Centrale Nantes engaged in the HRS4R process

Centrale Nantes started the initial application phase in the HRS4R process in October 2019.

The school has since confirmed in writing its endorsement of the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers and its commitment to implement the HRS4R.

Although HRS4R (Human Resources Strategy for Researchers) specifically refers to 'researchers', our approach applies to PhD students, faculty and administrative staff working in the field of research.

Our objectives:

 

• provide visibility in our recruitment policy according to the principles of "Open, Transparent and Merit-Based Recruitment",
• make progress in our recruitment and career management practices,
• support and promote the mobility of researchers,
• offer an attractive working environment for our staff involved in research.

The Human Resources Strategy for Researchers (HRS4R) aims to guarantee the attractiveness of research careers and to improve the recruitment and working conditions of researchers throughout Europe.

It is based on the 40 principles set out in the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers in four areas:

• Research ethics and responsibilities: freedom of research, non-discrimination, professional attitude, etc.
• Recruitment, career and mobility: selection, transparency, merit, recognition of qualifications, etc.
• Working conditions: recognition, stability and continuity of employment, career development, etc.
• Training and professional development: supervision, access to research training, etc.

Research institutions that commit to the HRS4R process can be recognized, upon request, by the European Commission whereby the "HR Excellence in Research" award is conferred.

The process underway at Centrale Nantes

Centrale Nantes set up an HRS4R Steering Committee to orchestrate the various stages.

The school began by communicating the Charter and the Code on its intranet site, followed by an inventory of its practices to identify the strengths, gaps and areas for improvement with regard to the 40 principles. This self-assessment phase involved different methods: surveys, individual interviews and working groups. The working groups (one for each of the four areas) are also responsible for identifying and proposing actions that will be submitted to coordinators, to the members of the HRS4R Steering Committee and to the school's governing bodies.