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Action Plan of the Faculty of Economics and Administration for fulling the principles
of the Charter and Code
(December 2020)
Proposed ACTIONS GAP
Principle(s)
Timing Responsible Unit Indicator(s) / Target(s)
Ethical and professional aspects
1. Raising awareness about the content of the Code of
Ethics and basic processes and research documents.
a) Implementation of trainings and workshops for new
and existing employees and Ph.D. students in the areas
of the ethical and professional aspects of work,
intellectual property, the management of research data
and research results, project administration and
project financing.
b) Updated information on the faculty website.
2, 4, 5, 6, 8,
9
Q2/2021 and in
the following
years
* Office for Science,
Research, Quality
and Qualifications in
cooperation with
the Office for
Strategy and Project
Support
Number of implemented actions;
Number of trained employees (R1–R4);
Web link;
Target: to create conditions for compliance with
ethical principles and good practices in the field
of research.
2. Improving the dissemination and commercialisation
of research results.
a) Creation and implementation of the faculty policy of
commercialisation of research results.
b) Creation and implementation of the faculty
communication and marketing strategy towards the
public.
c) Familiarisation of employees with basic activities and
communication channels.
5, 8, 9 Deadline
Q4/2024
* Vice-Dean for
Science, Research,
Quality and
Qualifications
* Vice-Dean for
External Relations
and Marketing
Created documents;
Web link;
Target: to popularise science and research
through available channels and websites, as
a result of which the faculty’s attractiveness for
potential students and good quality researchers
will increase.
3. Increasing the number of women in decision-making
bodies and leading positions of the faculty and
support of the gender-fair environment.
a) Implementation and promotion of appropriate
measures/actions to support women in science and
research within the practice of the faculty (support for
individual career plans, reflecting on the needs of
parents with young children, raising awareness of
10, 22, 24,
27
Deadline
Q4/2022
Q4/2023
(remuneration
review)
* Dean
* Personnel Office
Share of the number of women in faculty bodies;
Number of activities to support women;
Web link;
Document – remuneration analysis;
Target: to create conditions for increasing the
number of women in leading positions and
faculty bodies, recognition of women as
members of a professional group.
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gender issues, better visibility and rewarding of
successful women researchers).
b) Establishing cooperation with the National Contact
Centre for Gender & Science –
https://genderaveda.cz/en/gender-and-science/.
c) Sharing good practice with national/foreign
institutions.
d) Remuneration review.
4. Improvement of the faculty evaluation process.
a) Linked to the revision of the EVAK evaluation
application at the university level (12/2021) to revise
and adjust the evaluation criteria (hard/ soft) for all
faculty departments and to set up simple criteria for
evaluating teaching and its quality.
b) To acquaint head of departments with tools and
options of remuneration in connection with the annual
evaluation and employee´ work performance.
11, 25, 26,
33, 38, 39
Deadline
Q4/2022
* Personnel Office in
cooperation with
the Office for
Science, Research,
Quality and
Qualifications
* Heads of
Departments
Revised and modified evaluation criteria;
Number of informed employees;
Created support materials for senior employees;
Target: transparent, equal, comprehensive and
objective evaluation.
5. Familiarization and raising the awareness of
researchers with the Open Science topic.
a) Trainings and workshops on Open Science topics
(publishing, managing research results, data
management).
b) Updated information on the faculty website/ Science
and Research section.
6, 7 Q1–Q3/2021
and in the
following years
* Office for Science,
Research, Quality
and Qualifications in
cooperation with the
Centre of Scientific
Information
Number of implemented actions for researchers;
Web link;
Target: to increase the awareness and
information level of academics and R1–R4
researchers about the given issue and to support
the researchers in open publishing.
Recruitment and Selection (OTM-R Policy)
6. Creation of a university OTM-R policy and revision of
the MU Regulations on Competitive Selection
Procedures.
a) Creation and implementation of a central OTM-R policy
for the recruitment and selection of academic and nonacademic
staff, taking into account the principles of the
Charter and the Code valid for the entire MU.
b) Revision and updating of the MU Regulations on
Competitive Selection Procedures in accordance with
the principles of the university OTM-R policy and
10, 12, 13,
14, 15
Deadline
Q3/2021
(OTM-R Policy)
Q2/2022
(MU
regulations)
* Personnel Office in
cooperation with the
MU Rector´s Office
Created document – OTM-R policy;
Updated The MU Regulations on Competitive
Selection Procedures;
Web links
Target: recruitment and selection process
comparable to international standards, the
Regulations on Competitive Selection Procedures
are compatible with OTM-R policy.
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supplementing the missing principles of the Charter
and the Code.
7. Standardisation of the recruitment and selection
process at the faculty level.
a) Creation and implementation of a faculty OTM-R guide
for recruitment and selection (clear rules and
methodology for each phase of the recruitment and
selection – including setting criteria for the renewal of
fixed-term contracts without a selection procedure,
definition of the roles and responsibilities in the
process).
b) Training the members of selection committees and HR
staff on correctly conducting and managing a selection
interview/ procedure.
c) Revisions and updates of advertisement templates
in accordance with the requirements of the “OTM-R
toolkit”.
d) Creation of templates for conducting an interview,
transparent evaluation of candidates and
communication with candidates.
11, 12, 13,
14, 15, 16,
19, 20, 23,
29
Deadline
Q3/2022
* Personnel Office
* Heads of
Departments
Created documents (methodology and
templates);
Web link;
Number of trained employees;
Share of candidates from outside MU/ abroad x
internal candidates;
Questionnaire – feedback on the selection
procedure;
Target: professionalisation and streamlining of
the recruitment process, reduction of
administrative workload for process participants.
8. Creation and implementation of a faculty Post/Role
System.
a) All job positions are clearly defined, including job
descriptions, required competencies, responsibilities,
and teaching workload in the case of academic staff
(using also the European Framework for Research
Careers which identifies both necessary and desirable
competencies for each of the broad R1-R4 profiles).
b) All employees (new and existing) have updated job/
post descriptions.
11, 12, 13,
14, 21, 22,
28, 36, 38,
39
Deadline
Q1/2022
Q2/2023
(job description
update)
* Personnel Office Created document;
Web link;
% of employees with job description;
Target: unification of requirements, definition of
duties and responsibilities for individual types of
R1–R4 positions, updated job descriptions for
individual employees; transparent recruitment,
selection and evaluation of employees.
9. Creation and implementation of the
Adaptation/onboarding process for new employees.
a) Creation of internal methodology and support
materials for newcomers and senior employees
(checklists).
b) Updated guide for new employees.
2, 3, 4, 5, 6,
7, 24, 31, 32,
34, 38, 39
Deadline
Q4/2021
* Personnel Office
* Heads of
Departments
Checklist for newcomers/senior employees;
Updated guide for new employees;
Number of implemented workshops/employees
trained;
Feedback after a probationary period (structured
interview or questionnaire);
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c) Creation and implementation of initial training/
welcome workshop for new employees; the training
will be divided into a general part and modules
according to target groups (administrative
staff/researchers).
Target: to provide basic information for working
and operating at the faculty, better access
to information for new employees.
10. Strenghtening the position of Postdocs.
a) In connection with the created university strategy for
postdoctoral positions (Q3/2021), to define the
postdoc status, including employment targets and
period of employment, job description, and the
required competencies.
b) To set up concept/standards for the recruitment,
selection and career development of postdoctoral staff
(with focus on incoming/international researchers).
13, 14, 21,
25, 28
Deadline
Q4/2022
* Vice-Dean for
Science, Research,
Quality and
Qualifications
Created document;
Web link – internal OTM-R guide;
Number of postdocs;
Target: internationalisation of the faculty,
increase in the number of postdocs.
Working conditions
11. Improvement of the faculty internal communication.
a) Updated and added information on the faculty
website: Staff section – HR information for employees
and senior employees (including materials for
recruitment, selection, adaptation, FAQ on work issues,
complaint handling, links to important forms and
documents, offer of development activities, etc.);
Science and Research section – signpost, FAQ, project
administration, commercialisation, Open Science, links
to important forms and documents, project
administration and project financing.
b) Implementation of the faculty newsletter – a regular
overview of important information and news across
the faculty.
c) Creation and implementation of a faculty
communication strategy towards employees.
2, 5, 7, 9, 13,
14, 24, 28,
32, 34, 36,
38, 39
Deadline
Q4/2021
(newsletter)
Q2/2022
(web)
Q4/2022
(strategy)
* Personnel Office
* Office for Science,
Research, Quality
and Qualifications
* Vice-Dean for
External Relations
and Marketing
Web link;
Monitoring website usage;
Created document – Communication strategy;
Employee survey outcomes;
Target: all employees have all the necessary
information easily accessible, including current
documents and manuals.
12. Implementation of Health and Safety courses and
other legal trainings in the form of e-learning tool.
7, 23 Deadline
Q2/2021
* Bursar in
cooperation with the
Building
Web link;
Target: compliance with occupational health and
safety, prevention and elimination of critical
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• Conversion of health and safety courses and fire safety
courses into e-learning form, regular training of
employees.
management
department
events, knowledge of regulations, clear records
of trained employees.
13. Repetition of employee (satisfaction) survey at the
end of the revised Action plan implementation phase.
• The survey will focus also on the areas of the Charter
and the Code for Researchers, the results will be
communicated and available to employees.
23, 24, 36 Q3-Q4/2025 * HR Award team Response rate/participation in the survey;
Development trends;
Target: evaluation of the fulfilment of the
principles of the Charter and the Code and the
revised Action plan, and employee satisfaction.
14. Improvement of communication and services
provided in English.
a) Translation of all relevant and important working and
strategic documents, and ECON websites, into English.
b) Providing language courses for administrative staff
according to their work requirements.
5, 10, 21, 24 Ongoing + till
Q1/2022
* Secretariat
* Personnel Office
Web link;
Translated documents;
Number of trained employees;
Target: all foreign employees have the same
access to information as Czechs.
15. Reduction of pedagogical and administrative burden.
a) Revision of the pedagogical workload at individual
departments, proposals for solutions.
b) Development of support tools and measures to further
reduce administration (documents, paperwork) or
transfer it to electronic form.
c) Creating a clear repository of current forms and
documents on the faculty website.
23, 24, 26,
33, 37, 38,
39
Deadline
Q4/2023
Q4/2021
(repository)
* Heads of
Departments
* Bursar
Document – analysis, proposals for solutions of
pedagogical burden;
Web link;
Employee survey outcomes;
Target: reduction of the administrative burden,
improvement of working conditions, and
sufficient space for research projects.
16. Creation and implementation of the Career Code and
improvement of support for researchers in the field of
career guidance
a) Creation and implementation of the Career Code at the
central level – in cooperation with the MU Rector´s
Office, and its subsequent implementation at the
faculty level.
b) Finding out the possibilities of offering the services of
the Career Center for MU / faculty employees and their
active use at the faculty level.
21, 24, 28,
29, 30
Deadline
Q4/2023
* Personnel Office in
cooperation
with MU Rector´s
Office
* HR Award team
Implementation of the Career Code document at
ECON MU;
Web link;
Number of informed employees;
Target: to set the framework for a professional
career and it’s expected milestones for
researchers and job applicants, in terms of their
expected career growth and motivation
towards it.
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17. Strengthening and increasing the number of mobility
(outcoming / incoming).
a) Monitoring and evaluating obstacles to mobility for
individual groups of researchers and responding to
them as needed.
b) Revision of mobility programmes and programmes
targeting young scientists and researchers.
c) Improving awareness about the possibilities and
conditions of taking creative/sabbatical leave.
10, 18, 24,
29
Deadline
Q2/2022
* Vice-Dean for
Science, Research,
Quality and
Qualifications
Number of mobilities (outgoing/incoming);
Web link;
Target: to create opportunities for mobility in its
various forms, increasing the number of
mobilities.
Education and development
18. Improvement of the leadership and supervision of
young researchers
a) Setting and implementing standards for supervisors
(roles, duties, and responsibilities in the process of
supervision of Ph.D. students).
b) Regular training and development of supervisors − in
cooperation with the MU Rector´s Office, including
methodology and examples of good practice on how to
work with novice supervisors.
c) Regular evaluation of the activities of internal
supervisors (e.g. within the regular annual evaluation in
the EVAK application) and on the basis of information
from the internal information system (IS).
d) Creation of supporting materials for supervisors – “ten
rules for supervisors”/supervisor’s checklist.
2, 3, 4, 22,
28, 36, 37,
40
Deadline
Q4/2022
* Vice-Dean for
Science, Research,
Quality and
Qualifications in
cooperation with the
MU Rector´s Office
Web link;
Number of events for supervisors;
Created documents;
Share of successful Ph.D. students at different
phases of study;
Target: to set standards for supervisors´ work, to
improve the involvement of young R1
researchers in research, and to increase
successfully completed Ph. D. studies within the
standard length of the doctoral programme.
19. Improvement of the awareness and development of
Ph.D. students.
a) Updating the Ph.D. Day format, reorganisation of
enrollment for study – supplementation of
information, informal networking, and sharing
experience with older doctoral students.
b) Creation of the faculty Ph.D. student guide.
c) Organisation of a workshop focused on the specific
knowledge and skills related to research, publishing,
co-authorship and plagiarism.
22, 28, 30,
37, 38, 39,
40
Deadline
Q4/2022
* Office for Science,
Research, Quality
and Qualifications in
cooperation with the
Office for External
Relations and
Marketing
Number of events for Ph.D. students;
Web link;
Created documents;
Number of Ph.D. students trained;
Target: to improve awareness about the course
of Ph. D. study, increase of professional
knowledge and skills for R1.
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d) Improving visibility and promotion of FRESHERS
courses organised by the MU Rector´s Office.
e) Updated information on Ph.D. study on the faculty
website (FAQ).
20. Improvement of the training and development
process at the faculty level.
a) In connection with the university concept of education
and development (Q4/2022), to set up a process of
training and development at ECON MU, including the
creation of a standard offer of key topics and the
training format.
b) Strengthening and developing knowledge and skills of:
• administrative/support staff, especially in the areas of:
specific HR skills/HR management, managerial skills,
communication skills, time management, teamwork
and cultural diversity
• academic and research staff ), especially in the areas
of: people management/managerial skills,
coaching/mentoring, pedagogical and language skills,
project management and administration, and gender
issues
6, 11, 14, 22,
28, 36, 37,
38, 39, 40
Deadline
Q3/2023
* Personnel Office
* HR Award Team
Created document – description of the internal
process;
Standard offer of development topics and
formats (catalogue);
Web link; Number of courses implemented;
Number of trained employees;
Employee survey outputs;
Target: to improve staff skills for the
performance in the given position, to increase
the quality of services provided by the
administrative staff of the Dean’s Office, to
improve the professional skills of R1–R4, and to
improve opportunities at the labor market.
21. MU Networking
• Sharing knowledge, experience, and best practice of HR
Award Managers/teams of individual faculties in the
preparation, implementation and evaluation of the HR
Award project at MU.
2, 10, 11, 13,
14, 24, 27,
28, 37, 38
Ongoing – till
Q4/2022
(the end of
implementation
phase)
* HR Award team Unified materials and procedures within
MU/selected faculties;
Web link;
Number of meetings;
Target: sharing knowledge and experience,
streamlining work and set processes.