Dokument och beslut om HRS4R
HR Excellence in Research
Stadga och riktlinjer
- The European Charter for Researchers
- Europeiska stadgan för forskare - Riktlinjer för rekrytering av forskare
Processen vid Jönköping University
- Jönköping Universitys letter of endorsement 2016
Pdf, 355.1 kB, öppnas i nytt fönster. - Gap Analysis 2018 Pdf, 551.2 kB.
- OTM-R Checklist 2018 Pdf, 157.9 kB.
- Action Plan 2018 Pdf, 321.4 kB.
- Submission of Jönköping University’s gap analysis and action plan (HRS4R) 2018 Pdf, 430.4 kB.
- President's decision No 758 Implementation of HRS4R Action plan Pdf, 718.4 kB.
- Internal review 2020 and action plan 2021-2023 Pdf, 522.9 kB, öppnas i nytt fönster.
- President's decision No 907 Implementation of HRS4R Action plan Pdf, 647 kB, öppnas i nytt fönster.
- HRS4R Implementation Phase External Assessment EC Consensus Outcome Pdf, 130.9 kB, öppnas i nytt fönster.
- Internal review 2024 and action plan 2024-2026
- President's decision No 1081 Implementation of HRS4R Action plan
Länk till annan webbplats, öppnas i nytt fönster.
Activities included in the Action plan for 2018-2020
Prioritized Activity | Result |
|---|---|
1. Research policy containing rules and practices which apply for research within Jönköping University. | Policy for research and research ethics |
2. Formulate and implement an ethics policy at JU | Policy for research and research ethics |
3. A policy within the area of intellectual property rights | A need has been identified to reconsider the management of the area of intellectual property rights. |
4. A strategic Advisory Board for Research | A decision was taken by the President to establish a Strategic Committee for Research the 1 of March 2018. The chair of the advisory board is the Deputy Vice president of Research. Members are the associate deans of research at the Schools and a doctoral student. |
5. An Ethics committee at JU providing advice and information to researchers. | The president established (2020) an Ethical Research Committee to assist and advice researchers on research ethical issues and to facilitate and promote ethical research. Policy for research and research ethics |
6. Support within the area of intellectual property rights. | A need has been identified to reconsider the management of the area of intellectual property rights. |
7. Systematic evaluation of research. (project plan available) | The development of this system was implemented in 2021 Regulation QR, QIP and QAR for research environments at JU |
8. Update and further develop the Appointment procedure for teachers at Jönköping University to meet the OTM-R | |
9. An internal audition of the recruiting process at the schools | The internal revision was done and the steering documents and tools were further developed |
10. Recruitment tools (guidance, templates, instructions) that meet the OTM-R are being developed | Administrative Procedure for the Employment of Teachers |
11. Agreement with the unions to be able to offer qualification appointments with tenure track | Done by providing the opportunity for academics to develop required competencies during a fixed period of time within a permanent position, included in Regulations for Appointment of Teachers at Jönköping University, Appointment procedure |
12. Agreement with the unions to be able to offer interesting temporary assignments as visiting professors | Done by providing the opportunity for academics to develop required competencies during a fixed period of time within a permanent position, included in |
13. Relocation services giving support to our international recruits | To ensure quality and to expedite the process of international recruitment, Jönköping University has general agreements for relocation services and home finding via Nordic Relation Group and Alfa Quality Moving. |
14. Development of steering documents (HR) | Gender Equality Policy |
15. Structure in place to ensure that all doctoral students receive advice related to career development | |
16. Encourage mobility | Included in action 31. Activities to promote and facilitate intercultural competence for staff |
17. A supervision policy, generic for JU and a supervision policy for each school | Aspects related to supervision of doctoral students have been included in two documents: ´Guidelines to Policy for Research and Research Ethics’ and in ´Rules and regulations for first, second and third cycle education at JU (BRJU). |
18. A co-authorship document where each author certifies their contribution. This should be used for compilation thesis and other articles in general | Rules and procedures concerning co-authorship are included in the ‘Guidelines to Policy for Research and Research Ethics’. |
19. A web based course for international supervisors is needed. | Aspects related to supervision of doctoral students have been included in two documents: ´Guidelines to Policy for Research and Research Ethics’ and in ´Rules and regulations for first, second and third cycle education at JU (BRJU)´. |
Additional activities done 2018-2020
Activity | Result |
|---|---|
20. New Strategy at Jönköping University | |
21. Criteria for admission as Associate Professor (Docent) | Criteria for admission as Associate Professor (Docent) |
22. Admission and employment regulations for doctoral students at Jönköping University | |
23. Revision of Regulations for Steering Documents ensuring that all steering documents are translated into English | |
24. New work environment policy | Work Environment Policy |
25. Employee Survey | |
26. Establishment of Jönköping University doctoral Council | Regulations for Jönköping University Doctoral Council |
27. Systematic evaluation of research environments | Administrative Procedure QR and QIP for research environments |
28. HE pedagogical development specifically focused on digitalization | Digital pedagogical support has been developed 2020 |
Activities included in the Action plan for 2021-2023
| Prioritized activity | Result |
|---|---|
| 29. Quality assurance system for systematic evaluation of research- Continued development of quality reports and quality improvement plans | JU has been successful in conducting research with high quality and social impact. Examples are highlighted in our annual report |
30. Development of Research Services b) Workshops and regular information about contractual matters is needed. Legal competence of agreements and Intellectual Property Rights needs to increase among researchers. | Through the establishment and development of the Grants Office, there is now a structure in place that provides researchers with support and guidance through information, workshops, etc. As part of the effort to increase research funds, JU has also actively worked to reduce overhead costs. |
| 31. Activities to promote and facilitate intercultural competence for staff | JU has been accepted as a partner in the EU-list alliance (European Universities Linking Society and Technology) a European University Initiative to encourage collaboration through different forms of exchange.
|
| 32. Plan for a sustainable HE pedagogical support (including 9c in the action plan for 2018-2020 - a web based course for international supervisors) | The activities at EDUCATE Educate offer courses for supervisors , also targeting international supervisors. The need for such a web-based course has evolved, and JU currently identifies a changed need with a focus on web-based seminars, lectures, or short video clips describing various elements of supervising. |
| 33. Implement strategy for promoting efficient communication and visibility of research at JU | The project Vertikals Länk till annan webbplats, öppnas i nytt fönster. is completed. Research communication has been integrated as a part of the operations. |
Activities included in the Action plan for 2024-2026
Prioritized activity | Result/Remark |
|---|
34. Develop the work with good a) Review and, if necessary, update and revise existing b) JU-common training on research ethics. c) Discussions and JU-common training on good research d) Activities to further incorporate the Code of Conduct e) Development and implementation of a JU-common |
The Code of Conduct was formulated in collaboration with the unions and the Sudent Union in 2022-2023. Through workshops, all staff was given the possiblity to influence the Code of Conduct. |
35. Increase researchers' awareness of | |
36. Develop research data | |
37. A clearer access of research | |
38. Improved process for fulfilling 39. Develop the research 40. Clarifying the roles and 41. A portfolio structure aimed at 42. Encourage more senior researchers 43. Improve the balance between 44. Improve the relocation process. 45. Increased mobility. 46. Equal opportunities and gender
|
|
Frågor om arbetet på Jönköping University?
Kontakta HR-direktör Marie Eriksson
