TEMPLATE 2 – GAP ANALYSIS – OVERVIEW
Case number: 2019CZ470335
Name Organisation under review: Masaryk University - Faculty of Economics and Administration
Organisation’s contact details: Lipová 507/41a, 602 00 Brno, Czech Republic, Petra Ježová –
petra.jezova@econ.muni.cz
SUBMISSION DATE: 06/12/2019
DATE ENDORSEMENT CHARTER AND CODE: 09/12/2019
GAP ANALYSIS
The Charter and Code provides the basis for the Gap analysis. In order to aid cohesion, the 40 articles
have been renumbered under the following headings. Please provide the outcome of your
organisation’s GAP analysis below. If your organisation currently does not fully meet the criteria,
please list whether national or organisational legislation may be limiting the Charter’s
implementation, initiatives that have already been taken to improve the situation or new proposals
that could remedy the current situation.
GAP ANALYSIS
How do we fulfill
the given principles
at ECON MU?
Implementation:
++ = fully
implemented
+/- = almost but
not fully
implemented
-/+ = partially
implemented
-- = insufficiently
implemented
In case of - -, -/+, or +/CURRENT
IMPEDIMENTS (GAP) vs.
Principles
Legislation (national, institutional) to be
approved - if relevant.
Text max. 300 words
Initiatives undertaken and/or suggestions for
improvement:
Text max. 200 words
Ethical and Professional Aspects
1. Research
Freedom
++
fully
implemented
GAP Current status:
Research Freedom is implemented. All academic rights and freedoms are
guaranteed on the premises of the faculty in the meaning of the
provisions of Section 4 of the Higher Education Act and Article 2 of the
MU Statute. The faculty independently and freely
pursues educational, scientific and research, development, innovation
and other creative activities, related activities, and creates the conditions
for such activities. The questionnaire survey pointed out that the
Research Freedom is partly limited by the availability of suitable
colleagues.
Czech legislation and internal regulations:
• MU Statute
• ECON MU Statute (Czech version)
• MU Directive 6/2015 – Code of Ethics
• MU Directive 5/2015 – Research Ethics at MU
• Research at MU - website
• Act No. 111/1998 Coll., on Higher Education Institutions
Proposals:
1) Setting standards for recruitment and selection – OTM-R
methodology (see P12, 13, 14).
2. Ethical Principles +/almost,
not fully
GAP
• Some employees regard knowledge of
the Code of Ethics, and the existence
and functioning of the Ethics
Committee, as insufficient and lack
information about the services
provided by the MU Rector´s Office
concerning the ethical issues of
research, publishing and intellectual
property.
• Almost half of respondents state that in
the last three years they have
encountered (directly or indirectly)
a mistake in compliance with ethical
procedures and principles.
Current status:
Ethical principles and the requirements for ethical conduct are
formulated in the MU Code of Ethics and are in full compliance
with national legislation. At the same time, they are largely being fulfilled
and observed. However, the questionnaire survey did point to cases of
unethical behaviour in research and publishing activities. The ECON MU
also does not have any representative on the MU Ethics Committee.
Czech legislation and internal regulations:
• MU Statute
• ECON MU Statute (Czech version)
• MU Directive 6/2015 – Code of Ethics
• MU Directive 5/2015 – Research Ethics at MU
• MU Directive 2/2017 – Statutes of the Research Ethics Committee
(Czech version)
• Research and Development Office – website
Proposals:
1) Introduction of the adaptation process – including getting
acquainted with the professional and ethical aspects of research,
activities of the Technology Transfer Office and publishing activities
(MUNIPRESS); a part of the guide for new employees.
2) Continuous education and refresh training for existing employees.
3) Improving internal communication:
- ECON MU website – signpost, FAQ (Science and Research)
- visibility of the Code of Ethics on the ECON MU website
4) Ph.D. students – ethics as a part of compulsory
education (FRESHERS workshops, Ph.D. Day programme) + a guide
for Ph.D. students.
5) Clear, transparent resolution of unethical conduct, publication of
the results of the Ethics/Disciplinary Committee on the ECON MU
website.
3. Professional
Responsibility
+/almost,
not fully
GAP
• Some of the staff in the R1 position
regard the information on plagiarism
provided by the trainer/supervisor as
insufficient.
• Some respondents state that they do
not have personal experience
with research support departments and
regard the documents and information
relating to research (especially relating
to intellectual property) on the
faculty/MU website as difficult to find.
Current status:
MU has established mechanisms and on-line tools for controlling
plagiarism. Procedures for managing intellectual property and research
data, and the commercialisation of outputs have been defined.
Consulting and project support for national, international and internal
grant schemes have also been provided. However, the questionnaire
survey shows that clear, structured, and comprehensible information
about the research agenda, publishing activities, and supportive
departments at MU which would provide this agenda, is missing.
Czech legislation and internal regulations:
• MU Directive 6/2015 – Code of Ethics
• MU Directive 10/2013 – Intellectual Property
• MU Directive 5/2015 – Research Ethics at MU
• MU Directive 6/2013 – Research Data at MU
• The Research and Development Office – web
• TTO – Technology Transfer Office - website
Proposals:
1) Introduction of the adaptation process – getting acquainted with
important documents and workplaces for research (TTO –
Technology Transfer Office, MUNIPRESS publishing house), Code of
Ethics; a part of the guide for new employees.
2) Define standards of training work, including responsibilities when
leading junior researchers, creation of supporting materials for
trainers/supervisors.
3) Improving internal communication:
- ECON MU website – signpost, FAQ (Science and Research)
- clearly comprehensible storage of project documents
4) Ph.D. students – a part of compulsory education (FRESHERS
workshops, Ph.D. Day programme) + guide for Ph.D. students.
4. Professional
Attitude
+/almost,
not fully
GAP
• Some employees state that they do not
have easily accessible and sufficient
information regarding:
- strategic documents
- procedures and processes enabling
the smooth course of scientific
work
- project management and
administration
- project contracts
• Newcomers to the role of project
researcher do not know how to
proceed in project management.
Current status:
Formally, the topic of scientific research and development projects is
adequately addressed at MU and ECON MU. The relevant departments of
the faculty provide information as well as methodological and economic
support for a wide range of grant schemes. However, the questionnaire
survey and the outputs of the working groups show that employees are
not sufficiently acquainted with MU’s and the faculty’s strategic
documents, and that they do not have the necessary information to
ensure the smooth course of scientific work and solutions to other work
situations.
Czech legislation and internal regulations:
• Directive No. 6/2016 – Project Management
• MU Directive 6/2013 – Research Data at MU
Proposals:
1) Introduction of the adaptation process – including getting
acquainted with the MU/ECON MU strategic goals, publishing
activities at ECON MU/MU (MUNIPRESS), and with the project
agenda (mentor assigned by the Strategic Planning and Support
Department).
2) Workshops and refresh training for newcomers and also existing
employees in ethical and professional aspects, as well as project
administration and financing (in cooperation with the Office for
Strategy and Project Support, MU Rector´s Office).
3) Improving internal communication:
- ECON MU website – signpost, FAQ (Science and Research, Project
Support), clearly comprehensible storage of project documents
- faculty newsletter
4) Ph.D. students – a part of compulsory education (FRESHERS
workshops), a guide for Ph.D. students (Student grant system),
supervisor’s activity (passing on relevant information).
5) Setting recruitment and selection standards for academic and nonacademic
staff - OTM-R methodology (P12, 13, 14).
5. Contractual and
Legal Obligations
+/almost,
not fully
GAP
• Some researchers regard information
relating to research (especially in
the field of intellectual property) on the
faculty’s/MU website as being difficult
to find.
Current status:
Contractual and legal obligations are regulated by the University
regulations and are generally being implemented. Support is provided
by the TTO – Technology Transfer Office through a network of faculty
contact persons, and the faculty’s Office for Strategy and Project Support,
which also provides advice and consultation on intellectual property
rights and financial project management in cooperation with the relevant
departments. However, the results of the working groups and the
questionnaire survey show that knowledge of intellectual
property issues is insufficient and needs to be addressed.
Czech legislation and internal regulations:
• MU Directive 6/2016 – Project Management
• MU Directive 10/2013 – Intellectual Property
• MU Employment Code
Proposals:
1) Introduction of the adaptation process – including the training of
newcomers in the ethical and professional aspects of research and
intellectual property, introduction of the MU Rector´s Office’s
support workplaces; a part of the guide for newcomers.
2) Continuous education and refresh training for current employees
(ethical and professional aspects of research, intellectual
property and handling research results), introduction of the MU
Rector´s Office’s support departments.
3) Improving internal communication:
- ECON MU website – signpost, FAQ (Science and Research)
- faculty newsletter/bulletin
4) Ph. D. students - FRESHERS workshops, a guide for Ph.D. students
(contains information on intellectual property and handling research
data), Ph.D. Day, supervisor’s activity (passing on relevant
information).
5) Obligation to record research results into the internal information
system (IS) (P6).
6. Accountability +/almost,
not fully
GAP
• Some employees in the role of project
researcher and/or authorised project
researcher do not have
enough information to ensure the
smooth course of a project, there is a
lack of awareness of the
responsibilities, competencies and
obligations of the researcher.
• Some employees report that there is
insufficient knowledge and awareness
of the existence of regulations and
documents governing, for example, the
role of employees towards employers,
or the rights and obligations of project
researchers and/or an authorised
project researchers.
Current status:
The accountability principle is regulated by the University’s regulations
and national legislation. However, the outputs of the working groups and
questionnaire survey show that there is a lack of information and specific
know-how regarding solving projects, that the responsibilities of
employees are not clearly defined, and that research results are not
always accessible.
Czech legislation and internal regulations:
• MU Directive 6/2016 – Project Management
• MU Employment Code
• MU Directive 6/2015 – Code of Ethics
• MU Directive 5/2014 – Inspection Code
• Act No. 134/2016 Coll., on Public Procurement
Proposals:
1) Improving internal communication:
- ECON MU website – signpost, FAQ (Science and Research, Project
Support)
- regular news sharing – faculty newsletter/ bulletin/Office for
Science and Research/Office for Strategy and Project Support
2) Workshop/refresh training for newcomers and existing
employees in project management, administration, and project
financing – in cooperation with the Office for Strategy and Project
Support/MU Rector´s Office.
3) Introduction of the adaptation process – including familiarisation
with the role of project researchers (duties, ISEP – Information
System for Evidence of Projects, documents) – in
cooperation with the Office for Strategy and Project Support.
4) Creation of job descriptions for academic staff and familiarisation
with them – see the Post/Role System (P12, 13, 14).
7. Good Practice in
Research
-/+
partially
GAP
• Some employees state that the
statutory health and safety and fire
safety training takes place
unsystematically, that the current form
is ineffective, and that there is a lack of
clear records.
• Some employees report that the
training and knowledge of
regulations on how to handle personal
and confidential information is
insufficient.
• Some employees find that information
about backups, system functionality, or
alternative strategies in the case of IT
incidents to be insufficiently
communicated.
Current status:
Statutory trainings are regulated by national legislation and MU/ECON
MU internal regulations. However, they need improving, especially in
the area of intervals, target groups, and records. Newcomers are trained
in on-boarding. The area of personal data protection is regulated by valid
legislation and is applied by an internal regulation. However, knowledge
of the standards is rather formal, and employees lack training in
handling personal/confidential information and data.
Czech legislation and internal regulations:
• MU Directive 5/2015 – Research Ethics at MU
• MU Directive 6/2013 – Research Data at MU
• MU Directive 1/2018 – Personal Data Processing and Protection
• MU Directive 4/2005 – Organisation of Fire Safety at MU
• MU Directive 10/2009 – Establishing the Organisation of
Occupational Health (OHS) and Safety at MU
• ECON MU website – internal documents (OHS, Fire Safety)
Proposals:
1) Introduction of e-learning (OHS, fire protection, first aid, GDPR) for
newcomers and existing employees, regular training.
2) Strengthening knowledge and skills of Information and
Communication Technologies Centre (ICTC) staff in the systems
used at ECON MU, developing soft skills, especially communication
skills.
3) Improving internal communication:
- ECON MU website – newsletter/Staff section/IT services
8. Dissemination,
Exploitation of
Results
-/+
partially
GAP
• Some employees regard information on
ongoing projects and other activities
within the faculty and individual
departments as insufficient.
Current status:
Publishing activities at ECON MU are part of the regular evaluation of
work performance in the EVAK application. In terms of the
commercialisation of research results, there is still plenty to do. The TTO
– Technology Transfer Office offers support, but it is not sufficient from
the viewpoint of researchers and it makes the final product more
expensive.
• Some employees think that the system
for publishing and commercialising
research results at the faculty level is
not sufficiently systematic.
• More than half of respondents stated
that they have no experience
with workplaces offering services for
technology transfer, or publishing and
supporting external communications,
or else they are not aware of them.
Czech legislation and internal regulations:
• MU Directive 10/2013 – Intellectual Property
• MU Directive 6/2015 – Code of Ethics
• MU Directive 4/2013 – Repository of Employees’ Works
• Where to publish – ECON MU website (Czech version)
Proposals:
1) Creation of a faculty policy for publishing and commercialising
research results (ECON MU Strategic Plan 2021+).
2) Development and implementation of a
faculty communication/marketing strategy, including informing
employees and the public about implemented projects.
3) Improving internal communication:
- ECON MU website – bulletin/Science and Research section
4) Workshop for existing employees (intellectual property, handling
research results, Open Access).
5) Sharing good practice with economic centres and institutions where
the commercialisation of results works – in cooperation with the TTO
– Technology Transfer Office.
9. Public
Engagement
-/+
partially
GAP
• Some employees find the PR/marketing
of research activities and their results
towards the public to be nonfunctional
– see popularisation of
science (P8).
• More than half of respondents state
that they have no experience
with workplaces offering services to
support external communication or
that they do not know of such
workplaces.
Current status:
External communications and building a relationship with the public is
ongoing. Researchers present their results in specialist and also popular
journals and the media, and events for the general public are also
used. However, outputs of the working groups clearly reveal a need to
improve PR and the marketing of research activities, including the
commercialisation of research results. The questionnaire survey then
points to a need to improve support in the public dissemination and
commercial use of research results, both by the faculty and MU.
Czech legislation and internal regulations:
• MU Directive 6/2015 – Code of Ethics
• MU Directive 7/2017 – Habilitation Procedure and Professorial
Appointment Procedure
• Researchers’ Night – ECON MU website
• M Magazine – online
• ECON MU in media - website
Proposals:
1) Development and implementation of the faculty’s
communication/marketing strategy.
2) Improving internal communication: familiarisation of
employees with the activities of the departments responsible
for external relations and marketing, and their services –
website/newsletter/personal presentation of the department.
10.
Non-discrimination
+/almost,
not fully
GAP
• Despite the clearly set rules, some of
the women interviewed see themselves
as not recognised as members of a
professional group of researchers.
• Some female employees state that the
mobility requirements and
programmes for young researchers
disadvantage women under the age of
35, and parents on parental leave,
in further advancing their careers.
• Most materials and documents of the
faculty are in Czech, which
disadvantages English-speaking
employees.
Current status:
Non-discrimination at MU/ECON MU is regulated by national legislation
and university regulations. These mainly cover recruitment and selection,
working conditions, remuneration, performance appraisal and equal
opportunities. The ECON MU building is also accessible for disabled
employees and students.
The questionnaire survey shows that MU has sufficient tools to prevent
discrimination, yet discrimination at ECON MU does occur to a limited
extent and is based on gender and membership of a certain group of
workers.
Czech legislation and internal regulations:
• Labour Code, Act No. 262/2006 Coll.
• MU Employment Code
• MU Directive 6/2015 – Code of Ethics
• MU Directive 3/2018 – Catalogue of Posts
• MU Directive 1/2016 – Rules of Procedure of Equal Opportunities
Panel (Czech version)
Proposals:
1) Creation of suitable working conditions for women (diaper
changing table, playroom/game room, booking places in municipal
kindergartens for MU employees – in cooperation with the MU
Rector´s Office, dates and times of activities/meetings suitable for
parents – ECON MU/MU Rector´s Office).
2) Active addressing of women with the offer of a position in the
management/other bodies of ECON MU/MU.
3) Revision of mobility support programmes and programmes
targeting young researchers, including participation conditions.
4) Translation of important materials and documents into English.
11. Evaluation/
Appraisal system
+/almost,
not fully
GAP
• Some employees believe that their
regular evaluation lacks any
consideration of soft skills,
competencies or behaviour at work. At
the same time, they find some
indicators incomprehensible,
unnecessary, and not taking into
account the teaching workload.
• Some employees believe that
the results of the evaluation are
subsequently ignored (e.g. links to
remuneration, career advancement
and professional development) – see
P26.
• Some employees state that there is no
systematic identification of employees’
development needs or their potential
link to career development.
Current status:
Employee evaluation takes place regularly once a year in the EVAK
university application. However, MU does not have a uniform evaluation
system set for all faculties. Within the EVAK evaluation application,
the set mandatory indicators and coefficients are rather quantitative in
nature. Evaluation of competencies, quality of work, and behaviour at
work is missing. Individual workplaces may additionally choose their own
evaluation criteria.
Czech legislation and internal regulations:
• MU Directive 5/2017 – Staff Evaluation
• ECON MU Directive 10/2018 – Academic Staff Evaluation (Czech
version)
Proposals:
1) Simplification, clarification and unification of the evaluation
criteria (hard/soft) for all departments/workplaces.
2) Setting simple criteria for the evaluation of teaching and its
quality, taking into account the teaching workload when evaluating
criteria affected by teaching.
3) Inclusion of research workers’ (non-academic) evaluation into the
EVAK application, creation of an evaluation methodology and
designing evaluation criteria.
4) Revising remuneration options in connection with annual
evaluations, acquainting heads of departmnets with remuneration
options.
Recruitment and Selection
12. Recruitment +/almost,
not fully
GAP
• Some employees state that the rules for
selecting the most suitable candidates
are not set when it comes to selecting
employees for project research
teams (GACR, TACR, etc.).
• Some employees believe that the
requirements and selection criteria for
identical positions differ across the
individual workplaces (i.e. departments)
of the faculty.
Current status:
The recruitment and selection of academic staff are regulated by the
Regulations on Competitive Selection Procedures, which cover most of
the principles of the OTM-R policy. However, a detailed elaboration of
the procedures and processes is missing.
Recruitment is carried out by the HR department in cooperation with the
heads of departments, or other affected persons. Vacancies are mainly
advertised on university career sites, the EURAXESS and
www.inomics.com portals, and on social networks. The faculty does not
have its own career pages.
Czech legislation and internal regulations:
• MU Directive – Regulations on Competitive Selection Procedures at
MU
• MU Career Sites
Proposals:
1) Setting recruitment and selection standards – a faculty OTM-R
guide (rules and methodology for the recruitment and selection of
academic and non-academic staff).
2) Creation and implementation of the faculty Post/Role
System – job descriptions, including the scope of work and the
required competencies for individual positions.
3) Creating an ECON MU career page.
13. Recruitment
(Code)
-/+
partially
GAP
• One third of respondents state that the
current recruitment process for new
employees does not compare well with
its equivalents abroad, and does not
attract sufficient interest from suitable
candidates.
Current status:
The recruitment and selection of academic staff are regulated by the
Regulations on Competitive Selection Procedures, which cover most of
the principles of the OTM-R policy. However, uniform faculty rules and
methodologies, including selection criteria for individual positions, are
missing.
The internal system INET/JOBS.MUNI is used in recruitment and
selection, and collects information about candidates. Support at the
central level – AC/psychodiagnostics (for non-academic positions) is also
used. There is room for improvement in the use of modern selection
methods and advertising channels.
• There are no faculty specific rules or
methodologies for employee
recruitment and selection.
• Some employees believe that the
requirements and selection criteria for
identical positions differ across the
individual departments of the faculty.
• Advertisements do not contain
information about career
opportunities (due to the absence of a
Career Code at the MU level).
Czech legislation and internal regulations:
• MU Directive – Regulations on Competitive Selection Procedures at
MU
• MU Career Sites
Proposals:
1) Setting recruitment and selection standards – a faculty OTM-R
guide (rules and methodology for recruitment and selection).
2) Revision of existing job advertisement templates and their
modification in accordance with OTM-R policy requirements.
3) Publication of selection procedure materials on the faculty website
- Staff section.
4) Development of HR staff competencies in recruitment and selection
techniques.
5) Development and implementation of the faculty Post/Role
System – description of work positions, including job descriptions
and the competencies required for each position.
14. Selection (Code) -/+
partially
GAP
• There are no faculty specific rules and
methodologies for employee
recruitment and selection.
• A significant share of respondents
believes that participants on selection
committees do not have sufficient
knowledge or skills to conduct selection
interviews.
• Some employees state that there are no
clear criteria for extending fixed-term
contracts.
• Some employees believe that the
requirements and selection criteria for
identical positions differ across
individual workplaces.
Current status:
The process of recruiting and selecting academic staff is regulated by the
Regulations on Competitive Selection Procedures, which determine,
among other things, the rules for setting up selection committees for
academic and non-academic staff. These committees differ at ECON MU,
but there is always maximum effort to have representation of experts at
various levels, as well as foreign experts, and ensure gender balance on
the committee (if possible), although this latter criterion is not part of
any MU measure or directive. Minutes of selection procedures are
automatically taken.
The results of the questionnaire survey and working groups show that
participants in selection procedures/committees do not have sufficient
knowledge and skills to conduct selection interviews and lack
methodological support from the HR department. Repeated selection
procedures for the same position are negatively perceived, and the
“publishing and its quantity” criterion is given priority at the expense of
other criteria for good quality selection.
Czech legislation and internal regulations:
• MU Directive – Regulations on Competitive Selection Procedures at
MU
Proposals:
1) Training the members of selection committees (interview
techniques, selection criteria, model situations, candidate
evaluation, appropriate vs. inappropriate questions, internal erecruitment
application).
2) Creation and implementation of a faculty OTM-R guide (rules and
methodology for recruitment and selection).
3) Setting criteria for contract extensions without the need of a
selection procedure (P11).
4) Clear setting of professional requirements and competencies for
each position – see the faculty Post/Role System (P12, 13).
15. Transparency
(Code)
+/almost,
not fully
GAP
• There are no faculty specific rules or
methodologies for employee
recruitment and selection.
• Advertisements do not contain
information about career
opportunities (due to the absence of
any Career Code at the MU level), nor is
there information about the number of
vacancies.
• Candidates are not provided with
feedback on their strengths and
weaknesses.
Current status:
The process of recruiting and selecting academic staff is regulated by the
Regulations on Competitive Selection Procedures, which do not specify
in any detail the rules for advertising vacancies or notifying selection
procedure results. However, for each position there
are specific requirements that the candidate must meet. Each candidate
is also provided by e-mail information on whether or not they were
successful at interview. Detailed feedback is only provided upon
request. There is no set procedure for resolving complaints regarding the
course or result of selection procedures.
The questionnaire survey shows that candidates have enough
information about the selection procedure; however, one specific staff
group (R2) regards the selection procedure as non-transparent.
Czech legislation and internal regulations:
• MU Directive – Regulations on Competitive Selection Procedures at
MU
Proposals:
1) Revision and updating of advertisement templates in accordance
with the OTM-R policy requirements.
2) Setting recruitment and selection standards – a faculty OTM-R
guide, including clarification of the advertising rules, providing
feedback, and processing any complaints about the outcome of the
selection procedure (P12, 13).
3) Setting standard forms of communication with candidates
in INET/JOBS.MUNI (internal system used in recruitment and
selection) – in cooperation with ICS – Institute of Computing
Science.
4) Setting clear evaluation criteria for individual positions - see the
faculty Post/Role System (P11, 12, 13, 14).
16. Judging Merit
(Code)
-/+
partially
GAP
• Some employees stated that clearly
specified evaluation criteria for
recruitment and selection are missing –
including competencies and
achievements in the field.
• A substantial share of respondents
states that the following criteria are
insufficiently taken into account in
selection procedures: level of practice
outside academia, knowledge transfer,
and team cooperation.
Current status:
The judging of merits is being indirectly addressed by the university’s
regulations, in the case of academic staff by the Regulations on
Competitive Selection Procedures. The judging of merits is applied
somewhat individually and informally. Outputs of the working groups
show that the emphasis is mainly on criteria and skills from the relevant
field, the evaluation criteria are not clear and sufficiently specified.
The questionnaire survey shows that emphasis is mainly on the quantity
and quality of publications and research projects, at the expense of
other important criteria.
Czech legislation and internal regulations:
• MU Directive – Regulations on Competitive Selection Procedures at
MU (Art. 5)
Proposals:
1) Setting recruitment and selection standards – a faculty OTM-R
guide, including the application of the Judging Merit principle in a
uniform manner (see P12, 13, 14).
2) Creation and implementation of the faculty Post/Role System,
including job descriptions and the competencies required as a
basis for the transparent recruitment, selection and evaluation of
candidates. University rules exist but are too general – see the MU
Catalogue of Posts.
3) Training the members of selection committees.
4) Revision and amendment of the Regulations on Competitive
Selection Procedures (in cooperation with the MU Rector´s Office).
17. Variations in the
chronological order
of CVs
+/almost,
not fully
GAP
• Some employees believe there is no
clear method of assessing the level of
practice and competence acquired
outside academia, and or how to
evaluate publishing activity in the case
of disadvantaged groups of employees.
Current status:
Partially addressed by the University’s regulations – Regulations on
Competitive Selection Procedures. Changes in the chronological order of
CVs and career breaks are generally welcome and deemed a valuable
contribution to career development. However, this is not formalised in
the documents; it relies on the experience of members of the selection
committee and is being assessed somewhat informally.
Czech legislation and internal regulations:
• MU Directive – Regulations on Competitive Selection Procedures at
MU (Art. 3, 5)
Proposals:
1) Setting recruitment and selection standards – a faculty OTM-R
guide, including application of the principle Changes in
the Chronological Order of CVs (see P12, 13, 14).
2) Training the members of selection committees.
3) Revision and amendment of the Regulations on Competitive
Selection Procedures (in cooperation with the MU Rector´s Office).
18. Recognition
of mobility experie
nce (Code)
+/almost,
not fully
GAP
• More than a third of respondents state
that mobility (professional, foreign) is
not sufficiently taken into account in
selection procedures and
career development.
Current status:
In general, mobility/foreign experience is perceived as desirable for
further career and professional development, and it is specified in the
university’s regulations. Mobility is mandatory for Ph.D. students.
ECON MU offers sufficient opportunities for the mobility of students and
staff, and evaluates them positively.
However, the results of the questionnaire survey show that mobility is
not sufficiently taken into account in recruitment and career
development.
Czech legislation and internal regulations:
• MU Directive – Regulations on Competitive Selection Procedures at
MU (Art. 2)
• MU Directive 3/2018 – Catalogue of Posts
Proposals:
1) Setting recruitment and selection standards – a faculty OTMR
guide including clear criteria for recruitment and selection – see the
faculty Post/Role System (P12, 13, 14).
2) Setting requirements for the mobility of researchers in the context
of career development – see the Career Code (P28).
3) Setting centralised rules and procedures for the mobility of foreign
academic staff – the solution needs to be adopted by the MU
Rector´s Office, including financial, personnel and methodological
support (P29).
19. Recognition of
Qualifications
(Code)
-/+
partially
GAP
• International qualifications are not
always recognised in the recruitment
and career development of foreign
workers (influenced by national
legislation).
• The qualification recognition process is
too demanding administratively and
lacks support from the MU Rector´s
Office.
Current status:
Although the recognition of qualifications obtained abroad takes place at
both the central and faculty levels, it is often very complicated and
administratively demanding for foreign workers. In some cases, the
recognition of qualifications is highly contentious and will not officially
be given, which in turn prevents research careers from developing, stops
movement to a higher position, and may result in the departure of good
quality researchers. Recognition of qualifications is strongly influenced
by national legislation: it is necessary for MU to enter into discussions
with the Ministry of Education.
Czech legislation and internal regulations:
• Higher Education Act, Act No. 111/1998 Coll.
• Recognition of Qualifications at MU – website
• MU Directive – Rules of Competitive Selection Procedure at MU (Art.
2)
• MU Directive 3/2018 – Catalogue of Posts (Art. 5/5)
Proposals:
1) Setting rules for the recognition of foreign qualifications and
mobility, especially exceptional/adjunct professors – with the MU
Rector´s Office.
2) Setting recruitment and selection standards – a faculty OTM-R
guide, including application of the Recognition of Qualifications
principle in a uniform manner (see P12, 13, 14).
3) Promoting information on foreign qualifications among
researchers responsible for the selection process.
20. Seniority
(Code)
++
fully
implemented
GAP
• There is a lack of a formalised
methodology for assessing seniority for
a given post.
Current status:
Although it takes place in practice, there is no central or faculty
methodology or regulations.
Czech legislation and internal regulations:
• MU Directive – Rules of Competitive Selection Procedures at MU
Proposals:
1) Setting recruitment and selection standards – a faculty OTM-R
guide, including application of the seniority principle in a uniform
manner (P12, 13, 14).
2) Training the members of selection committees.
3) Revision and amendment of the Regulations on Competitive
Selection Procedures (in cooperation with the MU Rector´s Office).
21. Postdoctoral
appointments
(Code)
-/+
partially
GAP
• Absence of a defined postdoctoral
position/status, including the goals and
maximum appointment period.
• There are no rules for recruitment and
appointment, professional
development, or the career
development of postdocs.
Current status:
The issue of postdocs is addressed in the OP RDE – Operational
Programme Research, Development and Education; however, it is not
processed centrally at the MU level.
There is no clear definition of the post or status of postdocs. There are
no uniform rules for postdoc recruitment and selection, or their
development and career growth, despite this being a strategic priority at
both the university and faculty levels. At the faculty level, postdocs are
recruited mainly from abroad, in connection with grant projects and the
postdoc support programme. Due to the limited duration of grant
projects and the state budget assigned to departments, postdocs cannot
be guaranteed employment for an indefinite period, and for internal
postdocs we cannot guarantee employment after their return from
mobility. This gap is difficult to address at the faculty level.
Czech legislation and internal regulations:
• MU Strategic Plan 2016-2020
• ECON MU Strategic plan 2016-2020 (Czech version)
• Research Career – website
• PostDoc at MU – website
• ECON MU Directive 7/2018 – Postdoc Support Programme (Czech
version)
• ISO MU (International Staff Office) – website
Proposals:
1) Defining the postdoc position/status, including the goal and the
appointment period, description of the position and required
competencies – see the faculty Post/Role System (P12, 13, 14).
2) Defining career paths for postdoctoral positions – see the Career
Code (P28).
3) Setting and implementing a foreign postdoc adaptation
process – in cooperation with the MU Rector´s Office/ISO International
Staff Office.
4) Setting standards for postdoc recruitment, selection and
appointment – a faculty OTM-R guide.
5) Improving internal communication:
- ECON MU website – Science and Research section/Staff
section, newsletter
- part of Ph.D. Day – faculty part (sharing good practice)
Working Conditions and Social Security
22.
Recognition
of the Profession
-/+
partially
GAP Current status:
All researchers are recognized as members of a professional group. This
also applies to employees in other non-academic positions. They can
participate in mobility programmes or further vocational and career
• Researchers in the R1 position believe
they are not sufficiently involved in
science and research.
• Despite the clear rules, a significant
share of the women interviewed think
that they are not recognised as
members of the researchers’
professional group.
education. At the same time, they are involved in activities within the
given workplaces. Dean’s awards are also presented each year to reward
the best scientific and research results. However, from the questionnaire
survey and working groups it emerges that Ph.D. students (R1
researchers) are not automatically involved in science and research, and
consequently it is difficult for them to prove themselves in the scientific
and research fields. Recognition of women as members of a professional
group and the quality of contacts with supervisors are also a problem.
Czech legislation and internal regulations:
• Higher Education Act, Act No. 111/1998 Coll.
• MU Directive 3/2018 – Catalogue of Posts (Art. 5/5)
• MU Directive 6/2015 – Code of Ethics
• MU Employment Code
• Dean’s awards – website (Czech version)
Proposals:
1) Supporting materials for Ph.D. students and supervisors (a Ph.D.
student guide, “ten rules” for supervisors).
2) Women as members of professional groups – sharing good practice
in on-line workshops with foreign institutions on HR Award issues.
3) Revision of the current state of Ph.D. Studies – Guidelines vs.
International Scientific Advisory Board (ISAB) recommendations
(involvement of students in the teaching/projects/employment).
23. Research
Environment
+/almost,
not fully
GAP
• Some employees state that the
statutory health and safety and fire
safety training is carried out in a nonsystematic
way, the current form is
ineffective, and legal deadlines are not
always complied with (see P7).
• Half of the respondents stated that the
excessive teaching and administrative
Current status:
The faculty has sufficient equipment, resources and opportunities for
science and research. Ongoing regular renewal of equipment and
renovation of premises takes place in accordance with the requirements
of staff and the faculty’s financial possibilities. IT equipment and other
technology are available for science and research
purposes. ECON MU also supports the idea of OPEN ACCESS.
Regulations regarding health and safety protection are complied with;
however, the form of training is not optimal.
workload prevents them from pursuing
research activities, or professional
and career development.
• More than two-thirds of respondents
say that research is limited by the
availability of suitable co-workers.
The questionnaire survey shows that extreme teaching workloads and
disparities in the number of students at individual departments prevent
researchers from devoting sufficient time to Ph.D. students or research
activities. Research is also limited by the availability of suitable coworkers
and, in part, by the amount of funding available.
Czech legislation and internal regulations:
• MU Strategic Plan 2016–2020 (Priority 6 – Research Efficiency and
Stimulating Environment)
• MU Open Access Policy – website
• Directive 4/2013 – MU Repository
• Directive 4/2005 – Organisation of Fire Safety (FS) at MU
• Directive 10/2009 – Establishing the Organisation of OHS at MU
Proposals:
1) Introduction of statutory training (OHS, FS) in the form of e-
learning.
2) Development of managerial skills – leadership and the role of the
leader, performance management.
3) Setting recruitment and selection standards – a faculty OTM-R
guide (recruitment and selection methodology).
4) Creation and implementation of the faculty Post/Role
System – including teaching volume requirements for individual
positions (see P12, 13, 14).
5) Repeated performance of employee surveys (as part of the action
plan revision).
24. Working
Conditions
+/almost,
not fully
GAP
• Some employees miss the adaptation
process for new academic and nonacademic
employees. Newcomers miss
information and sufficient training on
the internal systems and agendas.
Current status:
Working conditions are regulated by the applicable legislation, internal
directives and the Collective agreement. In the context of MU, there are
unions that are part of the university’s management. Employees with
special needs are not disadvantaged and their demands are addressed,
the ECON MU building is wheelchair accessible.
ECON MU offers and supports part-time work for parents on maternity
and parental leave, and contractually guarantees a return
• Half of the respondents stated that the
excessive teaching and administrative
workload makes it impossible for
them to pursue research activities, or
professional and career development.
• Most of the materials and documents of
the faculty are in Czech, which
disadvantages English-speaking
employees.
• Basic workplace amenities and
equipment for mothers with small
children is missing.
from maternity/parental leave to the employee’s original position. The
faculty allows flexible working hours. Academics must be present at the
workplace during lectures, otherwise working from home is
guaranteed. Creative leave can be used if teaching and circumstances
allow it. Non-academic staff can work from home upon agreement with
their immediate supervisor. The University also offers 8 weeks of leave
for academic and 6 weeks of leave for non-academic staff (2 weeks in
excess of the scope of the applicable legislation), and a wide range of
employee benefits (see the Collective Agreement).
The outputs of the questionnaire survey make it clear that employees
are generally satisfied with the working conditions. However, the
administrative and teaching workload, which makes it
impossible to pursue research activities, is a problem.
Czech legislation and internal regulations:
• Higher Education Act, Act No. 111/1998 Coll.
• Labour Code, Act No. 262/2006 Coll.
• MU Employment Code (Art. 2/1/h)
• MU Directive 11/2013 – Working Hours at MU (Czech version)
• MU Directive 4/2017 – Sabbatical Leave
• Directive 8/2014 – Ensuring MU accessibility for disabled persons
• ECON MU Directive No. 1/2019 Working Hours and Record Keeping
(Czech version)
• Employee Benefits – MUNI website – Career at MU
Proposals:
1) Implementation of the adaptation process – for academics, nonacademics
and foreign workers, including the definition of
responsibilities and roles in the process. Improving coordination
of the adaptation process for foreign staff with the MU Rector´s
Office/ISO – International Staff Office.
2) Improving working conditions for working women/parents with
small children (i.e. diaper changing tables, nursing rooms, children’s
corner/playroom, planning dates and times of meetings at parent-
friendly times, involvement in the discussion about establishing a
university kindergarten).
3) Translation of important documents into English.
4) Reduction of administration – where possible, transforming paper
into electronic form - in cooperation with the MU Rector´s Office,
ICTC – Information and Communication Technologies Centre.
5) Improving the awareness about the possibilities and conditions of
taking creative/sabbatical leave.
6) Repeated performance of employee surveys (as part of the action
plan revision).
25. Stability and
Permanence of
Employment
+/almost,
not fully
GAP
• Opportunities for further career growth
for postdoc posts have not been set up,
which causes post docs to leave the
organisation.
• Almost half of the respondents state
that fixed-term employment contracts
negatively affect their performance.
Repeated contract extensions for a
fixed-term is perceived negatively.
• Some employees feel that there is a lack
of clear faculty strategy for HR, which
makes it difficult to comprehensively
address the issue of job stability for
existing and also potential employees.
Current status:
The University is a stable employer offering its employees stable and
long-term contracts, where possible. Due to different funding sources
(including sources from projects) some contracts are limited to a fixedterm
or limited by the project duration. Some have an unlimited number
of extensions with regard to the research/project needs (see the
Collective Agreement). ECON MU contractually/officially guarantees the
return from maternity/parental leave to the original position.
The questionnaire survey shows that repeated extension of fixed-term
contracts is perceived negatively and has an impact on the performance
of researchers. There is also a lack of job opportunities and opportunities
for postdocs who want to grow professionally and career-wise.
Czech legislation and internal regulations:
• Labour Code, Act No. 262/2006 Coll.
• Collective Agreement 2018–2021 (Art. 6, 7)
• MU Employment Code (Art. 2/1/h)
• MU Measure – 8/2019 – Staff Policy Support Programme (Czech
version)
Proposals:
1) Creation and implementation of the Career Code in connection to
the faculty Post/Role System, which will contain the career
development opportunities for individual positions, including for
postdocs (see P12, 13, 14, 28).
2) The possibility of fixed-term contract renewal without selection
procedures based on the results of the annual evaluation, or
other, transparently set criteria.
3) Improvement of employee awareness before employment
commencement (types and periods of contract, possibility of
contract extension, other work opportunities at MU, benefits and
career development) in order to increase the satisfaction and
motivation of employees with fixed-term contracts. At the end of
the fixed-term contract, to actively offer job opportunities at MU.
26. Funding and
Salaries
+/almost,
not fully
GAP
• Staff salaries vary depending on
whether they are paid from the faculty
budget or from a project.
• More than a third of the respondents
state that the level of pedagogical
workload is not adequately taken into
account in remuneration.
• Some employees state that the outputs
from the evaluation are subsequently
ignored (e.g. links to remuneration,
career advancement, and professional
development) – see P11.
Current status:
The University’s wage policy is regulated by the valid legislation and is
further regulated by internal regulations, wage tariffs and the Collective
Agreement. Funds from projects are also used in the remuneration,
which may lead to differences in the remuneration of workers in
comparable positions.
Remuneration of academic staff at ECON MU ranks among the highest
among the universities of the Czech Republic, but despite that fact it is
not necessarily sufficiently attractive or competitive for foreign scientists
and researchers. The internal wage policy does not specify in what
proportion the teaching, research and other activities are assessed.
According to the questionnaire survey results, the excessive teaching
workload is not sufficiently remunerated.
Czech legislation and internal regulations:
• MU Internal Wage Regulation
• MU Directive 3/2018 – Catalogue of Posts
• MU Employment Code (Art. 4/2/i)
• MU Directive 5/2017 – Employee Evaluation
• MU Collective Agreement (Art. 9, 10)
• ECON MU Directive 1/2008 – Remuneration of Work at ECON MU
(Czech version)
• ECON MU Instruction 5/2018 – ECON MU Academic Staff
Remuneration Rules (Czech version)
• ECON MU Instruction 4/2018 – Wage Claims of ECON MU Staff
(Czech version)
Proposals:
1) Revision of the remuneration of R1 and R2 staff, project staff and
staff with a teaching overload.
2) Flexible use of personal evaluation and performance bonuses –
revision of what is possible, acquainting senior staff/superiors
with these possibilities.
3) Linking the remuneration to employee performance, annual
evaluation – setting clear evaluation criteria and remuneration (see
the faculty Post/Role System).
4) Improving the awareness about remuneration at ECON MU - ECON
MU website/Staff section.
5) Development of managerial skills – the role of the manager in staff
remuneration, remuneration tools and options.
27. Gender Balance +/almost,
not
fully
GAP
• A representative balance between men
and women in leading positions and
faculty bodies has not yet been
achieved.
• Some female employees perceive
insufficient awareness about gender
issues and cultural differences at the
workplace.
Current status:
A representative balance between men and women has not yet been
achieved on faculty bodies. The conditions for entering office/position
are non-discriminatory, however it is not entirely clear whether women
are not interested in these positions, cannot hold them due to various
circumstances, or are otherwise prevented from entering the office.
At the university level, gender balance and equal opportunities have
been formally addressed. In the case of selection committees, there is an
effort to achieve gender balance, yet this requirement is not explicitly
stated in the internal directive. However, the questionnaire survey
shows that more than one third of women perceive employment
opportunities as unequal.
Czech legislation and internal regulations:
• MU Code of Ethics – 6/2015 (Art. 2, 4, 16)
• MU Bodies – Equal Opportunities Panel
Proposals:
1) Increasing the representation of women in decision-making
bodies/executive positions by actively addressing women and
creating appropriate working conditions (see P24).
2) Improving internal communication:
- ECON MU website - Staff section/About us section (making
successful women at ECON MU more visible)
3) Developing competencies – increasing acquaintance with gender
issues, intercultural differences.
4) Monitoring the number of women on important bodies of
the ECON MU and taking into account the diversity in these bodies
during their elections.
28. Career
Development
-/+
partially
GAP
• One third of employees perceive career
growth support as insufficient.
• Currently, a Career Code is lacking (the
previous code was cancelled at the MU
level) and there are no career paths set
for individual R1–R4 positions.
• Career counselling and mentoring for
researchers, including information on
career development opportunities, is
currently not available at the faculty.
Current status:
The area of career development at MU is not sufficiently conceptually
addressed. There is no general regulation or methodology defining
career paths for the individual positions of academic and non-academic
staff, which causes problems in career development, especially of
foreign staff. Clearly defined mobility requirements are missing and
there is not sufficient administrative and methodological support for
them from the MU Rector´s Office.
The MU Career Centre offers its services primarily to students and
graduates.
Czech legislation and internal regulations:
• MU Employment Code
• MU Career Centre – website
• Information for Ph.D. students – website
• MU Research and Development Career – website
Proposals:
1) Creation and implementation of a faculty Career Code in
connection with the faculty Post/Role System which shall contain
career development opportunities for the individual R1–R4
positions.
2) Design and implementation of development concept
for Ph.D. students and their supervisors (including supporting
materials, e.g. a Ph.D. student guide, “ten rules” for supervisors),
competency development – e.g. managerial skills, leadership,
mentoring, soft skills, etc.
3) Improving the awareness – a shared platform offering development
activities and mobility – ECON MU website/Staff section.
29. Value of
Mobility
+/almost,
not fully
GAP
• Some employees miss clear faculty rules
and guidance on how to combine
mobility with teaching requirements.
• There are no set mobility requirements
for individual positions (e.g. in the
context of career growth).
Current status:
MU/ECON MU offers sufficient opportunities for international mobility,
and these are generally regarded as an important part of
career/professional development. International mobility is compulsory
for all Ph.D. students. However, at ECON MU, international mobility is
not sufficiently used by employees, even though the faculty offers and
supports mobility support programmes.
In particular, long-term international mobility is complicated by
demanding administration, inconsistent rules, and missing support at the
central MU level.
The ISO – International Staff Office offers the following services to
foreign employees: assistance dealing with authorities, necessary
administration, medical doctors, accommodation, etc. There is a lack of
central support for Czech employees going abroad.
The questionnaire survey and outputs of the working groups show that
mobility and its various types are not sufficiently taken into account or
recognised (e.g. mobility in foreign/external companies). Mobility also
makes impossible – or significantly limits – the teaching workload.
Czech legislation and internal regulations:
• MU Directive 5/2017 – Staff Evaluation (Art. 3)
• MU Directive 8/2011 – Rules for the Acknowledgement of
International Stay Results
• MU Directive 5/2018 – Professor Emeritus Posts (Czech version)
• MU Directive 4/2017 – Sabbatical Leave
• MU Directive 3/2018 – Catalogue of Posts (Art. 5/5)
• ISO MU (International Staff Office) – website
• Centre for International Cooperation - website
Proposals:
1) Creation and implementation of a faculty Career Code, including
mobility requirements for individual posts/positions (P28).
2) Creation and implementation of a faculty OTM-R guide for
recruitment and selection, including setting the rules for the
recognition of results achieved in mobility (including mobility
outside the academic sphere).
3) Monitoring and evaluating obstacles to mobility for individual
groups of researchers and responding to them as needed.
30. Access to Career
Advice
-/+
partially
GAP
• At present, researchers are not
provided with career guidance (there is
no career development
consultant/mentor).
• There is no Career Code containing
career paths for individual R1–R4
positions.
Current status:
The MU Career Centre currently serves students and recent graduates
and offers connections with potential employers. There is currently no
offer of services for employees.
There is no official form of career counselling for academic staff at
ECON MU/MU. Nor is it systematically addressed by any other directive
or methodology. When needed, cases are solved ad hoc.
Czech legislation and internal regulations:
• MU Career Centre – website
• Information for Ph.D. students – website
Proposals:
1) Creation and implementation of a faculty Career Code containing
career paths for individual R1–R4 positions (including mobility
requirements).
2) Improving internal communication:
- ECON MU website - Staff section/Career (vacancies at ECON
MU/MU/EURAXESS, advice and tips, etc.)
3) Development of competencies for managers/supervisors/senior
researchers – coaching, mentoring – application in the development
and guidance of novice researchers.
31. Intellectual
Property Rights
+/almost,
not fully
GAP
• Some researchers think that
information relating to research
(especially in the field of intellectual
property) on the faculty/MU website is
difficult to find.
• More than half of the respondents
stated that they had no experience
with workplaces offering services for
technology transfer or publishing and
supporting external communications,
or else they are not aware of them.
Current status:
The topic of intellectual property rights is well addressed in terms of
form and practice. The Technology Transfer Office (TTO) has been
established at MU. Its mission is to link the private and academic sectors
and provide services to companies and also scientists. Internal guidelines
and documents then provide information on the rights and obligations
relating to the creation, notification, registration, protection and use of
intellectual property.
The optional subject FRESHERS, which introduces novice researchers to
publication ethics, intellectual property, science and research
communications, etc., has been newly implemented for Ph.D. students.
Czech legislation and internal regulations:
• MU Directive 10/2013 – Intellectual Property at MU
• MU Instruction 6/2017 – Valuation and Registration of Intellectual
Property
• TTO – Technology Transfer Office
• MU Rector’s Directive 9/2013 – Securing Sustainability of Outputs in
the Area of Intellectual Property
Proposals:
1) Introduction of the adaptation process – information and training
of new employees in the area of intellectual property protection,
getting acquainted with the TTO – Technology Transfer Office and
the offered services and rules for publishing activities.
2) Refresh training for existing employees in the area of intellectual
property.
3) Improving internal communication – ECON MU website, FAQ for
scientists and researchers.
32. Co-authorship -/+
partially
GAP
• Some employees consider information
on publishing activities and coauthorship
to be insufficient and they
Current status:
Publishing activity is a part of the regular annual evaluation of academic
staff in the EVAK internal application and is considered to be an
important part of it.
lack sufficient information on all options
to prevent possible unethical behaviour
(see P34).
The topic of co-authorship is dealt with by internal guidelines and
documents, and it is well set out on the website TTO – Technology
Transfer Office in the Intellectual Property Section – FAQ.
The same rules as those applicable to other MU employee works apply
to the co-author’s share.
The optional subject FRESHERS, which introduces novice researchers to
publication ethics, intellectual property, science and research
communications, etc., has been newly implemented for Ph.D. students.
However, the questionnaire survey and outputs of the working groups
show that there is a lack of awareness in this area and there have been
cases where the author mentioned did not participate in the result.
Legislation and measures:
• MU Directive 10/2013 – Intellectual Property at MU
• MU Directive 6/2015 – Code of Ethics MU (Art. 4,7)
• TTT – Technology Transfer Office – website / Intellectual Property
section
Proposals:
1) Introduction of the adaptation process – including training of new
employees in the ethical and professional aspects of
research and publishing activities.
2) Improving internal communication – ECON MU website – Science
and Research section (FAQ), Staff section – filing complaints, rules
for publishing/co-authorship.
33. Teaching -/+
partially
GAP
• More than a quarter of respondents
state that teaching at their workplace is
not considered a fully-fledged part of
their work.
• More than one third of respondents
state that they are not provided with
any opportunity for specialised
preparation for activities related to
teaching and education.
• One third of the respondents state that
the pedagogical workload is not
adequately taken into account in
evaluation and remuneration.
• Half of the respondents state that the
pedagogical workload does not allow
them to fulfil their research intentions.
• Some employees lack information
about the professional development
opportunities offered.
Current status:
Teaching is deemed a fully-fledged part of the researcher’s professional
career and it is also a part of the regular annual evaluation in the EVAK
internal application. However, the application does not take into account
the quality of teaching. Requirements for the volume of teaching in
individual posts/positions are not uniformly set.
To improve the quality of teaching and the development of pedagogical
competencies, employees may use the services of the university
department CERPEK – Pedagogical Competence Development Centre,
which offers continuous, systematic and effective improvement of
pedagogical competencies. The services of the centre are offered only
in Czech. The “School of Doctoral Studies” is offered to Ph.D. students
every year. The Language Centre also offers courses for academics who
teach in English and need to improve their pedagogical-language skills.
The development of pedagogical competencies is on a voluntary basis, it
does not take place systematically within the framework of a career or
any further development.
However, the results of the questionnaire survey and working groups
indicate that it is necessary to define rules for teaching for the individual
R1–R4 positions, and to revise remuneration in connection with the
pedagogical workload, the pedagogical workload distribution, and the
workload in the form of supervision over theses.
Czech legislation and internal regulations:
• MU Directive 5/2017 – Employee Evaluation
• ECON MU Directive 10/2018 – Academic Staff Evaluation (Czech
version)
• CERPEK (Pedagogical Competence Development Centre) – website
Proposals:
1) Setting and implementing the faculty Post/Role System, including
job descriptions, required research and teaching competencies for
the position, and including teaching workload (as a basis for a Career
Code, performance appraisal, staff recruitment and selection).
2) Implementation of a quality parameter to the teaching evaluation
in the EVAK application.
3) Improving internal communication – ECON MU website/Staff
section/Development – clear and comprehensive offer of the
pedagogical competencies development through CERPEK, MU
Rector´s Office.
4) Development of pedagogical competencies for R1–R4 as part of
professional and career development – in cooperation with the MU
Rector´s Office/CERPEK.
5) Revision of the pedagogical workload at individual departments
and remuneration in connection with teaching.
34.
Complaints/Appeals
+/almost,
not fully
GAP
• Some employees state that they lack
sufficient information on how to deal
with complaints or appeals.
Current status:
The filing of complaints and appeals is governed by internal regulations.
Complaints may be submitted verbally, by telephone, by e-mail, both to
the senior staff and to the immediately superior university bodies.
However, there is no specific, independent person that would offer
a review or resolution of labour conflicts, disputes or complaints
(ombudsman/mediator).
Czech legislation and internal regulations:
• MU Directive 3/2008 – Processing and Registration of Complaints,
Notices and Petitions at MU (Czech version)
• Directive 6/2015 – Code of Ethics
• MU Instruction 1/2016 – Rules of Procedure of the Equal
Opportunities Panel (Czech version)
• MU website – official notice board, complaint submission
• MU Employment Code
Proposals:
1) Introduction of the adaptation process – provision of information
in the adaptation process; a part of the guide for new employees.
2) Improving internal communication – ECON MU website/Staff
section – complaints and appeals.
35. Participation
in Decision-Making
Bodies
++
fully
implemented
Current status:
The principle is considered implemented. The participation of
researchers in advisory and decision-making bodies is regarded as
desirable and is fully supported. In this way, they can defend and
support not only the personal, but also the collective interests of the
workplace or institution. Participation in decision-making bodies is also
part of the work performance evaluation in the EVAK internal
application.
Czech legislation and internal regulations:
• MU Statute – Academic Senate, Scientific Board (Rules of Election
and Procedure)
Proposals:
• No actions are currently proposed.
Training and Development
36. Relations
with Supervisors
-/+
partially
GAP
• Some employees believe that the
supervisor’s work standards are not
clearly set (and think that the
supervisors do not always have
sufficient knowledge or skills to perform
the role of a supervisor).
• Some respondents point to the varying
quality of cooperation with supervisors.
• Some employees miss an evaluation of
the supervisor’s work quality.
Current status:
For novice researchers, relations with supervisors are set up and handled
by the MU and the faculty’s internal regulations. Supervisors do not
always fulfil their role adequately (e.g. through regular meetings, giving
feedback, engaging Ph.D. students in research right at the very beginning
of their careers). The quality of mutual cooperation and support is
in some cases also influenced by a very high number of supervised
students, or else supervisors coming from an external environment do
not know the faculty’s environment sufficiently.
In the process, it is necessary to establish clear and transparent rules
which will allow participating parties to better plan their activities and
streamline and improve the mutual cooperation.
Czech legislation and internal regulations:
• MU Study and Examination Code (Art. 27, 28)
• ECON MU Directive 6/2020 – Studies in Doctoral Degree
Programmes (Czech version)
Proposals:
1) Setting standards of supervisor work (roles, duties, and
responsibilities of the supervisor, including ways to involve the
supervised in research), acquainting supervisors and doctoral
students with the standards (website, workshop, shared ECON
MU/MU communication platform for Ph.D. study, Ph.D. Day, etc.) –
see P37.
2) Regular training and development of supervisors (management and
leadership, communication skills, mentoring, and time
management).
3) Feedback on the supervisors’ work – e.g. employee survey,
individual interviews.
4) Supporting materials for supervisors and Ph.D. students – “ten
rules” for supervisors/supervisor’s guide, a Ph.D. student guide.
37. Supervision and
Managerial Duties
-/+
partially
GAP
• Some respondents point to differing
quality of contacts and cooperation
with supervisors.
• More than a third of respondents
believe that experienced researchers do
not share their knowledge and skills
sufficiently.
• Some employees think that the level of
managerial skills of supervisors varies.
Current status:
Employees in leading and managerial positions have the required
expertise, but based on the results of the questionnaire survey and
working groups, it appears that fulfilling the role of knowledge-keeping
and managing staff needs improvement. In particular, there is a lack
of sharing of experience by experienced colleagues with other
researchers, and involving R1 in research. It is also suitable to
standardise relations with supervisors, improve their quality and provide
a stimulating environment for the further development of researchers.
Czech legislation and internal regulations:
• MU Employment Code
• MU Directive 6/2015 – Code of Ethics
Proposals:
1) Setting the supervisors’ work standard (roles, duties, and
responsibilities of the supervisor).
2) Development of competencies for supervisors, senior researchers,
leaders, and other supervising staff – managerial skills,
management and leadership, communication
skills, mentoring, human resources management, pedagogical skills,
etc.
38. Continuing
Professional
Development
+/almost,
not fully
GAP
• More than one third of respondents
state that they are not sufficiently
supported in continuing education and
development.
• Some employees lack information
about the development opportunities
offered.
• Some employees state that
development plans are not an
automatic part of regular annual
evaluation.
Current status:
MU and ECON MU offer many professional development opportunities
to employees and Ph.D. students – professional, pedagogical, technical,
linguistic, etc. Examples include participation in seminars and
conferences at home and abroad, courses organised by the university’s
departments, e.g. CERPEK, Language Centre, e-learning (Czech version),
and IT courses, or courses and conferences organised directly at the
faculty.
However, the questionnaire survey shows that researchers at all career
levels are not sufficiently supported in continuous education and
development. Education and development are also to some extent
affected by the inconsistent setting of development funding at individual
workplaces/departments, and certain workplaces and individuals who
draw funds for development from project applications have more
benefits. There is also the lack of a unified education and development
system at the university level which would cover the requirements and
needs of staff at all career levels – from Ph.D. students to professors,
R1–R4, respectively.
Czech legislation and internal regulations:
• MU Employment Code
• MU Career Sites – website
• MU Shopping Centre – website (Czech version)
• CERPEK (Pedagogical Competence Development Centre) – website
• MU Language Centre - website
• IT MUNI - website
Proposals:
1) Creation and implementation of a faculty Career Code containing
career development paths (P28).
2) Improving internal communication – ECON MU website - Staff
section/Science and Research section – clear and comprehensive
offer of development activities.
3) Systematic development of the competencies of researchers at all
career levels in connection with the identified development needs
regarding professional development and career growth.
4) Regular identification of development needs within the annual
evaluation, and the evaluation of their fulfilment – updating the
EVAK internal application.
39. Access to
Research Training
and Continuous
Development
+/almost,
not fully
GAP
• There is a lack of any university-wide
concept of development and its
connection to career growth.
• Some employees feel insufficiently
informed about the development
opportunities offered.
Current status:
Employees have access to continuous training and
development. Development is partly linked with the position held, partly
with the outputs from the annual evaluation, and also with the available
funding possibilities of the individual workplaces. There is no systematic
management of the development of academic staff. There is also room
for improving the promotion of development activities offered by the
faculty and university.
Czech legislation and internal regulations:
• MU Employment Code (Art. 3/2/f/g)
• MU Information for Ph.D. students – website
• MU Shopping Centre – website (Czech version)
Proposals:
1) Creation and implementation of the faculty Post/Role
System (including job descriptions and required competencies as
the basis for employee evaluation and development).
2) Improving internal communication of development
activities – ECON MU website/Staff section – clear and
comprehensive offer of development activities; Science and
Research section – clear and comprehensive offer of development
activities for Ph.D. students, information within the Ph.D. Day and
the Ph.D. student guide.
40. Supervision -/+
partially
GAP
• More than half of the respondents state
that there is no clearly identified person
to whom researchers can turn to at the
beginning of their careers regarding
matters of work duties.
• Some employees think that the level of
supervisors’ managerial skills and
support varies.
• Some employees state that supervisors
do not have enough time to fully lead
Ph.D. students.
Current status:
University and faculty rules set out basic responsibilities in relation to
junior researchers. The questionnaire survey and working groups show
that this area needs to be improved. It is not clear to whom young
scientists can turn to, or with what issues, or who is responsible for
what. The questionnaire survey also shows that researchers are
overloaded with pedagogical tasks and administration, which can affect
the quality of the support and relationship, or that responsibility shifts to
less competent deputies who do not have the necessary experience and
skills to lead young researchers.
Czech legislation and internal regulations:
• ECON MU Organisation Rules (Czech version)
• MU Study and Examination Rules (Art. 28)
Proposals:
1) Introduction of the adaptation process – including the official
appointment and assignment of a supervisor/mentor/buddy,
getting acquainted with key people and their responsibilities in
relation to leading junior researchers.
2) Development of competencies for senior researchers, leaders and
other supervising persons – managerial skills, management and
leadership, communication skills, mentoring (see P36, 37).
3) Reduction of administration – revision of the existing
administrative processes, effective use of MU instruments
(IS/INET/databases, etc.) and their continuous improvement as
needed by MU/Faculties – in cooperation with the MU Rector´s
Office /ICS – Institute of Computing Science/ICTC – Information and
Communication Technologies Centre.