Subject
I. Research and society
I. Research and society
II. Information
II. Information
II. Information
II. Information
II. Information
II. Information
III. Internationalisation
III. Internationalisation
III. Internationalisation
III. Internationalisation
III. Internationalisation
III. Internationalisation
No.
Action
Who: only internal (i) or also external (e)
i
i
2013/1
Research Board
4
Research Board, financial administration 2013/1
2013/1
Research Board
4
2013/1
Personnel Department
4
Research Board
2013/1
i
Personnel Department
10 English language VUB website.
11 English language information sessions.
12 Basic documents in English.
A virtual and physical welcome desk for
13 foreign and mobile researchers.
i
i
i
All departments; coordination through
the International Relations and Mobility
Office (IRMO)
IRMO, Research Board, Personnel
IRMO, Research Board, Personnel
14 Opportunities for (new) researchers to meet.
Ensure that corrections are made to
15 www.euraxess.be
i
IRMO, Personnel Department
IRMO, Research Board, Personnel
Department, faculties
e
Research Board
A series of lectures on “Research freedom,
1 university and society”
e
A series of lectures on “Current problems with
2 intellectual honesty”
e
Doctoral schools, Free Inquiry Circle,
Researchers in Action
Doctoral schools, Free Inquiry Circle,
Researchers in Action
2013/1
4 X
2013/1
4
Restructuring of the VUB website (flagging of
3 subjects of importance to researchers).
Information sessions directed at specific
target groups and improvements to website
information on:
(a) project types and drawing up a project
4 proposal;
5 (b) day-to-day project management;
(c) checking that the R&D database is
6 complete;
(d) working conditions and career
7 development (i.e. realistic expectations);
8 (e) intellectual property rights;
(f) wellbeing in the workplace, the role of
confidential advisers and workplace health
9 and safety.
Marketing and Communications
Department (MARCOM)
2013/1
4
i
i
i
i
i
Who
2013/1
4
2013/1
2013/1
2013/1
4
2013/1
4
2012
X
X
X
X
X
X
2013/1
4
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
No. of Charter points per VUB-action
01. Rs have freedom in performing their research and in return have a social
02. Rs adhere to the ethical codes appropriate to their disciplines.
03. Rs must undertake original research. They respect the intellectual
04. Rs are familiar with how their institution works and duly report progress
05.Rs know their contractual and statutory working conditions.
06. Rs contribute to the proper management of their institution. They are
07. Rs comply with workplace health and safety rules designed to ensure
08. Rs publish their research results. If possible, they must contribute to the
09. Rs contribute to a better public understanding of their research.
10. Employers does not discriminate against researchers.
11. A range of criteria is being used in assessing the professional
12. The eligibility standards are set out clearly in job vacancy notices and are
13. Vacancy notices are drawn up in due time and set out the job
14. The composition of selection committees is based on gender balance,
15. The selection criteria are indicated in advance and feedback on
16. Selection is undertaken on the basis of a range of criteria.
17. For selection purposes, variations in career pathways are viewed as
18. Different forms of mobility experience are seen as contributing to the
19. Employers ensures that the qualifications of researchers (including
20. Selection is based on suitability for the post concerned, not on seniority.
21. Post-doctoral appointments provide additional professional
22. Researchers are recognized as professionals.
23. The employer provides an adequate working environment.
24. Employers ensures that there is an adequate level of flexibility for
25. Employers tries to provide stable employment contracts.
26. The employer is responsible for ensuring fair pay and social security
27. The employer seeks to achieve a representative gender balance across all
28. The employer draws up a career development strategy for researchers.
29. The employer fosters different forms of mobility in career development
30. The employer is responsible for the provision of career advice.
31. The employer is responsible for promoting the intellectual property
32. the employer protects the (co-)authorship rights of researchers.
33. Limited and well-supervised lectures are given by researchers without
34. There is an ombudsman service for researchers.
35. Researchers are represented in the institution’s management.
36. Early-stage researchers report regularly to their supervisors.
37. Supervisors provide guidance to early-stage researchers as regards the
38. Researchers continue their development.
39. Researchers have access to research training and continuous
40. Early-stage researchers are assigned a mentor.
Timescale
Appendix 3. VUB-actions relating to the 40 points of the charter
1
1
1
1
3
3
X
11
3
X
2
1
4
2
4
5
2
Subject
IV. Recruiting
IV. Recruiting
IV. Recruiting
IV. Recruiting
IV. Recruiting
VI. Working conditions
No.
V. Appraisal
21
V. Appraisal
22
V. Appraisal
23
V. Appraisal
24
Action
16 Systematic recruiting through Euraxess.
Ensure that vacancy notices are published in
17 time.
In undertaking appraisals, give greater weight
to creativity (see key work performed in the
last five years in the core competencies).
Take different forms of mobility into account
in undertaking appraisals.
Take a range of criteria (e.g.
mentoring/coaching activities) into account in
undertaking appraisals.
Facilitate experience across disciplines and
mobility between departments.
Who: only internal (i) or also external (e)
i
18 Provide feedback on applications.
i
Attract disadvantaged groups through vacancy
19 notices.
i
Allow for more career variations in vacancy
20 notices.
i
i
i
i
i
VI. Working conditions
Strengthening post-doctoral career
development opportunities: (a) tenure track
posts; (b) the prospect of some form of
stability after 15 years of seniority; (c)
25 introduce new salary scales.
To try to achieve more resources for middle
26 management researchers.
i
VI. Working conditions
To try to put in place a supplementary pension
27 for experienced or post-doctoral researchers. e
i
e
Who
Research Board, Personnel Department
Flemish Government, Flemish
Interuniversity Board, Researchers in
Flemish Government, Flemish
Interuniversity Board, Researchers in
Action
Personnel Department, faculties,
departments
Personnel Department, faculties,
departments
Personnel Department, faculties,
departments
Personnel Department, faculties,
departments
Personnel Department, faculties,
departments
2012
2013/1
4
2013/1
4
Research Board, Personnel Department,
faculties
Research Board, Personnel Department,
faculties
2013/1
4
2013/1
4
Research Board, Personnel Department,
faculties
Research Board, Personnel Department,
faculties
2013/1
4
2013/1
4
2013/1
4
2012
X
2012
X
X
X
2013/1
4
2013/1
4
X
X
X
X
X
X
X
X
X
X
X
X
X
X
No. of Charter points per VUB-action
01. Rs have freedom in performing their research and in return have a social
02. Rs adhere to the ethical codes appropriate to their disciplines.
03. Rs must undertake original research. They respect the intellectual
04. Rs are familiar with how their institution works and duly report progress
05.Rs know their contractual and statutory working conditions.
06. Rs contribute to the proper management of their institution. They are
07. Rs comply with workplace health and safety rules designed to ensure
08. Rs publish their research results. If possible, they must contribute to the
09. Rs contribute to a better public understanding of their research.
10. Employers does not discriminate against researchers.
11. A range of criteria is being used in assessing the professional
12. The eligibility standards are set out clearly in job vacancy notices and are
13. Vacancy notices are drawn up in due time and set out the job
14. The composition of selection committees is based on gender balance,
15. The selection criteria are indicated in advance and feedback on
16. Selection is undertaken on the basis of a range of criteria.
17. For selection purposes, variations in career pathways are viewed as
18. Different forms of mobility experience are seen as contributing to the
19. Employers ensures that the qualifications of researchers (including
20. Selection is based on suitability for the post concerned, not on seniority.
21. Post-doctoral appointments provide additional professional
22. Researchers are recognized as professionals.
23. The employer provides an adequate working environment.
24. Employers ensures that there is an adequate level of flexibility for
25. Employers tries to provide stable employment contracts.
26. The employer is responsible for ensuring fair pay and social security
27. The employer seeks to achieve a representative gender balance across all
28. The employer draws up a career development strategy for researchers.
29. The employer fosters different forms of mobility in career development
30. The employer is responsible for the provision of career advice.
31. The employer is responsible for promoting the intellectual property
32. the employer protects the (co-)authorship rights of researchers.
33. Limited and well-supervised lectures are given by researchers without
34. There is an ombudsman service for researchers.
35. Researchers are represented in the institution’s management.
36. Early-stage researchers report regularly to their supervisors.
37. Supervisors provide guidance to early-stage researchers as regards the
38. Researchers continue their development.
39. Researchers have access to research training and continuous
40. Early-stage researchers are assigned a mentor.
Timescale
Appendix 3. VUB-actions relating to the 40 points of the charter
1
1
1
2
3
3
1
2
1
X
X
3
X
X
2
2
Subject
VI. Working conditions
VI. Working conditions
VII. Training
VII. Training
No.
VI. Working conditions
30
VI. Working conditions
31
VI. Working conditions
32
VI. Working conditions
33
VI. Working conditions
34
VI. Working conditions
35
Action
Enhance financial project management (i.e.
communication between funding providers,
researchers and financial management).
Provide the departments with instruments to
assist with their HR policy.
Put in place a guideline: limiting to 10% of
working time the amount of time spent by
researchers on work for the department (e.g.,
lab demonstrations) which does not form part
of their duties.
Exit interview when a position comes to an
end.
Extend the ombudsman’s service to all staff
(not just doctoral staff).
More and improved working space for certain
departments and researchers.
Who: only internal (i) or also external (e)
To try to achieve transferrable social security
entitlements (illness, unemployment, pension
28 , child benefit, holiday pay).
e
To try to remove differences in working
conditions between EU and non-EU
29 researchers.
e
Ensure supervision and guidance is
36 guaranteed for early-stage researchers.
i
More training for supervisors on the provision
37 of support.
i
Who
EU, Federal and Flemish Government,
Flemish Interuniversity Board
EU, Federal and Flemish Government,
Flemish Interuniversity Board,
Researchers in Action
i
Financial administration, departments
i
Personnel Department, departments
i
Personnel Department, departments
i
i
Personnel Department, departments
Research Board, Personnel Department,
faculties
i
General policy
Research Board, departments
Research Board, Personnel Department
No. of VUB actions per Charter point
2014/1
5
2012
2013/1
4
2013/1
4
2013/1
4
2013/1
4
2013/1
4
2014/1
5
X
X
X
2013/1
4
2013/1
4
X
X
X
X
X
X
X
X
X
X
X
No. of Charter points per VUB-action
01. Rs have freedom in performing their research and in return have a social
02. Rs adhere to the ethical codes appropriate to their disciplines.
03. Rs must undertake original research. They respect the intellectual
04. Rs are familiar with how their institution works and duly report progress
05.Rs know their contractual and statutory working conditions.
06. Rs contribute to the proper management of their institution. They are
07. Rs comply with workplace health and safety rules designed to ensure
08. Rs publish their research results. If possible, they must contribute to the
09. Rs contribute to a better public understanding of their research.
10. Employers does not discriminate against researchers.
11. A range of criteria is being used in assessing the professional
12. The eligibility standards are set out clearly in job vacancy notices and are
13. Vacancy notices are drawn up in due time and set out the job
14. The composition of selection committees is based on gender balance,
15. The selection criteria are indicated in advance and feedback on
16. Selection is undertaken on the basis of a range of criteria.
17. For selection purposes, variations in career pathways are viewed as
18. Different forms of mobility experience are seen as contributing to the
19. Employers ensures that the qualifications of researchers (including
20. Selection is based on suitability for the post concerned, not on seniority.
21. Post-doctoral appointments provide additional professional
22. Researchers are recognized as professionals.
23. The employer provides an adequate working environment.
24. Employers ensures that there is an adequate level of flexibility for
25. Employers tries to provide stable employment contracts.
26. The employer is responsible for ensuring fair pay and social security
27. The employer seeks to achieve a representative gender balance across all
28. The employer draws up a career development strategy for researchers.
29. The employer fosters different forms of mobility in career development
30. The employer is responsible for the provision of career advice.
31. The employer is responsible for promoting the intellectual property
32. the employer protects the (co-)authorship rights of researchers.
33. Limited and well-supervised lectures are given by researchers without
34. There is an ombudsman service for researchers.
35. Researchers are represented in the institution’s management.
36. Early-stage researchers report regularly to their supervisors.
37. Supervisors provide guidance to early-stage researchers as regards the
38. Researchers continue their development.
39. Researchers have access to research training and continuous
40. Early-stage researchers are assigned a mentor.
Timescale
Appendix 3. VUB-actions relating to the 40 points of the charter
1
2
1
2
3
1
1
1
2
X
X
X
3
1 0 1 9 6 3 2 3 0 4 2 1 4 0 1 2 3 2 0 0 2 0 3 1 7 3 0 5 3 2 1 2 1 1 0 1 2 1 0 4 83