European Human Resources Strategy for Researchers

The European Human Resources Strategy for Researchers, also known as HRS4R, aims to improve the practices of organisations and institutions working in the research sector regarding recruitment and the working conditions of scientists. It gave rise to the HR Excellence in Research label awarded by the European Commission to institutions participating in this approach. This label sets out to put into practice the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, to which Inria has already been a signatory since 2006.

The European Union has awarded Inria the “HR Excellence in Research” label, underlining the relevance of its strategy and the associated HRS4R action plan (with some actions implemented in 2018 and others to start in 2019).

• To reinforce the scientific potential of the institute and also help increase its appeal, Inria intends to focus primarily on the following projects:
• Continue the initiatives and good practices put in place to comply with the principles proposed in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
• Clarify and improve the dissemination of information on recruitment processes and career development
• Deploy the attractiveness component in all its dimensions: training, development, quality of life at work and career monitoring.

The label therefore recognises the approach that Inria has chosen to implement through its 38-point action plan divided into the following areas:

• Professional and ethical responsibilities: For example, the production of a welcome booklet for scientists to make them aware of the ethical and deontological aspects of their profession, or the sharing of information on possible career paths.
• Recruitment and selection: For example, to better inform candidates about recruitment procedures and processes using a guide or to improve the visibility of job offers for greater transparency and attractiveness.
• Working conditions and social policy: A set of actions to better inform, raise awareness and prevent scientists on subjects such as the working environment, psycho-social risks, disability or even parity.
• Training and supervision : Actions to improve career monitoring, support for the careers of young scientists and training for managers.

Inria's HR roadmap 2023-2026 sets out the institute's key HR priorities for this period, in line with developments relating to the Law on the Transformation of the Civil Service (LTFP), and more recently, those stemming from the Law on Research Programming (LPR).

The action plan is based on 4 axes: 

• A “full-fledged”, cross-functional positioning of the HR line; 
• A renewed recruitment policy; 
• Smooth career development; 
• Enhancing Inria's attractiveness: overhauled working conditions and social policy.

Having been awarded the European Human Resources Excellence in Research label, Inria is aligning its human resources policy with the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, which form the European human resources strategy for research. Inria has chosen to include all staff, including support staff, engineers, doctoral students and guest workers.

For consistency purposes, the HR Roadmap 2023-2026 action plan serves as the basis for Inria's deployment of the HRS4R strategy and for its evaluation by the European Commission.

Cross-functional in nature, the HR roadmap is based on the Institute's framework documents, in particular:

• For occupational risk prevention, the national annual prevention program;
• In the area of disability, the Disability Plan and the partnership agreement with the Fonds d'Insertion des Personnes Handicapées dans la Fonction Publique (FIPHFP);
• The Gender Equality action plan.

The HR roadmap also supports the French Ministry of Higher Education and Research's (MESR) new master plan for ecological transition and sustainable development, particularly in the areas of “Education and training” and “Social policy and quality of working life”.

Inria is committed to pursuing the implementation of its HRS4R strategy as part of a process of continuous improvement of its HR procedures and the alignment of its strategy with the Researcher's Charter and Code.

In anticipation of the European Commission's recommendations on the implementation of its HRS4R strategy, and following the 2024 internal self-assessment, Inria is pursuing the methodology already deployed, ensuring optimal conditions for an attractive, stimulating and research-friendly environment.

Section 1: The European Charter for Researchers

The European Charter for Researchers is a set of general principles and requirements which specifies the roles, responsibilities and entitlements of researchers as well as of employers of researchers. In this sense, the Charter constitutes a framework for researchers and employers which invites them to act responsibly and as professionals within their working environment, and to recognise each other as such.

General Principles and Requirements applicable to Researchers:

• Research Freedom
• Ethical principles
• Professional responsibility
• Professional attitude
• Contractual and legal obligations
• Accountability
• Good practice in research
• Dissemination, exploitation of results
• Public engagement
• Relation with supervisors
• Supervision and managerial duties
• Continuing Professional Development

General Principles and Requirements applicable to Employers and Funders:

• Recognition of the profession
• Non-discrimination
• Research environment
• Working conditions
• Stability and permanence of employment
• Funding and salaries
• Gender balance
• Career development
• Value of mobility
• Access to research training and continuous development
• Access to career advice
• Intellectual Property Rights
• Co-authorship
• Supervision
• Teaching
• Evaluation/appraisal systems
• Complaints/appeals
• Participation in decision-making bodies
• Recruitment

Section 2: The Code of Conduct for the Recruitment of Researchers

The code of conduct for the recruitment of researchers consists of a set of general principles and requirements that should be followed by employers when appointing or recruiting researchers. These principles are complementary to those outlined in the European Charter for Researchers.

General Principles and Requirements for the Code of Conduct:

• Recruitement
• Selection
• Transparency
• Judging merit
• Variations in the chronological ordre of CVs
• Recognition of mobility experience
• Recognition of qualifications
• Seniority
• Postdoctoral appointments