Human Resources Strategy for Researchers at Camerino University

 

Priorities
(as expressed in the questionnaire on which the gap analysis was based)

Actions

Organizational activities

Responsible

Timing

Expected results

The Research Institution (R.I.) makes sure that the overall potential of candidates as researchers, in particular their creativity and their degree of independence, are properly considered by the selection committees.

To invite the selection committees, appointed for the recruitment procedures, to give appropriate weight to the candidatesí creativityand scientific independence.

Evaluation guidelines(GL) are prepared.


UNICAM C&C Group

By MAY2010

To make the recruitment committee members aware of and compliant with the C&C principles.

 

GL are included in the letter of appointment for the selection committees.

 

Staff Management Office

From MAY 2010

Appropriate and attractive conditions and incentives, in terms of salary, are guaranteed to researchers - at all stages of their career and regardless of the type of contract (permanent or fixed-term).

To reward the doctoral candidates who achieve and maintain a high standard of research quality.

The benchmark for evaluating doctoral candidates research activities is defined and the evaluation is performed.

School of Advanced Studies (International PhD School) andQuality system office.

By JUL 2010

To attract high quality doctoral candidates.

 

The doctoral candidates stipend is increasedwith an economic incentive according to the evaluation results .

 

University executive board (administration board)

From SEP 2010

To reserve a share (33%) of the University Research Fundto researchers exceeding the benchmark set by the National University Council (CUN) by a factorto be defined, normalized for the yearsactive in research.

 

The factor is defined and the evaluation is performed.

University Council and

Quality system, evaluation and planning office

ByOCT 2010

To acknowledge economicallythe scientific productivity.

Funds are assigned.

University executive board (administration board)

 

From JAN2011

Priorities
(as expressed in the questionnaire on which the gap analysis was based)

Actions

Organizational activities

Responsible

Timing

Expected results

Researchers enjoy adequate social security provisions including sickness, parental benefits and pension rights in accordance with existing national legislation.

To introduce a special contribution that guarantees the payment of post docs during the maternity leave (at present not provided).

The measure currently in act, funded by the Province, is renewed with RI funds.

Staff management office and University executive board (administration board)

By MAY 2010

To improve the social securityespeciallyfor early stage researchers.

To introduce a supplementary pension scheme specific for researchers.

A pension scheme for researchers (in particular early stage) based on a survey among insurance companies isidentified.

Staff management office and University executive board (administration board)

By 2010

To guarantee, for the years to come, a number of places reserved to researchersí children at the municipal nurseries.

The current agreement with Camerino municipality is confirmed and new agreements are stipulated with other municipalities.

University executive board (administration board)

Yearly

Autonomy and creativity of all researchers, including the early stage & early career researchers, is actively promoted.

To mentor early stage & early career researchers to boost their autonomy and creativity.

The mentorís profile and of the traininguidelines according to C&C principles are defined.

UNICAM C&C Group and Professional trainer

By JUL 2010

To improve the research environment quality.

Mentors are Identified and trained.

Schoolsí Council and

Professional trainers

From SEP 2010

The mentoring activity starts.

Schoolsí Directors

FromJAN 2011

Priorities
(as expressed in the questionnaire on which the gap analysis was based)

Actions

Organizational activities

Responsible

Timing

Expected results

Proper plans for increasing researchersí skills and competence, needed for their career progression, are regularly designed by the R.I.

To enhance and diversify researchersí skills, thuscontributingtoenrich the researchersí curriculum, making it more competitive in terms of expected career progressions within the European Research Area (ERA).

The researchers skills are enhanced by individual and realistic researcher career development plans designed by the UNICAM Schools, when a new researcher is recruited. The same measure applies to already recruited early stage and early career researchers.

UNICAM Schools

By SEP 2010

To make UNICAM Schools responsible for enabling researchers to be competitiveatnational and international level and appealing for both the private and public sector.

Possibility for researchers to experience geographical, inter-and trans-disciplinary mobility,and also mobility betweenpublic and private sectors is guaranteed and actively promoted.

To reward with economic incentives the UNICAM Schools that encourage all kinds of researchersí mobility.

Criteria to assess the degree of mobility within each UNICAM School are defined.

University evaluators committee and University Council

By JUL 2010

To increase all kinds of researchers mobility

Data are collected and economic incentives are attributed.

Quality system, evaluation and planning office

 

University executive board (administration board)

FromJAN 2011

Priorities
(as expressed in the questionnaire on which the gap analysis was based)

Actions

Organizational activities

Responsible

Timing

Expected results

Measures and internal regulations are drawn by which the University guarantees researchers adequate training for teaching activities

To train researchers on teaching methods.

Training plansare designed to make optimal use of newly developed technologies and fill possible gaps in particular aspects of teaching and teaching methods.

Prorector for teaching activities

By SEP 2010

 

 

To improve the quality of teaching and attract highly motivated students.

Training activities are launched.

Professional consultant

By FEB 2011

To provide the UNICAM SchoolsDirectors with the tools for designing attractive and effective courses of study.

Training seminars are organized covering major issues concerning communication and design of courses of study.

Prorector for teaching activities and

Communications and External Relations Office

By OCT 2010

 

The course of study obtaining the best results as proper design (expert assessment) and students satisfaction (questionnaire assessment) will be awarded a prize during the inauguration of the Academic Year.

 

Prorector for teaching activities and

University Evaluators Committee

Yearly from 2011

 

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