Commission publishes Charter for Researchers and guidelines on recruitment
The European Commission has drafted a European Charter for Researchers and a Code of Conduct for the Recruitment of Researchers, both of which are intended to contribute to the development of an attractive, open and sustainable European labour market for scientists, where conditions are conducive to high performance and productivity. Both the charter and the code of conduct take the form of recommendations from the Commission to the Member States, which they are invited to implement on a voluntary basis. The European Charter for Researchers is described by the Commission as 'a set of general principles and requirements which specifies the roles, responsibilities and entitlements of researchers as well as of employers and/or funders of researchers.' The onus is not only on employers and funders to create the right environment for researchers, but also on researchers themselves. The general principles and requirements applicable to researchers range from research ethics and professional responsibility to accountability, good practice, dissemination of results, public engagement and continuation of professional development. Researchers are advised, for example, 'to make every effort to ensure that their research is relevant to society and does not duplicate research previously carried out elsewhere.' Researchers should also make themselves familiar with the strategic goals concerning their research environment and funding mechanisms, and should seek all necessary approvals before starting new research or accessing resources. It is recommended that senior researchers devote particular attention to their roles as supervisors, mentors, career advisors, leaders, project coordinators, managers and science communicators. They should build up a strong relationships with early-stage researchers in order to establish the conditions for efficient transfer of knowledge, according to the charter. Employers and funders, meanwhile, are asked to recognise researchers as professionals and to treat them accordingly. The charter also requests that employers ensure the creation of a stimulating research or research training environment, offering appropriate equipment, facilities and opportunities. Employers and funders should also guarantee stability and permanence of employment, as well as an attractive salary, and must recognise the value of mobility. Mobility can be geographical, intersectoral, inter- or trans-disciplinary, virtual or between the public and private sector, and it is 'an important means of enhancing scientific knowledge and professional development at any stage of a researcher's career,' according to the Commission. Furthermore, the charter requests that employers and funders ensure access to research training, career advice and a mentor. They are also asked to encourage co-authorship, as a method to ensure that all researchers who contribute to a paper or patent, including early-stage researchers, are recognised. The Code of Conduct for the Recruitment of Researchers does not deviate far from standard expectations with regard to recruitment. It underlines the importance of open and transparent procedures and diverse, experienced selection committees. Specific to researchers is the section of judging merit, however, which states that 'While focusing on their overall potential as researchers, their creativity and level of independence should also be considered.' 'This means,' the paper specifies, '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.' Those recruiting should also recognise the value of previous mobility experience and variations to the standard career path. The Member States will report back to the Commission before the end of the year on any additional measures that they have taken in the area of researcher careers, and will also relay the initial results from the application of the recommendations.