Human Resources Strategy

Human Resources Excellence in Research - HRS4R

The Maimonides Biomedical Research Institute of Cordoba (IMIBIC) has adhered to the Human Resources Strategy for Researchers (HRS4R) which was initiated by the European Commission and supports research institutions in the implementation of HR policies that contribute to the creation of a transparent, attractive and open labour marker for researchers, allowing them to develop their scientific work in a favourable, stimulating environment.

This HRS4R strategy is based on The European Charter of Researchers and The Code of Conduct for the Recruitment of Researchers, composing the Strategy-Action Plan 2026-2028 Charter & Code (C&C):

• The European Charter for Researchers addresses the rights and responsibilities of researchers and their employers or financing organisations.
• The Code of Conduct for the Recruitment of Researchers intends to improve the hiring of researchers by means of fairer, more transparent selection processes.

The European Charter for Researchers and, in particular, the Code of Conduct for the Recruitment of Researchers is implemented through the strategy Open, Transparent, and Merit-Based Recruitment (OTM-R). This approach benefits both researchers and institutions, while also supporting the full realization of the European Research Area (ERA) and enhancing the cost-effectiveness of research investments. In practice, OTM-R ensures that the most suitable candidate is selected, promotes equal access and opportunities for all, fosters the development of an international profile through cooperation, competition, and mobility, and contributes to making research careers more appealing.

The HRS4R strategy consists of five steps:

• Conducting an internal analysis to compare the IMIBIC's current practices with the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, involving all implicated parties.
• Publication of the results of the analysis and the Action Plan.
• Approval of the Strategy in the European Commission and awarding of the HR Excellence in Research logo.
• Implementation of the Action Plan, and internal self-evaluation after two years.
• External evaluation by the European Commission every three years.

IMIBIC&HRS4R

In 2015, IMIBIC signed a letter of commitment to the Charter & Code (C&C) with the aim to implement the policies and best practices described in both documents.

Throughout 2016 and 2017, taking as a framework the European HRS4R strategy, several activities were carried out to analyze the degree of compliance with each of the 40 principles set forth by the C&C. Based on the analysis, a set of areas for improvement were detected. The results of the analysis served as a basis for the development of the IMIBIC Human Resources Action Plan 2016-2020.

IMIBIC was recognized by the European Commission with the “HR Excellence in Research” – award in September 2017.

As of 2017, the Action Plan was implemented, and monitored yearly. In October 2019, an interim self-evaluation was carried out, including a report to the European Commission about the progress, status of indicators, as well as strengths and weaknesses of the current practices, to be evaluated by external experts. As a result of the self-evaluation of the Plan and OTM-R of IMIBIC, an updated Action Plan 2020-2022 was published. A specific document of OTM-R policy for IMIBIC, based on that provided by the European Comission Network for support of researchers, Euraxess , was also established.

In the beginning of 2020, the European Commission provided the feedback of the external experts concerning the results of the HRS4R Strategy, corresponding to the first two years since obtaining the HR Excellence in Research award. The evaluation congratulated "IMIBIC on their effective HRS4R implementation, their full commitment and their monitoring efforts during the implementation phase."

The 2020–2022 Action Plan was implemented and monitored throughout and at the end of the three-year period. At the conclusion of the Plan, an internal review was prepared. This served, on the one hand, to confirm the achievement of 96.55% of the initially proposed objectives and, on the other, to reflect on the Plan’s evolution and its alignment with the changes that had taken place in the IMIBIC system during 2020–2022. Based on this, and the information gathered during the Institute’s accreditation renewal process by the National Health Institute Carlos III (ISCIII)—which was successfully achieved in 2021—the following Action Plan, 2023–2025, was developed, in line with the principles of the C&C. In parallel, dissemination activities on the HRS4R (see poster) award were carried out among the institute's personnel. The 2023–2025 Action Plan is currently underway, with ongoing monitoring throughout and at the end of each year; a self-assesment of the 2023–2025 Action Plan, including targets and KPIs, by May 2026 is available.

We expected to receive the external evaluation by the European Commission for the renewal of the "HR Excellence in Research" recognition in 2023. The visit has been delayed because of unintended reasons and it is expected for the end of 2025. The European evaluators will assess in place the implementation of the current Action Plan and the future actions that are proposed for the next Action Plan

Notably, at the end of 2023, the European Commision updated the European Charter for Researchers, replacing the 2005 version (Charter & Code). The New Charter for Researchers was launched in December 2023 and, as in the previous version, highlights the rights and responsibilities of researchers and employers, as well as of funders and policy makers. It emphasizes fair, open, and merit-based selection processes and comprises 20 key principles organized into four main pillars: Ethics, Integrity, Gender and Open Science; Researchers’ Assessment, Recruitment and Progression; Working Conditions and Practices; and Research Careers and Talent Development.

Accordingly, the new principles set out in the New Charter for Researchers have been used to both revise and evaluate the 2023-2025 Action Plan and to develop the strategy for the development of the next Action Plan, 2026-2028.