Onboarding of Group Leaders
and Core Facility Heads
2
1. Introduction................................................................................................................................ 3
2. Onboarding linked to starting a new position ............................................................................ 4
3. Onboarding of GL/CFH.............................................................................................................. 5
3.1 Roles .................................................................................................................................. 5
4. Onboarding Plan for GL/CFH ..................................................................................................10
5. Later onboarding related activities ..........................................................................................15
ANNEX 1: Onboarding assessment ............................................................................................16
ANNEX 2: List of documents relevant for GL/CFH and distributed via “Regulations Agreement“
application ..............................................................................................................................17
Institutional strategy and policies ...........................................................................................17
Director’s Measures ...............................................................................................................17
ANNEX 3: Useful links and mail addresses ................................................................................19
3
1. INTRODUCTION
This document describes the onboarding process for new group leaders (GL) and core facility heads
(CFH). It follows the Director’s Measure no. 1/2021 “Onboarding of CEITEC MU Employees”1, which
guides researchers on how to adapt. The adaptation of researchers to management positions (such as
group leader and core facility head – also referred to as “GL” and “CFH”) is specific in many respects.
The onboarding process may not only concern new employees but also those who are changing their
position within the institution. In addition to managing his/her own agenda, a GL/CFH is also a manager
who needs to learn how to work with his/her team – to manage, lead, develop and motivate. Given the
complexity and responsibility of this position, we want to offer future leaders maximum support from the
outset so that they can become the ones the institution needs. As in the previous case (the manual for
researchers), this manual is intended for all employees who will help the new GL/CFH come to terms
with his/her new role (see subchapter ‘Roles’). More specifically, it aims to provide methodological
support to the supervisor, mentor, HR manager, etc. Among other things, the document includes
information on the competencies and responsibilities of individuals who will be in close contact with the
newcomer, and whether there are administrative matters or activities related to the workplace he/she
comes to. The document also includes a description of procedures that precede the first day on board.
It also includes useful links and information on services provided by administration departments,
Welcome Office services, and a link to “Your guide to CEITEC MU”, etc. Last but not least, it is very
important for us to get feedback and collect suggestions that could improve the onboarding process.
Therefore, do not hesitate to get in touch with HR managers anytime you seek help, advice, or you just
have a suggestion for some improvements.
1 Available at: https://is.muni.cz/do/ceitec/uredni_deska/opatreni_reditele/opatreni_reditele_2021_01_-_adaptace_zamestnancu_ceitec_mu/
4
2. ONBOARDING LINKED TO STARTING
A NEW POSITION
To a certain extent, onboarding applies to all employees, not only to newcomers but also to those who
are changing their position within the institution or are coming back from maternity/parental leave.
However, onboarding is crucial for newcomers in particular. For newcomers, the onboarding policy is
directly linked to the recruitment process, which is described in the recruitment policy2.
The recruitment policy contains basic principles and individual steps of the recruitment process, from
compiling the job advertisement, through organisation of the selection procedure, to presenting a job
offer to the selected candidate. If the candidate accepts the job offer, other steps follow, leading up to
his/her first days at the institution.
The job offer (prepared by the HR manager with cooperation of the head of the workplace) for the new
GL/CFH is presented by the CEITEC MU director. The job offer to the candidate usually contains the
title of the position, start date, length of the employment including information on the probation period,
workplace information, gross wage amount, list of benefits, lab and office space, research group/core
facility budget and collaboration with core facilities, plus other information.
The job offer is always prepared and sent to the selected candidate (in advance of the negotiation
meeting(s)) in written form to ensure that the successful candidate receives full and complete
information, and there is a formal report of the negotiation’s final result. This applies to all versions of
the job offer as prepared during the negotiation procedure.
The Director’s Office organises a meeting of the selected candidate with the CEITEC MU director and
deputy director for research (in the case of a new GL), or the deputy director for research infrastructure
(in the case of a new CFH) to negotiate the job offer.
If the candidate accepts the offer, several actions must be taken even before the official start to ensure
a supportive and smooth beginning to the work of the new GL/CFH and to his/her workplace.
• Generally, he/she can directly contact the deputy directors, secretary, HR manager and
Welcome Office manager (in the case of foreign nationals) in case of any questions or
misunderstandings.
• Before the official start of employment, the new GL/CFH can choose his/her own mentor (or
more mentors). The HR manager sends information about the mentoring programme together
with a list of mentors to the new GL/CFH. The new GL/CFH chooses his/her mentor and
contacts him/her. The mentor’s role is primarily focused on the sharing of experience connected
to leadership, established rules and procedures at CEITEC MU, providing advice etc.
2 Available at: http://is.muni.cz/do/ceitec/uredni_deska/politiky_a_koncepce/CEITEC-MU_Recruitment_Policy_Final_2020-11-
24_Approved.pdf
5
3. ONBOARDING OF GL/CFH
We already know that the process of onboarding begins before the new employee starts working. In this
chapter, we will focus on the roles and responsibilities of the support team for the new GL/CFH.
Furthermore, we will present the recommended plan of activities within the first three months from the
start of the new GL/CFH (onboarding plan), which was created in cooperation with the existing heads
of research groups and core facilities. The current concept of onboarding has been created to meet the
basic preconditions for successful adaptation.
Successful onboarding meets four essential criteria, called the Four Cs.
• Compliance involves the basic rules and policies referring to the job.
• Clarification means that new hires understand his/her position, job requirements, role, and
responsibility.
• Culture refers to specific values, expectations, formal and informal norms that are typical for
the institution.
• Connection includes interpersonal relationships and information networks that new hires need
to establish when becoming a part of the institution and learning more about the best practices
of the institution.
The new GL/CFH receives an onboarding plan, which he/she goes through in the first weeks/months.
This plan includes both practical organizational matters (IT equipment, etc.) and personal meetings with
relevant coworkers, where the new GL/CFH learns everything necessary for his/her work. The aim of
the onboarding plan is to provide easier acquaintance of the employee with the new agenda, institutional
policy and culture, and the work and social environment.
3.1 Roles
Several individuals with different roles (described below) are involved in the whole process to ensure
a smooth onboarding of the new supervisor. Below you can find the roles with their main responsibilities
in the whole onboarding process.
The new GL/CFH:
• submits the document on the highest level of education to the HR manager
• submits confirmed application on the completion of the medical check-up and a proof of payment
• gets familiar with the document “Your guide to CEITEC MU”
• undergoes the compulsory OHS&FP training (e-learning can be found in the information system)
followed by delivering printed record on completion of the OHS&FP training to the office 1S066/E35
• arranges a photograph that will be used on CEITEC MU websites and an employee card
6
• meets with relevant GLs in order to discuss their cooperation based on mentor´s recommendations
• completes the onboarding plan according to a set schedule
• hands over the onboarding plan to the HR manager when onboarding is completed
• completes the onboarding questionnaire after 3 months (see onboarding plan)
The mentor:
• gets the employee acquainted with the workplace, labs and building (other common premises, such
as meeting rooms, kitchenettes, etc.)
• is an employee who has worked at CEITEC longer than a year, has personal experience with the
agenda of the new GL/CFH and is the basic resource of support and knowledge for him/her
• meets with the new GL/CFH and is helpful for him/her during the whole onboarding process (based
on employee initiative)
• is willing to share his/her own personal work-related experiences with the new GL/CFH
• gives the new GL/CFH general advice, shares best practice and help him/her in the socialization
process
• recommends relevant colleagues (GL/CFH) based on the research focus
The HR manager:
• prepares the employment documents (e.g., job contract, etc.)
• arranges a meeting with the payroll accountant
• sends the new GL/CFH list of GLs and CFHs in order to choose a mentor
• provides general information on starting the work (primary password to the MUNI information
system, institutional e-mail, photograph, benefits, MUNI Information System, organisation structure
of CEITEC MU)
• hands over and introduces the onboarding plan and “Your Guide to CEITEC MU” brochure
• issues an employee card or ITIC card
• introduces the GL/CFH to the workplace economist
• presents the information about the new employee on the screens placed in building E35
(in cooperation with PR)
• offers the employee the opportunity to meet and discuss the ongoing onboarding
• sends the onboarding questionnaire at the end of the process after the probation period
• informs the Spokesperson about the new GL/CFH in order to interview him/her for an article on the
website and CEITEC newsletter
• organises a meeting of the new GL/CFH with the training manager.
• in the case of a new GL/CFH entering the workplace via the transformation of a different workplace,
it is necessary to resolve specific personal issues (e.g., existing employment of workplace
employees) and project commitments.
7
The director:
• sends an email to all staff about the new GL/CFH
• informs GL/CFH about the new GL/CFH before his/her employment officially starts
• introduces the new GL/CFH at the GL/CFH meeting
The deputy director for research infrastructures:
• introduces the core facilities and cooperation between them and the research groups
• organises the meeting with the core facility heads in order to introduce the main focus of each CF
and possible cooperation with the new GL/CFH
The deputy director for research:
• introduces the core facilities and cooperation between them and the research groups
• organises the meeting with the group leaders in order to introduce the main focus of the new
research group
The core facility manager:
• sends an email to a new GL/CFH after their first meeting (see onboarding plan), which will
summarize the key information about the functioning of the core facilities
• introduces the CFs evaluations rules
The deputy director for administration:
• informs the heads of administration about the new GL/CFH before his/her employment officially
starts
• organises the meeting with new GL/CFH and introduces the heads of the Administration Department
and secretaries and their agendas
• prepares an email with concrete administration workers that the new GL/CFH will be in touch with.
The document will include the names of the workplace economist/assistant, HR manager, project
accountant, payroll clerk, project manager and possibly others relevant co-workers.
The secretary:
• presents the rules for the use of institutional financial resources
• presents the CEITEC MU budget rules
• coordinates the provision of pre-negotiated space for the new GL/CF
The scientific secretary:
• introduces the research evaluations rules
8
head of the Director’s Office:
• ensures preparation and formal approval of an amendment to the organisational structure to
implement the establishment of a new workplace, and subsequent steps needed for the new
workplace establishment in the university system
• meets with the new GL/CFH to introduce him/her the Director’s Office, their main responsibilities
and their future cooperation
• is responsible for the introduction of the new GL/CFH at the upcoming GL/CFH meeting
• ensures internal and external communication related to the appointment of a new GL/CFH
• entrusts the spokesperson to do the interview with the new GL/CFH in order to introduce him through
the screens, article on social media, CEITEC web and other relevant platforms
• organises the meeting of the new GL/CFH with the director and deputy directors
• contacts the new GL/CFH with the request for information regarding the workplace website
• ensures photo shooting to receive profile and photos relevant to his/her agenda of the new GL/CFH
to be used for internal and external communication
The heads of administration departments:
• meet with the new GL/CFH, where they introduce their department, their main responsibilities and
their future cooperation with the GL/CFH
• introduce the main documents of their department, which the new GL/CFH should get
acquainted with
• introduce the main colleagues from their department that the new GL/CFH will be in touch with the
most
The head of the Economics Department:
• creates the number identification of the new workplace in cooperation with the Rectorate
The head of the Grant Administration Department:
• in case of a new CFH, organises the meeting with the CF Manager
The workplace economist:
• assigns electronic access to the building(s) or specific-purpose labs/rooms
• hands over the workplace keys
• provides administrative support – an order for IT equipment, land line/mobile phone, access to a
printer, etc., if necessary
9
The training manager:
• meets with the new GL/CFH in order to present him/her with compulsory training related to his/her
work role as described in the leadership policy, or decided by the director
• informs the new GL/CFH about training possibilities for employees of MU (if relevant)
• offers the new GL/CFH the possibility of a development consultation to assess his/her current
training needs and design an individual training plan
The occupational health and safety (OHS) manager:
• verifies the completion of the mandatory OHS/FP training (e-learning)
At any time during the onboarding process, the employee may contact his/her HR manager in order to
discuss the ongoing onboarding process or any other complications.
10
4. ONBOARDING PLAN FOR GL/CFH
On the first day, the HR manager familiarises the new GL/CFH with the process of the first day and
hands him/her the onboarding plan (see below). The HR manager explains how to use the plan, what
activities are included, and how they are structured. The onboarding plan is kept by the employee, and
as soon as all activities stated in the plan are completed, it is handed back the HR manager and saved
in the personal file of the employee.
The onboarding plan introduces activities you should complete during your onboarding process. Key
persons in this process for you will be your mentor, who will help you and provide you with necessary
information.
Note: The HR manager sends an e-mail with the information on the schedule of the first day at work to
the employee no later than 1 week prior to the commencement of the job.
The onboarding plan activities are arranged according to the succession of individual steps.
Name UČO Start date Research Group/Core Facility Position
Activity When1
Estimated
duration
Form
Responsible
person
Completed
YES / N/A = not
applicable
First meeting with the HR manager – job
commencement issues:
• job contract and other legal documents
• introductory information (primary
password for IS MUNI, e-mail setting,
photograph, benefits, IS MUNI, CEITEC
MU, organisation structure)
• hand-over and introduction of the
onboarding plan
Day 1 30 – 45 minutes
Face-to-face
meeting
HR Manager
Documents handed over to HR manager:
• certificate on the highest level of
education attained
• confirmed medical check-up and
payment receipts (check-up, statement)
Day 1 ---
Hand-over in
person
Employee
First meeting with the payroll accountant:
• employment record (“zápočtový list”)
• account number
Day 1 10 – 15 minutes
Face-to-face
meeting
HR Manager
Meeting with the workplace economist/assistant Day 1 10 minutes
Face-to-face
meeting
HR Manager
Meeting with the mentor Day 1 ---
Face-to-face
meeting
Employee
12
Activity When1
Estimated
duration
Form
Responsible
person
Completed
YES / N/A = not
applicable
Compulsory training on OHS & fire protection Day 1 (or Day 2) 60 – 80 minutes Electronically Employee
Submitting the document on OHS & FP training
to the Operations Dpt. Mailbox (pavilion E35,
office 1S066)
Day 1 (or Day 2) ---
Hand over in
person
Employee
Getting acquainted with the Guidebook for New
Employees (Your Guide to CEITEC MU)
Week 1 60 – 90 minutes Electronically Employee
Set-up of electronic access to PC and internal
systems in cooperation with IT
Week 1 --- E-communication
Workplace
economist
Handover of the keys from the office/building Week 1 --- In person
Workplace
economist
Informal meeting with the director and deputy
directors
Week 1 60 minutes
Face-to-face
meeting/lunch
Head of
Director’s Office
Become acquainted with relevant CEITEC and
MU measures and regulations3 Week 1 --- Electronically
Will be sent via
application4
Getting acquainted with the workplace, labs and
building (other common premises, such as
meeting rooms, kitchenettes, etc.)
Week 1 --- In person/online
Virtual
tour/mentor
Hand-over of equipment (if relevant) Week 1 --- In person
Workplace
Economist
Taking the photograph for the employee card Week 1 --- In person Employee
3 List of relevant documents is specified in the Annex 2.
13
Activity When1
Estimated
duration
Form
Responsible
person
Completed
YES / N/A = not
applicable
Handover of the employee card2 Week 2–3 --- In person HR Manager
Set-up of access to the internal information
system (authorisation rights, printers, desk top
phone, PC/laptop)
Week 1 ---
In person or by
phone with the IT
worker
IT department of
SUKB
Introduction to the heads of administration
departments
Week 1 60 minutes In person
Deputy Director
for Administration
Meeting with the Director’s Office team
(introduction to relevant information for GLs
related to GL meetings, Director’s Board,
internal procedures, policies and rules, PR and
communication, etc.)
Week 1 60 minutes In person
Head of
Director’s Office
Finance management training Week 1–2 60 minutes In person/online Secretary
Learning about the research evaluations rules Month 1 60 minutes In person/online
Scientific
Secretary
Learning about the CF evaluations rules
(relevant only for CFH)
Month 1 60 minutes In person/online
Core Facilities
Manager
Introduction of cooperation with core facilities Month 1 60 minutes In person/online
Deputy Director
for Research/
Deputy Director
for Research
Infrastructures
Introduction of CFs and their evaluations rules Month 1 60 minutes In person/online
Core Facility
Manager
Meeting with relevant GLs in order to discuss
their cooperation
Month 1 60 minutes In person/online Employee
14
1) Meeting with the head of HR Dpt
2) Meeting with the head of Research and
Innovation Support Department
3) Meeting with the head of Operations Dpt
4) Meeting with the head of Grant Office Dpt
5) Meeting with the head of Grant Administration
Dpt
6) Meeting with the head of Economics Dpt
7) Meeting with the head of Event Department
Month 1
Specified by
Heads of Admin
Department
In person/online
Employee/Heads
of admin
departments
1)
2)
3)
4)
5)
6)
7)
Meeting with relevant admin employees
connected to his/her position
Month 1
Specified by
Heads of Admin
Department
In person/online
Heads of Admin
departments and
Director Office
Meeting with the core facility heads Month 1 60 minutes In person/online
Deputy Director
for Research
Infrastructures
Meeting with the core facility manager (relevant
only for CFH) Month 1 60 minutes In person/online
Head of Grant
Administration
Department
Taking photograph for the CEITEC MU website
(different from picture for employee’s card)
Month 1 10 minutes In person Employee
Meeting with the training manager Month 1 60 minutes In person/online HR manager
Giving an interview for internal and external
communication
Month 1 45 minutes In person Spokesperson
Group leaders meeting – introduction Month 1–2 60 minutes In person/online Director
Voluntary meeting with the HR manager to
assess the first weeks at CEITEC
Month 1–3 --- In person/online Employee
Completion of the onboarding questionnaire Week 12 30 minutes Online Employee
1
Column WHEN specifies the deadline for the performance/completion of individual activities.
2
It takes a couple of days before the employee card is prepared. Your HR manager will inform you when your employee card is ready to be picked up.
Contact person for any inquiries related to Onboarding plan is your HR manager: XY (XY@ceitec.muni.cz, +420 549 49 XY)
If you are not sure who is the responsible person for particular agenda or to who should you address your question, feel free to contact HR@ceitec.muni.cz
The completed onboarding plan will be brought by the employee to his/her HR manager at the HR department.
5. LATER ONBOARDING RELATED
ACTIVITIES
Completing the adaptation process cannot be limited to the first three months after taking up the new
position or completing the adaptation plan. The end of the adaptation process can be understood as the
independence of a new employee, his/her integration into the institution and the team, and the creation
of a particular perspective on the issue of further direction. It is necessary to continue working with the
new employee and support his/her professional and personal development. During the first three months
of becoming acquainted with their job role, specific individual needs may arise that need to be
addressed. Taking these unique needs into account is extremely important. They reflect not only the
nature of the work but also the employee's previous experience, length of experience, courses and
training completed, as well as the experience he/she has gained during the first three months. It is
necessary to think about the specifics of the role of GL/CFH as managers and to comprehensively
consider the creation of another plan for personal and professional development. This plan needs to
reflect both individual needs (e.g., time-management, stress management, assertiveness,
communication skills, work–life balance, etc.) and development in areas and competencies that are key
for GL/CFH (management and leadership, cooperation and functioning of core facilities, recruitment,
stress-management, etc.). The new supervisor is introduced to the compulsory training during a meeting
with the training manager during the first month (see the onboarding plan). The new GL/CFH can contact
the training manager whenever necessary and can consult with her on current development needs.
5.1 Assessment of Onboarding
Onboarding is a crucial and highly important process. If it is left out, or set up poorly and ineffectively,
it might cause the employee to leave during the probation period. Moreover, it might have a negative
impact on work performance. Assessment of onboarding provided by the employees is essential for the
continuous improvement of this process. Therefore, the employee will be asked to complete the
questionnaire upon completion of the probation period. The onboarding questionnaire (see Annex 1) is
filled in by each manager who goes through the onboarding process.
16
ANNEX 1: ONBOARDING ASSESSMENT
ONBOARDING QUESTIONNAIRE
(to be sent by the HR manager after the end of the probation period via survio)
This onboarding questionnaire has been created to get feedback on the entire onboarding process
(first three months from the first day on your new position). Your feedback may help us gradually
improve the onboarding processes for newcomers.
We would like to express our thanks for the time you have devoted to it, and wish you a lot of success
in the following days!
Employee´s name and surname: Research Group/Core Facility:
University identification number (UČO):
Start date:
1) How do you like it here at CEITEC MU?
Answer: evaluation scale
2) How do you evaluate the course of onboarding?
Answer: evaluation scale
3) Have your work duties met your expectations?
Answer: Yes/No, if “No” please specify: …
4) How do you evaluate your cooperation with your team? (if relevant)
Answer: evaluation scale
5) How do you evaluate your cooperation with your mentor?
Answer: evaluation scale
6) Do you have everything you need to do your job?
Answer: Yes/No, if “no” please specify: …
7) Space for your comments (comments, recommendations, suggestions for improvements)
Answer: open
17
ANNEX 2: LIST OF DOCUMENTS
RELEVANT FOR GL/CFH AND
DISTRIBUTED VIA “REGULATIONS
AGREEMENT“ APPLICATION
Institutional strategy and policies
1. Strategic plan of the Central European Institute of Technology
2. Leadership policy
3. Recruitment policy
Director’s Measures
1. Risk Prevention and Management in the Field of Occupational Safety and Health
2. Safety Operating Regulation for the Use of Electrical Appliances
3. Rules of Home-Office Work
4. System of taking holiday
5. Organizational Structure of CEITEC MU
6. Rules of Tenders for Employee Recruitment
7. Internal Budget Rules
8. Handling with Dangerous Chemical Substances and Mixtures and Operation of Laboratories
9. Works forbidden to pregnant and breastfeeding female employees and to female employees
who have recently given birth until the 9th month after delivery
10. On Evaluation and Rewarding Rules for CEITEC MU Employees
11. Determination of Responsibility for the Operation, Maintenance and Repairs of
Instrumentation and Equipment of CEITEC MU
12. Rules of Setting Fees for Use of Devices and Equipment Owned by CEITEC MU
13. Operation, Handling and Storage of Gas Pressure Vessels
14. Fire Safety Code of CEITEC MU Buildings (Except for SUKB Premises)
15. Rules of Preparation, Implementation and Sustainability of Projects
16. Rules of Setting Personal Evaluation Bonuses and Function-Based Wage Supplements in
Line with the Internal Wages Regulation of MU
17. Career System
18. Scholarship Programs of the University Institute CEITEC MU
19. Rules for Jobs Systemisation
20. Organization and Recording of Working Time
21. Acquisition and Storage of Records of Research Activities at CEITEC MU
22. Data Research Policy
18
23. Onboarding of CEITEC MU Employees
24. Signature Rules of CEITEC MU
25. Rules of Operation of the Premises Used by the Central European Institute of Technology of
Masaryk University, within the Area of University Campus Bohunice, Kamenice 5, Brno
26. Education of Employees in the Field of Occupational Safety, Health Protection and Fire
Prevention
27. Safety Operating Regulation for the Use of Electrical Appliances
28. Personal Protective Equipment at the Workplace, Cleaning Agents, Detergents and
Disinfection Preparations
29. Guarantors of Personal Data Processing
30. CEITEC MU Awards
31. Safety when working with liquid nitrogen and other cryogens
19
ANNEX 3: USEFUL LINKS AND MAIL
ADDRESSES
Below please find links that might be useful for individuals involved in the onboarding process.
Website CEITEC MU (www.ceitec.eu) – contains information on the institution, research groups, core
facilities, administration department, education, latest news, job advertisement etc., available in Czech
as well as English language.
Administration board (www.admin.ceitec.cz/en) – contains an overview of CEITEC MU administration
department staff and related responsibilities that are ensured by individual departments, including
contacts, and also FAQ. Available in Czech as well as English language.
Your guide to CEITEC MU (http://is.muni.cz/do/ceitec/new_employees_guide/) – a practical guide
primarily focuses on new employees, familiarising the employees with the running of the whole institution
and containing not only operational information. Available in Czech as well as English language.
Welcome office (http://welcome.ceitec.cz/en) – includes services helping new and existing staff coming
from the countries outside EU and providing support with the matters related to their stay in the Czech
Republic and work at CEITEC MU. The employees may contact the Welcome Office manager
(http://welcome.ceitec.cz/en/contact), who will help them to handle all necessary issues. If we receive
information on a newcomer arriving from a country outside the EU, the newcomer will get in touch with
the Welcome Office manager, who starts handling all matters before the newcomer arrives in the Czech
Republic and starts working at CEITEC MU. Available in Czech as well as English language.
IT support (http://cit.ukb.muni.cz) – Centre of Information Technologies at the University Campus
Bohunice (CIT SUKB) provides full IT support for end users of CEITE MU workplaces located at the
university campus at Brno-Bohunice. CIT SUKB web pages are available in Czech language only.
Responsible persons for individual IT matters are included in the IT support section in the document
“Your guide to CEITEC MU”. Institute of Computer Science (http://ics.muni.cz/en) provides IT services
to the whole university. Available in Czech as well as English language.
Employee portal (http://portal.muni.cz) – includes useful information for Masaryk University employees
and offers practical tools for everyday work, such as information on currently absent colleagues, the
daily menu offered by the university canteens, and other information. Available in Czech as well as
English language.
Reservation system for meeting rooms (http://meetings.cesnet.cz/ceitec/?lang=en) – if you need to book
a meeting room, you can contact the economist of your workplace or other authorised person in the
scientific workplace, usually the lab manager. Available in Czech as well as English language.
20
Technical defects reporting system (https://zavady.ukb.muni.cz/report/index.php?land=english) –
reporting of technical issues in CEITEC MU buildings (electricity, water, gas, air conditioning, heating)
Rules of Operation5 – contains rules of operation within all CEITEC MU buildings (E35 and E26).
Available in Czech as well as English language. Contains rules of operation within all CEITEC MU
buildings (E35 and E26). Available in Czech as well as English language.
Below please find email addresses that might be useful for individuals involved in the
onboarding process:
training@ceitec.muni.cz – feel free to contact the HR specialist on this email address if you want to
participate in a workshop, have a tip for an interesting training session or have any ideas about the topic
of training.
HR@ceitec.muni.cz – you can contact your HR department in case of any questions according to your
employment contract, employee card, benefits. You can also contact your HR manager directly.
pr@ceitec.muni.cz – contact a spokesperson if you have an interesting topic for PR and communication.
events@ceitec.muni.cz – contact the events team in case you are organising either a scientific or nonscientific
event.
operations@ceitec.muni.cz – if there is any problem related to the building or if there has been an injury
in your department, please contact the Operations Department.
Phd@ceitec.muni.cz – contact email for the PhD school.
All other contacts and email addresses can be found on the CEITEC website
(http://www.ceitec.eu/ceitec-mu/i1).
5 http://is.muni.cz/auth/do/ceitec/uredni_deska/opatreni_reditele/opatreni_reditele_2021_03_-_provozni_rad/Directors_measure_3-
2021_Rules_of_operation_final.pdf?info=undefined