Common Rules for Human
Resources Management
Administrator(s) Project Manager / Eliška Pudová
Approved by
Operational Director / Emilie Zichová 30.11.2011
Executive Director / Tomáš Hruda 30.11.2011
Coordination Board 14.12.2011
Applicable from 1.1.2012
Version 001/2012
Annexes Overview of Common Rules and Policies
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Content
1.  INTRODUCTION ........................................................................................................................................................ 3 
1.1  PURPOSE .................................................................................................................................................................... 3 
1.2  GOAL ......................................................................................................................................................................... 3 
1.2.1  Specific Goals ............................................................................................................................................. 3 
2.  CONTENT .................................................................................................................................................................. 5 
2.1  ACTIVITY SUMMARY ...................................................................................................................................................... 5 
2.2  PRINCIPAL ACTIVITIES .................................................................................................................................................... 6 
2.2.1  Recruitment Strategy ................................................................................................................................. 6 
2.2.1.1  Measure 1: Categorization of CEITEC Positions .............................................................................. 7 
2.2.1.2  Measure 2: Qualification Profiles ......................................................................................................... 8 
2.2.1.3  Measure 3: Recruiting Candidates ...................................................................................................... 9 
2.2.1.4  Measure 4: Adaptation of New Employees ...................................................................................... 11 
2.2.2  Career Development and Further Education of CEITEC Researchers ............................................ 11 
2.2.2.1  Measure 1: Assessment of CEITEC Researchers .......................................................................... 11 
2.2.2.2  Measure 2: Regular Meetings of CEITEC Researchers ................................................................ 13 
2.2.2.3  Measure 3: Career Development Plan ............................................................................................. 13 
2.2.2.4  Measure 4: Further Education Plan .................................................................................................. 13 
2.2.2.5  Measure 5: Central Management Structure Support Services ...................................................... 14 
2.2.3  Remuneration Policy ................................................................................................................................ 14 
2.2.4  Mobility ....................................................................................................................................................... 14 
2.2.4.1  Measure 1: Mobility Plan .................................................................................................................... 14 
2.2.4.2  Measure 2: Strategic Partnerships .................................................................................................... 15 
2.2.4.3  Measure 3: Cooperation with the Application Sphere .................................................................... 15 
2.2.4.4  Measure 4: Central Management Structure Support Services ...................................................... 15 
2.2.5  Equal Opportunities .................................................................................................................................. 15 
2.2.5.1  Measure 1: Communication Principles ............................................................................................. 16 
2.2.5.2  Measure 2: Activities Directly Supporting Equal Opportunities ..................................................... 16 
2.2.5.3  Measure 3: Monitoring Equal Opportunities Data ........................................................................... 17 
2.2.5.4  Measure 4: Equal Opportunities Training ......................................................................................... 17 
3.  LIST OF ABBREVIATIONS ......................................................................................................................................... 18 
4.  GLOSSARY .............................................................................................................................................................. 19 
5.  CHANGES FROM PREVIOUS VERSION ...................................................................................................................... 20 
6.  ANNEXES ................................................................................................................................................................ 21 
6.1  ANNEX 1 OVERVIEW OF COMMON RULES AND POLICIES ..................................................................................................... 22 
6.2  ANNEX 2 QUALIFICATION PROFILES ................................................................................................................................ 24 
6.3  ANNEX 3 EUROPEAN CHARTER FOR RESEARCHERS AND CODE OF CONDUCT FOR THE RECRUITMENT OF RESEARCHERS ....................... 28 
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1. Introduction
CEITEC (Central European Institute of Technology) is a project focused on the establishment
of a European centre of excellence in the area of life sciences and advanced materials
and technologies.
Common Rules for Quality Management, Human Resources Management, Cooperation with the
Application Sphere, Code of Ethics and Common Publication Policy are an integral part of the
management and coordination of the centre in all CEITEC Organisational Units and the Central
Management Structure. A detailed description is available in Annex 1 Overview of Common Rules and
Policies.
1.1 Purpose
The Common Rules for Human Resources Management describe the overall policies, organisational
responsibilities, procedures, and the means of ensuring that all items of work are conform to the
obligations under the conditions of the OP RDI grant and, further, with CEITEC overall objectives
reflected in specific goals stated below.
The CEITEC Common Rules for Human Resources Management fully recognize the European
Charter for Researchers1
and the Code of Conduct for the Recruitment of Researchers2
, released by
the European Commission in 2005.
1.2 Goal
A highly qualified staff represents the most important factor in the successful implementation of the
CEITEC project. It is therefore critical to ensure a corresponding working environment and the
recruitment of the best employees and their professional and personal development.
1.2.1 Specific Goals
The accomplishment of the main goal is assured through the following specific goals: 
 To implement a functional system for the recruitment of highly qualified staff
 To establish an effective system of career development and further education based on
regular individual assessments of job performance
 To assure a competitive, motivating and merit-based (non-discriminatory) remuneration policy
                                                            
1
The European Charter for Researchers is 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. Available at:
<http://ec.europa.eu/eracareers/pdf/am509774CEE_EN _E4.pdf>.
2
The Code of Conduct for the Recruitment of Researchers consists of a set of general principles and requirements that should
be followed by employers and/or funders when appointing or recruiting researchers. Available at:
<http://ec.europa.eu/eracareers/pdf/am509774CEE_EN_E4.pdf>.
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 To support close cooperation with prominent European and global research institutions in the
area of mobility and employees exchanges
 To promote, declare and implement equal opportunities resulting in an increase of women in
research and managerial positions
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2. Content
2.1 Activity Summary
The following table indicates who should pay attention to individual principle activities and specific
measures.
ED
3
SD OD CD CB ISAB OUD RPC RGL Researcher
Recruitment
Strategy        
Categorization of
CEITEC Positions    
Qualification
Profiles     
Recruiting
Candidates    
Adaptation of New
Employees  
Career
Development and
Further Education
  
Assessment of
CEITEC
Researchers
 
Career
Development Plan   
Further Education
Plan   
Central
Management
Support Services

Remuneration
Policy 
Mobility       
Mobility Plan     
Strategic
Partnerships   
Cooperation with
the Application
Sphere

Central
Management
Structure Support
Services

Equal
Opportunities     
                                                            
3
ED Executive Director, SD Scientific Director, OD Operational Director, CD Commercial Director, CB Coordination Board,
ISAB International Scientific Advisory Board, OUD Organisational Unit Director, RPC Research Programme Coordinator, RGL
Research Group Leader. 
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ED
4
SD OD CD CB ISAB OUD RPC RGL Researcher
Communication
Principles   
Activities Directly
Supporting Equal
Opportunities
   
Monitoring Equal
Opportunities
Data
 
Equal
Opportunities
Training
    
2.2 Principal Activities
The Common Rules for Human Resources Management consist of concrete principles that are
aggregated into following areas (Principal Activities):
 Recruitment Strategy
 Career Development and Further Education
 Remuneration Policy
 Mobility
 Equal Opportunities
Human resources management at the level of Organisational Unit is implemented by the
Organisational Unit Director. At the level of Central Management Structure, the Operational Director is
responsible for human resources management.
Human resources issues not covered in this document are addressed in the Contract on Cooperation
and Partnership.
2.2.1 Recruitment Strategy
The aim is to establish a functional system to attract highly qualified staff on all levels of seniority (in
the case of researchers) and for crucial management positions (managers of CMS and OUs). An
emphasis is placed on the balanced structure of Research Groups in terms of working positions5
,
gender, age and the research expertise needed for each Research Group’s activities.
There are two ways of appointing a working position in the CEITEC centre: (1) the recruitment of a
new employee, (2) the promotion of a CEITEC employee within the career development process. The
recruitment strategy primarily focuses on the recruitment of new employees; however some aspects
are also applied to the career development of CEITEC employees.
Measure 3: Recruiting Candidates of the recruitment strategy is not applied in case the respective
person is named in Annex 4 of the Contract for Cooperation and Partnership.
New positions are presented both to employees of the centre and to applicants outside of CEITEC.
                                                            
4
ED Executive Director, SD Scientific Director, OD Operational Director, CD Commercial Director, CB Coordination Board,
ISAB International Scientific Advisory Board, OUD Organisational Unit Director, RPC Research Programme Coordinator, RGL
Research Group Leader. 
5
In Research Groups, the following positions are established: Research Group Leader, Senior Researcher, Junior Researcher,
Ph.D. Student.
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2.2.1.1 Measure 1: Categorization of CEITEC Positions
The categorization of CEITEC employees/positions and setting their qualification profiles is crucial to
the establishment of a functional system of quality staff recruitment.
A CEITEC employee is defined as an employee of an Organisational Unit of a CEITEC partner or of
the Central Management Structure. There are three basic categories of CEITEC employees:
(1) research employees (2) technicians and (3) non-research employees (managerial and support
staff). All these categories are further broken down (see table below).
Research employees and technicians always have an employment contract with the Organisational
Unit of the respective CEITEC partner. Non-research employees could have an employment contract
with the Central Management Structure or with an Organisational Unit.
Research employees/positions in CEITEC are established in the following categories:
Employer Appointed by Form of tender Minimum work load
Research
Programme
Coordinator
CMS
Executive Director (with approval
of the Coordination Board)
internal tender
0.2
an exemption has to be
approved by Executive
Director.
Research
Group
Leader
OU Director of Organisational Unit international tender 0.5
Senior
Researcher
OU
Research Group Leader in
cooperation with Organisational
Unit Director
open selection
procedure*
to be defined by
Research Group
Leader
Junior
Researcher
OU
Research Group Leader in
cooperation with Organisational
Unit Director
open selection
procedure*
to be defined by
Research Group
Leader
Ph.D.
Student
OU
Research Group Leader in
cooperation with Organisational
Unit Director
open selection
procedure*
to be defined by
Research Group
Leader
* Open selection procedure has to be used in case wage costs are financed from OP RDI.
Scientific Director, respective Research Programme Coordinator and respective Organisational Unit
Director should always be members of search committee in selection procedures for Research Group
Leader.
Organisational Unit Director, or appointed representative of Organisational Unit, and Research Group
Leader should always be members of search committee in selection procedures for Senior
Researcher, Junior Researcher and Ph.D. Student of respective Research Group. Scientific Director,
Research Programme Coordinator and Operational Director, or appointed representative, have right to
be a member of search committee in these selection procedures. Operational Director, or appointed
representative, has no vote right.
Research Group Leader always expresses his/her opinion on selection of new employee of his/her
Research Group. Organisational Unit Director has an obligation to consult the labour contract with
respective Research Group Leader.
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Technician is a qualified employee working in research, but generally not providing his/her own
research activities. Technician usually operates research equipment and provides measurements for
users of infrastructure.
Employer Appointed by Form of tender
Technician OU
Research Group Leader in cooperation
with Organisational Unit Director
open selection procedure*
* Open selection procedure has to be used in case wages are financed from OP RDI.
The ‘non-research employee’ category is a heterogeneous group consisting of managerial and support
positions. The main managerial positions are:
Employer Appointed by Form of Tender
Executive Director CMS
Chancellor of MU (with approval of the
Coordination Board)
international tender (Search
Committee)
Scientific Director CMS
Executive Director (with approval of the
Coordination Board)
international tender (Search
Committee)
Operational Director CMS Executive Director open selection procedure
Commercial Director CMS Executive Director open selection procedure
Organisational Unit
Director
OU respective project partner
to be defined by the
respective project partner
Due to importance of the Organisational Unit Director position, it should not be combined with the
positions in the Central Management Structure. This condition will be applied after the selection of the
permanent Scientific Director.
Each CEITEC partner can define additional managerial and support staff positions at the level of its
Organisational Unit. Positions at the level of the Central Management Structure are stated in the
Contract on Cooperation and Partnership.
2.2.1.2 Measure 2: Qualification Profiles
Setting qualification profiles should ensure high quality candidates and thus high quality employees at
the centre.
Criteria for the selection of new employees at all levels, with respect to qualifications criteria in
particular, are given in these rules (see Annex 2 Qualification Profiles). The criteria contain the
qualifications profile in which the requirements are clearly defined (professional and personal) for
individual working positions within CEITEC. Qualification profiles can not discriminate candidates from
outside of the partner institution of CEITEC. The Scientific Director is responsible for defining the
general qualification criteria for the selection of the Research Programme Coordinator, Research
Group Leader, Senior Researcher, Junior Researcher and the Ph.D Student. Qualification profiles can
be accomplished by the Research Group Leader in certain individual cases. The concrete qualification
demands on individual research positions (blank grey boxes within qualification profiles, see Annex 2
Qualification Profiles) are filled out as follows:
Qualification profile of: Filled by:
Research Programme Coordinator Scientific Director
Research Group Leader Research Programme Coordinator
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Senior Researcher Research Group Leader
Junior Researcher Research Group Leader
Ph.D. Student Research Group Leader
The Executive Director is responsible for defining qualification criteria for the selection of Scientific
Director, Operational Director, Commercial Director (see Annex 2 Qualification Profiles).
Coordination Board defines qualification criteria for the selection of Executive Director (see Annex 2
Qualification Profiles).
The criteria for the selection of new employees can be extended and supplemented, but cannot be
lowered or altered. Only in exceptional cases, can the criteria for research positions be lowered /
altered on the basis of the Research Programme Coordinator’s requirement and with the Scientific
Director’s approval.
2.2.1.3 Measure 3: Recruiting Candidates
The recruitment of new employees (including administrative issues, e.g. signature of employment
contract) is primarily the responsibility of Organisational Unit Directors (or Operational Director in case
of CMS employees). The CMS has a supporting function, especially in terms of PR activities, creating
a good employer image and spreading information about employment opportunities within promotion
tools.
The obligation of following the recruiting strategy is only applied in case of mandatory selection
procedure (i. e. employees wage costs are financed from OP RDI).
Organisational Unit Director is responsible for organizing selection procedure and invitation of search
committee members at the level of Organisational Unit. Operational Director is responsible for
organizing selection procedure and invitation of search committee members at the level of Central
Management Structure.
At least two days before publication of tender on new position, Organisational Unit Director is obliged
to send information on the tender to Operational Director and Manager of PR and Communication.
Central Management Structure, represented by Manager of PR and Communication, is obliged to
publish this information on CEITEC website.
The recruitment of research employees is a specific activity, therefore Research Group Leaders and
other researchers are also involved in the recruitment of candidates.
Activities and measures including responsibility assignment are shown in the following table.
Activity / Measure Responsible
Assignment
Description
publication of current
employment
opportunities
CMS  CEITEC website
 newsletters (if relevant)
OU  OU website
 publication of information about available positions in the
centre on websites of European Union - Euroaxess
(http://ec.europa.eu/euraxess/index.cfm/jobs/index)
 registering potential candidates in the database
database of potential CMS  CMS operates its own database of potential employees’ (form
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employees’ operation and structure of database is not prescribed)
OU  each Organisational Unit operates its own database of
potential employees’ (form and structure of database is not
prescribed)
Research Group
Leader
 collection of information and the identification of potential
employees and the transmission of this information to OU
recruiting talented
students (potential
candidates) and
motivating them to do
doctoral studies
CEITEC
researchers
 searching during international internships / stays abroad /
conferences
 involving talented students in research projects
 information on CEITEC presented at international events
(conferences, exchange visits, etc.)
recruiting foreign
scientists
CEITEC
researchers
 employees of the CEITEC centre (esp. Research Group
Coordinators, Research Group Leaders) will monitor / search
researchers at universities and research institutions abroad
who could work at CEITEC - both long-term and short-term
(internships, joint projects, etc.)
 researchers give contacts of potential foreign candidates for
CEITEC positions to the administrator of potential employees
database
CMS  English CEITEC website
 cooperation with institutions dealing in recruitment of foreign
scientists (e.g. South Moravian Centre for International
Mobility)
general PR campaign,
which contributes to the
knowledge of CEITEC
6
CMS  CEITEC website
 newsletters
 press releases
 brochures
 contributions in magazines
 contributions in newspapers
 information on CEITEC presented at international events
(conferences, exchange visits, etc.)
PR activities connected
with the recruitment
policy
 publication of role
models
 publication of
successes of individual
employees
CMS  CEITEC website
 newsletters
 press releases
 brochures
 contributions in magazines
 contributions in newspapers
                                                            
6
For detailed information on PR activities, please refer to Marketing Strategy of CEITEC.
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2.2.1.4 Measure 4: Adaptation of New Employees
Adaptation of new employees is a final part of recruitment process in the CEITEC centre. Activities
and measures including responsibility assignment are shown in the following table.
Activity / Measure Responsibility
Assignment
Description
adaptation of new
employees
(adaptation plan)
OU  the objective is to ensure that the new employee receives all
the necessary information in the required form, not distorted by
the interpretation of various trainers
 special attention will be paid to an equal opportunities policy
CMS  creation of a general guide for new employees of the CEITEC
centre
support services (esp.
to foreign employees)
CMS
OU
 assistance with ensuring administrative activities related to
stay of foreign employees in the Czech Republic (work permit,
permit for temporary or permanent residence, health
insurance, accommodation, school facilities for children, etc.)
2.2.2 Career Development and Further Education of CEITEC Researchers
Career development is based on the categorization of CEITEC positions and their qualification profiles
(see 2.2.1.1 Measure 1: Categorization of CEITEC Positions, 2.2.1.2 Measure 2: Qualification Profiles
and Annex 2 Qualification Profiles).
Career development is closely linked to the further education of employees. The basic measures of
these two Principal Activities are the regular evaluation of CEITEC employees and the formulation and
implementation of career development and further education plans.
Research Group Leaders have the primary responsibility in the area of career development and further
education of research employees.
2.2.2.1 Measure 1: Assessment of CEITEC Researchers
The regular assessment of CEITEC employees is one of the most important measures of human
resources development. The table below describes basic features of the evaluation interview between
CEITEC employee and her/his direct superior.
Form mutual evaluation interview
Participants employee with her/his direct superior
7
Periodicity
at least once a year
 research employee has a right to ask for an
additional mutual evaluation interview his/her
superior within a calendar year
Evaluated aspects (indicative list)  research work - fulfilment of research objectives
                                                            
7
See table below for overview of CEITEC research positions and direct superior positions.
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 training and supervising activities
 level of cooperation with the application sector
 level of cooperation with other members of the
Research Group and relations with co-workers in
the Research Group in general
 individual career development, further education
Background materials (indicative list)
 information on employee’s performance within the
Research Group (number of articles, participation
in research projects, etc.)
 individual career development plan from the
previous evaluation period
 individual plan of further education from the
previous evaluation period
Outputs (indicative list)
 individual career development plan, including
means of reaching selected objectives and
deadlines (proposed by employee, approved by
superior)
 individual plan of further education, including
means of reaching selected objectives and
deadlines (proposed by employee, approved by
superior)
 impact on remuneration of employee (bonuses)
Implementation period
next 1-2 years (short-term period) / next 3-5 years
(long-term period)
The form of output could be in written form, however it is not obligatory. The Research Group Leader
is responsible for having overall overview of Research Group’s demands on career development and
further education tools; so he/she is able to formulate Career Development Plan and Further
Education Plan at the level of Research Group and to monitor development of individual researchers
in his/her Research Groups.
The table below describes research positions in the CEITEC centre and superiors conducting the
evaluation interview. The Research Group Leader can designate a Senior Researcher to conduct
evaluation interviews with Junior Researchers and Ph.D. Students; and the Junior Researcher to
conduct evaluation interviews with Ph.D. Students.
Research position Superior conducting evaluation interview
Research Group Leader Research Programme Coordinator
Senior Researcher Research Group Leader
Junior Researcher
Research Group Leader / designated Senior
Researcher
Ph.D. Student
Research Group Leader / designated Senior
Researcher / designated Junior Researcher
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2.2.2.2 Measure 2: Regular Meetings of CEITEC Researchers
CEITEC researchers meet at regular meetings. The structure and participants of these meetings are
described in table below.
Type of meeting Participants Frequency
Meeting of Research Programme
Coordinators headed by Scientific Director
Scientific Director and
Research Programme Coordinators
at least twice a year
Meeting of Research Programme headed
by Research Programme Coordinator
Research Programme Coordinator and
Research Group Leaders of respective
Research Programme
at leas four times a
year
Meeting of Research Group headed by
Research Group Leader
Research Group Leader and members of
respective Research Group
to be defined by
Research Group
Leader
2.2.2.3 Measure 3: Career Development Plan
Each CEITEC research employee has his/her individual career development plan, which is an output
of the evaluation interview with his/her superior. The plan is proposed by the employee and approved
by superior. The individual plan consists of information on: (1) individual aspirations, (2) strengths and
weaknesses, (3) short-term and long-term objectives. According to individual career development
plans, aggregated plans at the level of the Research Group and the whole CEITEC are assembled
and create background materials for the Activity Plan of the Project.
The table below describes responsibility assignments for career development plans.
Career development plan - level Responsibility assignment
individual employee and his/her superior
Research Group Research Group Leader
CEITEC centre
Operational Director (in cooperation with Research Group
Leaders)
2.2.2.4 Measure 4: Further Education Plan
Each CEITEC research employee has his/her individual further education plan, which is an output of
the evaluation interview with his/her superior. The plan is proposed by the employee and approved by
the superior. According to individual further education plans, aggregated plans at the level of the
Research Group and the whole CEITEC centre are assembled and create background materials for
the Activity Plan of the Project.
The table below describes responsibility assignments for further education plans.
Further education plan - level Responsibility assignment
individual employee and his/her superior
Research Group Research Group Leader
CEITEC centre
Operational Director (in cooperation with Research Group
Leaders)
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2.2.2.5 Measure 5: Central Management Structure Support Services
Central Management Structure, represented by Operational Director, will provide support services for
further education activities of CEITEC researchers. Support will consist of:
 information service,
 communication with strategic partners and subjects from application sphere about possibilities
of mobility activities,
 aggregating information on demand for different types of further education activities.
2.2.3 Remuneration Policy
The remuneration policy is based on common merit-based, non-discriminatory, principles and on
regular individual assessments of job performance. A coordinated approach with a focus on qualitative
parameters will be implemented.
Each Organisational Unit has its own regulations dealing with the remuneration of employees.
Organisational Unit Director determines remuneration of OU’s employees according to internal rules of
the respective Organisational Unit.
The remuneration of CEITEC employees is closely linked to assessment interviews and the overall
performance of their corresponding Research Group. Each superior should consider the job
performance of employees as it relates to remuneration. The Organisational Unit Director must respect
the results of evaluation in the fulfilment of the Activity Plan of the Project and the Common Evaluation
of Scientific Excellence in the remuneration policy.
2.2.4 Mobility
The goal is to have 5 % of CEITEC employees (expressed in FTE) undertaking at least two months of
internship annually from 2015.
The responsibility for implementation lies mainly upon the Research Programme Coordinators and the
Scientific Director.
Mobility is a supporting tool in strategic recruitment (integrating long-term and annual mobility plan).
Mobility is a complementary tool to career development and the further education of each employee.
The most supported forms will be mobility to foreign research institutions and to the application sector.
The mobility activities vary with respect to each position and the level of seniority.
Mobility works as a transfer of experience - transfer of best practices and competencies in both
management and research activities from strategic partners and top research institutions to the
CEITEC centre.
Two situations can occur in the sphere of mobility: (1) CEITEC employee goes outside the centre, (2)
eminent (foreign) researcher joins the CEITEC centre from another research institution or company.
2.2.4.1 Measure 1: Mobility Plan
The mobility plan of an individual employee is a part of the individual career development plan. In the
evaluation of an employee, mobility activities are perceived as a measure in the fulfilment of career
development and further education objectives.
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2.2.4.2 Measure 2: Strategic Partnerships
Strategic partnerships are concluded with leading international research institutions. These
partnerships involve various forms of cooperation - international mobility (exchanges of staff at all
levels of seniority), joint research projects, organisation of conferences, workshops and summer
schools, joint publications, joint/double Ph.D. degrees, use of research infrastructure, etc. Concrete
forms of joint activities are formulated individually with each partner in a framework memorandum.
Each Research Programme has at least one strategic partnership. Some partnerships could span
across Research Programmes. Strategic partners are nominated by Research Programme
Coordinators and approved by the Scientific Director, possibly in consultation with the International
Scientific Advisory Board.
In case of mobility between research institutions, internships between CEITEC and strategic partners
will be supported in particular.
2.2.4.3 Measure 3: Cooperation with the Application Sphere
Cooperation with the application sphere is described in detail in the Common Rules for Cooperation
with Application Sphere. Intersectoral mobility between CEITEC and subjects from the application
sphere with their own R&D departments will be supported.
2.2.4.4 Measure 4: Central Management Structure Support Services
The Central Management Structure, represented by the Operational Director, will provide support
services for the mobility activities of CEITEC researchers.
Support will consist of:
 information services,
 communication with strategic partners and subjects from the application sphere,
 communication with other subjects involved in mobility (e.g. South Moravian Centre for
International Mobility, Euraxess, Technology Centre AS CR) and transfers of best practices to
the CEITEC centre,
 support of mobility projects preparation in cooperation with CEITEC researchers, particularly
Research Group Leaders.
2.2.5 Equal Opportunities
In the CEITEC centre, equal opportunities are promoted in the broad sense, i.e. gender, age, ethnic,
national or social origin, religion or belief, sexual orientation, language, disability, political opinion,
social or economic condition.
Equal opportunities principles with specific attention to gender will be continuously observed. The main
goal in area of equal opportunities is to maintain at least 23 % of female research employees (on
average) during the implementation of the project (2010-2015).
CEITEC aims to increase the number of women in scientific positions. Female candidates are
therefore particularly encouraged to apply for new positions.
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2.2.5.1 Measure 1: Communication Principles
Correct (gender) sensitive language will be used in all CEITEC documents, e.g. recruitment
advertisements, information on the CEITEC website, and PR brochures. Where it is appropriate,
information on the promotion of equal opportunities will be presented.
Communication principles are the responsibility of Executive Director, respectively the Manager of PR
and Communication.
2.2.5.2 Measure 2: Activities Directly Supporting Equal Opportunities
Equal opportunity activities at the central level are the responsibility of the Operational Director. At the
level of Organisational Units, the Organisational Unit Director and Research Group Leader are in
charge of equal opportunity activities.
Some activities directly supporting equal opportunities are undertaken by the Organisational Unit
Director; and some are a matter of agreement between a superior and his/his subordinates.
Activities and measures including responsibility assignment are shown in the following table.
Activity Description / Responsibility Assignment
part-time job
These activities could be implemented where possible
with regard to nature of working position.
The activity could be used with approval of direct
superior.
sharing working positions
flexible working hours with fix base
home office
keep-in-touch policy
Maintaining contact with parents on parental leave
(invitation to CEITEC events, strategic meetings,
CEITEC courses, training sessions, possibility to
participate in further education activities).
Keep-in-touch policy is implemented both by the
Organisational Unit Director and the Research Group
Leader.
round tables
Round tables are organised on particular themes with
the aim of identifying and solving problems concerning
specific group of employees (e.g. parents on parental
leave, women researchers).
Round tables are implemented by the Organisational
Unit Director; but could be organized also by
Operational Director.
childcare
The CMS, represented by the Operational Director, is
responsible for detailed study on possible CEITEC
activities in the area of support/providing childcare for
CEITEC employees. According to the results of the
study, follow-up actions will be defined and
implemented.
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2.2.5.3 Measure 3: Monitoring Equal Opportunities Data
In the CEITEC centre, the number of women researchers and non-researchers will be monitored in
order to provide background materials for the equal opportunities policy and Monitoring Reports.
2.2.5.4 Measure 4: Equal Opportunities Training
Equal opportunities training will be a part of the adaptation plan (see chapter 2.2.1.4 Measure 4:
Adaptation of New Employees). Special attention will be paid to the training of superiors who will
implement the equal opportunities policy.
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3. List of Abbreviations
ASCR Academy of Sciences of the Czech Republic
BUT Brno University of Technology
CB Coordination Board
CD Commercial Director
CEITEC Central European Institute of Technology
CMS Central Management Structure
ED Executive Director
FTE Full-time equivalent
HR Human resources
IPM Institute of Physics of Materials
ISAB International Scientific Advisory Board
MENDELU Mendel University in Brno
MEYS Ministry of Education, Youth and Sports of the Czech Republic
MU Masaryk University
OD Organisational Unit
OP RDI Operational Programme Research and Development for Innovation
OUD Organisational Unit Director
PR Public relations
R&D Research and development
RGL Research Group Leader
RPC Research Programme Coordinator
SD Scientific Director
VFU Veterinary and Pharmaceutical University Brno
VRI Veterinary Research Institute
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4. Glossary
CEITEC centre
CEITEC centre is formed by Organisational Units of the CEITEC project,
including Central Management Structure.
CEITEC employee
A CEITEC employee is defined as an employee of an Organisational Unit
of a CEITEC partner or of the Central Management Structure. There are
three basic categories of CEITEC employees: (1) research employees (2)
technicians and (3) non-research employees (managerial and support
staff).
CEITEC project
CEITEC (Central European Institute of Technology) is a project financed
through the Operational Programme Research and Development for
Innovations focused on the establishment of a European centre of
excellence in the area of life sciences and advanced materials
and technologies.
Euraxess
Euraxess is a network of service centres for scientists. It provides an
access to a complete range of information and support services for
European and non-European researchers wishing to pursue research
careers in Europe.
Keep-in-touch policy
Maintaining contact with parents on parental leave (invitation to CEITEC
events, strategic meetings, CEITEC courses, training sessions, possibility
to participate in further education events).
Mobility At least two months of internship in the respective year.
Sharing working
positions
Sharing working positions is a flexible work option in which two or possibly
more employees share a single job.
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5. Changes from Previous
Version
Date Chapter Description
not relevant
 
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6. Annexes
ANNEX 1 Overview of Common Rules and Policies
ANNEX 2 Qualification Profiles
ANNEX 3 European Charter for Researchers and Code of Conduct for the Recruitment of
Researchers
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6.1 Annex 1 Overview of Common Rules and Policies
Document Issues covered in the document
Common Rules for Quality
Management
Independent Evaluation of the Scientific Excellence
Evaluation of complementary projects
Risk management
Procurement management
Project monitoring
Change management in the OP RDI project
OP RDI project irregularities
Scheduling and result-oriented planning
Confidential and other data processing
Document control
Communication among partners and the Central Management
Structure
Communication to third parties
Marketing documents
Infrastructure exploitation
Violation of the Code of Ethics
Support of publications
CEITEC website
Quality management control, update and training
Common Rules for
Cooperation with
Application Sphere
Marketing strategy
Cooperation with regional partners in the area of technology transfer
System of identification, assessment and protection of IP
Contract research, collaborative research and other forms of
cooperation with the application sphere
Services provided by CEITEC centre
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Common rules for using CEITEC infrastructure
State aid compliance
Common Rules for Human
Resources Management
Recruitment policy
Career development and further education of CEITEC employees
Ensuring of merit based non-discriminatory remuneration policy
Mobility of CEITEC researchers
Equal opportunities
Common Publication Policy
Defining authorship
Classification of scientific publications
Publication process activities
Monitoring of written publications
Production of scientific publications with an IF higher than the median
in the respective scientific category
Code of Ethics
Ensuring ethical conduct in research and development and
management of the centre
 
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6.2 Annex 2 Qualification Profiles
Research Programme Coordinator
[Grey boxes are filled by Scientific Director and approved by Executive Director.]
Requirements:
 university education (Ph.D. minimum) in the field of
............................................................................................................................................................
 knowledge of (techniques, methods, research equipment)
............................................................................................................................................................
............................................................................................................................................................
 at least ............. years of experience in the field (including Ph.D. studies)
 experience with writing scientific papers and national and international8
research projects (e.g.
.............................................................................................................................................................)
 readiness to present results at national and international conferences
 experience with team work and leadership
 excellent knowledge of English
 communicability, independence, flexibility
Research Group Leader
[Grey boxes are filled by Research Programme Coordinator.]
Requirements:
 university education (Ph.D. minimum) in the field of
............................................................................................................................................................
 Ph.D. and suitable postdoctoral experience are essential for this position
knowledge of (techniques, methods, research equipment)
............................................................................................................................................................
............................................................................................................................................................
 at least ............. years of experience in the field (including Ph.D. studies)
 required 5 years of related experience / preferred 7 years of related experience
 multiple year post graduate research
 at least 2 years of experience in a scientific position abroad would be an asset (not obligatory
requirement)
 a track record of high profile publications / excellent publication record
 experience with writing scientific papers and national and international9
research projects (e.g.
...........................................................................................................................................................)
 experience with acquiring funding for, and carrying out, national and international10
grants (e.g.
...........................................................................................................................................................)
 readiness to present results at national and international conferences
 experience in the supervision and training of technical staff highly preferred
                                                            
8
International research projects are research projects not granted by provider from Czech Republic.
9
International research projects are research projects not granted by provider from Czech Republic.
10
International research projects are research projects not granted by provider from Czech Republic. 
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 project leader experience
 she/he aims at establishing her/his own externally funded research group
 project management experience, including supervisory, budgetary and general administrative
skills
 experience with team work
 experience in supervising undergraduate and/or graduate students
 active knowledge of English
 communicability, independence, flexibility
Senior Researcher
[Grey boxes are filled by Research Group Leader.]
Requirements:
 university education (Ph.D. degree) in the field of
............................................................................................................................................................
 knowledge of (techniques, methods, research equipment)
............................................................................................................................................................
............................................................................................................................................................
 at least ............. years of experience in the field (including Ph.D. studies)
 at least 2 years of experience in a scientific position abroad would be an asset (not obligatory
requirement)
 experience in the supervision and training of technical staff highly preferred
 capable of managing a Research Group, experience in research and development activities or has
been a principal investigator of a significant, multi-annual grant (e.g.
...........................................................................................................................................................)
 experience in writing scientific papers and national research projects
 experience in writing international11
research projects would be an asset (e.g.
...........................................................................................................................................................)
 experience in acquiring funding for, and carrying out, national and international12
grants (e.g.
...........................................................................................................................................................)
 experience in acquiring funding for, and carrying out, international13
grants would be an asset (e.g.
...........................................................................................................................................................)
would be an asset
 readiness to present results at national and international conferences
 experience with team work
 active knowledge of English
 communicability, independence, flexibility
Junior Researcher
[Grey boxes are filled by Research Group Leader.]
Requirements:
                                                            
11
International research projects are research projects not granted by provider from Czech Republic.
12
International research projects are research projects not granted by provider from Czech Republic. 
13
International research projects are research projects not granted by provider from Czech Republic.
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 less experienced researcher than senior researcher, usually graduate doctoral student
university education (Ph.D. degree) in the field of
............................................................................................................................................................
 knowledge of (techniques, methods, research equipment)
............................................................................................................................................................
............................................................................................................................................................
 at least ............. years of experience in the field (including Ph.D. studies)
 experience with writing scientific papers and research projects (e.g.
...........................................................................................................................................................)
 readiness to present results at national and international conferences
 experience with team work
 active knowledge of English
 communicability, independence, flexibility
 two references
Ph.D. Student
[Grey boxes are filled by Research Group Leader.]
Requirements:
 university student in a Ph.D. programme
 university education in the field of ......................................................................................................
 knowledge of (techniques, methods, research equipment)
............................................................................................................................................................
............................................................................................................................................................
 previous laboratory experience would be an asset
 active knowledge of English
 communicability, independence, flexibility
Executive Director
[Grey boxes are filled by Coordination Board.]
Requirements:
 at least 2 years of experience with managing of a similar research centre (centre of excellence)
 scientific excellence in the field of life or material sciences, with corresponding publication record
measured by citation index and h-index
 experience with writing scientific papers and national and international14
research projects (e.g.
...........................................................................................................................................................)
 experience with acquiring funding for, and carrying out, national and international15
grants (e.g.
...........................................................................................................................................................)
 active knowledge of English (knowledge of Czech language will not be considered)
 capacity to take decisions, both at strategic and operational level
 strong sense of responsibility, initiative and self-motivation along with an ambition to set up a new
European Centre of Excellence.
                                                            
14
International research projects are research projects not granted by provider from Czech Republic.
15
International research projects are research projects not granted by provider from Czech Republic.
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 stress-resistance, flexibility, adaptability and capability of motivating staff
Scientific Director
[Grey boxes are filled by Executive Director.]
Requirements:
 at least 5 years track record in managing science and research teams on various levels
 scientific excellence in the field of life or material sciences, with corresponding publication record
measured by citation index and h-inde
 experience with writing scientific papers and national and international16
research projects (e.g.
...........................................................................................................................................................)
 experience with acquiring funding for, and carrying out, national and international17
grants (e.g.
...........................................................................................................................................................)
 experience with technology transfer would be an asset
 active knowledge of English (knowledge of Czech language will not be considered)
 capacity to take decisions, both at strategic and operational level
 strong sense of responsibility, initiative and self-motivation along with an ambition to set up a new
European Centre of Excellence
 stress-resistance, flexibility, adaptability and capability of motivating staff
                                                            
16
International research projects are research projects not granted by provider from Czech Republic.
17
International research projects are research projects not granted by provider from Czech Republic.
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6.3 Annex 3 European Charter for Researchers and Code of
Conduct for the Recruitment of Researchers