Human Resources Strategy for Researchers (HRS4R)

Professional aspects, attracting talent, work conditions, and supervision of research personnel are essential aspects at IDIBAPS-Fundació Clínic. Thus, with the aim of ensuring a more stimulating and favorable working environment, and with the European Charter and Code for Researchers for recruiting researchers, the institution is working on a process of continuous improvement known as the Human Resources Strategy for Researchers (HRS4R).

On 25 April 2015, IDIBAPS-Fundació Clínic obtained the “HR Excellence in Research” accreditation from the European Commission. Since then, many improvement actions have been undertaken with the aim of benefiting the entire research community.

Documents relating to HRS4R


 “HR Excellence in research” recognition is renewed at IDIBAPS
In May 2022, the HRS4R online site-visit was conducted by three international experts. Close to 40 research and management staff members took part in it. As a result, the HRS4R acknowledgement was renewed  for three years, until 2025.

New professional groups and profiles are approved for both IDIBAPS and FCRB staff
All IDIBAPS and FCRB employees were classified according to those new professional profiles that group them according to their tasks and responsibilities.

Publishing in open access is the main topic of one session organised for the research community
One session to promote open science was organised in the framework of “Toolbox, IDIBAS talks series” and the institutional policy on open science to publications was presented in it.

The first training on how to conduct open, transparent and merit-based recruitments for potential interviewers is available
12 IDIBAPS and FCRB staff participated in this 2021 training activity to improve the recruitment practices at the Institute.

Toolbox, IDIBAPS talks series are inaugurated for everyone focused on topics of general interest
The new cycle of IDIBAPS talks series started in 2021 including three talks. 

A new Gender Equality Commission is appointed
In 2021 this new Commission firstly met to gather data for the diagnosis performance and follow the required steps to design a new Gender Equality Plan.

The renewal phase of “HR Excellence in research logo” has started and IDIBAPS is fully dedicated to it
In 2020 a communication campaign was launched to engage all the research community and invite them to answer the survey: it had 255 answers.

Stepping-stone training program is of high quality and benefits researchers’ careers, but it can still improve
The third first editions of the program were reviewed through an impact assessment including a participatory process with researchers.

The communication campaign “Female talent: women scientists speak” is launched.
The institute promoted gender equality throughout 2019-2020 by means of 9 short videos broadcast on social media, in which the stars are some of its researchers. 

Some institutional policies are updated and new ones created.
In 2019, a new version of the research career strategy was approved, together with the new regulations for creating spin-off companies, and the code of good scientific practices was updated and expanded.

Help provided to the “PhD community” in the organization of the first PhD Day.
In 2019, support was provided to the association that groups together the IDIBAPS predoctoral researchers to help them carry out this activity to promote interaction between them.

The institute’s strategic plan (2018-2022) includes HRS4R.
HRS4R forms part of the institute’s strategy formally following approval of the strategic plan.

The interim assessment is a mandatory step to pursue the implementation phase of the HRS4R process
At the end of 2017 the revised action plan was submitted together with the rest of the documentation required for this step of the HRS4R.

Design of the “Welcome pack” to welcome new employees.
Since 2017, the welcome guide provides key information to people starting work at our institution.

Promotion of Open, Transparent, Merit-Based Recruitment (OTM-R).
Different actions (2016 and 2017) and the subsequent approval of the OTM-R policy of the institute (2019) include improvements for carrying out OTM-R.

Stepping-stone program for training in transversal aspects implemented.
Since 2016, this training program provides predoctoral (R1) and postdoctoral (R2) researchers with new knowledge and tools. 

New appointments improve the makeup of the institute’s decision-making bodies.
The steering committee and the director’s advisory committee have become more inclusive and gender-equal since 2016. 

The research community gives its support to the implementation of HRS4R. 
Two new committees are created: the Training Committee (2016) and the Ombuds Committee for research (2017).