Priorities

Proposed courses of action

Organizational activities

Responsible

Timing

Expected results

The 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

Preparation of Guidelines to be sent with the letters of invitation/appointment to the selection committees, for the recruitment procedure.

Preparation of the Guidelines

Preparation of the Guidelines:
C&C Group

By APR  2010

To make the recruitment committee members aware and responsible with respect to the C&C principles.

Spreading of the contents in the UNICAM community

 

COMUNICAMa

By APR 2010

To stimulate  the committee members in always using the C&C principles for applicants  evaluation.

Guidelines will be included in the letter of appointment for the selection committees.

APOb

From APR 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)

- Incentives to reward those PhD students who achieve and maintain a high level of research quality.

Definition of the criteria and the procedure for evaluating PhD students’ research activities.

 

SASc

By  MAY 2010

 

 

By JUN  2010

 

To reward a bonus in addition to the PhD fellowship.

Increase of the PhD students fellowship based on the evaluation procedure results.

CDAd

- To reserve a share (33%) of the University Research Fund  to researchers exceeding the minimum number of publications established by the National University Council (CUN) for that position. The surplus  should be of a factor  (to be defined), normalized with respect to the working years in that position.

Definition of the surplus factor

 

NVAe

By  MAY 2010

 

 

 

 By JUN  2010

To acknowledge economically  the scientific productivity.

Assignment of funds

CDA

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

- Introduction of a special contribution that guarantees the payment of post docs during the maternity leave (at present not provided)

 Renewal of the procedure already in action, funded by the local administration

APO/CDA

By APR 2010

 

To improve the social security  especially  for early stage researchers.

- Introduction of a supplementary social security scheme specific for researchers.

To identify a social security scheme for researchers (in particular early stage) based on a survey among insurance companies.

APO/CDA

By 2010

- Commitment in maintaining for the next years the benefits for the municipal nursery

Confirmation of the actual agreement

CDA

Yearly

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

Each SARRFf  identifies and trains senior researchers as mentors for early stage researchers.

Definition of the mentor’s profile and of the training guidelines according to C&C principles

C&C Group

By JUNE 2010

To improve the research environment quality, stimulating/promoting creativity and independence of researchers

Identification of mentors and beginning of the training

Schools’ Directors

By  SEPT 2010

Starting of the mentoring activity

Schools’ Directors

By  JAN 2011

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

To make SARRF responsible for designing and implementing long-term plans aimed at enhancing and diversifying researchers’ skills. These plans have to contribute to the enrichment of the researchers’ curriculum, making it more competitive in terms of expected career progressions within both national and international University and Research systems.

SARRFs have to design and implement long term plans for career development of researchers.

SARRF

By SEPT 2010

To enhance researchers’ skills according to the career development plan at  national and international level.

To improve the interdisciplinary character  and integration of the skills within the SARRFs.

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

To reward the SARRFs that encourage the researchers’ mobility with economic incentives

Definition of criteria to assess the degree of mobility within each SARRF and attribution of economic incentives

NVA

 

CDA

By JUNE 2010

 

By SEPT 2010

To actively encourage researchers mobility

Data collection and processing

USIQUALg

Starting from the 2010 evaluation cycle

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

Training of researchers on teaching methods and, for those who are in charge, on designing the educational  routes

Designing and start of the training plans

Prorector for Teaching

By JUNE 2010 (prog)

 

By Feb 2011 (start)

To improve the quality of teaching and design of formative routes

Introduction of a prize for teaching

Definition of rules to identify the course of study  obtaining the best results in an annual assessment, taking into account the proper design (expert assessment) and the best results (customer sat) obtained among the UNICAM courses (with award of the prize during the inauguration of the Academic Year)

Prorector for Teaching and NVA / COMUNICAM

Prorector for Teaching and NVA / COMUNICAM

 

Abbreviations:

a: COMUNICAM  - Communications and External Relations Office

b: APO - Staff Management Office

c: SAS - School of Advanced Studies (International PhD School)

d: CDA - University Executive Board (Administration Board)

e: NVA - University Evaluators Committee

f: SARRF – Autonomous Structures Responsible for Research and Teaching  (Schools)

g: USIQUAL – Quality Systems, Evaluation and Planning Office