Recruitment, working conditions and career development for researchers
NTNU is actively supporting the EU programmes for researcher mobility:
- Since 2004, academic positions have been posted on the EU job portal ERA-More/Euraxess Jobs.
- In 2006, a contact point and later Euraxess Service Centre for mobile researchers was established.
- In 2008, NTNU was among the first universities in Europe to sign the European Charter for Researchers (Charter) and the European Code of Conduct for the Recruitment of Researchers (Code).
As a member of the first cohort of universities committed to the HR Strategy for Researchers incorporating the Charter and Code (HRS4R), NTNU has gone through the five steps of implementation:
- Internal GAP-analysis conducted in 2009
- NTNU Action Plan for the implementation of the Charter and Code published 2010
- EU Commission acknowledgement obtained 9 March 2010
- Mid-term self-assessment and updated NTNU Action Plan 2012
- External evaluation site visit 18 June 2014
A dynamic HR Strategy for Researchers at NTNU
The Charter and Code is a description of best practise in Europe as to recruitment, working conditions and career development for researchers. The GAP-analysis shows that Norwegian legislation and NTNU practice comply with the Charter and Code principles, but our attitude is that there is always room for improvement. Quality development should thus be a continuous process.
The NTNU Action Plan 2010-2013 gave an overview of NTNU strategies, ongoing projects and actions relevant to the Charter and Code. From 2014 onwards, NTNU aims to publish the university’s HR Strategy for Researchers in the form of a dynamic website providing links to best practise in the main areas covered by the Charter and Code principles, as well as news about new initiatives.
The HR Strategy for Researchers is a commitment to the implementation of improvement measures, as well as to a systematic self-assessment of progress made and results achieved. We aim to update a progress report for the NTNU Action Plan 2014–2017. We will also publish news on progress and results.
HR strategy for researchers - main focus areas at NTNU 2014-2016
Implementation of International Action Plan 2014-2017
- Actions to stimulate international mobility for NTNU’s academic staff:
- Adopt common policy for sabbatical stays abroad
- Plans for international mobility to be drafted upon commencement of position as doctoral and post-doctoral fellows
- Actions to stimulate international researcher mobility to NTNU:
- Launch new schemes for international recruitment:
- International Chair
- NTNU Onsager Fellowship for talented young researchers
- Evaluation of international researcher support
- Launch new schemes for international recruitment:
Implementation of Action Plan for a better gender balance 2014-2016
- Actions to stimulate recruitment and career development of female academic staff:
- Start-packages for new female professors in male dominant areas
- Mentoring programme for female young researchers and female staff
- Qualification scholarships for female associate professors
- Equal opportunities and recruitment of female staff to be included in NTNU leadership programme
Follow-up of Work Environment Survey 2014-2015
- All employees encouraged to participate in the survey in 2014
- All units carried out follow-up meetings in spring 2015
Recruitment and Career Development 2015
- Develop operational plan for career development at NTNU
- Develop recruitment policy with emphasis on qualifications requirements, speed of recruitment process and international recruitment
Latest news on activities and results
New webpage with practical information for PhD candidates "PhD 1-2-3" (March 2015)
PhD candidates reported that it was hard to find practical information about the PhD education as it was spread across NTNU and Faculty webpages. A project team held workshops with stakeholders (candidates, academic and administrative staff) to get insight into their information needs. The result is a new "one-stop-shopping" webpage covering all information the candidate needs in the three main stages of the PhD process: 1) Start, 2) Underway, and 3) Completion. https://innsida.ntnu.no/doktorgrad.
NTNU is conducting work environment surveys every two years. This year 75.5 % of the employees participated in the survey. This was up 20 percentage points compared to 2012.
We have learned from the evaluation of last survey and listened to the advice of staff, working partners and management. This time, managers have taken true ownership to the survey and encouraged their employees to participate. The wide involvement is promising with regard to the follow-up process in 2015.
The new programme is designed to give young university researchers, who are already internationally recognized, the opportunity to grow their careers.
With the support of international mentors, research visits, get-togethers, money and the expertise of the Norwegian Olympic Committee in talent development, the fellows will have the opportunity to improve their competitiveness in the international research world.
Good Practice at NTNU
Researcher’s Ethical and Professional Responsibilities
Recruitment and Mobility
- HR policy (strategy)
- Appraisal interviews (HR-HSE tool)
- Work Environment Survey (2014)
- Equal Opportunities at NTNU (strategy and actions)