents (13th regular session of the UP Senate). GAP Analysis - Revision 2024 OTM-R Check List - Revision 2024 |
| May 2022 ‒ May 2023 |
THE PROCEDURE OF OBTAINING HR EXCELLENCE IN RESEARCH AWARD |
| 12. 5. 2023 |
Outcome of the Assessment by the European Commission│HR Excellence in Research Award granted University of Primorska EC Consensus Report |
| 10. 1. 2023 | Assessment by the European Commission│ Submission of the final version of the documents of the HR Strategy to the EC for assessment. |
|
November 2022 ‒ April 2023 |
The phase of design and implementation of the Human Resources (HR) Strategy for Researchers at UP |
| 12. 4. 2023 |
At its 38th regular session, the KDD UP adopted Guidelines for planning activities under the Annual Work Programmes of individual Members, on the basis of which will strenghten support for career development of researchers. Guidelines for planning activities under the Annual Work Programmes of individual Members which will strengthen support for career development of researchers |
| 14. 12. 2022 |
At its 34th Session the UP Senate adopted the HR Strategy for Researchers at the UP. OTM-R Checklist |
| 15. 11. 2022 |
The Rector of UP issued the Instructions on employment/recruitment at UP (002-31/22). Instructions on employment / recruitment at UP (002-31/22) |
| May 2022 ‒ June 2022 |
INITIAL PHASE |
| 2. 6. 2022 |
The EC acknowledged UP's endorsement of the 40 principles of the Charter & Code Principles. Endorsement Letter |
| 25. 5. 2022 |
The UP Senate adopted the document: "Classification of researchers within the four levels in career development (R1-R4)". Classification of researchers within the four levels in career development (R1-R4) |
|
25. 5. 2022 |
At its 28th session, the UP Senate adopted the decision to initiate the process for the preparation of the HR Strategy for Researchers and the acquisition of the "HR Excellence in Research Award". At the same time UP Senate appointed a coordinator for the process and a working group for the implementation of the HR strategy, as well as a contact person for the EC. UP Senate’s decision |