The Human Resources Strategy for Researchers and Action plan
in the Warsaw University of Life Sciences
based on the
European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.
The mission of Warsaw University of Life Sciences (SGGW) is to serve the economic and intellectual development of Polish society with special emphasis on rural areas, the food industry and the environment in a broad sense. The university is committed to maintaining the highest level of research, education and implementation of research results. The basis of identity and the success of the university are values such as professionalism, attention to quality, diligence and innovation.
Therefore, the signing of the declaration of support for the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, as one of the first twenty Polish universities, was both the means to fulfil the mission of the university, as well as the application of the recommendations of the European Commission. SGGW fully recognises the need to create attractive working conditions so that the scientists employed by the University are motivated to work actively both in the domestic and foreign research environment, and that the university is seen by potential international scientists as a strategic partner for cooperation and an attractive place to work. Thus, SGGW will be able to create strong new research teams and use modern research infrastructure to improve the quality of research and education, as well as increase international competitiveness. Thus, SGGW will accomplish its mission and implement its development strategy.
Actions done so far:
- 13 of May 2015 – the Rector appoints the team responsible for preparing the Strategy for Human Resources Management for Scientists and Action Plan in Warsaw University of Life Sciences (the Team). The Team consists of the representatives of the Rector, Chancellor and all groups of employees and doctoral students;
- September 2015 – the Team conducts an analysis of the rules and requirements indicated by the EC and CC;
- September-December 2015 – the Team conducts an analysis of existing national and SGGW internal regulations concerning the matters relevant to the compliance with the EC and CC
- December 2015 – the Team prepares a survey to assess the extent to which SGGW staff consider that the rules of the EC and CC are implemented at the university.
- January-June 2016 – the above anonymous survey is conducted among university employees and PhD students. The survey is sent to all employees and doctoral students, approximately 10% respond. The results are considered to be an addition to the internal analysis of existing national and SGGW internal regulations;
- July-August 2016 – the Strategy for Human Resources Management for Scientists and Action Plan in Warsaw University of Life Sciences are developed; it includes a list of recommendations that will help to obtaining the HR Excellence in Research logo.
The Strategy and Action Plan is created based on a Gap Analyses (the results of an internal analysis of existing national and SGGW internal regulations and survey results). In the above survey, the implementation of each EC and CC rule was evaluated on a scale from 0 to 5. Answers in the questionnaire: "0", "1" and "2" were considered to be negative, and in the Action Plan three groups of activities were distinguished:
a) most urgent – rules compliance with which was evaluated as negative by more than 30% of answers (only 3 rules)
b) urgent – rules compliance with which was evaluated as negative by 16% to 30% of answers
c) less important (and not requiring action) – rules compliance with which was evaluated as negative by less than 15% of answers.
- 24 October 2016 – the Strategy for Human Resources Management for Scientists and Action Plan in Warsaw University of Life Sciences is adopted by the SGGW Senate
Actions to be taken:
- European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
- EURAXESS-Researchers in motion
- International Research Projects Office
THE IMPLEMENTATION OF THE ACTIONS OF THE STRATEGY
A.1.Dissemination of the information system:
a) among PhD students – about employment opportunities at the university and beyond, after obtaining a doctoral degree and/or completing doctoral studies;
b) among academic staff members about the criteria required for scientific career development (for obtaining a subsequent degree or academic title)
A.2. Introduction of a system of teaching load reduction for staff members with strong involvement in research.
A.2 Limiting the hours exceeding the defined teaching load in the period preceding a scientific degree defense or when entering the procedure leading to obtaining the title of professor (on a voluntary not obligatory basis).
A.2 Dissemination of a system rewarding staff members for teaching achievements (for the development of new textbooks, scripts and/or computer programs, for good assessment in students’ surveys).
A.2 Reconsidering the number of points possible to be received in the "Evaluation Survey for Academic Staff" for teaching achievements and participation in training raising employee competencies.
A.2 Introduction of training courses for academic staff on teaching methods.