HOTĂRÂRILE CONSILIULUI DE ADMINISTRAȚIE
MINISTERUL EDUCAȚIEI
UNIVERSITATEA DE MEDICINĂ ȘI FARMACIE „XXXXX XXXXXXXXX” CLUJ-NAPOCA
_
CONSILIU DE ADMINISTRAȚIE
400012 Cluj-Napoca, România
str. Xxxxxx Xxxxx nr. 8 Tel: x00-000-000000 Fax:x00-000-000000
E-mail: xxxxxxxxxxx@xxxxxxx.xx xxx.xxxxxxx.xx
Nr. 11382/20.05.2024
HOTĂRÂRILE CONSILIULUI DE ADMINISTRAȚIE
20 mai 2024
1. Art. 1 Se aprobă data de 3 iunie 2024 pentru desfășurarea turului II al alegerilor pentru directorul Școlii Doctorale, membrii Consiliului pentru Studiile Universitare de Doctorat, conducători de doctorat şi respectiv studenți doctoranzi și a membrilor Consiliului Şcolii Doctorale, conducători de doctorat şi respectiv studenți doctoranzi, care vor avea loc la sediul UMF „Xxxxx Xxxxxxxxx” Cluj-Napoca, str. Xxxxxx Xxxxx, nr. 8, parter, în interval orar: 8.00 – 17.00.
Art. 2 Responsabil cu îndeplinirea prezentei hotărâri este președintele comisiei electorale prof. xx. Xxx Xxxx.
2. Art. 1 Având în vedere referatele cu nr. 11049, 11050, 11051, 11052, 11053, 11055, 11056 din 16.05.2024, se aprobă echipele de implementare pentru proiectele finanțate din Fondul pentru Dezvoltare Instituțională a Instituțiilor de Învățământ Superior în anul 2024, după cum urmează:
− EqitMED - Spargerea barierelor: o abordare holistică pentru creșterea echității sociale în învățământul superior, director de proiect prof. xx. Xxxx Xxxx Xxxxxxxx,
− ConnectUMF - Strategii de conectare și promovare internațională a învățământului
superior medico - farmaceutic, director de proiect prof. xx. Xxxxx Xxxxxxx Xxx,
− PROFIMED - Dezvoltarea cadrului optim de instruire a studenților UMF „Xxxxx Xxxxxxxxx” Cluj-Napoca pentru dobândirea de competențe specifice și transversale, director de proiect prof. xx. Xxxxxxx Xxxxxxx Xxxxx,
− AMIDE - Antreprenoriat în Medicină: Inovare, Dezvoltare și Educație, director de
proiect conf. xx. Xxxxxx Xxxxxxx Xxxxxx,
− C4-UMF - Consolidarea culturii calității în cadrul UMF „Xxxxx Xxxxxxxxx” Cluj-Napoca, director de proiect prof. xx. Xxxx Xxxxxxx Xxxxxx,
− EDUSAN - Educație medicală centrată pe student, element cheie pentru inserția cu succes pe piața muncii în sănătate, director de proiect prof. xx. Xxxxxx Xxxxxxx Xxxx,
Anexa 1 Echipele de implementare pentru proiectele finanțate din Fondul pentru Dezvoltare
Instituțională a Instituțiilor de
Învățământ Superior pentru anul 2024
Anexa 2 Documente pentru încărcare în platforma Euraxess
− Educație echitabilă: Promovarea incluziunii studenților cu dizabilități în învățământul
medical - EchiMed, director de proiect conf. xx. Xxxxxxx Xxxxxxx.
Echipele de implementare ale proiectelor mai sus menționate, se regăsesc în Anexa 1 a prezentei hotărâri. Persoanele din componența echipelor vor fi remunerate din cheltuielile de personal aferente proiectului, cu tarifele de la funcţia de bază.
Art. 2 Responsabil cu îndeplinirea prezentei hotărâri este directorul Departamentului de Cercetare Dezvoltare și Inovare, șef lucr. xx. Xxxxxx Xxxxxxxx Xxxx.
3. Art. 1 Având în vedere referatul cu nr. 11211 din 17.05.2024, se aprobă depunerea proiectului cu titlul „Modelare matematică pentru evaluarea factorului de corecție pentru valorile BCR - ABL1 IS, mai mari de 10%”, director de proiect CS III xx. Xxxxx Xxxxxxx, în cadrul competiției Proiecte de Mobilitate România - Turcia 2024.
Art. 2 Responsabil cu îndeplinirea prezentei hotărâri este directorul Departamentului de
Cercetare Dezvoltare și Inovare, șef lucr. xx. Xxxxxx Xxxxxxxx Xxxx.
4. Art. 1 Având în vedere referatul cu nr. 11245 din 20.05.2024, se avizează următoarele documente pentru depunerea lor pe platforma Euraxess:
− UMPhIH_template 1 - GAP Analysis Process_2024
− UMPhIH_template 2 - GAP Analysis Charter and Code Checklist_2024
− UMPhIH_template 3 - OTM-R Checklist_2024
− UMPhIH_template 4 - Action Plan_2024
− UMPhIH HRS4R Letter_2024
Documentele sunt cuprinse în Anexa 2 a prezentei hotărâri.
Art. 2 Responsabil cu îndeplinirea prezentei hotărâri este prorectorul științific, prof. xx. Xxxxxxx Xxxxxx.
5. Art. 1 Având în vedere solicitarea cu nr. 10828 din 14.05.2024, se nominalizează doamna prof. xx. Xxxxxxx Xxxxxxx în funcția de șef de secție al secției clinice Gastroenterologie I din cadrul Institutului Regional de Gastroenterologie - Hepatologie „Prof. xx. Xxxxxxxx Xxxxx” Cluj - Napoca.
Art. 2 Responsabil cu îndeplinirea prezentei hotărâri este prorectorul pentru rezidențiat și cursuri postuniversitare, activitate de ambulator și spital, prof. xx. Xxxxxxx Xxxxxx.
Art. 3 Prezenta hotărâre se supune spre aprobare Senatului universității.
6. Art. 1 Având în vedere referatul cu nr. 338 din 20.05.2024, se decide demararea procedurilor administrative pentru vânzarea-cumpărarea cotei de 3/5 din proprietatea imobiliară localizată în Cluj – Napoca, str. Becaș nr. 39. Terenul este deținut în cotă de 3/5 de către Universitatea Babeș - Bolyai Cluj Napoca și 2/5 de către Universitatea de
Medicină și Farmacie „Xxxxx Xxxxxxxxx” Cluj-Napoca.
Art. 2 Responsabil cu îndeplinirea prezentei hotărâri este președintele Senatului, prof. xx. Xxxxxx Xxxxxxx
7. Art. 1 Se nominalizează comisia ce va participa la derularea negocierii cu reprezentanții Universitatății Babeș - Bolyai Cluj Napoca privind vânzarea-cumpărarea cotei de 3/5 din proprietatea imobiliară localizată în Cluj – Napoca, str. Becaș nr. 39, în următoarea componență:
− prof. xx Xxxxxx Xxxxxxx - președintele Senatului
− prof. xx. Xxxxx Xxxxxxx Xxx - prorector
− prof. xx. Xxxx Xxxxxxx Xxxxxx - prorector
− Xxx. Xxxxx Xxxxxx - director activități comerciale
− Jr. Xxx-Xxxxx Xxxxxx - Compartiment Management Contracte
Art. 2 Responsabil cu îndeplinirea prezentei hotărâri este șef serviciu Oficiul Juridic
pentru întocmirea deciziei.
Legislație
Ordonanța de urgență nr 46/14.05.2024 privind unele măsuri bugetare și pentru modificarea și
completarea unor acte normative
Rector,
Prof. xx. Xxxx Xxxx Xxxxxxxx
Prorector dezvoltare academică și administrație universitară,
Prof. xx. Xxxxx Xxxxxxx Xxx
Șef Oficiu Juridic, Xxxxxxxx Xxxxxxx
Secretar șef universitate, Xxxxxxx Xxxxxxx
Redactat, Xxxxxx Xxxxx
MINISTERUL EDUCAȚIEI
UNIVERSITATEA DE MEDICINĂ ȘI FARMACIE “XXXXX XXXXXXXXX” CLUJ-NAPOCA
_
CONSILIU DE ADMINISTRAȚIE
400012 Cluj-Napoca, Xxxxxxx xxx. Xxxxxx Xxxxx nr. 8
Tel: x00-000-000000 Fax:x00-000-000000
E-mail: xxxxxxxxxxx@xxxxxxx.xx xxx.xxxxxxx.xx
Anexa 1 la HCA nr. 2/20.05.2024
Echipa de implementare pentru proiectul „EqitMED - Spargerea barierelor: o abordare holistică pentru creșterea echității sociale în învățământul superior”,
CNFIS-FDI-2024-F-0447 Act adițional nr.1 la Contractul instituţional pe anul 2024, finanţat din Fondul pentru Dezvoltare Instituţională 2024
Nr. Crt. | Poziţie | Nume şi prenume | Xxxxx orar brut | Nr. luni | Nr. max ore/ lună | Xxxx începere contract | Luna finalizare contract |
1 | Director proiect | Xxxxxxxx Xxxx Xxxx | 306 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
2 | Coordonator A1 și A2 | Xxxxxx Xxxxxx Xxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
3 | Coordonator A3 și A4 | Xxxxxx Xxxx Xxxxxxxx | 271 | 6 | 6 | Mai 2024 | Noiembrie 2024 |
4 | Coordonator A5 | Xxxxxx Xxxxxxxx Xxxxx | 257 | 7 | 8 | Mai 2024 | Noiembrie 2024 |
5 | Expert A1 și A2 | Xxxxxxx Xxxxxxx | 204 | 7 | 8 | Mai 2024 | Noiembrie 2024 |
6 | Expert A1 și A2 | Xxxxx Xxxxxxxxx | 49 | 3 | 20 | Mai 2024 | Noiembrie 2024 |
7 | Expert A1 și A2 | Xxxxxxx Xxxxx | 67 | 3 | 14 | Mai 2024 | Noiembrie 2024 |
8 | Expert A1 și A2 | Xxxxxxxx Xxxxx | 46 | 3 | 20 | Mai 2024 | Noiembrie 2024 |
9 | Expert A1 și A2 | Xxxxx Xxxxxx | 49 | 4 | 16 | Mai 2024 | Noiembrie 2024 |
10 | Expert A1 și A2 | Ghenosie Andrei | 48 | 5 | 24 | Mai 2024 | Noiembrie 2024 |
11 | Expert A1 și A2 | Xxx Xxxxxxx | 51 | 5 | 20 | Mai 2024 | Noiembrie 2024 |
12 | Expert A1 și A2 | Xxxxx Xxxxx Xxxx | 66 | 5 | 14 | Mai 2024 | Noiembrie 2024 |
13 | Expert A1 și A2 | Xxxxx Xxxxxxx Xxxx | 53 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
14 | Expert A1 și A2 | Xxxxxxxx Xxxx | 38 | 4 | 20 | Mai 2024 | Noiembrie 2024 |
15 | Expert A1 și A2 | Xxxx Xxxxx | 42 | 4 | 20 | Mai 2024 | Noiembrie 2024 |
16 | Expert A3 și A4 | Xxxxx Xxxxx | 45 | 6 | 20 | Mai 2024 | Noiembrie 2024 |
17 | Expert A3 și A4 | Xxxxxxx Xxxxxxx | 48 | 6 | 20 | Mai 2024 | Noiembrie 2024 |
18 | Expert A3 și A4 | Xxxxx Xxxxxx | 52 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
19 | Expert A3 și A4 | Xxxxxxx Xxxxxxxx Iulia | 80 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
20 | Expert A5 | Xxxx Xxxxxxxx | 89 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
21 | Expert A5 | Stolworthy Xxxxxxx Xxxxx | 89 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
22 | Expert A5 | Xxxxx Xxxxx | 89 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
23 | Expert A5 | Xxxxx Xxxxx | 216 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
24 | Expert IT | Xxxxx Xxxxx | 86 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
25 | Responsabil financiar | Xxxxxx Xxxx | 54 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
26 | Responsabil RU | Xxxxxxxx Xxxxxxxx | 58 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
27 | Responsabil achizitii | Xxxxxxx Xxxxxxxx | 47 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
28 | Secretar | Xxxxx Xxxxxxx | 65 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
Echipa de implementare pentru proiectul „ConnectUMF - Strategii de conectare și promovare internațională a învățământului superior medico-farmaceutic”,
CNFIS-FDI-2024-F-0615 Act adițional nr.1 la Contractul instituţional pe anul 2024, finanţat din Fondul pentru Dezvoltare Instituţională 2024
Nr. Crt. | Poziţie | Nume şi prenume | Xxxxx orar brut | Nr. luni | Nr. max ore/ lună | Xxxx începere contract | Luna finalizare contract |
1 | Director proiect | Xxx Xxxxx Xxxxxxx | 268 | 6 | 7 | Mai 2024 | Noiembrie 2024 |
2 | Coordonator A1 | Xxxxxxxx Xxxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
3 | Coordonator A2 | Xxxxxx Xxxxxx Xxxxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
4 | Coordonator A3 | Xxxxxxxxxx Xxxxx | 131 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
5 | A1 - Expert 1 | Xxxxx Xxxxxxxx | 79 | 7 | 20 | Mai 2024 | Noiembrie 2024 |
6 | A1 - Expert 2 | Xxxxx Xxxxxxxx | 66 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
7 | A1 - Expert 3 | Xxxxx Xxxxxx | 45 | 7 | 18 | Mai 2024 | Noiembrie 2024 |
8 | A1 - Expert 4 | Xxxxxxx Xxxxxxxxx | 49 | 7 | 15 | Mai 2024 | Noiembrie 2024 |
9 | A1 - Expert 5 | Xxxxx Xxxxx Xxxx | 66 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
10 | A1 - Expert 6 | Xxx Xxxxxxx | 51 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
11 | A1 - Expert 7 | Xxxxx Xxxxxxx | 65 | 7 | 18 | Mai 2024 | Noiembrie 2024 |
12 | A1 - Expert 8 | Xxxx Xxxxxxx | 86 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
13 | A1 - Expert 9 | Xxxxxx Xxxxxxx | 48 | 7 | 22 | Mai 2024 | Noiembrie 2024 |
15 | A2 - Expert 1 | Tîrziu Livia | 53 | 7 | 20 | Mai 2024 | Noiembrie 2024 |
16 | A2 - Expert 2 | Xxxxx Xxxxxxx | 64 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
17 | A2 - Expert 3 | Xxxxxx Xxxxxxxxx | 53 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
18 | A2 - Expert 4 | Xxxxxxxx Xxxxxxx | 54 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
19 | A3 - Expert 1 | Xxxxxxxxx Xxxxxx | 48 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
20 | A3 - Expert 2 | Xxxxx Xxxxxxx | 53 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
21 | A3 - Expert 3 | Xxxxxx Xxxxxxx | 65 | 1 | 16 | Septembrie 2024 | Noiembrie 2024 |
22 | Expert IT | Xxxxxxx Xxxxxxxxxx | 63 | 7 | 12 | Mai 2024 | Noiembrie 2024 |
23 | Responsabil financiar | Xxxxx Xxxxxxx | 65 | 7 | 12 | Mai 2024 | Noiembrie 2024 |
24 | Responsabil RU | Xxxxx Xxxxxxx | 55 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
25 | Responsabil achizitii | Xxx Xxxxxx | 53 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
26 | Secretar | Xxxxx Xxxxxx | 66 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
Echipa de implementare pentru proiectul „PROFIMED - Dezvoltarea cadrului optim de instruire a
studenților UMFIH pentru dobândirea de competențe specifice și transversale”,
CNFIS-FDI-2024-F-0617 Act adițional nr.1 la Contractul instituţional pe anul 2024, finanţat din Fondul
pentru Dezvoltare Instituţională 2024
Nr. Crt. | Poziţie | Nume şi prenume | Xxxxx orar brut | Nr. luni | Nr. max ore/ lună | Xxxx începere contract | Luna finalizare contract |
1 | Director proiect | Xxxxxxx Xxxxxxx Xxxxx | 268 | 7 | 8 | Mai 2024 | Noiembrie 2024 |
2 | Coordonator A1 | Xxxxxx Xxxxx Xxxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
3 | Coordonator A2 | Xxxx Xxxx Xxxxxxxx | 306 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
4 | Coordonator A3 | Xxxx Xxxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
5 | Coordonator A4 | Xxxxxxx Xxxxx Xxxxxxx | 145 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
6 | Expert 1 | Xxxxxxx Xxxxx | 173 | 5 | 8 | Iunie 2024 | Noiembrie 2024 |
7 | Expert 2 | Xxxxx Xxxxxxx | 94 | 5 | 10 | Iunie 2024 | Noiembrie 2024 |
8 | Expert 3 | Xxx Xxxx | 159 | 5 | 7 | Iunie 2024 | Noiembrie 2024 |
9 | Expert 4 | Xxxxxxxxx Xxxxx | 148 | 5 | 8 | Iunie 2024 | Noiembrie 2024 |
10 | Expert 5 | Xxx-Xxxxx Xxxxxxxx | 49 | 5 | 20 | Iunie 2024 | Noiembrie 2024 |
11 | Expert 6 | Xxxxxx Xxxxx | 49 | 5 | 20 | Iunie 2024 | Noiembrie 2024 |
12 | Expert 7 | Xxxxx Xxxxxxxx | 72 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
13 | Expert 8 | Xxxx Xxxxxxx | 89 | 5 | 12 | Iunie 2024 | Noiembrie 2024 |
14 | Expert 9 | Doina Miere | 170 | 5 | 8 | Iunie 2024 | Noiembrie 2024 |
15 | Expert 10 | Xxx Xxxxx | 85 | 5 | 14 | Iunie 2024 | Noiembrie 2024 |
16 | Expert 11 | Xxxxxx Xxxxxxxx | 160 | 5 | 8 | Iunie 2024 | Noiembrie 2024 |
17 | Expert 12 | Xxxxxxx Xxxx | 145 | 5 | 8 | Iunie 2024 | Noiembrie 2024 |
18 | Expert 13 | Xxxxxx Xxxxxxx | 85 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
19 | Expert 14 | Xxxxxxx Xxxxxxx | 204 | 7 | 8 | Mai 2024 | Noiembrie 2024 |
20 | Expert 15 | Xxxxx Xxxxxxxxxx | 131 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
21 | Expert 16 | Xxxxxx Xxxxxxxxxx | 131 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
22 | Expert 17 | Xxxxxxx Xxxxx | 145 | 5 | 8 | Iunie 2024 | Noiembrie 2024 |
23 | Expert 18 | Xxxxx Xxxxxxx | 89 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
24 | Expert 19 | Xxxxxxxx Xxxx | 89 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
25 | Expert 20 | Xxxxxx Xxxxxxxx | 160 | 6 | 7 | Mai 2024 | Noiembrie 2024 |
26 | Expert simulatoare | Xxxxxxxx Xxxxxxx | 65 | 7 | 24 | Mai 2024 | Noiembrie 2024 |
27 | Expert IT | Xxxxxxxxxx Xxxxxxx | 63 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
28 | Responsabil financiar | Xxxxxxx Xxxxxxxx | 54 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
29 | Responsabil RU | Xxxxxx Xxxxxx | 79 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
30 | Responsabil achizitii | Xxxxx Xxxxxx | 47 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
31 | Secretar | Xxxxxx Xxxxx Xxxxxxx | 62 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
Echipa de implementare pentru proiectul „Antreprenoriat în Medicină: Inovare, Dezvoltare si Educație
- AMIDE”, CNFIS-FDI-2024-F-0620 Act adițional nr.1 la Contractul instituţional pe anul 2024, finanţat din Fondul pentru Dezvoltare Instituţională 2024
Nr. Crt. | Poziţie | Nume şi prenume | Xxxxx orar brut | Nr. luni | Nr. max ore/ lună | Xxxx începere contract | Luna finalizare contract |
1 | Director proiect | Xxxxxx Xxxxxxx Xxxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
2 | Coordonator A1 și A3 | Xxxxxx Xxxxx | 154 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
3 | Coordonator A2 și A4 | Xxxxxxxx Xxxxxx Xxxx | 262 | 6 | 6 | Mai 2024 | Noiembrie 2024 |
4 | Coordonator A5 și A6 | Aranka Ilea | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
5 | Coordonator A7 | Xxxxxx Xxxxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
6 | Expert A1 - 1 | Xxxxxx Xxxxxxx | 287 | 6 | 6 | Mai 2024 | Noiembrie 2024 |
7 | Expert A1 - 2 | Xxxxxxx Xxxxxxxx Xxxxxx | 267 | 6 | 6 | Mai 2024 | Noiembrie 2024 |
8 | Expert A1 - 3 | Xxxxxx Xxxxx | 123 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
9 | Expert A1 - 4 | Xxxxxxxxx Xxxxx | 64 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
10 | Expert A1 - 5 | Xxxxxxxx Xxxxx-Xxxx | 65 | 4 | 12 | Mai 2024 | Noiembrie 2024 |
11 | Expert 6 | Xxxxxxxx Xxxxxx | 155 | 4 | 6 | Mai 2024 | Noiembrie 2024 |
12 | Expert 7 | Xxx Xxxxxx | 145 | 4 | 6 | Mai 2024 | Noiembrie 2024 |
13 | Expert A2 | Xxxxx Xxxxx | 89 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
15 | Expert Student | Xxxxxxxxx Xxxxx | 20 | 4 | 40 | Mai 2024 | Noiembrie 2024 |
16 | Expert Student | Xxxxxxx Xxxxx | 20 | 4 | 40 | Mai 2024 | Noiembrie 2024 |
17 | Expert Student | Xxxxx Xxxxxxxxx | 20 | 4 | 40 | Mai 2024 | Noiembrie 2024 |
18 | Expert Student | Xxxxx Xxxxxxx | 20 | 4 | 40 | Mai 2024 | Noiembrie 2024 |
19 | Expert Student | Xxxxxx Xxxx | 20 | 4 | 40 | Mai 2024 | Noiembrie 2024 |
20 | Expert Student | Xxxxxxxxx Xxxx | 20 | 4 | 40 | Mai 2024 | Noiembrie 2024 |
21 | Expert Student | Xxxx Xxxxx | 20 | 1 | 40 | Mai 2024 | Noiembrie 2024 |
22 | Expert IT | Xxxxxxxx Xxxx | 70 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
23 | Responsabil financiar | Xxxxxx Xxxxxx | 55 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
24 | Responsabil RU | Xxxxx Xxxxxxx | 51 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
25 | Responsabil achizitii | Xxxxxxx Xxxxxx | 55 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
26 | Secretar | Xxxxxxxxx Xxxxxx | 53 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
Echipa de implementare pentru proiectul „C4-UMF - Consolidarea culturii calității în cadrul UMFIH
Cluj-Napoca”, CNFIS-FDI-2024-F-0481 Act adițional nr.1 la Contractul instituţional pe anul 2024, finanţat din Fondul pentru Dezvoltare Instituţională 2024
Nr. Crt. | Poziţie | Nume şi prenume | Xxxxx orar brut | Nr. luni | Nr. max ore/ lună | Xxxx începere contract | Luna finalizare contract |
1 | Director proiect | Xxxxxx Xxxx Xxxxxxxx | 271 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
2 | Coordonator A1 | Xxxxxxxx Xxxxx | 145 | 6 | 12 | Mai 2024 | Noiembrie 2024 |
3 | Coordonator A2 | Xxxxxxxx Xxxx Xxxxxx | 82 | 7 | 36 | Mai 2024 | Noiembrie 2024 |
4 | Coordonator A3 | Xxxxx Xxxxx | 176 | 6 | 10 | Mai 2024 | Noiembrie 2024 |
5 | A1-Expert 1 | Xxxxx Xxxxxxx | 160 | 6 | 10 | Mai 2024 | Noiembrie 2024 |
6 | A1-Expert 2 | Xxxxxxxx Xxxxxxxx Xxxxxx | 79 | 7 | 18 | Mai 2024 | Noiembrie 2024 |
7 | A1-Expert 3 | Xxxx Xxxxx | 49 | 7 | 36 | Mai 2024 | Noiembrie 2024 |
8 | A1-Expert 4 | Xxxxx Xxxxxx | 52 | 7 | 20 | Mai 2024 | Noiembrie 2024 |
9 | A1-Expert 5 | Xxxxxxx Xxxxxx | 54 | 7 | 30 | Mai 2024 | Noiembrie 2024 |
10 | A2-Expert 1 | Xxxxx Xxxxx | 45 | 7 | 12 | Mai 2024 | Noiembrie 2024 |
11 | A2-Expert 2 | Xxxxxxxx Xxxxxxx | 48 | 7 | 12 | Mai 2024 | Noiembrie 2024 |
12 | Expert IT | Xxxxxxx Xxxx Xxxxx | 63 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
13 | Responsabil financiar | Xxxxx Xxxxxxx | 65 | 7 | 20 | Mai 2024 | Noiembrie 2024 |
14 | Responsabil RU | Xxxxxxx Xxxxxx | 54 | 7 | 20 | Mai 2024 | Noiembrie 2024 |
15 | Responsabil achizitii | Xxxxxxx Xxxxxxxx Xxxxxxx | 54 | 6 | 18 | Mai 2024 | Noiembrie 2024 |
16 | Secretar | Xxxxx Xxxxx | 54 | 7 | 24 | Mai 2024 | Noiembrie 2024 |
Echipa de implementare pentru proiectul „EDUSAN - Educație medicală centrată pe student, element cheie pentru inserția cu succes pe piața muncii în sănătate”,
CNFIS-FDI-2024-F-0604 Act adițional nr.1 la Contractul instituţional pe anul 2024, finanţat din Fondul pentru Dezvoltare Instituţională 2024
Nr. Crt. | Poziţie | Nume şi prenume | Xxxxx orar brut | Nr. luni | Nr. max ore/ lună | Xxxx începere contract | Luna finalizare contract |
1 | Director proiect | Xxxxxx Xxxxxxx Xxxx | 268 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
2 | Coordonator A1 | Xxxx Xxxxx Xxxxxx | 160 | 6 | 10 | Mai 2024 | Noiembrie 2024 |
3 | Coordonator A2 | Xxxxxxx Xxxxxxxx Xxxxxx | 267 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
4 | Coordonator A3 | Xxxxxxxx Xxxxxx Xxxx | 262 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
5 | Expert proiect | Xxxxx Xxxxxxx Xxx | 268 | 6 | 6 | Mai 2024 | Noiembrie 2024 |
6 | Expert proiect | Al Hajjar Nadim | 268 | 6 | 6 | Mai 2024 | Noiembrie 2024 |
7 | Expert proiect | Xxxxxxx Xxxxxxx | 154 | 6 | 12 | Mai 2024 | Noiembrie 2024 |
8 | Expert proiect | Xxxxxx Xxxxxxx | 91 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
9 | Expert proiect | Xxxxxx Xxxxxxxxxxx | 117 | 6 | 12 | Mai 2024 | Noiembrie 2024 |
10 | Expert proiect | Xxxxxxx Xxxxx Xxxxxxx | 145 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
11 | Expert proiect | Xxxxxxxx Xxxxxxxx | 49 | 7 | 20 | Mai 2024 | Noiembrie 2024 |
12 | Expert proiect | Xxxxx Xxxxxx | 58 | 6 | 26 | Mai 2024 | Noiembrie 2024 |
13 | Expert proiect | Xxxxxx Xxxxxxx | 160 | 6 | 8 | Mai 2024 | Noiembrie 2024 |
15 | Expert proiect | Xxxxxxx Xxxxxxx | 61 | 7 | 30 | Mai 2024 | Noiembrie 2024 |
16 | Expert proiect | Xxxxxxxxx Xxxxxxxx | 20 | 6 | 60 | Mai 2024 | Noiembrie 2024 |
17 | Expert proiect | Xxxxx Xxxxx | 20 | 6 | 60 | Mai 2024 | Noiembrie 2024 |
18 | Responsabil financiar | Xxxxxx Xxxxxxx | 79 | 7 | 12 | Mai 2024 | Noiembrie 2024 |
19 | Responsabil RU | Xxxxxxx Xxxx | 79 | 7 | 12 | Mai 2024 | Noiembrie 2024 |
20 | Responsabil achizitii | Xxxxxx Xxxxxxxx | 55 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
21 | Secretar | Xxxx Xxx | 53 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
Echipa de implementare pentru proiectul „Educație echitabilă: Promovarea incluziunii studenților cu dizabilități în învățământul medical - EchiMed”,
CNFIS-FDI-2024-F-0470 Act adițional nr.1 la Contractul instituţional pe anul 2024, finanţat din Fondul pentru Dezvoltare Instituţională 2024
Nr. Crt. | Poziţie | Nume şi prenume | Xxxxx orar brut | Nr. luni | Nr. max ore/ lună | Xxxx începere contract | Luna finalizare contract |
1 | Director proiect | Xxxxxxx Xxxxx Xxxxxxx | 145 | 6 | 12 | Mai 2024 | Noiembrie 2024 |
2 | Coordonator A1 | Xxxxx Xxxxxx | 65 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
3 | Coordonator A2 | Xxxxx Xxxxx | 45 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
4 | Coordonator A3 | Xxxxxxxx Xxx-Maria | 49 | 7 | 30 | Mai 2024 | Noiembrie 2024 |
5 | Coordonator A4 | Xxxxx Xxxxxxx | 98 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
6 | Coordonator A5 | Xxxxx Xxxxxx | 49 | 7 | 24 | Mai 2024 | Noiembrie 2024 |
7 | Expert proiect | Ferenczi Xxxxxxx | 48 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
8 | Expert proiect | Xxxxxxxx Xxxxxx | 82 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
9 | Expert proiect | Xxxx Xxxxx | 49 | 7 | 20 | Mai 2024 | Noiembrie 2024 |
10 | Expert proiect | Xxxxx Xxxxxx | 52 | 7 | 10 | Mai 2024 | Noiembrie 2024 |
11 | Expert proiect | Xxxxxxxx Xxxxxxxxx | 49 | 6 | 24 | Mai 2024 | Noiembrie 2024 |
12 | Expert proiect | Xxxxx Xxxxxx | 70 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
13 | Expert proiect | Xxxxx Xxxxxxxx | 123 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
14 | Expert proiect | Xxxxx Xxxxxxxxx | 49 | 6 | 26 | Mai 2024 | Noiembrie 2024 |
15 | Expert proiect | Xxx Xxxxxxx | 78 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
16 | Expert proiect | Xxxxxx Xxxxxxxxx | 64 | 6 | 16 | Mai 2024 | Noiembrie 2024 |
17 | Expert proiect | Xxxxx Xxxxxxxx | 71 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
18 | Expert IT | Xxxxxxx Xxxx Xxxxxx | 63 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
19 | Responsabil financiar | Craciun Raveca | 55 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
20 | Responsabil RU | Xxxxxxx Xxxxxxx | 54 | 7 | 16 | Mai 2024 | Noiembrie 2024 |
21 | Responsabil achizitii | Xxx Xxxxx Xxxxxxxxx | 55 | 6 | 14 | Mai 2024 | Noiembrie 2024 |
22 | Secretar | Kun-Sandor Etelka | 54 | 7 | 14 | Mai 2024 | Noiembrie 2024 |
MINISTERUL EDUCAȚIEI
UNIVERSITATEA DE MEDICINĂ ȘI FARMACIE “XXXXX XXXXXXXXX” CLUJ-NAPOCA
_
CONSILIU DE ADMINISTRAȚIE
400012 Cluj-Napoca, România
str. Xxxxxx Xxxxx nr. 8 Tel: x00-000-000000 Fax:x00-000-000000
E-mail: xxxxxxxxxxx@xxxxxxx.xx xxx.xxxxxxx.xx
Anexa 2 la HCA nr. 4/20.05.2024
Documente pentru depunere pe platforma Euraxess UMPhIH HRS4R Letter_2024
The Human Resources Strategy for Researchers (HRS4R) is an institutional tool by which, research institutions and research funding organizations develop a quality management in research human resources policy based on open, transparent, and merit-based recruitment (OTM- R).
The decision of UMPhIH to adhere to the principles of the CE Charter & Code and to implement the HRS4R strategy in the university began with the institutional project PROGRES (40PFE/30.12.2021, 2022-2024). The initial step towards implementing and aligning with the HRS4R Code and Charter was to submit the Letter of endorsement in April 2022.
Following the acceptance of the Letter of Intent started the initial phase of implementation in line with the HRS4R guidelines. A large consultation with the stakeholders from UMPhIH was done in 2023, as well as a survey that measured the perceived alignment to the 40 principles. Starting with this survey, the working group supervised by the Steering Committee established the Gap Analysis, Action Plan, and the OTM-R checklist. The initial submission was completed in May 2023, and the status received in July, following initial evaluation was “Pending major modifications”.
The Steering Committee established a working group of experts (WG-E), with the support of experts, based on the evaluators' recommendations, and decided to redesign the initial campaign. The new consultation process, designed by WG-E and coordinated by Xx. Xxxxxx Xxxxxxxx (Senior sociologist within the Quality Assurance Department of the University), consisted of two phases which took place from January to May 2024. The first phase relied on data collected through a questionnaire-based survey, while the second phase involved collecting qualitative data through 18 individual semi-structured interviews with doctoral students and research center directors, as well as two focus groups with 16 researchers from Genomics and MedFuture research centers. The WG-E consulted the administrative advisory group and the representative group of researchers, which included representatives from the Genomic and MedFuture centers, the research centers of the three Faculties, and the Doctoral School, to prepare the documents (Gap Analysis, OTM-R checklist, Action Plan). After data collection, the results were included in a Report on the Consultation process which is available on the HRS4R section page of the UMPhIH website.
Based on internal survey results and evaluator recommendations, to improve harmonization with the principles of the Charter & the Code, the application files (Gap analysis, Action Plan, and OTM- R checklist) were updated to address the required modifications.
Key points and actions made in application files
1. On the UMPhIH website, there is a dedicated HRS4R page in English that contains the Research Strategy, Charter, the Gap Analysis, the ORM-R policy the OTM-R checklist, and the university survey results. All the links provided connect directly to the website.
2. To be able to apply/ implement HRS4R principles within UMPhIH, an internal survey on the 40 principles was carried out. All the respondents were asked to assess the degree of implementation of each C&C principle through the following response options: 1) fully implemented; 2) almost, but not fully implemented; 3) partially implemented; 4) insufficiently implemented. The principles with a majority percentage less than 50% were considered as "almost, but not fully implemented". The question scales in the 2024 survey were different. The principles were converted into statements, and respondents indicated their agreement on a four-point Likert scale (disagree, partially disagree, partially agree, agree). Furthermore, to score the measures, the same statements were displayed in a separate series of questions, and respondents were asked to rank them based on the priority they assigned to each. Other consultations could have been organized by UMPhIH: group meetings, focus groups, and individual interviews with PhD students and heads of research centers. The assessment's second phase included semi-structured interviews with 18 participants (14 PhD students and 4 center research directors) and two focus groups with 16 participants (R1 and R2). This methodology allowed the collection of highly detailed qualitative information, which was very useful for writing the Gap Analysis. The Gap Analysis was revised with the help of specialists and working group members involved in the research, as well as external researchers.
3. The working group members are comprised of more research staff than steering committee members or heads of departments.
4. The results of the surveys are published in an easily accessible location on the university website.
5. The GAP analysis has been fully updated following the results of the university survey. The impediments detailed in the Gap Analysis relate to the degree to which the principles are implemented at the university. The necessary actions to overcome the impediments are outlined in the Gap Analysis and the Action Plan together with the related sub-activities, responsible persons, monitoring deadlines, and indicators.
6. The Gap analysis presents the survey results for each questioned principle. Each "almost but not fully implemented" principle specifies what exactly was implemented and recommends the necessary activities. The information provided in the Action plan is complete and its description includes detailed specific quantitative indicators.
7. The proposed actions are coherent and address the identified GAP analysis issues. They are reorganized and described in detail to allow the proposed actions to be understood and to be able to monitor their progress.
8. Indicators and targets have been established to measure progress during implementation. The period of all documents was synchronized with the Research Strategy for 2024-2029.
9. The Department of Research, Development, and Innovation (DepCDI) will play the main role in the implementation. This department's staff supports the university's management and is part of the Action Plan.
10. In OTM-R, the checklist has been revised with more details and proposals for improvement.
The University of Medicine and Pharmacy of Cluj-Napoca will concentrate its resources on attracting the most outstanding researchers throughout Europe and implementing the principles of the Charter and Code into practice. This will ensure ongoing progress and innovation in biomedical and pharmaceutical sciences and enhance patient quality of life.
Sincerely,
Prof. Xx. Xxxx Xxxx Xxxxxxxx
TEMPLATE 1 – GAP ANALYSIS - PROCESS
Organisation’s contact details: XXXXXXX XXXXXXXX XXXXXX
Case number: 2022RO768013
Name Organisation under review: UNIVERSITATEA DE MEDICINA SI FARMACIE XXXXX XXXXXXXXX
Submission date:
Date endorsement Charter and Code: 07.04.2022
Process
The HRS4R process must engage all management departments directly or indirectly responsible for researchers’ HR-issues1. These will typically include the Vice-Rector for Research, the Head of Personnel, and other administrative staff members. In addition, the HRS4R strategy must consult its stakeholders and involve a representative community of researchers ranging from R1 to R42, as well as appoint a Committee overseeing the process and a Working Group responsible for implementing the process.
Please provide the name, the position and the management line/ department of the persons who are directly or indirectly engaged in the HRS4R process in your organisation:
Name | Position | Management line/ Department |
Steering Commitee | ||
Xxxxxxx Xxxxxx | Vice-Rector for Research Professor (Faculty of Dental Medicine) | Member of the Management Board (Consiliul de administrație) |
Xxxx Xxxxxx | Vice-Rector for Quality Assurance and International Relations Professor (Faculty of Pharmacy) | Member of the Management Board (Consiliul de administrație) |
Xxxxxx Xxxxxxx Xxxx | Xxxx-Rector for Teaching Professor (Faculty of Medicine) | Member of the Management Board (Consiliul de administrație) |
Xxxxxxxx Xxxxx Xxxxxx | General Administration Director | Member of the Management Board (Consiliul de administrație) |
Xxxx Xxxx | Head | Human Resources Department |
Xxxxxx Xxxxxxxx Xxxx | Head Lecturer (Faculty of Medicine) | Research, Development and Innovation Department (Departamentul de Cercetare, Dezvoltare çi Inovare, DepCDI) |
Xxxxx Xxxxxxxx- Xxxxxx | Former Head Director Professor (Doctoral School - SD) | Functional Genomics, Biomedicine, and Translational Medicine Research Centre (Centrul de Cercetări pentru Genomică Funcțională, Biomedicină çi Medicină Translațională, Genomică) |
Xxxxxxxx-Xxxxx Xxxx | Director of MedFuture Professor (Faculty of Pharmacy) | Research Center for Advanced Medicine MedFuture (Centrul de Cercetări pentru Medicină Avansată, MedFuture) |
Xxxx Xxx | Director Professor (Faculty of Medicine) | Doctoral School |
Xxxxxxxx Xxxxxxx Xxxxx | Member Professor (Faculty of Medicine) | Scientific Committee of UMPhIH |
Xxxxxxx-Xxxxxx Xxxx | Member, Former Director Professor (Faculty of Pharmacy) | Scientific Activity Monitoring Department (Departmentul de Monitorizare a Activității Științifice, DMAS) |
Xxxx Xxxxxxx | Director Associated Professor (Faculty of Dental Medicine) | Scientific Activity Monitoring Department (Departmentul de Monitorizare a Activității Științifice, DMAS) |
Xxxxxx Xxxxxxxxx | Director Chief Scientific Researcher | Functional Genomics, Biomedicine, and Translational Medicine Research Centre (Centrul de Cercetări pentru Genomică Funcțională, Biomedicină çi Medicină Translațională, Genomică) |
Expert Working Group | ||
Xxxxxx Xxxxxxxx | Member Senior sociologist | Quality Assurance Vice-Rectorate |
Xxxx Xxxxxxx | Director Associated Professor | Scientific Activity Monitoring Department (Departmentul de Monitorizare a Activității Științifice, DMAS) Faculty of Dental Medicine |
Xxxxxxxx Xxxxxxx Xxxxx | Member Professor | Scientific Committe of UMPhIH Faculty of Medicine |
Xxxxx Xxxxxxxx- Xxxxxx | Former Head Director Professor | Genomică Doctoral School |
Xxxxxxxx-Xxxxx Xxxx | Director Professor | MedFuture Faculty of Pharmacy |
Xxxxxxx-Xxxxxx Xxxx | Member Professor | Faculty of Pharmacy |
Olimpia Piscoti | Member | DepCDI |
Administrative advisory group | ||
Xxxxxxx Xxxx | Head of service | International Relations |
Xxxxxxx Xxxxxxx | Secretary | Vice-Rector's Office |
Xxxxxxxx Xxxxxxxx | Head of office | Grants, Funds Office European - DepCDI |
Xxxxxxx Xxxx | Head of service | HR Service |
Xxxxxxxx Xxxxxxx | Xxxx of service | Legal Office |
Your organisation must consult its stakeholders and involve a representative community of researchers ranging from R1 to R43, as well as appoint a Committee overseeing the process and a Working Group responsible for the implementation of the HRS4R process.
The term 'Human Resources' is used in the largest possible sense, to include all researchers (Frascati definition: Proposed Standard Practice for Surveys on Research and Experimental Development, Frascati Manual, OECD, 2002) disregarding the profile, career ‚level‘, type of contract etc. etc.
For a description of R1-R4, see
xxxxx://xxxxxxxx.xx.xxxxxx.xx/xxxxxx/xxxxxx-xxxxxxxxxxx/xxxxxxxx-xxxxxxxxxxx/xxxxxxxx-xxxxxxxx- descriptors
Provide information on how the above groups were involved in the GAP-analysis:
*Stakeholder group | *Consultation format | Outcomes |
Committee | On-site meetings | Appointment of the members of the Expert Working Group (WG-E) to conduct an internal investigation into the degree to which the principles of the European Charter of Researchers and the Code of Conduct for the recruitment of researchers (hereinafter referred to as the Charter & Code) are implemented, as well as the preparation of the necessary documentation for the university's accession to the HRS4R Strategy of European Union. Appointment of members of the Administrative Advisory Group (AAG) to provide the necessary data to the Expert Working Group (WG-E) for the HRS4R process. |
Expert Working Group (WG-E) | Periodic meetings, onsite and online (Teams platform); e-mail correspondence | Evaluation of the degree of implementation of the principles of the Charter & Code in the UMPhIH Charter and the university regulations. Agreement on the calendar for the academic community consultation campaign to conduct the Gap Analysis and develop the Action Plan for the HRS4R project. Validation of consultation design and tools. Discussion of the report on the consultation process. Assessment of the degree to which the university's research strategy and regulations apply OTM-R policies. Elaboration of documents (the 4 templates). |
Expert Working Group (WG-E) and Communication Center of UMPhIH | Phone calls and e- mail correspondence | Establishing the dedicated HRS4R page on the university website to inform the academic community about the HRS4R process and how it is implemented at UMPhIH. Regular update of contents. |
Expert Working Group (WG-E) and Administrative Advisory Group (AAG) | On-site meetings and e-mail correspondence | Data collection for the preparation of documents required within the HRS4R process (the 4 templates). |
The Working Group of Experts (WG-E) and the academic community of | Online survey through the Office Forms platform | The first phase of the consultation process on the implementation of the principles of the Charter & Code in UMPhIH included a survey, conducted to collect data for the elaboration of the future action plan. The main objectives were to: |
UMPhIH | 1) identify the extent to which members of the academic community believe that the university, through its regulatory documents and institutional practices, ensures the implementation of the principles of the Charter & Code; 2) measure the (subjective) importance attributed to different aspects about ethics, recruitment and selection, working conditions, and professional development in their work and/ or within the institution. An anonymous self-administered online questionnaire data was used to collect data on five dimensions, four related to the principles of the Charter & Code and one section comprising socio-demographic questions. The questionnaire was open for responses (between 22.01.- 18.02.2024). A total of 203 questionnaires were validated for data analysis (a general participation rate of 13,5%; for further details on the sample, data collection, analysis and results, please see Report on the Consultation process). Key points and actions to comply with - resulting from the 1st phase of the consultation process According to survey results, several key directions were identified to improve harmonization with the principles of the Charter & the Code. Thus, UMPhIH must plan measures: - to streamline the ethics review of research project proposals by the Scientific Research Ethics Committee; - to establish clearer criteria for appointing selection committees (for teaching and research positions); - to ensure similar working conditions for research activities and access to existing research infrastructure, regardless of the level at which researchers are in their career; - to improve the work environment (more engaging); - to ensure an optimal research/ teaching balance, especially for young teaching staff (R1, R2). | |
Expert Working Group of Experts (WG-E) and Representatives of Researchers (GRC) | Onsite focus group discussions and on-site or online (Teams platform) semi- structured interviews | The 2nd phase of the consultation relied on qualitative data collection methods to document experiences of conducting scientific research within UMPhIH from representatives of researchers. The representatives of the researchers group (GRC) included researchers working at the Genomics and MedFuture centers, coordinators of research centers affiliated to the three faculties in the structure of UMPhIH (accredited in 2023 by the University Senate), as well as doctoral students. In this sense, data was collected from heterogeneous samples of |
researchers (mostly R1, R2, and R4, according to Euraxess descriptors). The focus group discussions were conducted with 8 participants from each of the two research centers (Genomics and MedFuture), a total of 16 R1 and R2 researchers. Secondly, 18 individual semi-structured interviews were conducted with 4 directors of research centers and 14 PhD students at different stages of their training (for further details on the sample, please see Report on the Consultation process). All participants were provided with informed consent to participate in these discussions, recordings of discussions and interviews being available only to representatives of the Quality Assurance Department. Data collected was anonymized, processed and systematized by the Quality Assurance Department (sociologists and one psychologist), being used to provide more depth and comprehensiveness of survey results. The final report, written in Romanian and English, is available on the HRS4R section page of the UMPhIH website. Key points and actions to comply with - resulting from the 2nd phase of the consultation process (doctoral students, researchers, and directors of research centers): - enhance access to research infrastructure through the provision of information of research services/ methods/ techniques/ equipment available within the research centers (on websites; during demonstration days and visits to centers); - improve access to research data for doctoral students through the development of data banks (clinical data, bio- banks); - improve the ethics approval process through digitalization and/or detailed guidelines for doctoral students applying for it, especially during their first year; - increase efficiency of acquisition processes of materials needed to conduct doctoral research through digitalization and pooling of resources; - extend course offer during doctoral school to cover professional training during years 2-4 and meet various needs of students (scientific methods for research different than clinical research, advanced statistical data analysis, in vivo research ethics); - support doctoral students to develop advanced statistical analysis of data; - support students to improve work-life balance and, if the case, decrease teaching duties to allow for improved time |
allocated to research activities; - improve planning of research and allocate periodic funding to ensure timely and relevant research equipment and sufficient; - reduce bureaucracy through the digitalization of different processes supporting research activity; - reduce administrative duties within the workload of researchers through the opening of administrative positions to support research activities at centers; - organize consultations and meetings between researchers at centers and doctoral supervisors to improve access and use of research infrastructures for faculty and doctoral students; - develop measures to cultivate and retain talented young researchers within the UMPhIH; - improve yearly self-assessment of faculty and researcher to include indicators referring to: dissemination of research results, teaching to develop scientific competence among undergraduate students (workshops; student conferences and events; activity in the ethical review board/ Committee for Scientific Research Ethics); - ensure representation of researchers in governing bodies of the UMPhIH (e.g. University Senate); - rethink the structure of core facilities to include both an administrative component (own staff) and a research component to establish research direction (coordinated by senior researchers); - strengthen collaboration between faculties and research centers – improved dissemination of information regarding research services available (technologies, methods and techniques, potential impact, collaboration practices); - introduce modules within the Doctoral School to provide an in-depth presentation of available research services/ techniques/ methods (for both centers acting as core facilities); - improve research component in educational programs to cultivate talent and increase early recruitment to medical/ pharmaceutical research of undergraduate and master's students; - enhance a culture of research by making research activity more relevant to clinical practice (train future physicians to use research to improve clinical practice) – integrate research in clinical practice; - link doctoral supervision to research resources to ensure the success of doctoral research projects (enrolling doctoral students supervised by professors coordinating |
projects); - prioritize research activity by revising the teaching/research ratio in a teaching position to stimulate highly performing faculty staff to allocate enough working time to research (and less to teaching); - encourage doctoral supervisors to provide mentorship on the feasibility of research proposals (including via consultancy provided by researchers in centers/ core facilities); - improve the understanding of the research flux and the roles of those involved (doctoral student, mentor/ supervisor, collaborating researcher at core facility); - increase efficiency of administrative processes (esp. acquisitions) through digitalization and employment of administrative staff at centers (core facilities); - organize targeted events to improve collaboration between researchers/ research centers and faculty staff (before the launch of calls, so that coordinators can establish teams); - improve the predictability of research activity by discussing project proposals in advance (before submitting projects) so that researchers in centers can be allocated to those projects (compensates for the lower salaries of those occupying research positions as compared to teaching auxiliary staff – biologist, chemist, etc.); - improve retribution for directors of research centers considering their current double role: research and management of center; - introduce different evaluation frameworks for teaching staff, auxiliary staff at research centers, and researchers - administrative tasks would be allocated to auxiliary staff so that researchers could allot time to research activity); - consider employing more technicians at research centers to cover the routine tasks in research activities; - elaborate a policy for long-term financing of research centers (core facilities) that enables the acquisition state- of-the-art equipment/ infrastructure (required for high- impact research); - revise funding of research to pool resources and increase the efficiency of acquisition and allocation (core facilities should be prioritized considering their status – providing research services for the entire research community); - consider revising the evaluation of doctoral students (focus on the quality of the journal, not on the number of |
articles) - develop biobanks accessible to doctoral students; - improve digitalization and integration of data on research conducted within the university through investments in the administrative capacity of DepCDI; - improve administrative support services (human resources, acquisitions, legal counseling aso); - call for changes in legal provisions that allow the employment of international researchers at centers; - revise evaluation criteria to improve ethical alignment in co-authorship situations by linking the content of the article to the authors’ expertise; - provide doctoral students with the possibility to gain Certificates for conducting ethical research (both human subjects and in vivo); - consider revising and improving the possibility of research centers to generate income (if they meet periodic evaluation criteria); - improve mechanisms that allow for pooling of resources for research activity; - increase efficiency of materials acquisition by ensuring stocks of key reagents; - improve the efficiency of the review board (ethical approvals) through digitization and extended guidance for applicants (provide templates, examples of documents); - revise the annual evaluation framework to include active participation at conferences; - identify means to allow more flexibility for resident physicians who are involved in research and teaching; - cultivate research culture within the university and improve integration of research results/ activities in teaching activities; - improve mentorships and supervision skills of doctoral supervisors through courses and periodic reviews; - develop public communication of science and research results at the community level to increase awareness and cultivate voluntary participation in research of members of the local community. Drawing on the results included in the consultation report, the WG-E revised the previously submitted gap analysis and finalized the current action plan. | ||
Expert Working Group (GL) and Steering | Consultative meetings; e-mail correspondance | The documents prepared by WG-E to obtain the Excellence in HR for research award (Gap Analysis, OTM-R List and Action Plan) were analyzed, adjusted and |
Committee (SC) | finally approved by the SC, which submitted the documents, in their final form, to the UMPhIH management for approval. These final documents are published on the university's dedicated HRS4R page. |
Please describe how was appointed the Committee overseeing the process:
The decision of UMPhIH to adhere to the principles of the CE Charter & Code and to implement the HRS4R strategy in the university started through the institutional project PROGRES (40PFE/30.12.2021, 2022-2024), to increase the performance of scientific research, support excellence in research and innovation in medicine, the university's rector being the project's director. The Scientific Vice-rector is formally responsible for the implementation of the HRS4R process, together with the general administrative director and other key persons from the university's management structures, who are directly or indirectly involved in the HRS4R process (Pro-Rectorate for Quality Assurance and International Relations, Pro-Rectorate for Teaching, Human Resources Directorate (HR), Department of Research, Development, Innovation (DepCDI), Genomic Research Center, MedFuture Research Center, Doctoral School (SD), Scientific Activity Monitoring Department, Scientific Council). They constitute the Steering Committee (SC), coordinating and supervising the entire HRS4R process within UMPhIH. DepCDI will have a leading role in the implementation of the HRS4R strategy and the Action Plan.
Please describe how was appointed the Working Group responsible for the implementation of the
HRS4R process:
Following the acceptance of the Letter of Intent for launching the HRS4R process within the UMPhIH, the Steering Committee appointed the working group of experts (WG-E), consisting of representatives of researchers from the faculties, research centers, and DepCDI to carry out the internal assessment of the degree of implementation of the HRS4R strategy in the university. The initial campaign was redesigned with the support of experts after we accounted for the recommendations made by the evaluators. The initial assessment made in 2023 was redone at the suggestion of EC evaluators. Designed by the WG-E and coordinated by Xxxxxx Xxxxxxxx, the new consultation process consisted of two phases conducted throughout January-May 2024. The 1st phase relied on data collected through a questionnaire-based survey, while the 2nd phase involved collecting qualitative data through 18 individual semi-structured interviews with doctoral students and directors of research centers and two focus groups conducted with 16 researchers from Genomics and MedFuture research centers. For the preparation of the documents (Gap Analysis, OTM-R List, Action Plan), the WG-E consulted the administrative advisory group, respectively with the representative group of researchers that included representatives from the Genomic and MedFuture centers, the research centers of the three Faculties and the Doctoral School.
Free text 200 words maximum
GAP Analysis (Charter and Code Checklist)
Case number: 2022RO768013
Name Organisation under review: UNIVERSITATEA DE MEDICINA SI FARMACIE XXXXX XXXXXXXXX
Organisation’s contact details: Xxxxxxx Xxxxxxxx Xxxxxx Date endorsement charter and code: 0 7 . 0 4 . 2 0 2 2
GAP Analysis overview
The Charter and Code provides the basis for the Gap analysis. In order to aid cohesion, the 40 articles have been renumbered under the following headings. Please provide the outcome of your organisation’s GAP analysis below. If your organisation currently does not fully meet the criteria, pleaselist whether national or organisational legislation may be limiting the Charter’s implementation, initiatives that have already been taken to improve the situation or new proposals that could remedy the current situation. In order to help the organisation’s recruitment strategy, a specific self-assessment checklist is provided for Open, Transparent and Merit-Based Recruitment.
European Charter for Researchers and Code of Conduct for the Recruitment of Researchers: GAP analysis overview
Status: to what extent does the organisation meet the following principles?
Implementation (++, +/- , -/+, --):
• ++ fully implemented
• +/- almost but not fully implemented
• -/+ partially implemented
• insufficiently implemented
GAP: In case of --, -/+, or +/-, please indicate the actual “gap” between the principle and the current practice in your organisation.
Implementation impediments: If relevant, please list any national/regional legislation or organisational regulation currently impeding implementation
Initiatives undertaken/new proposals: If relevant, please list any initiatives that have already been taken to improve
the situation and/or new proposals that could remedy the current situation.
Status | ||||
Ethical and Professional Aspects | Implementati on | GAP/Implementation impediments | Initiatives undertaken/new proposals | |
1 | Research freedom Researchers should focus their research for the good of mankind and for expanding the frontiers of scientific knowledge, while enjoying the freedom of thought and expression, and the freedom to identify methods by which problems are solved, according to recognised ethical principles and practices. Researchers | ++ fully implemente d | • Relevant national legislation Higher Education Law No 199/2023 (art. 11, 12, 137, 216) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00-xxx- 2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx- 2022.pdf Regulations for conducting scientific research - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxxxxxxxxx- research.pdf Institutional Regulations for organising and conducting doctoral studies - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-doctoral-studies-2023.pdf Technology Transfer Centre - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-xx-xxxxxxxxxxxx-xxx- functioning-of-the-Technology-Transfer-Centre.pdf In Romania, the university autonomy is guaranteed by the Constitution. The UMPhIH Charter provides for academic freedom for members of the university community, according to the national legislation in force (art. 8, 22, 188, 199-201). XXXxXX supports and encourages the policy of open science and open access, with a permanent update from the Department of Research, Development, and Innovation organized according to the provisions of the Regulations for conducting scientific research. Freedom of research in UMPhIH is facilitated by free access for everyone to the Xxxxxxx Xxxxxx Library's electronic bibliographic resources, current university subscriptions, and open access resources, including the ANELIS Plus national research consortium subscription: xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxx-xxx/xxxxxxxxxx/xxxxxxxxxx/xxxxxxxxx- electronice/ PhD candidates learn about the boundaries of academic freedom and | Based on the responses received in the survey, UMPhIH supports the conduct of research under autonomous conditions, this being an item with a high average and a high level of importance. However, a better awareness among the academic community of the opportunities for free research, but also of the limitations imposed by the ethical rules, is welcome. To this end, the Action Plan will include the organisation of annual training workshops for researchers and academics on professional ethics rules, informing researchers about research regulations. A large variety of open sources of electronic resources are available at: xxxxx://xxxxxxx.xx/xx/xxxxxxxx ty/about/facilities/library- xxxxxxx-bologa/electronic- resources/ |
should, however, recognise the limitations to this freedom that could arise as a result of particular research circumstance s (including supervision/ guidance/ management ) or operational constraints, e.g. for budgetary or infrastructura l reasons or, especially in the industrial sector, for reasons of intellectual property protection. Such limitations should not, however, contravene recognised ethical principles and | participate in classes on the ethics of scientific research during their first year of graduate school (protection of intellectual property), following the provisions of the Institutional Regulations for organising and conducting doctoral studies. The UMPhIH regularly organises courses and workshops on intellectual property protection for researchers through the Technology Transfer Centre. Based on the survey's results, the respondents' opinions were that XXXxXX supports the autonomy of research (92.8%) and provides the information needed to conduct research (88.7%). Both items were rated by respondents as important in terms of assessing academic ethics and professionalism (weighted means 33.22 and 24.93 respectively). Respondents judged that XXXxXX informs researchers correctly and completely about the regulations governing research (87.1%), and that research work in UMPhIH is conducted with professional responsibility (89.7%). |
practices, to which researchers have to adhere. | ||||
2 | Ethical principles Researchers should adhere to the recognised ethical practices and fundamental ethical principles appropriate to their discipline(s) as well as to ethical standards as documented in the different national, sectoral or institutional Codes of Ethics. | ++ fully implemented | • Relevant national legislation Higher Education Law No 199/2023 - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf Law no. 319/2003 Law No 206/2004, as amended Higher Education Law No 199/2023 lays down the rules of academic ethics and deontology that must be observed in all teaching and research activities (Chapter XX), supplemented by the Framework Code of Academic Ethics and Deontology approved by the Government Decision. Law no. 319/2003 on the status of research and development personnel "constitutes the framework through which continuous training, development, and motivation of human resources are promoted, to ensure professional competence and ethics in research and development activities, freedom of scientific approaches" (art.1). Good conduct in scientific research, technological development, and innovation is regulated by Law No 206/2004, as amended. • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx- Charter-2022.pdf Regulations for conducting scientific research xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxxxxxxxxx- research.pdf Regulations for the Ethics of Scientific Research xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-xxx-xxx-Xxxxxx-xx-Xxxxxxxxxx- Research.pdf Research strategy 2024-2029 xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx-xxxxxxxxxx- 2024-2029-ENGLEZA.pdf UMPhIH applies the principles of academic ethics, following national legislation, stipulated in the University Code of Ethics and Professional | Although ethical principles are implemented at all levels of research and academic activity in UMPhIH, annual training workshops will be organised for researchers and academics on professional ethical standards as documented in the various national, sectoral, or institutional Codes of Ethics documents. |
Conduct (Title X of the UMPhIH Charter). The University Ethics Commission carries out its work following the provisions of the Regulations of the University Ethics Commission (Title XI of the UMPhIH Charter). The staff engaged in research complies with the Regulations for Conducting Scientific Research, following the Research Strategy approved by the Senate. The Scientific Research Ethics Committee operates based on the Regulation of the Scientific Research Ethics Committee. All these principles are well- defined and fully implemented in UMPhIH for the researchers, and the university provides the necessary support for the application of these principles. | ||||
3 | Professiona l responsibili ty Researchers should make every effort to ensure that their research is relevant to society and does not duplicate research previously carried out elsewhere They must avoid plagiarism of any kind and abide by the principle of intellectual property and joint data | ++ fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf Law no. 319/2003 on the status of research and development personnel Professional responsibility, prevention of plagiarism, and protection of intellectual property rights on research results are the main objectives of UMPhIH, following the National Law on Higher Education No. 199/2023. Law no. 319/2003 on the status of research and development personnel requires:” a) to respect the ethics and deontology of research and development activity; b) to respect intellectual property rights and confidentiality agreed with collaborators and research funders” (art. 24). • Institutional regulations Institutional regulation on the organisation and conduct of Doctoral degree programs - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx- and-conducting-doctoral-studies-2023.pdf Technology Transfer Centre - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-xx-xxxxxxxxxxxx-xxx- functioning-of-the-Technology-Transfer-Centre.pdf UMPhIH is accredited as a Doctoral Studies Organizing Institution. The Institutional regulation on the organisation and conduct of Doctoral degree programs provides for the teaching of the principles of ethics of scientific research by doctoral students through mandatory courses organized in the first year of studies, including the avoidance of plagiarism, respect for intellectual property rights, personal responsibility for the research work | We appreciate that the principle of professional responsibility is well implemented in UMPhIH. However, a better awareness among the academic community of professional responsibility is welcome. To this end, the Action Plan will include the organisation of annual training workshops for researchers and academics on professional ethics rules, informing researchers about their professional responsibility. UMPhIH provides antiplagiarism and intellectual property protection. xxxxx://xxxxxxxxxxxxxxxxx.xx/x n/iuliu-hatieganu-university- of-medicine-and-pharmacy- in-cluj-napoca/ xxxxx://xxxxxxx.xx/xxxxxxxxxxx e/noutati/invitatie-workshop- pentru-cercetatori- |
ownership in the case of research carried out in collaboration with a supervisor(s) and/or other researchers. The need to validate new observations by showing that experiments are reproducible should not be interpreted as plagiarism, provided that the data to be confirmed are explicitly quoted. Researchers should ensure if any aspect of their work is delegated, that the person to whom it is delegated has the competence | performed. Verification of doctoral theses, habilitation thesis, and other teaching and scientific materials in terms of the degree of similarity and compliance with quality or professional ethics standards, including the existence of plagiarism, is carried out in UMPhIH within the Doctoral School, through the Xxxxxxx Xxxxxx Library and various online anti-plagiarism websites (e.g. xxxxx://xxxxxxxxxxxxxxxxx.xx). UMPhIH also supports researchers and the entire academic community in respecting and protecting intellectual property rights through the Technology Transfer Centre. In the UMPhIH, the participants in the survey considered that the research work was carried out with professional responsibility (89.7%). | proprietate-intelectuala/ |
to carry it out. | ||||
4 | Professional attitude Researchers should be familiar with the strategic goals governing their research environment and funding mechanisms, and should seek all necessary approvals before starting their research or accessing the resources provided. They should inform their employers, funders, or supervisor when their research project is delayed, redefined or completed, | +/- almost but not fully implemented | • Relevant national legislation Updated Law No 206/2004 on good conduct in scientific research, technological development and innovation Government Ordinance No 57/2002 on scientific research and technological development Government Decision No 1265/2004 approved the methodological rules for contracting, financing, monitoring, and evaluating research and development and innovation programs, projects, and actions included in the National Research and Development and Innovation Plan. xxxxx://xxxxxxxxxxxx-xx.xxx.xx/xx/xxxxxxx/xxxxxx-xxxxxxxx-xx-xxxxxxxxx- dezvoltare-si-inovare-2022-2027-pncdi-iv/#:~:text=Summary%20Plan,- The%20Executive%20approved&text=2022%20the%20National%20Researc h%2C%20Development,2022%2D2027%20(SNCISI) • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx- Charter-2022.pdf Regulations for conducting scientific research - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxxxxxxxxx- research.pdf Institutional Regulations for organising and conducting doctoral studies - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-doctoral-studies-2023.pdf According to the Charter, the fundamental values assumed by UMPhIH are professionalism, honesty, and responsibility. Scientific research programs are carried out at the UMPhIH following the funding contracts concluded, respecting the deadlines, the reports stipulated in the contract, and the responsibility of the project director and the entire team, following the Regulations for conducting scientific research (art. 13, 26). The Code of ethics and university deontology is an integral part of the University Charter (Title X) and provides for all aspects related to good conduct in scientific activity and deviations from these norms. Scientific research carried out on human subjects or animals can only be carried out after obtaining the approval of the Research Ethics Commission, whose main mission is to ensure compliance with special ethical norms in research activity (as laid | Although the professional attitude is well implemented in UMPhIH, there is still room for improvement. The Action Plan will include the organisation of annual training workshops for researchers and academics on professional ethics rules, informing researchers about professional attitude principles. Consideration will be given to streamlining the work of the Scientific Research Ethics Committee in dealing with applications for approval of scientific projects involving clinical trials or pre-clinical studies on laboratory animals: 1) inclusion in the annual professional evaluation grid of the evaluation work of the committee members to reward them for their work and their professional responsibility, 2) setting up an integrated university platform with a dedicated area for the Scientific Research Ethics Committee to evaluate applications and communicate between committee members and |
or give notice if it is to be terminated earlier or suspended for whatever reason. | down in the UMPhIH Charter, Title XI).In the Doctoral School program, young researchers are trained and educated in the spirit of responsibility, ethics, and professional attitude, including their relationship with the doctoral supervisor and the supervising committee. High-level, interdisciplinary research conducted within university departments or with abroad partners on a national or international scale, as well as the professional outcomes of research conducted by university community members, demonstrate their professionalism and capacity for responsible, teamwork that complies with research ethics norms (See the University Report 2023, pages 155-159): xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXXXX-XXX-0000-0000-xx.xxx One aspect that needs to be improved is that of making the Scientific Research Ethics Committee more efficient in granting opinions for research projects involving pre-clinical or clinical studies, to ensure that research is carried out within the allotted periods and that contractual conditions are respected. According to the survey respondents' answers, statements regarding the effectiveness of the Scientific Research Ethics Committee in granting opinions for research projects had a higher proportion of disagreement (total partial disagreement and disagreement of 15.3%). Some of the reasons why, in some cases, the opinion is obtained after a long period would be: 1) the heavy workload (sometimes in relatively short periods; there are up to 300 requests per year) and the responsibility of the members of the committee, whose work is in no way rewarded at present; 2) incomplete files or files which, after comments have been made, return to the committee without all the required additions having been made. | applicants. | ||
5 | Contractual and legal obligations Researchers at all levels must be familiar with the national, sectoral or institutional regulations governing | ++ fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00-xxx- 2023-law-no-199-of-4-july.pdf Law no. 319/2003 on the status of research and development personnel Law no. 53/2003 - Labor Code • Institutional regulations UMPhIH Charter 2022 - xxxxx://xx x.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx- Charter-2022.pdf Internal regulation - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx- regulations-Regulament-intern-2022.pdf The contractual and legal obligations of the members of the university | We appreciate that the principle of contractual and legal obligations is well implemented in UMPhIH. The Action Plan will include the organisation of annual training workshops for researchers and academics on professional ethics rules, informing researchers about their contractual and legal obligations. Employment contracts and research agreements are |
training and/or working conditions. This includes Intellectual Property Rights regulations, and the requirements and conditions of any sponsor or funders, independentl y of the nature of their contract. Researchers should adhere to such regulations by delivering the required results (e.g. thesis, publications, patents, reports, new product development , etc) as set out in the terms and conditions of the contract | community are established by the national legislation in force, by the Charter, by the internal regulations of the University, and by the contract concluded with the University or with the founder of the research project. By signing the employment contract or the research contract with the private or public sector, each researcher undertakes to comply with the conditions and terms stipulated in the contract. The Department of Research, Development and Innovation supports and provides support to researchers at all stages of the development of research projects and controls compliance with the obligations assumed by the funding contracts. Work contracts and research contracts are updated constantly following national legislation. Every member of the academic community is aware of the terms of the individual work contracts and the research contracts, and they all sign and assume responsibility for complying with them. In the survey, respondents consider that the UMPhIH correctly and fully informs researchers about the regulations governing research (89.7%), this principle is considered important in academic ethics and professionalism (relative mean 23.56). | updated to the legal framework regularly, and XXXxXX'x internal code complies with national regulations. |
or equivalent document. | ||||
6 | Accountabilit y Researchers need to be aware that they are accountable towards their employers, funders or other related public or private bodies as well as, on more ethical grounds, towards society as a whole. In particular, researchers funded by public funds are also accountable for the efficient use of taxpayers’ money. Consequentl y, they should adhere to the principles of | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 provides for "the monitoring of managerial efficiency, equity and labour market relevance of higher education by the bodies of the Ministry of Education [...], linked to the systems of European reference statistical indicators in the field" (art. 263). - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00-xxx- 2023-law-no-199-of-4-july.pdf Government Ordinance No 119/1999 updated, regulates internal control, internal audit and preventive financial control in public institutions and on the use of public funds and the management of public assets (art. 1). Law No 69/2010 republished, on fiscal-budgetary responsibility, applies to public authorities, institutions and entities and establishes the framework for efficient management of public finances (art. 1). • Institutional regulations Research strategy 2024-2029 xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx-xxxxxxxxxx- 2024-2029-ENGLEZA.pdf Strategic Plan 2024-2029 xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX-XXXX-XXXXXXXXX-0000-0000- en.pdf The responsibility of teaching staff and researchers to fulfill their contractual commitments is periodically evaluated by the university by monitoring some performance indicators, according to the Research Strategy Directive from the Ministry of Administration and Internal Affairs. In research projects, the director or project manager is responsible for achieving the proposed objectives, but each member of the research team is responsible for the involvement and completion of the assigned activities. Each grant or research project funded by public or private funds is audited annually or at the end of the implementation period. The evaluation of the research activity in the university is carried out annually through the digital platform managed by the Quality Assurance Department, based on the self-assessment carried out by each teaching staff, researcher and doctoral student at the university, according to the self-assessment guide: | Accountability of researchers to funders for how financial funds are used is a well-implemented principle in UMPhIH. However, the Action Plan will include the organisation of yearly training workshops for researchers and academics on topics such as professional ethics rules, informing researchers on the accountability level of social responsibility, responsibility for research funds, and developing internal procedures for data collection, processing, and storage. |
sound, transparent and efficient financial management and cooperate with any authorised audits of their research, whether undertaken by their employers/ funders or by ethics committees. Methods of collection and analysis, the outputs and, where applicable, details of the data should be open to internal and external scrutiny, whenever necessary and as requested by the appropriate authorities. | xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXX-XXXXX-Xxxxxx-xxxx-xxxxxxxxxx- of-faculty-and-researchers-2022.pdf The Science Monitoring Department regularly centralizes and evaluates publicly verifiable research results (articles, especially in Q1 and Q2, books, patents, etc.) and their impact (Research Strategy 2020-2024). Also, every two years it reports the centralized research activity at an institutional level to the bodies of the Ministry of Education - ANS, CNFIS, which monitor higher education institutions based on specific indicator systems (Law on Higher Education No 199/2023, art. 263). The Research, Development and Innovation Department ensures the financial management of research projects carried out in the university, and its activity is supervised by the Internal Audit Office of UMPhIH. Periodically, UMPhIH is externally audited at the national level by ARACIS, the Court of Accounts, and by various international professional organizations (EUA, CIDMEF, AMSE, ASIIN, CIDPHARMEF). The survey participants consider that the evaluation of teaching and research work is carried out regularly and transparently in UMPhIH (91.9%), the criteria for the evaluation of research work being comprehensive (86.7%). Both items had the lowest weighting in the assessment of importance for aspects of academic ethics and professionalism (relative mean 16.80 for the evaluation criteria and 15.76 for the evaluation of activity, respectively). |
7 | Good practice in research Researchers should at all times adopt safe working practices, in line with national legislation, including taking the necessary precautions for health and safety and for recovery from information technology disasters, e.g. by preparing proper back-up strategies. They should also be familiar with the current national legal requirements regarding data | +/- almost but not fully implemented | • Relevant national legislation Law 307/2006 extended and Law 481/2004, revised in 2008 on civil protection Order from the Ministry of Administration and Internal Affairs (OMAI) 786/2005 amending and supplementing OMAI 712/2005 on the training of employees in emergency situations Law No 677/2001 on the protection of individuals concerning the processing of personal data and its free circulation Act No 319/2006 on health and safety at work, updated Emergency Ordinance No 96/2003 on maternal protection at work, as amended and supplemented REGULATION (EU) No 679 of 27 April 2016 on the protection of individuals regarding the processing of personal data and on the free movement of such data and repealing Directive 95/46/EC (General Data Protection Regulation, namely GDPR Regulation) Law 190/2018 on measures implementing the GDPR Regulation • Institutional regulations UMPhIH Charter 2022 - xxxxx://xx x.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx- Charter-2022.pdf Internal regulations (Chapter X - Protection, hygiene, safety and health at work. Fire prevention and extinguishing) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx-xxxxxxxxxxx-Xxxxxxxxxx- intern-2022.pdf Regulations for conducting scientific research - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxxxxxxxxx- research.pdf The Prevention and Protection Service (SSM Office) provides occupational safety and health activities (OSH) to ensure that employees and students work in safe and healthy workplaces. It oversees organising, coordinating, and directing occupational safety and health activities. It organises regular training sessions on occupational safety and risk prevention conditions (for Fire Prevention and Fire Fighting - Emergency Situations and OSH) and provides specialist advice. The Safety and Health at Work Office: xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxxx/xxxxxxxx-xxxxxxxxx-xxxxxxx-xxxxxxxx-xx- comunitatea/birou-ssm/ UMPhIH practices a privacy policy regarding the use of personal data and is | In the survey, one respondent referred to "the exposure of academics to pollutants and noxious substances and therefore (they) should be paid correctly according to the law and correctly classified in the work group." The Action Plan will include the organisation of annual training workshops for researchers and academics on professional ethics rules informing researchers about good practices in research and legislation on the rights of people exposed to pollutants and noxious substances. UMPhIH aims to optimize the use of human, material, and operational resources while coordinating efforts to achieve the intended outcome. |
protection and confidentialit y protection requirements , and undertake the necessary steps to fulfill them at all times. | registered as a personal data controller with the number xxx under Law 677/2001. The protection of personal data is ensured by the GDPR Regulation in all activities carried out in the university, including scientific research activities. The Communications Centre manages and maintains the entire IT infrastructure in the university, ensuring the storage of electronic information and its backup. UMPhIH is recognized at the national and European levels as an advanced scientific research institution. According to the Regulations for conducting scientific research, the ethical rules approved by the Scientific Research Ethics Commission must be respected based on the research protocol, following the Rules of Good Clinical Practice, the Rules of Good Laboratory Practice and the Rules of working with animals ’laboratory in force in Romania. Research centers that carry out high-level research in the university and provide research services to other institutions, private companies and universities: Research Center for Functional Genomic, Biomedicine and Translational Medicine -xxxxx://xxxxxxx.xx/xx/xxxxxxxx/xxxxxxxx-xxxxxxxx-xxxxxx/ MedFuture - Research Center for Advanced Medicine - xxxxx://xxxxxxxxx.xx In the survey, 88.7% of respondents fully agreed and partially agreed with the criterion of providing the optimal framework in UMPhIH for conducting research according to good practice, being considered the third most important, with a weighted average of 24.93.The participation of UMPhIH in international research projects, the large number of scientific articles published in ISI journals from the Q1 quartile, the classifications in high positions in the rankings of Romanian and international universities (see the Report on the state of the university 2022-2023 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXXXX-XXX-0000-0000-xx.xxx) certify the implementation of good research practices in university. | |||
8 | Disseminatio n, exploitation of results All researchers should ensure, in compliance | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 provides for "ensuring, at the level of higher education institutions, the necessary conditions for scientific research, development, innovation, and technology transfer, by [...] exploiting and disseminating their results to produce, transmit and exploit knowledge". (art. 131, k). - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx- legea-199-04-iul-2023-law-no-199-of-4-july.pdf • Institutional regulations Research strategy 2024-2029 - | The principle of Dissemination and exploitation of results is well implemented in UMPhIH. However, one area for action is to improve the self- assessment grid by including as an indicator (and/or revising the score allocated) conferences and |
with their contractual arrangement s, that the results of their research are disseminated and exploited, e.g. communicat ed, transferred into other research settings or, if appropriate, commercialis ed. Senior researchers, in particular, are expected to take a lead in ensuring that research is fruitful and that results are either exploited commercially or made accessible to the public (or both) whenever the opportunity | xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx-xxxxxxxxxx- 2024-2029-ENGLEZA.pdf Regulations for conducting scientific research (art. 8) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxxxxxxxxx- research.pdf Increasing the dissemination capacity of researchers and the exploitation of research results is a constant concern of the university. XXXxXX runs an institutional policy of open access and supports the dissemination of research results at national and international high-level scientific events and their publication in ISI Web of Science journals with an impact factor. Starting September 2021, UMPhIH provides partial reimbursement from the university's income of the publication fee in ISI journals of the first and second quartiles for all university researchers (academics, researchers, PhD students). Through the Progres project (no. 40PFE/30.12.2021), UMPhIH supports research by offering grants to support publication in first quartile open access ISI journals. In the annual self-evaluation grid, which is the basis for awarding additional salaries or merit grading, both research results disseminated through the publication of scientific papers and patents are scored. The intense activity of dissemination and exploitation of research results by the members of the UMPhIH is reflected in the annual reports of the Rector (Clarivate indexed articles, projects won, and prizes obtained by UMPhIH members at various scientific events or invention fairs). Report 2022-2023 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXXXX-XXX- 2022-2023-en.pdf Report 2021-2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxx-xxxxxxx- starea-universitatii-2021-2022-en.pdf Report 2020-2021 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxx-xxxxxxx- starea-universitatii-2020-2021_-en.pdf The Technology Transfer Center within the DepCDI offers consultancy and support to university researchers for the technological transfer of research results and intellectual property management, facilitating internal and external interdisciplinary collaborations, and encouraging and supporting the creation of new companies (start-ups and spin-offs). On 14-15 May 2024, XXXxXX organised the 3rd edition of Tech Transfer Days and aims to make this event permanent by organising it annually to promote and disseminate research results. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxx/xxxxxxxxxx-xxxxxxxx-xxxx-0000/ | scientific papers disseminated at international and national scientific events. Stimulating this type of dissemination will also increase the visibility of the research carried out in the UMPhIH and the potential to develop new international research collaborations and networks. |
arises. | ||||
9 | Public engagement Researchers should ensure that their research activities are made known to society at large in such a way that they can be understood by non- specialists, thereby improving the public’s understandin g of science. Direct engagement with the public will help researchers to better understand public interest in priorities for science and technology | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf • Institutional regulations University Charter 2022 (art. 4) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Research strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX- Strategia-in-domeniul-cercetarii-2024-2029-ENGLEZA.pdf The purpose of research at UMPhIH is to serve the public by ensuring progress in the field of medico-pharmaceutical sciences, improving the quality of life, and providing patients with the highest level of treatment. There is a constant concern to make the research results of the academic community known to the public through publishing in scientific journals, obtaining patents, successfully participating in invention salons and through technology transfer, and offering advanced medical services (see annual reports). Each year, UMPhIH organizes an event entitled "UMPhIH Days", a scientific event where all researchers belonging to the academic community can public their research results. The scientific papers are then published as abstracts in Medicine and Pharmacy Reports, the university journal (indexed in databases such as Scopus, PubMed). This year, 2024, UMPhIH is organising the 3rd edition of Tech Transfer Days, an event supported by the PROGRES project for "increasing scientific research performance, supporting research excellence and innovation in medicine" to promote and disseminate research results. Exhibition booths will be organised to facilitate meetings between professionals and researchers to encourage the creation of new collaborations between the private sector and academia in the medical field. The results of the research carried out at UMPhIH will be presented, as well as the infrastructure and services offered by some of the university's research centers. Advanced research services are offered by the research centers of UMPhIH: Genomics Center: xxxxx://xxxxxxx.xx/xx/xxxxxxxx/xxxxxxxx-xxxxxxxx- centre/research-services/ MedFuture Center: xxxxx://xxxxxxxxx.xx/xxxxxxxx/ UMPhIH is also involved in supporting the community through professional | The university's adherence to the public responsibility principle outlined in its charter is evidenced by the multitude of scientific articles it publishes, its participation in national and international research projects, and the advanced research facilities that it provides to the community. The Action Plan will include the organisation of annual Tech Transfer Days in the future. There are proposals from the survey to organise annual Center Open Days or Demonstration Days with visits to the university's research centers, presentations of the centers, and demonstration presentations. The event aims to encourage multidisciplinary collaboration among XXXxXX'x faculties, research centers, and departments, and awareness and education on participating in public health research. Research at UMPhIH aims to develop and innovate to accomplish objectives that benefit the general population and to |
and also the public’s concerns. | services with social engagement and responsibility: e.g. RT-PCR tests and production of disinfectants during the COVID-19 pandemic or METABOMS Extended Newborn Screening Project - xxxxx://xxxxxxxxx.xx/xxxxxx_xx/ | adequately notify society regarding such. | ||
10 | Non discriminatio n Employers and/or funders of researchers will not discriminate against researchers in any way on the basis of gender, age, ethnic, national or social origin, religion or belief, sexual orientation, language, disability, political opinion, social or economic condition. | +/- almost but not fully implemented | • Relevant national legislation Law No. 53/2003 regarding the Labor Code, with subsequent amendments and additions, republished National Law No. 199/2023 of higher education (art. 4, 126) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00-xxx- 2023-law-no-199-of-4-july.pdf Law No. 202/2002 regarding equal opportunities and treatment of people, with subsequent amendments and additions, republished Decision No. 457/2011 on the approval of the Competition Framework Methodology for filling teaching and research vacancies in higher education • Institutional regulations UMPhIH Charter 2022 (art. 6, 12) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Internal regulations - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx- regulations-Regulament-intern-2022.pdf Policy on equal opportunities - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxx- on-Equal-Opportunities-and-Treatment-of-People.pdf Regulations for organizing and conducting undergraduate teaching and learning activities xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-undergraduate-teaching-and-learning-activities-2023.pdf UMPhIH University's charter proclaims that the academic community "is open to all persons, without any discrimination based on age, citizenship, race, ethnicity, gender, sexual orientation, social origin, political or religious orientation, or other types of discrimination, except the affirmative measures provided for by law." All areas of university life uphold this principle. The internal regulation of UMPhIH refers in detail to the rules regarding compliance with the principle of non-discrimination and the removal of any form of violation of dignity. UMPhIH has developed and implemented a policy on equal opportunities, respecting the principles of equality ”for both women, men, and people with any other gender identity, for any form of education, degree or level of training, regardless belonging to a certain race, nationality, ethnicity, religion, social category or disadvantaged social category, in all | From the interviews carried out during the survey, there is a need to transpose regulations and procedures to deal with the various cases of discrimination that may arise. Workshops are also encouraged to promote and monitor the implementation of these equal opportunity and non- discrimination norms among members of the academic community. In addition, promoting compliance with these guidelines through periodic staff meetings and supervising their implementation. |
phases or stages of the educational system”. ” The policy on equal opportunities of people document applies to all members of the academic community.” Most respondents who took part in the survey believe that sufficient attention is paid to the prevention of discrimination in UMPhIH (93%). In the order of priorities in the category of ethics and academic professionalism, this item had a relative weight of 23.13 (median position). | ||||
11 | Evaluation/ appraisal systems Employers and/or funders should introduce for all researchers, including senior researchers, evaluation/a ppraisal systems for assessing their professional performance on a regular basis and in a transparent manner by an independent (and, in the case of senior researchers, preferably | +/- almost but not fully implemented | • Relevant national legislation National Law No. 199/2023 of higher education - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf Order No. 6129/2016 approves the minimum necessary and mandatory standards for the award of teaching titles in higher education, professional degrees in research and development, the quality of PhD supervisor, and the habilitation certificate Labour Code - Law 53/2003, republished (Art. 3, 4) • Institutional regulations UMPhIH Charter 2022 (art. 6, 12) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Internal regulations - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx- regulations-Regulament-intern-2022.pdf Regulations for conducting scientific research - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxxxxxxxxx- research.pdf Regulations for organizing and conducting doctoral studies - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-doctoral-studies-2023.pdf USER GUIDE Annual self-evaluation of faculty and researchers 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXX-XXXXX-Xxxxxx-xxxx-xxxxxxxxxx- of-faculty-and-researchers-2022.pdf UMPhIH Cluj-Napoca has developed and perfected a complex system of academic evaluation, which uses multiple sources of feedback. Academic staff are regularly assessed for academic performance, integrity and accountability. Researchers are periodically evaluated for the quality and impact of their research and their involvement in institutional activities. The Quality Assurance Department manages a digital platform for the self- evaluation/reporting of annual activity by teaching staff, researchers and | Several types of assessments are carried out each year and require common data. Several suggestions for improving the evaluation system at the institutional level were noted in the interviews and focus group meetings of the survey. Thus, one considers: 1)The development or improvement of the self- evaluation platform with the inclusion of as much data as possible, allowing to efficiently and quickly obtain accurate and complete information for several types of internal and external evaluations (e.g. ANS, CNFIS). 2) Revision of the grid and scores for professional activity (used for awarding merit and salary increments) by including indicators or modifying the score of existing indicators, such as dissemination of research results at international and national |
international) committee. Such evaluation and appraisal procedures should take due account of their overall research creativity and research results, e.g. publications, patents, management of research, teaching/ lecturing, supervision, mentoring, national or international collaboration , administrativ e duties, public awareness activities and mobility, and should be taken into consideratio n in the context of career | doctoral students (including publications, patents, participation in scientific events, involvement in national and international scientific projects, teaching and editorial activity, involvement in committees and professional or scientific organizations, administrative tasks - according to the User Guide - Annual self-evaluation). Annually, based on the self-evaluation of each teaching and research staff and the collegial evaluation, the best grades of merit or salary increases are awarded. This self-assessment is complemented by regular peer and line manager evaluations. The scientific research activity at the university level is periodically evaluated by the Scientific Vice-Rectorate and the Scientific Activity Monitoring Department following the national minimum standards (approved by OMENCS No. 6129/2016), which correspond to the field of the post, and reported to the competent authorities (ANS, CNFIS). UMPhIH has internal auditing practices for all areas of academic activity. Annually the University enters the SCMI audit process, through internal bodies, and after three years the recertification audit is carried out regarding the quality standards, audit carried out by external and independent entities (CERTIND). UMPhIH obtained institutional certification from CERTIND and applies a quality management system following the requirements of the SR EN ISO 9001:2008 standard. UMPhIH undergoes periodic external audits at the national level by the Court of Accounts, ARACIS, and several international professional organizations (EUA, CIDMEF, AMSE, ASIIN, CIDPHARMEF). The reports of the evaluation commissions have significantly contributed to the development of the university through comparative analysis (benchmarking). | scientific events or various activities leading to research training in the medical and pharmaceutical field (workshops, student congresses), as well as the work of the members of the Scientific Research Ethics Committee in the evaluation of dossiers for the approval of clinical and laboratory animal studies (they carry out a very heavy workload, with responsibility, which is currently not rewarded in any way). 3) the introduction of separate minimum grids/thresholds for the assessment of research activity of teachers and researchers. |
progression. | |||||
Recruitment and Selection - please be aware that the items listed here correspond with the Charter and Code. In addition, your organisation also needs to complete the checklist on Open, Transparent and Merit-based Recruitment included in a separate section, which focuses on the operationalization of these principles. | |||||
12 | Recruitment Employers and/or funders should ensure that the entry and admission standards for researchers, particularly at the beginning at their careers, are clearly specified and should also facilitate access for disadvantag ed groups or for Researchers returning to a research career, including teachers (of any level) returning to a research career. Employers | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023. (art. 134, 139, 226) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxxxxxx.xx/xxxxxxxxx/xxxxxxxxxxx-xxx/xxxxxxx-xxxxxxx-xxxxxxxx/; Strategic Plan - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX-XXXX- Research strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf The rules and principles of recruitment are mentioned in the UMPhIH Charter and are based on Law no 199 from 2023 of National Education and present the conditions that must be met for each vacant position in the academic or research field, the salary level in correlation with the grade, following specific legislation. The recruitment of personnel is coordinated by the human resources department which establishes the procedure of recruitment, starting with job announcement, the selection stages, and candidates and ending with the actual hiring and providing all information necessary for a future candidate. Every step is carried out very professionally, respecting the current legislation (92,3%), based on transparency (90,9%), communication, accessibility (90,2%), and fairness, and containing correct and complete information (93%) according to the survey results. XXXxXX tried to reduce employment bureaucracy by applying measures to simplify this process: the possibility to submission online the necessary documents for participating in the competition of internal grants offered by the university, for Erasmus mobilities, the creation of self-evaluation platforms where the entire didactic and scientific activity of the candidate from university can be uploaded. The recruitment and selection commissions for academic positions are established by the Department | The recruitment and selection of staff for teaching and research activities in UMPhIH is done through public competition and is based on the methodology for occupying academic and research positions established by regulations approved by the university Senate with permanent updating according to the current legislation, respecting the principles of professional ethics and non- discrimination. To increase the transparency of recruitment would be useful some measures: 1. Permanent improvement of selection criteria of candidates for a job and the clarity of the criteria regarding the appointment of the selection commissions. 2. The update of UMPhIH Methodology regarding occupying teaching positions and research vacancies, to answer OTM- R mandatory requirements. | |
and/or funders of researchers should adhere to the principles set out in the Code of Conduct for the Recruitment of Researchers when appointing or recruiting researchers. | Council, approved by the Dean, the Faculty Council, and the Senate, and include associate professors/professors and 3 external university members. The employment process can be difficult sometimes due to some bureaucratic constraints imposed by the national legal framework. Additionally, the internal survey mentions impediments to the permissive selection criteria of candidates for a job (17,5%) and the clarity of the criteria regarding the appointment of the selection commissions (16,8%). | |||
13 | Recruitment (Code) Employers and/or funders should establish recruitment procedures which are open, efficient, transparent, supportive and internationall y comparable, as well as tailored to | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023. (art. 134, 139, 226) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxxxxxx.xx/xxxxxxxxx/xxxxxxxxxxx-xxx/xxxxxxx-xxxxxxx-xxxxxxxx/; xxxx://xxxx.xxx.xx/ Research strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf The recruitment respects the right to equal opportunities for all candidates, and most of them consider that it is a transparent (30,84%) and open process (33,82%) for all candidates, according to the survey results, without any discrimination, under the law and rules (33,82%), like in the European community. The announcement regarding the recruitment is published at least two months before the competition in a visible place, on the main page of the website of the UMPhIH a specialized website managed by the Ministry of National Education and | The recruitment of personnel is coordinated by the human resources department which establishes the procedure of recruitment, starting with job announcement, the selection stages, and ending with the actual hiring and providing all necessary information for future candidates. Every step is carried out very professionally, respecting the current legislation, based on transparency, communication, accessibility, and fairness. However, the advertisements do not describe working conditions |
the type of positions advertised. Advertiseme nts should give a broad description of knowledge and competencie s required, and should not be so specialised as to discourage suitable applicants. Employers should include a description of the working conditions and entitlements, including career development prospects. Moreover, the time allowed between the advertiseme nt of the vacancy or | in the Official Monitor of Romania, part III. The announcement must contain a description of the position for which they are applying, the attributions/activities related to this position, the minimum salary, the competition calendar, a bibliography of the competition, a description of the recruitment procedure, and the list of necessary documents. Programs and requests for research projects have limitations on recruiting employees who understand and communicate in the Romanian language. The most important criteria in the recruitment and selection processes are quality of publications (37.58%), teaching performance (31.84%), number of scientific publications (30.73%), respectively previous experience in research projects of candidates (30.24%). The previous experience of transferring research results into practice met the lowest level of priority (10.07%). | and career development prospects. Advertisements also refrain from going into detail about the working environment or opportunities for professional advancement, like clinical training, research opportunities collaborative research projects that involve multiple disciplines. Conferences and workshops will be organized to allow for better training, offering mentoring programs and courses. |
the call for applications and the deadline for reply should be realistic. | ||||
14 | Selection (Code) Selection committees should bring together diverse expertise and competence s and should have an adequate gender balance and, where appropriate and feasible, include members from different sectors (public and private) and disciplines, including from other countries and with relevant experience | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 (art. 134, 135, 139, 143, 157, 202, 224) - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf • Institutional regulations xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxxxxxx.xx/xxxxxxxxx/xxxxxxxxxxx-xxx/xxxxxxx-xxxxxxx-xxxxxxxx/; Research strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf Strategic Plan - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX-XXXX- STRATEGIC-2024-2029-en.pdf Both at the level of academics and research, the selection is made based on skills and experience, competitiveness, and each candidate benefits from equal opportunities in the recruitment, without discrimination. The recruitment committee is proposed by the Department Council, and approved by the Dean, by the Faculty Council, and by the Senate and consists of people with experience in the field of the job, with expert status, and must comply with the competition methodology and regulations, following the national legislation, the University Charter and internal regulations. The competition committee evaluates the candidate according to some well-defined criteria, including qualifications, experience, and potential for future research contributions that respects gender and age equality, without discrimination. Academic positions are advertised by XXXxXX on the main page of the university website: xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/xxxxxxxxxxx- stiintific/hrs4r/hrs4r-process-UMPhIH / and on a specialized website | Any person who meets the competition entry criteria may take part in the competition without discrimination, both internal and external. See the Regulations of the competition for academic positions, promotion in the teaching career, and research positions of UMPhIH: xxxxx://xxxxxxx.xx/xxxxxxxxx/ departament-cdi/posturi- vacante-proiecte/; To increase the transparency of selection would be useful some measures: 1. Interview panels with members from diverse backgrounds to ensure a balanced assessment of candidates. 2. Improvement of selection criteria and the clarity of the criteria regarding the appointment of the selection commissions. |
to assess the candidate. Whenever possible, a wide range of selection practices should be used, such as external expert assessment and face-to- face interviews. Members of selection panels should be adequately trained. | managed by the Ministry of National Education: xxxx://xxxx.xxx.xx/ and in the Official Monitor of Romania, part III. Researcher positions are advertised by XXXxXX on the university website: xxxx://xxx.xxxxxxx.xx/xxxxxxxxx-xx/xxxxxxx-xxxxxxx-xxx xxxxx://xxxxxxx.xx/xxxxxxxxx/xxxxxxxxxxx-xxx/xxxxxxx-xxxxxxx-xxxxxxxx/ and are provided in the Strategic Plan. | |||
15 | Transparenc y (Code) Candidates should be informed, prior to the selection, about the recruitment process and the selection criteria, the number of available | ++ fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 (art. 3, 12, 126, 131, 193, 194, 226) - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf • Institutional regulations xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxx://xxx.xxxxxxx.xx/xxxxxxxxx-xx/xxxxxxx-xxxxxxx-xxx Strategic Plan - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX-XXXX- STRATEGIC-2024-2029-en.pdf Every step of the recruitment and selection process is carried out provisionally, respecting the current legislation, based on transparency, | The recruitment respects the right to equal opportunities for all candidates, and is transparent and open for all candidates, without any discrimination, respecting the academic principles stipulated in the University Charter: open, transparent, and merit-based competition. According to the survey results, the principle of transparency is fully implemented at |
positions and the career development prospects. They should also be informed after the selection process about the strengths and weaknesses of their applications. | communication, accessibility, and fairness. Both at the level of academics and research, selection is made based on skills and experience, competitiveness, and each candidate benefits from equal opportunities in the recruitment, without discrimination. The selection results are communicated immediately to the candidate and posted to the public immediately on the UMPhIH website allowing filing appeals. The announcement is posted at least two months before the competition in a visible place, on the main page of the website of UMPhIH, on a specialized website managed by the Ministry of National Education, and in the Official Monitor of Romania, part III. The announcement must contain a description of the position for which they are applying, the attributions/activities related to this position, the minimum salary, the competition calendar, a bibliography of the competition, a description of the recruitment procedure, and the list of documents necessary website, allowing filing appeals. | UMPhIH. | ||
16 | Judging merit (Code) The selection process should take into consideratio n the whole range of experience of the candidates. While focusing on their overall potential as researchers, their creativity and level of | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXX-XXXXX-Xxxxxx-xxxx- evalaution-of-faculty-and-researchers-2022.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxx-xx-Xxxxx-Xxxxxxxxxxxxx- and-Treatment-of-People.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-undergraduate-teaching-and-learning-activities-2023.pdf Strategic Plan 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX- PLAN-STRATEGIC-2024-2029-en.pdf Research strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxx-Xxxxxxxxxxxx- | Current Practice Merit is defined by the candidate's quantitative and qualitative achievements that allow him to carry out a high-quality professional, academic, and research activity, to develop and bring added value to the community of which he is a part. Although the principles of competitiveness, quality, and professionalism are implemented at all levels of research and academic activities of UMPhIH, there is still room for improvement: 1. Establishing a system to match early-career researchers with |
independenc e should also be considered. This means that merit should be judged qualitatively as well as quantitatively , focusing on outstanding results within a diversified career path and not only on the number of publications. Consequentl y, the importance of bibliometric indices should be properly balanced within a wider range of evaluation criteria, such as teaching, supervision, teamwork, knowledge | and-Conduct-of-the-Competition-for-Teaching-Positions-and- Promotion.pdf The competition committee evaluates the candidate according to some well-defined criteria, starting with experience in the job field and continuing to the relevance and impact of the candidate's scientific results, the ability to guide students or young researchers and work in a team as well as didactic skills, the capacity to lead research and development projects. Any person who meets the competition entry criteria may take part in the competition without discrimination, both internal and external. The research-academic activity ratio may vary, but this does not create instability because the UMPhIH creates research facilities, providing the possibility to access funds for the development of postdoctoral programs by national and internal projects or at the initiative of the economic environment. XXXxXX encouraged the young researchers to work in the research centers to improve their skills and to become independent investigators, able to conduct research activities in small or larger interdisciplinary teams. Each researcher must fulfill the minimum requirements imposed by the position of the senior researcher (equivalent to associate or full professor) following national and internal standards approved by UMPhIH, especially regarding the quality of the project director. | experienced mentors based on interests, expertise, and goals with regular meetings can improve the skills of young researchers. 2. The recruitment panel members must attend unconscious bias training. |
transfer, management of research and innovation and public awareness activities. For candidates from an industrial background, particular attention should be paid to any contributions to patents, development or inventions. | ||||
17 | Variations in the chronological order of CVs (Code) Career breaks or variations in the chronological order of CVs should not be penalised, but regarded | ++ fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx-xxxxxx/xxxxxxxxxx/xxxxxxxxxx-xxxxxxx/ xxxxx://xxx.xxx.xx/xxxxxxx-xxxxxxxxxxx-xxxxx%X0%0Xxxx- na%C8%9Bionale-%C8%99i-cercet%C4%83rii- %C8%99tiin%C8%9Bifice-nr-61292016-privind-aprobarea UMPhIH has an open attitude regarding the interruption of the activity of researchers either to work in another university or for personal reasons | The researchers can interrupt their activity if they want and return to the same position or the same area of activity depending on their reason. All staff on recruitment panels are expected to have attended a recruitment and selection training course. According to the survey results, this principle is fully implemented in UMPhIH. |
as an evolution of a career, and consequently , as a potentially valuable contribution to the professional development of researchers towards a multidimensi onal career track. Candidates should therefore be allowed to submit evidence- based CVs, reflecting a representativ e array of achievement s and qualifications appropriate to the post for which application is being made. | and allows them to return to the same position or the same area of activity. The experience gained abroad, in another university or hospital, can be useful for academic and research careers because it can offer the possibility of training work teams made up of young people. This re- employment cannot be achieved without the employee fulfilling the minimum requirements of the academic position. | |||
18 | Recognition | +/- almost, not | • Relevant national legislation | UMPhIH promotes the |
of mobility experience (Code) Any mobility experience, e.g. a stay in another country/regio n or in another research setting (public or private) or a change from one discipline or sector to another, whether as part of the initial research training or at a later stage of the research career, or virtual mobility experience, should be considered as a valuable contribution to the professional development | fully implemented | National Law on Higher Education No. 199/2023 (art. 30, 35, 83, 111, 118, 121, 129) - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Research strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf Internal regulation - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx- regulations-Regulament-intern-2022.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-xxx-xxx-Xxxxxxx- Mobilities-of-UMFIH-Students.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxx-xx-Xxxxxxxxxxxx-xxx- Functioning-of-the-International-Relations-Department.pdf xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/xxxxxxxxxxx-xxxxxxxxx-xxxxxxxx- relatii-internationale/departament-relatii-internationale/auf/ xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/xxxxxxxxxxx-xxxxxxxxx-xxxxxxxx- relatii-internationale/departament-relatii-internationale/alte- programe/ceepus/ UMPhIH creates an excellent environment for collaboration and cooperation, connecting with relevant European and international initiatives, and sustains professional recognition and innovation capacity through the University Charter, Strategic Plan, and Research Strategy. The University encourages the mobility and collaboration of teaching and research staff, the internships/experience exchanges of academic and research staff incoming and outgoing, and the participation in various conferences and events to identify partners and promote mutually beneficial collaborations. European and International training is highly encouraged, and the university provides financial support for mobilities. Selection of students’ mobility is made in collaboration with the Department of International Relations based on objective criteria, known by candidates from registration. The University supports staff mobilities through institutional development grants like FDI and PROGRESS or various other programs (CEEPUS, AUF, Eugen | exchange of experience and cooperation with other universities, centers/personalities/doctor s with expertise in the international medical field. The survey results showed that UMPhIH is dedicated to neuroscientific research and innovation, participating in the European NeurotechRI project. The university will launch a training program leading to certification, mastery, and doctorate degrees. |
of a researcher. | Xxxxxxx, SEE). | |||
19 | Recognition of qualifications (Code) Employers and/or funders should provide for appropriate assessment and evaluation of the academic and professional qualifications , including nonformal qualifications , of all researchers, in particular within the context of international and professional mobility. They should inform themselves and gain a full | ++ fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 (art. 40, 52, 54, 57,188) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx- legea-199-04-iul-2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxx-Xxxxxxxxxxxx- and-Conduct-of-the-Competition-for-Teaching-Positions-and- Promotion.pdf Qualification and specialization in a certain area represent essential conditions for recruitment and selection for academic positions, criteria that must be met by each member of the university. Regulation of the competition for academic positions, promotion in the teaching career, and research positions of UMPhIH are established by national and institutional rules. The university has adhered to the conditions of the European Union regarding qualifications which are sectorial regulated. The programs are periodically evaluated by the National Qualification Authority. The competences, namely knowledge, and skills, acquired by university graduates are mentioned in the graduation Diploma Supplement. | Rules governing the UMPhIH competition for research opportunities, teaching career advancement, and academic positions: xxxxx://xxx.xxxxxxx.xx/xxxxxx s/2024/03/Regulations-for- the-Organisation-and- Conduct-of-the- Competition-for-Teaching- Positions-and- Promotion.pdf |
understandin g of rules, procedures and standards governing the recognition of such qualifications and, consequently , explore existing national law, conventions and specific rules on the recognition of these qualifications through all available channels. | ||||
20 | Seniority (Code) The levels of qualifications required should be in line with the needs of the position and not be set as a barrier to | ++ fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 (art. 95, 204, 206, 216) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000- 04-iul-2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/xxxxxxxxxxx- stiintific/hrs4r/about-hrs4r/ | According to the survey results, the principle of seniority is fully implemented at UMPhIH. UMPhIH promotes and advances its professional members. Senior researchers must meet a minimum standard as established by institutional and national rules (associate |
entry. Recognition and evaluation of qualifications should focus on judging the achievement s of the person rather than his/ her circumstance s or the reputation of the institution where the qualifications were gained. As professional qualifications may be gained at an early stage of a long career, the pattern of lifelong professional development should also be recognised. | na%C8%9Bionale-%C8%99i-cercet%C4%83rii- %C8%99tiin%C8%9Bifice-nr-61292016-privind-aprobarea Seniority, professional achievements in the career, and the contribution to the university's prestige and visibility by didactic and research activities are essential in recruitment and the promotion of human resources. UMPhIH promotes all its employees based on well-known, clear, merit-based professional criteria, as associate and emeritus professors in the Doctoral School, in compliance with the national and institutional standards for each academic and research position according to the competition methodology, respecting the academic principles stipulated in the University Charter Retired staff can apply to employment contests, with contracts on fixed period, concerning legal provisions. | professor/professor equivalent). | ||
21 | Postdoctoral appointment s (Code) | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 (art. 72, 73, 75, 174) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- | UMPhIH creates research facilities, providing the |
Clear rules and explicit guidelines for the recruitment and appointment of postdoctoral researchers, including the maximum duration and the objectives of such appointment s, should be established by the institutions appointing postdoctoral researchers. Such guidelines should take into account time spent in prior postdoctoral appointment s at other institutions and take into consideratio n that the | iul-2023-law-no-199-of-4-july.pdf xxxx://xxxx.xxx.xx/ • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx-xxxxxx/xxxxxxxxxx/xxxxxxxxxx-xxxxxxx/ xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx- scientific-research.pdf UMPhIH creates research facilities, providing the possibility to access funds for the development of postdoctoral programs by national and internal projects or at the initiative of the economic environment, and encourages young researchers to work in research centers to improve their skills and to become independent investigators. This activity will be monitored during the implementation phase to improve scientific research capacity and realize the quality indicators of research. Moreover, new researchers are permanently trained in this environment from the undergraduate to the PhD and postgraduate levels to limit the brain drain of the new generation of physician-scientists abroad and bring back the best Romanian scientists, offering facilities, infrastructures, scientific facilities, and equipment. Annually several prizes for research excellence for young investigators under 45 years old and PhD students are granted, also embracing excellent publications in high-impact journals ranked Q1, awarding the scholarship based on projects to graduates preparing their bachelor's thesis or dissertation. Permanent positions are open as often as the legislation allows for researchers, assuring as much security of tenure as possible and growing the number of accredited researchers in CCMA and MedFuture. The limitation of access to the grants, and the need for more transparency in the evaluation process, represent a highly disputed problem among the researchers. Regarding the results of the survey, UMPhIH ensures access to training and development in the field of research (86.4%), and the relationship between seniors and beginners is effective (86.4%). However, for 19.7% of people, especially beginners, the didactic activity does not allow the research activity to be carried out in optimal conditions. | possibility to access funds for the development of postdoctoral programs by national and internal projects or at the initiative of the economic environment. However, the conditions for establishing the maximum duration of activity on such posts are missing, except those established by programs/projects. To increase the postdoctoral appointments would be useful some measures: 1. Increasing accessibility to funding research through grants, promoting transparency in the evaluation of projects 2. Develop a regulatory framework to supplement the employment procedure as a postdoctoral doctor. 3. Optimizing the sharing of didactic and research activities, especially during the doctoral and young teaching staff period |
postdoctoral status should be transitional, with the primary purpose of providing additional professional development opportunities for a research career in the context of longterm career prospects. | ||||
Working Conditions and Social Security | Implementation | GAP/Implementation impediments | Initiatives undertaken/new proposals | |
22 | Recognition of the profession All researchers engaged in a research career should be recognised as professionals and be treated | ++ fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf Order No. 6129/2016 approving the minimum necessary and mandatory standards for the award of teaching titles in higher education, professional degrees in research and development, the quality of PhD supervisor and the habilitation certificate xxxxx://xxx.xxx.xx/xxxxxxx-xxxxxxxxxxx-xxxxx%X0%0Xxxx- na%C8%9Bionale-%C8%99i-cercet%C4%83rii- %C8%99tiin%C8%9Bifice-nr-61292016-privind-aprobarea • Institutional regulations UMPhIH Charter 2022 - | The recruitment of academic and research staff in UMPhIH is done through public competition and is based on a methodology established by regulations approved by the university Senate with permanent updating according to the current legislation. |
accordingly. This should commence at the beginning of their careers, namely at postgraduate level, and should include all levels, regardless of their classification at national level (e.g. employee, postgraduate student, doctoral candidate, postdoctoral fellow, civil servants). | xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Strategic Plan 2024-2029- xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX- PLAN-STRATEGIC-2024-2029-en.pdf Research Strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf UMPhIH has its own Strategic and Operational Plan to promote high- quality education and research services. Research plays a significant role in this strategy, along with the Research strategy and development of the research facilities that will attract more national and internationally renowned scientists from abroad and Romanian scientists from the diaspora. XXXxXX develops and promotes all types of research, from fundamental to translational and clinical, attracting students from early enrollment to be involved in different scientific training, internships, volunteering actions, and grants. All these activities ensure future human resources development for the university's academic and research fields. The research strategy aims to encourage creativity and innovation at the multidisciplinary level to achieve outstanding scientific achievements permanently. Researchers are encouraged to disseminate their results through open-access institutional policy, institutional support for publication fees, and broad participation in scientific meetings, conferences, and contests. The researchers (academic or scientists) are evaluated annually based on their involvement and impact on research and institutional activities. The academic staff is also assessed for their academic performance, integrity, and responsibility. The recruitment of academic and research staff in UMPhIH is done through public competition and is based on a methodology established by regulations approved by the university Senate with permanent updating according to the current legislation. | |||
23 | Research environment Employers and/or funders of researchers | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No. 199/2023 (art. 162) - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations | The university is permanently concerned with ensuring its staff access to high-quality information, and access to technology through institutional subscriptions to many |
should ensure that the most stimulating research or research training environment is created which offers appropriate equipment, facilities and opportunities , including for remote collaboration over research networks, and that the national or sectoral regulations concerning health and safety in research are observed. Funders should ensure that adequate resources are provided in support of the agreed | UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Regulations for conducting scientific research - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx- scientific-research.pdf Strategic Plan 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX- PLAN-STRATEGIC-2024-2029-en.pdf At the research level, UMPhIH ranks first in preclinical, fundamental, and translational research. In the last 10 years, it developed two large infrastructures using the operativity-competitivity program POSCCE for infrastructure and research: Research Center for Functional Genomics, Biomedicine and Translational Medicine and The Research Center for Advanced Medicine – MedFuture. The centers offer an excellent scientific environment capable of attracting and retaining young scientists from various fields like medicine, biology, chemistry, physics, and informatics. XXXxXX offers excellent working conditions and a suitable environment in terms of health and safety conditions and promotes fundamental rights and principles at work, with collective bargaining and social dialogue. Courses and workshops are periodically organized for researchers training in writing grants and articles. Some limitations related to working conditions are given by the national legislation, especially in the salary range, and a limited number of new positions approved by the ministry. The limitation of access to the grants, and the need for more transparency in the evaluation process, represent a major concern of the university regarding the optimal research activity. European and International training is highly encouraged indoors at the university, providing financial support for mobilities. Several mobilities are also supported by institutional development grants like FDI and PROGRES. According to the consultation participants, UMPhIH provides access to training and development in the field of research (86.4%), and the relationship between seniors and beginners is effective (86.4%). A high proportion of respondents considered that the university offers access to training in the didactic field (85.5%), as well as that the entire academic body has access to information regarding professional development opportunities (85%). There are differences regarding working conditions and access to research infrastructure according to the career level (total partial disagreement and disagreement, 20.9% and 19.7%, respectively). | bibliographic resources and through the opportunity offered to students, PhD students, and postdoctoral staff to research in research centers. Some measures are needed for the improvement of working conditions: 1. Increasing the number of researchers by attracting additional sources of research funding (economic activity for example). 2. The promotion of the centers and their services on the university website (scientific vice-rector), 3. More frequent organization of open/demonstration days, the organization of consultations between the representatives of the research centers and doctoral supervisors to stimulate interdepartmental collaboration 4. The development of a center for statistical analysis, and the introduction of the possibility to follow targeted courses in the upper doctoral years. 5. More precise planning of the research activity in the university; investment planning research |
work programme. | infrastructure for periodic endowments so that research remains relevant and competitive. 6. Development of research infrastructure to allow the cloud to host the data and remote research | |||
24 | Working conditions Employers and/or funders should ensure that the working conditions for researchers, including for disabled researchers, provide where appropriate the flexibility deemed essential for successful research performance in accordance with existing national legislation | +/- almost but not fully implemented | • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Regulations for conducting scientific research - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx- scientific-research.pdf Strategic Plan 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX- PLAN-STRATEGIC-2024-2029-en.pdf The centers of the UMPhIH offer an excellent scientific environment capable of attracting and retaining young scientists from various fields like medicine, biology, chemistry, physics, and informatics. Offering excellent working conditions and a suitable environment in terms of health and safety conditions, the university promotes fundamental rights and principles at work, with collective bargaining and social dialogue. There are to create conditions according to national law, to support a good equilibrium between family life and career, especially for women researchers who have become mothers simultaneously. They benefit from certain periods off or flexibility in their schedule, but the Labor Code imposes some limitations. Two large research centers were created with all the necessary facilities, and another 17 centers affiliated with the three faculties were added. Infrastructure investment programs were carried out, educational and research spaces were modernized, buildings were renovated (Faculty of Pharmacy, Simulation Center, Department of Anatomy), amphitheaters, laboratories, UMF Biobase, and so on. UMPhIH employees receive holiday vouchers and have access to research databases (ANELIS) and banking facilities through the contracts concluded by the university with the banks. However, sometimes the researchers mentioned that they are at times | The university is concerned with the creation of facilities and workspaces for researchers to improve the work environment. Suggestions for improvement: In research centers the opening positions for technicians to allow researchers to use time for conducting research. Improving the administrative support in the acquisition of materials. Working conditions at a distance for CDI activities must be regulated for PhD students and part-time researchers and this can be solved by expanding the use of the remote intranet. |
and with national or sectoral collective- bargaining agreements. They should aim to provide working conditions which allow both women and men researchers to combine family and work, children and career. Particular attention should be paid, inter alia, to flexible working hours, part- time working, tele-working and sabbatical leave, as well as to the necessary financial and administrativ e provisions | overburdened with administrative tasks. The members of the UMPhIH know and benefit from their social rights (94.6%), and the university ensures the legitimate right of teaching and research staff to be represented (88.3%). There are differences regarding working conditions and access to research infrastructure according to career level (20.9%). |
governing such arrangement s. | ||||
25 | Stability and permanence of employment Employers and/or funders should ensure that the performance of researchers is not undermined by instability of employment contracts, and should therefore commit themselves as far as possible to improving the stability of employment conditions for researchers, thus | +/- almost but not fully implemented | • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Policy on equality of opportunities and treatment of people inclusion, diversity, and equal opportunity office - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxx-xx-Xxxxx-Xxxxxxxxxxxxx- and-Treatment-of-People.pdf All academic positions are permanent (if a PhD diploma is available) while the research positions depend on the projects carried out in the university. By accessing projects, including those of institutional development and through contracts with the private sector, the university tries to keep the researchers active in these centers in permanent positions. Additionally, permanent positions are open as often as the legislation allows for researchers, assuring as much security of tenure as possible and growing the number of accredited researchers. The selection process at UMPhIH evaluates and quantifies the candidates' whole experience without penalizing career breaks and discontinuities. The university provides access to academic training (85.5%), as well as information about professional development opportunities (85%). prioritization of certain measures that enable the research activity to be conducted under ideal conditions effectiveness of seniors' relations with beginners, respectively the accessibility of information regarding development opportunities. Legal requirements serve as an essential framework for assuring transparency, equality, and integrity throughout the employment phase. Initiatives that enhance the working environment and make it more pleasurable and captivating for everyone are implemented. Teaching and research positions, auxiliary teaching and research positions, and non-teaching positions at the University shall be filled in by open competition or other forms of employment provided for by law, according to the need and the financial resources, following current legislation and specific methodologies. | Some limitations related to working conditions given by the national legislation, especially in the salary range, and the limitation of access to the grants, represent weak points regarding the stability and permanence of employment. Legislative measures are implemented to protect the interests of the employees and the university. Although national legal restrictions represent significant barriers to job stability and permanence, proactive steps can be taken to overcome these difficulties and promote a more resilient and encouraging work environment. Widely recognized academics with specialized backgrounds may be hired by the university as affiliates or temporary academics and/or researchers. The action plan to fully implement stability and performance of employment related to quality of |
implementin g and abiding by the principles and terms laid down in the EU Directive on Fixed-Term Work | opportunity and treatment of people in employment relations means non- discriminatory access to freedom to choose a profession or activity; availability to information, expert counsel, and training programs; opportunities for employment at all levels of the professional hierarchy, equal income for equal work, optimal employment and work conditions, with compliance with occupational health and safety standards, opportunities for public and private social security systems; benefits and social services provided in conformity with current legislation. | |||
26 | Funding and salaries Employers and/or funders of researchers should ensure that researchers enjoy fair and attractive conditions of funding and/or | +/- almost but not fully implemented | • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx University's Report 2022-2023: xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXXXX-XXX-0000-0000-xx.xxx xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx-xxxxxx/xxxxxxxxx/xxxxxxx- operationale/ Wages including those obtained from grants, the working conditions, facilities created, and promotion prospects are factors for attracting human resources to academic and research positions. Unfortunately, the salaries of Romanian academics or research staff are not at the level of salaries in the EU due to the limitations of the Romanian legislation that imposes salary scales for each occupied position, with | Through decisions taken inside the university and following the legislation in force, UMPhIH offers permanent material support through investment programs in educational and research infrastructure. The process of acquiring new materials and equipment is often rigid, bureaucratic and limits the achievement of competitive results in research, and often discourages initiatives in this field. |
salaries with adequate and equitable social security provisions (including sickness and parental benefits, pension rights and unemployme nt benefits) in accordance with existing national legislation and with national or sectoral collective bargaining agreements. This must include researchers at all career stages including early-stage researchers, commensura te with their legal status, performance and level of | clear limits that cannot be exceeded. Additional funds can be obtained from additional salaries and merit grades won through competition, based on performance, and are supported by national and international grants. These additional funds are unfortunately limited by legal laws, including the Labor Code, which allows a maximum number of working hours each week and a maximum salary for each occupied position. To ensure equal opportunities for conducting activities and access to the research infrastructure, irrespective of the researchers’ career level. Autonomy in human resources policy involves the University's right to make decisions on recruiting its staff, their remuneration, promotion, and dismissal following the law. The university provides financing for research; doctorate students (PCD) and student research grants are funded. The university's financial statement follows the Methodological Rules on the Preparation and Submission of Financial Statements of Public Institutions set by the Ministry of Public Finance. Revenue and expenditure have been recorded chronologically and systematically in analytical and synthetic accounts, following the current budget classification structure. | Additional salaries can be obtained from merit grades, additional salaries, and research projects but are limited by legal laws, including the Labor Code. Proposals for improvement: 1. creating a human resources framework that outlines professional growth and ongoing researchers' roles 2. employing both confirmed researchers and young individuals, while also periodically raising compensation (salary) 3. establishing laws allowing teaching staff members with clinical integration to receive incentives |
qualifications and/or responsibiliti es. | ||||
27 | Gender balance Employers and/or funders should aim for a representativ e gender balance at all levels of staff, including at supervisory and managerial level. This should be achieved on the basis of an equal opportunity policy at recruitment and at the subsequent career stages without, however, taking precedence over quality | +/- almost but not fully implemented | • Relevant national legislation Law No 202/2002 on equal opportunities and equal treatment between women and men aims to eliminate all forms of discrimination based on sex in the public and private sectors in areas such as work, education, health, culture, information, provision and access to goods and services, etc. Ordinance No 137/2000 on the prevention and punishment of all forms of discrimination Law 210/1999 on paternal leave ensures the effective participation of the father in the care of the newborn child. Law no. 53/2003 regarding the Labor Code, with subsequent amendments and additions, republished Decision No 457 of 4 May 2011 on the approval of the Framework Methodology for Competitive Examinations to fill vacant teaching and research posts in higher education (Art. 5) National Law no. 199/2023 on Higher Education - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Internal regulations - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx- regulations-Regulament-intern-2022.pdf Policy on equal opportunities - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxx-xx-Xxxxx-Xxxxxxxxxxxxx- and-Treatment-of-People.pdf Strategic Plan 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXX- PLAN-STRATEGIC-2024-2029-en.pdf The organization and operation of UMPhIH is based on the principle of non-discrimination, respecting fairness, and equal opportunities, stipulated in the University Charter (art.6). The principle of non- discrimination based on sex or gender is respected both in the elections | Steps will be taken to raise awareness of the importance of gender identity and equal opportunity issues among members of the university community and awareness of the university's open, transparent, merit-based policy. XXXxXX adopts all necessary measures to guarantee that this concept is upheld and provides equal chances to all individuals wishing to pursue careers in academia or research. There is no discrimination of whatever type. |
and competence criteria. To ensure equal treatment, selection and evaluation committees should have an adequate gender balance. | of the management structures, as well as in recruitment and the conduct of university and research activities. However, the analyses carried out so far show that the female gender predominates in most fields of study and management positions in UMPhIH, a situation also reported by other educational institutions in the country and abroad with fields of study and operation like UMPhIH. The University has developed and adopted a Gender Equality Plan for 2022-2025 following the European Strategy for Gender Equality 2020-2025 and the Horizon Europe Guidelines on Gender Equality Plans, and with the national legislation. The University senate approved in Oct. 2022 the Regulation on equality of opportunity and treatment between persons (Annex 7) and Guidelines on the equality of opportunity between persons (Annex 8). | |||
28 | Career development Employers and/or funders of researchers should draw up, preferably within the framework of their human resources management , a specific career development strategy for researchers at all stages of their career, regardless of their contractual | ++ fully implemented | • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx UMPhIH supports the career development and training of multidisciplinary teams in research excellence and also the increasing the performance of scientific research, supporting excellence in research and innovation in medicine. UMPhIH is committed to offering research training and continuous development through its Strategic Plan. Several programs are in place to train researchers and create and consolidate a new generation of physicians and pharmacists as competitive scientists, especially for PhD students, postdoctoral researchers, and undergraduate students. The UMPhIH criteria are higher than the national level, trying to attract the best researchers in the country and abroad and encourage researchers through this decision to perform at a European level. Active involvement of researchers for a research career – the use of internal surveys has been implemented. UMPhIH provides access to research-related training and development (86.4% agreement), and the relationship between seniors and beginners is effective. At the University, academic and research positions are obtained through a competition or promotion examination, conducted following the law and the Regulations for Competitions for the occupation of teaching positions, promotion in the teaching career, and employment of academic posts. | UMPhIH promotes performance, professionalism, and merit based on the prestige brought to the institution and specialty in which he works. Career development is constantly encouraged by the university through the possibility of advancement following the national legislation and the updates approved by the university Senate, depending on the seniority and the obtained results. UMPhIH offers facilities for publication for academics and researchers within the university or PhD students that publish in the Q1 quartile, provides financial support for mobilities, and prizes for young researchers who publish articles with the highest impact factor. |
situation, including for researchers on fixed-term contracts. It should include the availability of mentors involved in providing support and guidance for the personal and professional development of researchers, thus motivating them and contributing to reducing any insecurity in their professional future. All researchers should be made familiar with such provisions and arrangement s. |
29 | Value of mobility Employers and/or funders must recognise the value of geographical , intersectoral, inter- and trans- disciplinary and virtual 12 mobility as well as mobility between the public and private sector as an important means of enhancing scientific knowledge and professional development at any stage of a researcher’s career. Consequentl y, they should build such options into the | ++ fully implemented | • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx UMPhIH creates an excellent environment for collaboration and cooperation, connecting with relevant European and international initiatives, and sustains professional recognition and innovation capacity through the University Charter and Strategic Plan and Research Strategy. Collaboration between academia and the private sector is important but not constant and it depends on the needs existing at a given time. The most significant element of the setting in which research is conducted is that, regardless of the level of a researcher's employment, the requirements in which research is conducted must be fulfilled (36,76). This is also true for access to research infrastructure, which should not be dependent on a person's status or level of education (34,89). The most crucial factor in this dimension's importance hierarchy is the researchers' knowledge of and implementation of their social rights, with a weighted score of 33,67. Very as important as the conduct of activities in a pleasant and stimulating environment (29,78). The university allows national and international mobility for students, teachers, and researchers. The legal rights granted to personnel on missions are extended to members of the university community who engage in activities that promote the interests of the institution, such as research, scientific presentations, or additional responsibilities. | European and International training is highly encouraged indoors at the university, providing financial support for mobilities. Several mobilities are also supported by institutional development grants like FDI and PROGRES. Scholarships and mobility (PhD students, researchers, and teaching staff) are available at the university. Support for starting scientists through sponsoring their participation in international invention fairs, scientific exhibitions, and competitions; developing mobility plans to provide funds for internships in prestigious institutions. |
specific career development strategy and fully value and acknowledge any mobility experience within their career progression/ appraisal system. This also requires that the necessary administrativ e instruments be put in place to allow the portability of both grants and social security provisions, in accordance with national legislation. | ||||
30 | Access to career advice Employers and/or | +/- almost but not fully implemented | • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Policy-on-Equal-Opportunities-and-Treatment-of-People - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxx-xx-Xxxxx-Xxxxxxxxxxxxx- | The counseling activity is following the national education law no. 199/2023, with the UMPhIH Charter, with the provisions |
funders should ensure that career advice and job placement assistance, either in the institutions concerned, or through collaboration with other structures, is offered to researchers at all stages of their careers, regardless of their contractual situation. | Access to counseling and career guidance is offered by a specialized department within the university, which aims to solve problems of students' adaptation to the academic environment, relationship problems, and performance anxiety, but also psychological support and career guidance for students. The mentoring activity is also stimulated in the university, both for young students and for PhD students, for young researchers, the mentors offer advice, and information on academic, professional, and research development opportunities as well as support for the development of the skills needed in the future profession. The existence of rules, regulations, and procedures that support research autonomy is the most significant factor concerning ethics and scientific integrity (weighted average 33.22), followed by effectiveness in assessing research projects and providing research-related viewpoints (weighted average score 28.78), respectively notifying the investigators about these matters a way that their investigation is conducted out according to best practices (weighted average score 24,93). By implementing measures to address gender imbalances in decision- making and strengthen the gender dimension in research programs, the University is fully committed to upholding the legislation of the European Union regarding gender equality and committed to creating an environment that supports the recruitment, retention, and career advancement of women involved in didactic teaching-research. UMPhIH aims to develop mutual respect and equitable chances for all employees and provides transparent information about career growth opportunities. | of the Counselling and Professional Orientation Guide, developed within the project POSDRU 189/2.1/G/156565 "Integrated formative practice for medical students". The Center for psychological counseling and career guidance is focused especially on counseling students and young graduates and less on counseling researchers and in the development of a researcher's career. Future consideration will be given to broadening the Centre's activities and including researchers among the Centre's target groups. The university's career guidance and psychological counseling department provides equal opportunities for job, education, and professional growth and provides transparent information about career growth opportunities. xxxxx://xxxxxxx.xx/xxxxxxxxxxx e/prorectorate/prorectorat- didactic/centrul-consiliere- psihologica-orientare- cariera/ R1 and R2 should be advised on time management. Rigorous recruitment |
procedures for teaching staff, will enhance the confidence of youngsters interested in academic careers Setting up educational training programs and providing initial guidance to professionals who desire to pursue occupations in both teaching and academia in addition to clinical practice. | ||||
31 | Intellectual Property Rights Employers and/or funders should ensure that researchers at all career stages reap the benefits of the exploitation (if any) of their R&D results through legal protection and, in particular, through appropriate protection of Intellectual | ++ fully implemented | • Institutional regulations UMPhIH Charter 2022 (art. 22, 217) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx xxxxx://xxxxxxx.xx/xxxxxxxxx/xxxxxxxxxxx-xxx/xxxxxxx-xxxxxxxx-xxxxxxxxxx/ UMPhIH defends the intellectual property right, all those who participated in the research in its various stages benefit from recognition in the spirit of professional honesty, the benefits and rewards should be granted to all those who are at the origin of the intellectual property. The University's code of ethics and deontology and the university regulations included in the UMPhIH Charter very clearly stipulate the educational, administrative, and technical measures taken at the university level to prevent and sanction plagiarism. Moreover, there is a Technology transfer office in UMPhIH that ensures intellectual property rights and establishes rights management and technology transfer taking into account the strict regulation necessary for human use. This center also aids and training on intellectual property issues. The most important criteria in the recruitment and selection processes are the quality of publications (weighted average 37.58), teaching performance (weighted average 31.84), number of scientific publications (weighted average 30.73), and candidates' previous experience in research projects (weighted average 30.24). Members of the university community have the right to have the guarantee of their intellectual property rights following the legislation in force and the provisions of the University Code of Ethics and Professional Conduct. | Intellectual property rights are respected by the UMPhIH through the permanent information and support provided by the Technology Transfer Office, a structure that belongs to the Research Development and Innovation Department, which is responsible for the implementation of strategies and policies of the university in the field of education, research, development, and innovation from the perspective of technological transfer and intellectual property management. Improvement in the degree of knowledge about intellectual property among academic personnel, researchers, and master's, and doctorate students. |
Property Rights, including copyrights. Policies and practices should specify what rights belong to researchers and/or, where applicable, to their employers or other parties, including external commercial or industrial organisation s, as possibly provided for under specific collaboration agreements or other types of agreement. | ||||
32 | Co- authorship Co- authorship | +/- almost but not fully implemented | • Institutional regulations UMPhIH Charter 2022 (art. 217) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Co-authorship is encouraged in the university for people who are in the | Collaboration and co- authorship are encouraged in the university in compliance with the Rules of Good Clinical Practice, |
should be viewed positively by institutions when evaluating staff, as evidence of a constructive approach to the conduct of research. Employers and/or funders should therefore develop strategies, practices and procedures to provide researchers, including those at the beginning of their research careers, with the necessary framework conditions so that they can enjoy the right to be | same department, between departments, between faculties, or with colleagues from other universities or research centers because it adds value to research, and confirms collaboration and teamwork. For young people with less experience in research, co-authorship brings real benefits for training and career development and for increasing professional performance. The priority is to improve the efficiency of the Commission of Ethics of the Scientific Assessment in analyzing and providing ethical research recommendations. According to respondents, XXXxXX supports conducting research under autonomous conditions, which is a medium-high item with an elevated level of significance. The University supports the recognition of intellectual property rights for all authors who have made significant contributions to the conduct of research. | the Rules of Good Laboratory Practice, the Rules for working with laboratory animals, the Code of Conduct, and the Regulation of Scientific Research Activity. Implementing guidelines for establishing co-authorship is necessary. |
recognised and listed and/or quoted, in the context of their actual contributions , as co- authors of papers, patents, etc, or to publish their own research results independentl y from their supervisor(s) . | ||||
33 | Teaching Teaching is an essential means for the structuring and disseminatio n of knowledge and should therefore be considered a valuable option within the researchers’ | +/- almost but not fully implemented | • Relevant national legislation National Law no. 199/2023 on Higher Education - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter 2022 (art. 217) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx The number of working hours in the academic activity is stipulated by the Education Law 1/2011, with each teaching staff having the opportunity to carry out teaching activity in an hourly payment regime on the vacant positions, for which he is remunerated separately. There is a certain number of working hours provided for each teaching position and a maximum number of hours of teaching and scientific activity possible for each academic or research position, per week. Doctoral students, depending on the contract signed with the university, can carry out teaching activities with the students in addition to the research activity. | The university encourages the dissemination of the research results resulting from the didactic activity, in addition to the dissemination of the results obtained from the scientific research without, however, imposing the obligation of this process. Each teaching staff is evaluated by the head of the discipline for the didactic, scientific activity, for the involvement in the life of the university, and depending on the score obtained, they receive an important qualification in the |
career paths. However, teaching responsibiliti es should not be excessive and should not prevent researchers, particularly at the beginning of their careers, from carrying out their research activities. Employers and/or funders should ensure that teaching duties are adequately remunerated and taken into account in the evaluation/ appraisal systems, and that time devoted by senior members of staff to the | Also, specialist researchers in a certain field can support courses, practical work or internships with students or residents, on an hourly basis. The teaching activity is based on justice, equity, and intellectual honesty. | process of promotion in the teaching career. Research activity and mentoring are not impacted by the didactic norm. There is a norm overload for both newly hired teachers and faculty members who are engaged in more extensive research. Increasing the degree of responsibility in medical education is being implemented at UMPhIH. The development of a robust online resource is promoted at UMPhIH to enhance continuing medical education. An effort to attract young scientists into our research structures is implemented. Before being implemented, professionals are advised of the evaluation criteria for their performance and the score allocated to each criterion. |
training of early stage researchers should be counted as part of their teaching commitment. Suitable training should be provided for teaching and coaching activities as part of the professional development of researchers. | ||||
34 | Complains/ appeals Employers and/or funders of researchers should establish, in compliance with national rules and regulations, appropriate procedures, possibly in the form of an impartial | ++ fully implemented | • Relevant national legislation Law 53/2003 – Labor Code - xxxx://xxxxxxx.xx/x00/xxxxxx/Xxxxxxxxx/XXXX/xxxxxxx/0000_XXX00- 2003_Labour-Code.pdf Law no. 62/2011 on social dialogue, republished: xxxxx://xxxxxxxxxxxx.xxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/Xxx-xx.-00- 2011-on-social-dialogue-2020.pdf • Institutional regulations UMPhIH Charter 2022 (art. 217) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Internal regulations - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx- regulations-Regulament-intern-2022.pdf Regulations for organizing and conducting doctoral studies - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-doctoral-studies-2023.pdf Regulations of the Doctoral School - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxxx-Xxxxxx-Xxxxxxxxx- | A better knowledge of the rights and obligations of all members of the academic community, while respecting the principles of ethics and deontology, is important to avoid labor conflicts. To this end, the Action Plan will include the organisation of annual training workshops for researchers and academics on professional ethics rules, informing researchers about procedures for resolving complaints and conflicts arising in the workplace. |
(ombudsman -type) person to deal with complaints/a ppeals of researchers, including those concerning conflicts between supervisor(s) and early- stage researchers. Such procedures should provide all research staff with confidential and informal assistance in resolving work-related conflicts, disputes and grievances, with the aim of promoting fair and equitable treatment within the institution and | en.pdf In the individual employment contract of any employee is included a clause that establishes that any individual labor conflict is resolved amicably, through the conciliation procedure (Law 53/2003 – Labor Code) with the help of an external consultant (e.g. lawyer, specialized in labor law) which is neutral, impartial, confidential and with the free consent of the parties. If this procedure fails, any of the parties involved in the conflict can turn to the competent court (according to Law no. 62/2011) for the final resolution of the conflict. The procedure for resolving a labor conflict is detailed in the Internal Regulations of UMPhIH. Any member of the university community who considers himself the victim of an injury may appeal or request an audience with a competent management structure. The results of any contest or exam can be contested by the one who considers himself wronged. Cases of work conflict, conflict of interest, or deviation from the norms of university ethics are reported to the Ethics Commission. The University Ethics Commission conducts its work and resolves complaints/referrals/complaints according to its Operating Regulations and the Code of University Ethics and Deontology (both are an integral part of the University Charter: Titles X and XI). The procedure regarding the prevention and ensuring compliance with the norms of ethics and academic integrity within IOSUD – UMPhIH includes how to resolve complaints regarding cases of harassment, discrimination, favoritism, a.s.o., following the internal regulations of the university and the national legislation in force. The Regulations of the Doctoral School set out mandatory criteria, procedures, and standards for mediating any conflicts between the PhD supervisors and PhD students. In the survey, almost 2 out of 10 people disagreed with the efficiency of the Ethics Committee in dealing with complaints (17.3%). The university charter promotes the prevention of discrimination in many domains. | Implementing a newly established department that provides procedures for resolving discrimination and conflicts between investigators and researchers at the inception of a project, increasing understanding of the significance of concerns related to equality, and fostering tolerance for diversity is a pursuit. Also, the establishment of an internal (university) electronic tool (website/platform) that aims to promote information and education and to enable the reporting of discrimination is desired. |
improving the overall quality of the working environment. | ||||
35 | Participation in decision- making bodies Employers and/or funders of researchers should recognise it as wholly legitimate, and indeed desirable, that researchers be represented in the relevant information, consultation and decision- making bodies of the institutions for which they work, so as to protect | +/- almost but not fully implemented | • Institutional regulations UMPhIH Charter 2022 (art. 217) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx The occupation of management positions at the level of departments, faculties and universities is carried out following the University Charter and the Electoral Regulation (Title IV), drawn up according to the National Law on Higher Education no. 199/2023. The university management promotes openness, and transparency, with the involvement of teaching and research staff in decision-making. Titular research staff can, alongside teaching staff, hold management positions or be members of management bodies (councils, Senate). The decision- making act is based on dialogue and consultation with members of the university community. Depending on the situation, the academic community can be consulted to make decisions at the faculty or institutional level, and in this sense, meetings are organized within the disciplines or departments. The representatives communicate to the decision-making bodies the options of the community members, the possible consensus, or divergences. When short-term decisions are made, community representatives make the decision. They have been elected by the community to represent it and have been invested with trust to defend and promote its interests. In the survey, 88.3% of respondents felt that UMFIH recognizes and ensures the legitimate right of teaching and research staff to be represented. However, the item was rated as having the lowest importance (weighted average of 9.76) within the issues of rights and working conditions. In the focus group discussions with researchers working in the two UMPhIH centers, Genomics and MedFuture, there were proposals that the University Senate should also include representatives from them. Article 3, paragraph 2 of the Senate Rules of Organization and Functioning states: "The Senate is composed of up of 12 student representatives and 31 academics and researchers. The number of | The request of the researchers working in the two UMPhIH centers, Genomics and MedFuture, to have representatives in the University Senate will be taken into account. In this regard, a proposal has been made to modify Article 3 of the Senate's Rules of Organization and Functioning, which deals with the allocation of Senate seats. The aim is to allocate a specific number of seats to researchers who do not hold teaching positions. UMPhIH promotes participation in decision- making processes by communication and collaboration in an atmosphere that is respectful, collaborative, and fair. |
and promote their individual and collective interests as professionals and to actively contribute to the workings of the institution. | tenured teaching and research staff members from university positions determines how many seats each faculty member receives in the Senate. The Senate establishes and approves the standard of representation for each succeeding mandate based on the positions at the beginning of the academic year in which the elections take place." | |||
Training and Development | Implementation | GAP/Implementation impediments | Initiatives undertaken/new proposals | |
36 | Relation with supervisors Researchers in their training phase should establish a structured and regular relationship with their supervisor(s) and faculty/ departmental representativ e(s) so as to take full advantage of their relationship | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No 199/2023 (Chapter V, Section 12 - Doctoral studies) - xxxxx://xxx.xxxxxx.xx/xx- content/uploads/2023/10/sintact-legea-199-04-iul-2023-law-no-199-of-4- july.pdf • Institutional regulations UMPhIH Charter 2022 (art. 217) - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx Regulations for organizing and conducting doctoral studies - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-doctoral-studies-2023.pdf Regulations of the Doctoral School - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxxx-Xxxxxx-Xxxxxxxxx- en.pdf Regulations for conducting scientific research - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx- scientific-research.pdf Research Strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf The relationship between doctoral students and their supervisors is | The quality of the courses and activities in the first year of the Doctoral School has been evaluated since the academic year 2012- 2013 by the Department of Quality Assurance (DQA), and from this year, 2023, the evaluation process has been completed with a new dimension: the investigation of the opinions of doctoral students in the higher years on the path and progress in doctoral research. To increase the involvement of PhD supervisors in their relationship with doctoral students, the development of a new procedure to assess the quality of mentoring through anonymous feedback from |
with them. This includes keeping records of all work progress and research findings, obtaining feedback by means of reports and seminars, applying such feedback and working in accordance with agreed schedules, milestones, deliverables and/or research outputs. | supervised by the Doctoral School within IOSUD. In the Institutional Regulation for the organization and conduct of doctoral university study programs (Code 21-0-18-ROD) and in the Doctoral School Regulations, the relationship between the doctoral student and his doctoral supervisor is specified. The doctoral university studies contract is signed at the beginning of the doctoral studies and stipulates the rights and obligations of each party, as well as the system for monitoring the activity of the doctoral students throughout the doctoral studies (results obtained in the study programs organized within the SD, grades obtained in the submitted papers periodically, the results of own scientific research disseminated at scientific events or by publication in scientific journals). In addition, each doctoral candidate receives guidance and supervision from the doctoral coordinator and the supervising committee, consisting of three researchers with experience in the doctoral thesis field. Undergraduate students interested in a research career can participate through student circles. Each student, doctoral student or post-doctoral student involved in research projects has a mentor/supervisor who guides and supervises him in the activity he carries out. PhD supervisors, experienced researchers and other researchers report to department directors or research center directors (senior researchers), who supervise their work directly or through annual or periodic evaluations carried out at the institutional level. Members of the research teams involved in grants and research projects are subordinate to the directors or project managers (senior or experienced researchers), the relationships between them (rights, obligations) being clearly defined in the research contracts they sign at the beginning of the project. According to the participants in the consultation, the relationship between seniors and junior researchers is effective (86.4%). However, in the interviews, some shortcomings were mentioned by PhD students regarding the lack of involvement of some PhD supervisors in training and advising PhD students and insufficient feedback from the supervisor for the PhD research project. | doctoral students. Evaluation results can be a feedback source on the work's performance and a potential basis for improvement. | ||
37 | Supervision and managerial duties Senior | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No 199/2023 - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations | To increase the quality of mentoring and to improve the relationship between supervisors/mentors and researchers in training, consideration will be given |
researchers should devote particular attention to their multi- faceted role as supervisors, mentors, career advisors, leaders, project coordinators, managers or science communicat ors. They should perform these tasks to the highest professional standards. With regard to their role as supervisors or mentors of researchers, senior researchers should build up a constructive and positive | Internal regulation - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxx- regulations-Regulament-intern-2022.pdf Research Strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf Regulations of the Doctoral School - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxxx-Xxxxxx-Xxxxxxxxx- en.pdf Responsibility, coordination, and supervision are additional criteria evaluated for teaching staff and researchers who occupy leadership positions with managerial attributions (Internal Regulation of UMPhIH). Senior and experienced researchers are evaluated annually in terms of coordinating doctoral students and postdoctoral students, students from scientific circles, grants, and research projects, involvement in managerial activity at the institutional level, etc. XXXxXX supports teaching staff in obtaining the habilitation certificate and managing doctorates, being interested in having coordinators of high professional value, so that as many specialties as possible are covered (2024-2029 Research Strategy). In the regulations of the Doctoral School, the rights and obligations of the doctoral supervisor in the effective and responsible training of doctoral students and young researchers are well specified. | to developing and running mentoring and career supervision courses for new trainers as well as strengthening the status of mentors. |
relationship with the early- stage researchers, in order to set the conditions for efficient transfer of knowledge and for the further successful development of the researchers’ careers. | ||||
38 | Continuing Professional Development Researchers at all career stages should seek to continually improve themselves by regularly updating and expanding their skills and competencie s. This may | ++ fully implemented | • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx According to the University's Charter, each academic community member must develop and continuously improve professionally. In research, there is a constant concern and a continuous need for evolution and innovation. All young researchers employed by the university in a temporary or permanent position benefit from personal training from a mentor/advisor who helps them get started in scientific research. According to the University's Charter, the members of the university community can freely choose their subjects of scientific research in their field of competence, following academic freedom, while observing ethical, deontological, and legal rules. They must fulfill their professional obligations, and develop and improve professionally. The main responsibilities in the field of postgraduate studies, residency, ambulatory, and hospital activity are: coordinating, guiding and monitoring of the University's residency, postgraduate, continuing | UMPhIH supports excellence by offering the members of the university community the necessary tools for continuous improvement and the increase of innovative capacity: the necessary infrastructure and equipment, training and improvement courses, training programs, working groups, and electronic subscriptions to bibliographic resources accessible online. Workshops are periodically organized for researchers who train in grant and |
be achieved by a variety of means including, but not restricted to, formal training, workshops, conferences and e- learning. | medical education and distance education activities; b) implementing the University's strategy, participation in the development and implementation of policies, regulations and procedures in the field of postgraduate studies, residency, ambulatory and hospital activity; c) cooperation with the Ministry of Health, public health departments and professional associations for residency, specialty and primary examinations. | article writing (ongoing projects, certain activities will persist). The University is committed to the following objectives: basic, specialty, and continuing education in medicine, pharmacy, and other health sciences; scientific research aimed at ensuring progress in the medical-pharmaceutical field and other health sciences; high-quality publications, patents, and citations. | ||
39 | Access to research training and continuous development Employers and/or funders should ensure that all researchers at any stage of their career, regardless of their contractual situation, are given the opportunity for | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No 199/2023 - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations UMPhIH Charter 2022 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxx-Xxxxxxx-0000.xxx 2022-2023 State of the University Report - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XXXXXX-XXX-0000-0000-xx.xxx UMPhIH supports, through various projects it runs, the training of human resources in areas of strategic interest (doctoral students, postdoctoral students, teaching staff, and researchers) through training courses at prestigious universities, interdisciplinary collaborations, and strategic equipment purchases for alignment with international standards. At the national level, very few research calls are opened, in some years there are no competitions so access to grants, including mobility and training, is limited. However, training in European and international institutions is encouraged, with UMPhIH providing financial support for mobilities. Several mobilities are also supported by institutional development grants such as FDI and PROGRES. | Revisions of the curriculum's spectrum and R1 and R2 courses are made to access research and continuous development efforts. Professional development programs are being pursued to raise individual skill levels. |
professional development and for improving their employability through access to measures for the continuing development of skills and competencie s. Such measures should be regularly assessed for their accessibility, takeup and effectiveness in improving competencie s, skills and employability . | The University operates according to the following principles: national and international cooperation in research and education, departments are created according to the academic and scientific research programs of a faculty, observing the criteria of financial viability and academic performance. The main responsibilities in the field of scientific research are coordinating, guiding, and monitoring the scientific research and innovation activity of the University and the activity of the Research and Development Department; participating in the support of doctoral activity, specialization, and documentation, concerning the CSUD and the Doctoral School; implementing of the University's research strategy, stimulation of research development and research cooperation at national and international level. The University's scientific research is conducted following the research strategy approved by the Senate and the national and European research strategies. The university encourages the incorporation of research activities into the curriculum of graduates, postgraduate, and bachelor's degree levels of study. Teaching and research staff compliance with performance criteria is a professional evaluation criterion, with associated legal implications. The university's website recently added postgraduate course offerings in a new manner that makes it easier for potential students to find courses that present interest. Postgraduate courses on offer - xxxxx://xxxxxxx.xx/xx/xxxxxxxxxx/xxxxxxxxxxxx-xxxxxxx/xxxxxxxxxxxx- courses-offer/ | |||
40 | Supervision Employers and/or funders should ensure that a person is clearly identified to | +/- almost but not fully implemented | • Relevant national legislation National Law on Higher Education No 199/2023 - xxxxx://xxx.xxxxxx.xx/xx-xxxxxxx/xxxxxxx/0000/00/xxxxxxx-xxxxx-000-00- iul-2023-law-no-199-of-4-july.pdf • Institutional regulations Research Strategy 2024-2029 - xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/XX-Xxxxxxxxx-xx-xxxxxxxx- cercetarii-2024-2029-ENGLEZA.pdf Regulations for organizing and conducting doctoral studies - | To increase the quality of mentoring of young researchers at the university level, a mentoring and career supervision strategy will be developed, and support will be provided to experienced researchers through training courses to strengthen their mentoring |
whom early- stage researchers can refer for the performance of their professional duties, and should inform the researchers accordingly. Such arrangement s should clearly define that the proposed supervisors are sufficiently expert in supervising research, have the time, knowledge, experience, expertise and commitment to be able to offer the research trainee appropriate support and provide for | xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxxxxxxxxx-xxx-xxxxxxxxxx-xxx- conducting-doctoral-studies-2023.pdf Collegiality and academic integrity are the cornerstones of the relationship between the supervisor of a researcher and their hierarchical superior, doctorate supervisor, or mentor for postdocs or students, respectively. During the doctoral studies, apart from the doctoral supervisor, each doctoral student is guided by a guidance committee made up of three researchers, who are actively involved in the training of the future researcher and who periodically evaluate the research results of the PhD project, providing feedback to the PhD student. | positions. A specific procedure will be developed for the annual evaluation of the mentoring and supervision activities and for obtaining feedback from the mentored/supervised young researchers, which will allow for continuous improvement of the system over time. |
the necessary progress and review procedures, as well as the necessary feedback mechanisms. |
TEMPLATE 3 – OTM-R Checklist
Case number: 2022RO768013
Name Organisation under review: UNIVERSITATEA DE MEDICINA SI FARMACIE XXXXX XXXXXXXXX
Organisation’s contact details: Xxxxxxx Xxxxxxxx Xxxxxx
Submission date:
Date endorsement Charter and Code: 07.04.2022
OTM-R Checklist
A specific self-assessment checklist is provided for Open, Transparent and Merit-Based Recruitment (OTM-R). Please report on the status of achievement, also detail on the indicators and the form of measurement used.
OTM-R checklist for organisations | |||||
Open | Trans- parent | Merit- based | Answer: ++ Yes, completely +/-Yes, substantially -/+ Yes, partially -- No | *Suggested indicators (or form of measurement) | |
OTM-R system | |||||
1. Have we published a version of our OTM-R policy online (in the national language and in English)? | x | x | x | ++ Yes, completely | xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ prorectorat-stiintific/strategie-resurse- hrs4r/otm-umfih/ (Romanian) xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ prorectorat-stiintific/hrs4r/otm-ihumph/ (English) |
2. Do we have an internal guide setting out clear OTM-R procedures and practices for all types of positions? | x | x | x | ++ Yes, completely | May 2024 xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx- public/informatii/concursuri- publice/didactic/posturi-didactice-si-de- cercetare-pe-durata-nedeterminata/ xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx- public/informatii/concursuri-publice/ xxxxx://xxxxxxx.xx/xxxxxxxxx/xxxxxxxxxxx- cdi/posturi-vacante-proiecte/ |
3. Is everyone involved in the process sufficiently trained in the area of OTM- R? | x | x | x | ++ Yes, completely | Every representative of the board is instructed to honor the OTM-R. |
4. Do we make (sufficient) use of e- recruitment tools? | x | x | +/-Yes, substantially | xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ prorectorat-stiintific/hrs4r/ | |
5. Do we have a quality control system for OTM-R in place? | x | x | x | +/-Yes, substantially | The legal department and the Scientific Vice-Rector certify the OTM-R framework. The Human Resources Strategy for Researchers (HRS4R) - UMF Cluj |
6. Does our current OTM-R policy encourage external candidates to apply? | x | x | x | +/-Yes, substantially | Candidates from both within and outside the organization are eligible to apply. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ |
7. Is our current OTM-R policy in line with policies to attract researchers from abroad? | x | x | x | +/-Yes, substantially | Particularly for European proposals. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ prorectorat-stiintific/hrs4r/otm-ihumph/ |
8. Is our current OTM-R policy in line with policies to attract underrepresented groups? | x | x | x | ++ Yes, completely | XXXxXX has a planned strategy for gender equality. xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxx versity-Charter-2022.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxxx cy-on-Equal-Opportunities-and-Treatment- of-People.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxx ulations-for-the-Organisation-and- |
Positions-and-Promotion.pdf | |||||
9. Is our current OTM-R policy in line with policies to provide attractive working conditions for researchers? | x | x | x | +/-Yes, substantially | All openings are promoted in the media for all applicants. External applicants assume exclusively basic roles. |
10. Do we have means to monitor whether the most suitable researchers apply? | +/-Yes, substantially | Investigators are recruited through debate through evaluation committees. | |||
Advertising and application phase | |||||
11. Do we have clear guidelines or templates (e.g., EURAXESS) for advertising positions? | x | x | ++ Yes, completely | Yes xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ prorectorat-stiintific/hrs4r/otm-ihumph/ xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ prorectorat-stiintific/hrs4r/about-hrs4r/ xxxx://xxxx.xxx.xx/ | |
12. Do we include in the job advertisement references/links to all the elements foreseen in the relevant section of the toolkit? | x | x | ++ Yes, completely | The job posting includes all the requirements for qualifying. | |
13. Do we make full use of EURAXESS to ensure our research vacancies reach a wider audience? | x | x | ++ Yes, completely | Yes, for job possibilities exclusively in research. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/ prorectorat-stiintific/hrs4r/otm-ihumph/ xxxxx://xxxxxxx.xx/xxxxxxxxx/xxxxxxxxxxx- | |
14. Do we make use of other job advertising tools? | x | x | ++ Yes, completely | Yes, on a national level xxxx://xxxx.xxx.xx/ xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxx/xxxxxx tati-erasmus-pentru-personal-septembrie- | |
15. Do we keep the administrative burden to a minimum for the candidate? | x | +/-Yes, substantially | An online application process is available for aspirants. | ||
Selection and evaluation phase | |||||
16. Do we have clear rules governing the appointment of selection committees? | x | x | +/-Yes, substantially | Yes, the enrollment process outlines all the requirements. xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxx |
versity-Charter-2022.pdf xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxx ulations-for-the-Organisation-and- Conduct-of-the-Competition-for-Teaching- Positions-and-Promotion.pdf | |||||
17. Do we have clear rules concerning the composition of selection committees? | x | x | ++ Yes, completely | Yes, the selection method outlines all the regulations. xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxx ulations-for-the-Organisation-and- Conduct-of-the-Competition-for-Teaching- Positions-and-Promotion.pdf | |
18. Are the committees sufficiently gender-balanced? | x | x | +/-Yes, substantially | The committee's organizational framework is in line with XXXxXX'x gender equality strategy plan. xxxxx://xxx.xxxxxxx.xx/xxxxxxx/0000/00/Xxx | |
19. Do we have clear guidelines for selection committees which help to judge ‘merit’ in a way that leads to the best candidate being selected? | x | ++ Yes, completely | Yes, the broad guidelines for evaluating characteristics related to management, personnel administration, training, and research are available on the webpage. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx- public/informatii/concursuri- | ||
Appointment phase | |||||
20. Do we inform all applicants at the end of the selection process? | x | ++ Yes, completely | Yes, every applicant receives information regarding the outcome after the recruitment procedure. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx- public/informatii/concursuri- publice/concurs-51311/ | ||
21. Do we provide adequate feedback to interviewees? | x | ++ Yes, completely | Yes, after every phase of the selection procedure, evaluation is given to every applicant, and the outcomes are supplied at the completion stage of the procedure. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx- |
publice/concurs-51311/ | |||||
22. Do we have an appropriate complaints mechanism in place? | x | ++ Yes, completely | For handling complaints and identifying competitors, there is an integrated system and methodology. xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxx- public/informatii/concursuri-publice/ | ||
Overall assessment | |||||
23. Do we have a system in place to assess whether OTM-R delivers on its objectives? | - No | The HSR4R strategy will focus on developing such a system at the university level. |
HRS4R Form | EURAXESS
Action Plan
Case number: 2022RO768013
Name Organisation under review: XXXXX XXXXXXXXX UNIVERSITY of MEDICINE AND PHARMACY
Organisation’s contact details: I u l i u H a t i e g a n u U n i v e r s i t y o f M e d i c i n e a n d
P h a r m a c y , C l u j N a p o c a , V i c t o r B a b e s S t r e e t n o 8 R e t i s a n E x x x x x x x X x x x x x
1. Organisational Information
Please provide a limited number of key figures for your organisation. Figures marked * are compulsory.
STAFF & STUDENTS | FTE |
Total researchers = staff, fellowship holders, bursary holders, PhD. students either full-time or part-time involved in research * | 1507 |
Of whom are international (i.e. foreign nationality) * | 19 |
Of whom are externally funded (i.e. for whom the organisation is host organisation) * | 14 |
Of whom are women * | 959 |
Of whom are stage R3 or R4 = Researchers with a large degree of autonomy, typically holding the status of Principal Investigator or Professor. * | 286 |
Of whom are stage R2 = in most organisations corresponding with postdoctoral level * | 545 |
Of whom are stage R1 = in most organisations corresponding with doctoral level * | 666 |
Total number of students (if relevant) * | 8444 |
Total number of staff (including management, administrative, teaching and research staff) * | 1900 |
RESEARCH FUNDING (figures for most recent fiscal year) | € |
Total annual organisational budget | 69331973 |
Annual organisational direct government funding (designated for research) | 822394 |
Annual competitive government-sourced funding (designated for research, obtained in competition with other organisations – including EU funding) | 10134567 |
Annual funding from private, non-government sources, designated for research | 37709 |
HRS4R Form | EURAXESS
ORGANISATIONAL PROFILE (a very brief description of your organisation, max. 100 words)
UMPhIH is a public institution with a legal personality based on the Constitution of Romania (1991), the education laws, and the University Chart. It is an “Advanced Research and Education” university awarded by the Ministry of Education in 2011. The university comprises three faculties: Medicine, Dental Medicine, and Pharmacy offering trilingual study programs in Romanian, English, and French with a total number of 7776 undergraduate students, 3116 from 64 countries. The Doctoral School enrolls 664 PhD students. The University research activity is based on 2 comprehensive translational medicine centers and 17 research centers affiliated with all three faculties.
HRS4R Form | EURAXESS
2. Strengths and weaknesses of the current practice
Please provide an overview of the organisation in terms of the current strengths and weaknesses of the current practice under the four thematicheadings of the Charter and Code at your organization.
Ethical and professional aspects *
Strengths and Weaknesses (max. 800 words)
Strengths
UMPhIH has as its main goal to provide excellence at national, regional, and international levels in both education and research. Several major important documents represent the fundamental quality of its actions. The University Charter, The Strategic Plan, and The Research Strategy ensure the delivery of high-quality education and research services for students, academic staff, collaborators, partners, and stakeholders. As stated in the Charter, the university's objectives include continuous medical-pharmaceutical training, scientific research to ensure progress in the field of medical sciences, dissemination of knowledge and culture in society, national and international cooperation, graduate insertion and professional success, and the establishment of centers, institutes, and/or university hospitals that promote excellence in the field of health. As a medical university, the goal is to educate and teach future generations of physicians, dentists, pharmacists, and scientists to improve patients' quality of life. University activity complies with university ethics. The fundamental principles underlying the university's activity are academic freedom, the absence of any form of discrimination, respect for life and the human person, independence from ideologies, religions, and political doctrines, transparency, and public accountability, promoting high-quality standards, respect for the rules of professional and scientific ethics and respect for equity and equal opportunities. All ethical regulations are in place and approved by different committees and departments. The Scientific Research Ethical Commission approves research involving human subjects or animals (art. 216, University Charter), while it also exists a University Ethical Commission (Title XI, University Charter) for academic responsibility, behavior, and other professional aspects. The university has its own Code of Ethics and Deontology (Title X, University Charter), aligned with national and European integrity strategies. XXXxXX sustains and encourages open science and open access policy with a permanent update from the Research Development and Innovation Department (DepCDI) organized according to the provisions of the Scientific Research Activity Regulation (Title VI, University Charter) and the university library into the electronic repository. Several training programs have been developed to assist high-quality research. UMPhIH enhanced its services for research management and accountability. The DepCDI has a dedicated financial compartment for managing financial and administrative grants. Each grant or project funded by public or private funding is audited either annually or after its implementation period. A Technology Transfer Office (TTO) ensures IP rights and establishes rights management and technology transfer by bridging the gap between research and medical practice. UMPhIH guarantees protection for IP and anti-plagiarism strategies. TTO also ensures assistance and training on issues related to IP. UMPhIH has a high national and international visibility in media, being permanently linked with the community and aligned to societal debates. Research plays a significant role in this strategy, along with the research facilities that will attract scientists from abroad and from the diaspora. XXXxXX develops and promotes all types of research, from
HRS4R Form | EURAXESS
fundamental to translational and clinical, attracting students from early enrollment to be involved in scientific training, internships, volunteering actions, and grants. Our HR is involved in more than 129 grants and projects funded nationally and internationally. The research topics cover all areas of medicine, dentistry, and pharmacy, including the preclinical sciences, genetics, genomics, proteomics, metabolomics, animal facilities, drug development, biomaterials, 3D bioprinting development, and artificial intelligence. Researchers are encouraged to disseminate their results through open-access institutional policy, institutional support for publication fees, and broad participation in scientific meetings, conferences, and contests. The researchers are evaluated annually based on their involvement and impact on research and institutional activities. The academic staff is also assessed for their academic performance, integrity, and responsibility. UMPhIH is in favor of conducting research under independent supervision; this is a high average and high-priority feature. The scientific community is becoming more conscious of the ethical rules' limitations and the opportunity for unrestricted study.
Weaknesses
Some weaknesses are not directly related to the university but to the national research system. Historically, Romania's government research funding could have been more widespread and stable, making access to high-quality research outputs problematic. Meanwhile, due to time constraints and expensive reagents and consumable expenses, the acquisition regulation does little to assist high-quality research, rendering the European research sector uncompetitive. A specific category of researchers, especially those associated with auxiliary personnel but with similar responsibilities, are not enrolled as R1 and R2, their promoting facilities need to be expanded. In contrast, they have identical tasks to researchers. Salaries are still under the European mean, growing the number of young, exceptional scientists brain drain abroad. More effort must be made to attract young scientists into our research structures, considering research's. Additionally, a better awareness among the academic community of professional ethics rules and professional responsibility is welcome. For the following principles, gaps have been identified: 4. Professional attitude, 6. Accountability, 7. Good practice in research, 8. Dissemination, exploitation of results, 9. Public engagement, 10. Non-discrimination, 11. Evaluation/ appraisal systems
Recruitment and selection *
Strengths and Weaknesses (max. 800 words)
HRS4R Form | EURAXESS
Strengths
The university's methodology is based on the national competitiveness criteria for hiring teaching and research staff. For researchers, the UMPhIH criteria are higher than the national level to recruit top researchers in the country and abroad while also encouraging researchers to perform at a European level. All criteria are provided on the university's website, so the material is accessible at all levels. The university has an open procedure for selecting and recruiting research and management staff as a public entity. The university follows national legislation governing the composition and transparency of selection committees. The university follows the national regulations for researchers funded by research projects for both permanent and temporary positions. The Human Resources Department oversees the recruitment methodology and follows the exact requirements of the national legislation to which the university requirements are added. The recruitment procedures are open, transparent, and merit-based. All admission standards for researchers are specified. Guidelines for each position level for permanent and temporary positions are explicitly provided. Recruitment requirements for temporary positions particularly in research programs, include both national legislation and those specific to the project opening the position. This makes the selection process easier as it ensures the qualification criteria align with the position's needs. The selection process provides proper evaluation and professional credentials. The selection method provides appropriate evaluation and professional qualifications and assesses and quantifies the candidates' overall experience without penalizing career breaks or discontinuities. The selecting committees' members have a wide range of expertise and knowledge. At each stage, candidates are informed about the recruitment process and selection criteria. The university profile and the existence of several centers of excellence in translational medicine, genomics, and advanced medicine make the environment extremely attractive for attracting researchers of all experience levels. It also attracts senior scientists with high experience interested in launching a university-based research initiative. All available research positions are published on the job portal on Euraxess. UMPhIH provides permanent jobs, each researcher can be promoted after he passes the requirements for a higher post. All candidates and recruited researchers are promptly informed of their salary for permanent and temporary positions. For foreign scientists and academics, the national legislation is translated into English. UMPhIH recruits and selects staff for teaching and research activities through public competitions. The approach for completing academic and research positions is based on regulations adopted by the university Senate under current legislation while adhering to the principles of nondiscrimination and professional ethics. UMPhIH methodology has been revised to meet the OTM-R regulatory standards for teaching and research vacancies. UMPhIH fully implements the principle of transparency; all candidates are given equal opportunities in the recruiting process, which is open, transparent, and void of discrimination. UMPhIH incorporates professionalism, quality, and competition into all aspects of its academic and research efforts, fostering collaboration and experience sharing with other universities and institutes. The seniority principle is completely adopted.
Weaknesses
At the national level, a key obstacle is the blocking in the recruitment of new positions due to budget constraints, which limits the university's scientific performance when compared to other European high-level universities. The legislation regulating the recruitment of abroad researchers is inconsistent, as some grant competitions request an international grant director, yet when such is needed, the process is slow, time- consuming, and involves an unnecessary administrative burden. Romania pays the lowest salaries for research grants at the European level making this unattractive for potentially excellent senior scientists including the Romanians who would like to enroll in a grant at UMPhIH. While the university receives some funding for research, it cannot open funding for important research grants to attract more high-standard researchers. At the national level, very few research calls are opened, some years there is no competition, and these represent a major barrier for postdoctoral positions. To secure the university's ability to select and recruit more researchers to compete on a global scale, a European and worldwide model for research grants within universities must be devised. To meet OTM-R statutory standards, applicants' selection procedures, including interview panels with members from varied backgrounds, and the clarity of the criteria for the appointment of selection commissions, needed to be enhanced. UMPhIH aims to promote selection transparency. Transparency in project evaluation is encouraged, as is increasing access to research funds through grants. For the following principles, gaps have been identified: 12. Recruitment (Code), 13. Recruitment (Code) 14. Selection (Code), 16. Judging merit (Code). 18. Recognition of mobility experience (Code), 21. Postdoctoral appointments (Code).
HRS4R Form | EURAXESS
The job conditions and opportunities for professional advancement are not mentioned in the marketing materials.
Working conditions *
Strengths and Weaknesses (max. 800 words)
Strengths
At the research level, UMPhIH ranks first in preclinical, fundamental, and translational research. In the last 10 years, it developed two large infrastructures using the operativity-competitivity program POSCCE for infrastructure and research: Research Center for Functional Genomics, Biomedicine and Translational Medicine and The Research Center for Advanced Medicine – MedFuture. This was created at the university level to have interdisciplinary teams, spaces, and structured research services. Both centers created in the last 10 years are state-of-the-art with an infrastructure summing up to more than 14 mils Euros. Both centers comprise more than 100 research services structured to be delivered to other institutions, private companies, and universities. The centers offer an excellent scientific environment capable of attracting and retaining young scientists from various fields like medicine, biology, chemistry, physics, and informatics. Additionally, 17 other research centers are affiliated with the three faculties. All research centers develop research projects and grants with a mission-oriented approach, resulting in a complex scientific ecosystem characterized by strong partnerships and collaboration at the university level as well as with other universities, institutions, private companies, and government agencies. The university promotes fundamental rights and ideals at work through collective bargaining and social debate, in addition to providing great working conditions and a safe environment. New researchers are constantly taught in this atmosphere, from undergraduate to PhD and postgraduate levels. We are interested in limiting the brain drain of the next generation of physician-scientists abroad and bringing back the greatest Romanian scientists by providing facilities, infrastructure, scientific facilities, and equipment. UMPhIH has developed an outstanding atmosphere for collaboration and cooperation by linking with key European and worldwide programs. Professional recognition and innovation potential are maintained through the University Charter, Strategic Plan, and Research Strategy. An Operational Annual Plan is in place, which includes a work calendar with tasks and deliverables. Equal opportunities and equal treatment between women and men are provided, based on the European strategy on gender equality 2020-2025. Collaboration within the different research groups and faculties is encouraged to exploit the whole potential of human resources. We are promoting excellence, interdisciplinary areas of expertise, and a high- quality research activity. The Research Strategy includes improving the quality and innovation capacity by expanding new research facilities.
HRS4R Form | EURAXESS
Annually several prizes for research excellence for PhD students and young investigators under 45 years old are granted, also embracing excellent publications in high-impact journals ranked Q1. All academic positions are permanent (if a PhD diploma is available). Permanent positions are open as often as the legislation allows for researchers, assuring as much security of tenure as possible and growing the number of accredited researchers. Researchers involved in projects and grants are encouraged to work specifically in the research centers to improve their skills in the lab being able to become, independent investigators, and conducting research activities in small or larger interdisciplinary teams. Specific facilities for publication for PhD students were developed at the university level, encouraging the dissemination of the results for the PhD thesis in the Q1 quartile, with 1000 Euros/ article supported by the university. Also, a different procedure was developed for articles published by academia and researchers within the university that publish in the Q1 quartile, a sum of 1700 euros is supported by the university. The Progres project provided funding for 65 articles in the first quartile at 10.000 RON/article. Several mobilizations are also aided by institutional development funds like FDI and Progres. Regular workshops teach researchers how to write grants and articles. All young researchers hired at the institution are given tailored instruction by a mentor/counselor to help them take their first steps in scientific research. Technology is accessible via institutional subscriptions to a variety of bibliographic sites.
Weaknesses
Some limitations related to working conditions are given by the national legislation, especially in the salary range, where salaries given within the projects are lower than the European level. This is frustrating for good researchers who leave the country and find other jobs in Europe or internationally. The limited access to funding, and the need for greater transparency in the review process and an optimal ratio of didactic and scientific activities, are strongly debated among researchers. The process of acquiring reagents and consumables is slow and excessively bureaucratic, and considerable time is lost to acquire results in research, rendering the team non-competitive on the international level. In the meantime, we need to increase the number of young physician-scientists and researchers to enrich the quality of our research environment.
Unfortunately, this is often a limitation in the number of new positions approved by the minister.
For the following principles, gaps have been identified: 23. Research environment, 24. Working conditions, 25. Stability and permanence of employment, 26. Funding and salaries, 27. Gender balance, 30. Access to career advice, 32. Co-authorship, 33. Teaching, 35. Participation in decision-making bodies.
Training and development *
Strengths and Weaknesses (max. 800 words)
HRS4R Form | EURAXESS
Strengths
UMPhIH ranks first in preclinical, fundamental, and translational research. In the last 10 years, it developed two large infrastructures using the operativity-competitivity program POSCCE for infrastructure and research: Research Center for Functional Genomics, Biomedicine and Translational Medicine and The Research Center for Advanced Medicine – MedFuture. This was created at the university level to have interdisciplinary teams, spaces, and structured research services. Both centers created in the last 10 years are state-of-the-art with an infrastructure summing up to more than 14 mils. Euros. Both centers comprise more than 100 research services structured to be delivered to other institutions, private companies, and universities. The centers offer an excellent scientific environment capable of attracting and retaining young scientists from various fields like medicine, biology, chemistry, physics, and informatics. Apart from the two centers, 17 other research centers are affiliated with the three faculties. All the research centers within the university are developing research projects and grants with a mission-oriented approach, creating a complex scientific ecosystem where strong partnerships and collaboration are created at the university level and with other universities, institutions private companies, or government agencies. Offering excellent working conditions and a suitable environment in terms of health and safety conditions, XXXxXX promotes fundamental rights and principles at work, with collective bargaining and social dialogue. New researchers are permanently trained in this environment from the undergraduate to the PhD and postgraduate levels. UMPhIH has developed an outstanding environment for collaboration and cooperation by linking with key European and worldwide programs. Professional recognition and innovative capacity are pursued through the University Charter and Strategic Plan, and the Research Strategy. An Operational Annual Plan is in place, including a work calendar with tasks and deliverables. Through the Strategic Plan, equal opportunities and equal treatment between women and men are in place, based on the European strategy on gender equality 2020-2025.
Through several projects, including those of institutional development, like Progres, collaboration within the different research groups and faculties is encouraged to exploit the whole potential of human resources. We are promoting excellence, interdisciplinary areas of expertise, and a high-quality research activity. The Research Strategy includes improving the quality and innovation capacity by expanding new research facilities. Annually several prizes for research excellence for PhD students and young investigators under 45 years old are granted, also embracing excellent publications in high-impact journals ranked Q1.
All academic positions are permanent (if a PhD diploma is available). Permanent positions are open as often as the legislation allows for researchers, assuring as much security of tenure as possible and growing the number of accredited researchers.
Researchers involved in projects and grants are encouraged to work specifically in the research centers to improve their skills in the lab being able to become, independent investigators, and conducting research activities in small or larger interdisciplinary teams.
Specific facilities for publication for PhD students were developed at the university level, encouraging the dissemination of the results for the PhD thesis in the Q1 quartile, with 1000 Euros/ article supported by the university. Also, a different procedure was developed for articles published by academia and researchers within the university that publish in the Q1 quartile, a sum of 1700 euros is supported by the university. The PROGRES project supported the payment for 65 articles in the Q1 quartile for 10.000 RON/article.
European and International training is highly encouraged indoors at the university, providing financial support for mobilities. Several mobilities are also supported by institutional development grants like FDI and PROGRES.
Workshops are periodically organized for researchers training in writing grants and articles.
All young researchers hired in the university in a temporary or permanent position benefit from personal training from a mentor/counselor that helps them make the first steps in scientific research.
Weaknesses
HRS4R Form | EURAXESS
Some limitations related to working conditions are given by the national legislation, especially in the salary range, where salaries given within the projects are lower than the European level. This is frustrating for good researchers who leave the country and find other jobs in Europe or internationally. The limitation of access to the grants, and the need for more transparency in the evaluation process, represent a highly disputed problem among the researchers. The process of acquisition of reagents and consumables is slow, and extremely bureaucratic, and a long time is lost to obtain results in research, making the team non-competitive at the international level. In the meantime, we need to increase the number of young physician-scientists and researchers to enrich the quality of our research environment. Unfortunately, this is often a limitation in the number of new positions approved by the minister.
For the following principles, gaps have been identified: 36. Relation with supervisors, 37. Supervision and managerial duties, 39. Access to research training and continuous development, 40. Supervision.
3. Actions
The Action Plan and HRS4R strategy must be published on an easily accessible location of the organisation’s website.
Please provide the web link to the organization's Action Plan/HR Strategy dedicated webpage(s):
xxxxx://xxxxxxx.xx/xxxxxxxxxxxx/xxxxxxxxxxxx/xxxxxxxxxxx-xxxxxxxxxx/xxx0x/
Please fill in the list of all individual actions to be undertaken in your organisation's HRS4R to address the weaknesses or strengths identified in the Gap-Analysis.
The listed actions should be concise, but detailed enough for the assessors to evaluate the level of ambition, engagement and the expected implementation process. The institution should strive to provide a detailed plan, not just an enumeration of actions.
HRS4R Form | EURAXESS
Note: Choose one or more of the principles retrieved from the GAP Analysis.
Proposed ACTIONS
Principles:
(++) 1. Research freedom (++) 2. Ethical principles
(++) 3. Professional responsibility (+/-) 4. Professional attitude
(++) 5. Contractual and legal obligations (+/-) 6. Accountability
(+/-) 7. Good practice in research
(+/-) 8. Dissemination, exploitation of results (+/-) 9. Public engagement
(+/-) 10. Non discrimination
(+/-) 11. Evaluation/ appraisal systems (+/-) 12. Recruitment
(+/-) 13. Recruitment (Code) (+/-) 14. Selection (Code) (++) 15. Transparency (Code) (+/-) 16. Judging merit (Code)
(++) 17. Variations in the chronological order of CVs (Code) (+/-) 18. Recognition of mobility experience (Code)
(++) 19. Recognition of qualifications (Code) (++) 20. Seniority (Code)
(+/-) 21. Postdoctoral appointments (Code) (++) 22. Recognition of the profession
(+/-) 23. Research environment (+/-) 24. Working conditions
(+/-) 25. Stability and permanence of employment (+/-) 26. Funding and salaries
(+/-) 27. Gender balance (++) 28. Career development (++) 29. Value of mobility
(+/-) 30. Access to career advice (++) 31. Intellectual Property Rights (+/-) 32. Co-authorship
(+/-) 33. Teaching
(++) 34. Complains/ appeals
(+/-) 35. Participation in decision-making bodies (+/-) 36. Relation with supervisors
(+/-) 37. Supervision and managerial duties
(++) 38. Continuing Professional Development
HRS4R Form | EURAXESS
(+/-) 39. Access to research training and continuous development (+/-) 40. Supervision
Proposed ACTIONS | GAP Principle(s) | Timing (at least by year’s quarter/semester) | Responsible Unit | Indicators/Target(s) |
Free text -100 words max | Retrieved from the GAP Analysis | |||
T1 Ethical and professional aspects | ||||