ERA Research Managers

Research organisations in Widening countries seeking to establish an ERA Research Manager should submit a proposal aimed at establishing or upgrading research management capacities in the institution and ensuring that the conditions are in place to foster excellent research management aligned with ERA priorities. The research institution will act as the sole applicant (mono-beneficiary), and the ERA Research Manager may be from any country but may not already have a contractual relationship with the research institution.

Proposals should include a Curriculum Vitae (CV) in Europass form[[https://europa.eu/europass/en/create-europass-cv]] of the prospective ERA Research Manager, detailing their proposed managerial and technical contributions to the coordinating institution. The CV should be uploaded as an Annex to the proposal.

Proposals should include a self-assessment of the beneficiary’s existing institutional capacities and its needs in research management and administration. An implementation strategy should be designed to enhance the existing institutional capacities, with targeted actions and trainings. This strategy may be continuously adapted throughout the project duration. This plan will include all necessary measures to introduce institutional changes in research management. These measures should be realistic and feasible within the duration of the project. Proposals should also describe any alternative/additional/other relevant investments in research management capacity building, projects, staffing, facilities and infrastructures and how those will be achieved.

ERA Research Managers should be excellent research managers with international experience[[Corresponding to advanved or expert level of reserach managers careers as set out in the “European Competence Framework for Research Managers” provided at RM Comp: The European Competence Framework for Research Managers - European Commission]]. The ERA Research Manager will establish/expand a research management team fully integrated in the coordinator's institution to significantly improve its overall performance in research management and R&I. The team’s recruitment will be led by an international panel chaired by the ERA Research Manager and must follow an open, transparent and merit-based process. The ERA Research Manager should hold a position within the organisation, allowing resource allocation, supervision, and funding applications. Teaching duties may be included where appropriate.

The ERA Research Manager may relocate permanently or temporarily to the coordinating institution, with secondments, sabbaticals, or part-time arrangements also beeing possible. A minimum 50% full-time equivalent (FTE) commitment, including on-site presence, must be ensured, at least until the appointment of a research management leader on a permanent basis. A description of the transition phase between the research management leader and the ERA chair holder should be provided in the proposal, explaining also their share of tasks and their role in the remaining years of the project, in case the appointed research management leader is not the ERA Research Manager. All contractual arrangements, time commitment and the timeline of the ERA Research Manager’s on-site presence at the coordinator should be indicated in the proposal, as well as the salary (gross amount), travel and daily allowances and/or other perks to be offered. If employment is the preferred option, contractual details must be provided.

Proposals should outline all contractual arrangements including salary, travel, daily allowances and other benefits. If employment is the preferred option, contractual details must be provided.

The permanent leader of the newly created or reinforced research management group should be appointed on a permanent basis within the first three years through an open recruitment process monitored by the European Commission, and to which the ERA Research Manager may apply.

To ensure long-term sustainability, the ERA Research Managers team should be structured for continuity beyond Horizon Europe funding. The proposal should detail team composition, research management levels, salaries, and recruitment timelines. No more than 50% of the team should have prior contractual links to the institution.

The grant covers salaries, recruitment, traveland equipment, as well as administrative expenses[[that can be considered under the category of "other goods, works and services]]. Proposed structural reforms to be driven by the ERA Research Manager should be outlined in the proposal, such as improving working conditions, career prospects, HR policies, research governance, grant management, knowledge transfer, and simplifying procedures like IPR. Gender equality should be addressed in alignment with ERA objectives and institutional commitments.

Proposals should quantify expected impacts, including institutional changes, increased research output (publications, IPR protection, knowledge valorisation), and improved research management. Additional relevant impact indicators are encouraged.

The expected duration of the actions is 5 years.