TEMPLATE 2 – GAP ANALYSIS - OVERVIEW
Case number: 2019CZ471956
Name Organisation under review: Masaryk University – Faculty of Medicine
Organisation’s contact details: Kamenice 753/5, 625 00 Brno, Czech Republic
Petra Voráčová, voracova@med.muni.cz, +420 778 458 052
Tomáš Kašpárek, tkasparek@med.muni.cz, +420 532233706
SUBMISSION DATE: December 13, 2019
DATE ENDORSEMENT CHARTER AND CODE:
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.
1
European Charter for Researchers and Code of Conduct for the Recruitment of Researchers: GAP analysis overview
Status: to what extent
does this organisation
meet the following
principles?
Impleme
ntation:
++ = fully
impleme
nted
+/- =
almost
but not
fully
impleme
nted
-/+ =
partially
impleme
nted
--=
insufficie
ntly
impleme
nted
In case of --, -/+, or +/-, please indicate the actual “gap”
between the principle and the current practice in your
organisation.
If relevant, list any national/regional legislation or
organisational regulation currently impeding implementation
Free text 300 words maximum
Initiatives undertaken and/or suggestions for
improvement:
Free text 200 words maximum
Ethical and Professional Aspects
1. Research freedom
Researchers should
focus their research for
the good of mankind and
for expanding the
frontiers of scientific
knowledge, while
enjoying the freedom of
thought and expression,
and the freedom to
+/+ GAPS:
1. Most employees are not acquainted in detail with the
MU Code of Ethics and with the strategic research
priorities of MU and FM MU.
SURVEY AND FOCUS GROUPS OUTPUTS:
• ½ of Rs does not perceive any restrictions, 1
/3 of Rs feel
limited by the number of available funds, lack of
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The legislation of the CR and the internal
documents of MU and FM MU fully adhere to the
principle. FM MU abides by the Higher Education
Act of the CR, Section 1 of which imposes an
obligation to focus on research for the good of
humankind and general requirements for the
direction of research are defined there. Freedom of
thought and expression is granted by Section 4 of
2
identify methods by
which problems are
solved, according to
recognised ethical
principles and practices.
Researchers should,
however, recognise the
limitations to this
freedom that could arise
as a result of particular
research circumstances
(including
supervision/guidance/m
anagement) or
operational constraints,
e.g. for budgetary or
infrastructural reasons
or, especially in the
industrial sector, for
reasons of intellectual
property protection.
Such limitations should
not, however,
contravene recognised
ethical principles and
practices, to which
researchers have to
adhere.
collaborations, data management, clinical work, and low
support in statistics.
• Most Rs are not acquainted in detail with the MU Code
of Ethics and with the strategic research priorities of MU
and FM MU.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education (Sec. 1, 4)
• MU Statutes (Sec. 2)
• MU Directive 6/2015 Code of Ethics (Art. 1)
• Long-term Strategic Plan of MU and FM MU 2021-28
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
the same Act, which defines the following academic
freedoms and academic rights: a) freedom of
science, research, and artistic creation and the
publication of their results, b) freedom of teaching
that consists mainly in its openness to diverse
scientific opinions, scientific and research methods
and art form. Contracts secure the academic
freedoms of the FM MU employees and Faculty
Hospitals.
PROPOSALS:
1. Mandatory familiarisation of all employees
with the MU Code of Ethics.
2. Familiarisation with the MU Code of Ethics will
be considered during the adaptation process
and in employee guidelines.
3. Creation and implementation of an internal
communication strategy of the MU and FM MU
Strategic Plan.
4. Creation and communication of the FM MU
R&D strategy.
2. Ethical principles
Researchers should
adhere to the recognised
ethical practices and
fundamental ethical
principles appropriate to
their discipline(s) as well
+/- GAPS:
1. Employees are not systematically acquainted with the
MU Code of Ethics and news in the area of ethical
principles, e.g. during the adaptation process and
refresher courses.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The CR legislation and Faculty internal documents
fully adhere to the principle. FM MU makes sure
that all research is carried out according to ethical
principles. MU Research Ethics Committee
evaluates individual projects on ethical issues.
3
as to ethical standards as
documented in the
different national,
sectoral or institutional
Codes of Ethics.
2. Many employees do not know who to reach out to
concerning unethical behaviour.
3. Some documents and websites are not available in EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• Most Rs feel sufficiently acquainted with the tools
ensuring that scientific work is ethical. However, many Rs
including those in leadership positions do not know
about the existence of the MU Code of Ethics.
• 60 % of Rs are not familiar with the complaint process.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 6/2013 Research Data
• MU Directive 5/2015 Research Ethics at MU
• MU Directive 6/2015 Code of Ethics
• MU Directive 1/2018 Personal data processing and
protection
• MU Measure 2/2017 Statutes of the Research Ethics
Committee of MU
• MU Instruction 8/2015 MU Ethics Board Rules of
Procedure
• Rector’s Measure 10/2015 Research Ethics Committee of
the MU
• FM MU Dean’s Measure 2/2016 Statutes of Ethics Board
of the FM MU
• Ethics Board of the MU (web)
• Ethics Board of the FM MU (web)
• The animal-welfare body (web)
• TTO authorised person of MU (web)
• Research lawyers (web)
• The director of security at MU (web)
• TTO lawyers (web)
• Project INSURE 2020-23
Complete service for researchers is provided in
resolving the ethical issues of research. FM MU has
set up Ethics Board specialised in biomedical
research and ethical standards. CZEcrin, the
national coordinator for ECRIN, the European
network supporting academic clinical studies, is
based at the faculty, assists researchers with
studies.
PROPOSALS:
1. Mandatory familiarisation of all employees
with the MU Code of Ethics.
2. Familiarisation with the MU Code of Ethics will
be considered during the adaptation process
and in employee guidelines.
3. Creation of an e-learning course concerning the
MU Code of Ethics, its biomedical sciences
application and process of filing a complaint
against breach of ethical principles. Inclusion of
this course in the adaptation. Available to all
employees.
4. Creation and regular updates of a mandatory
refresher course of ethical and professional
aspects (esp. for supervisors, PI, RGL and grant
applicants).
5. Translation of documents, training and
websites into EN.
6. Implementation of INSURE 2020-23 project
outputs.
4
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
3.Professional
responsibility
Researchers should
make every effort to
ensure that their
research is relevant to
society and does not
duplicate research
previously carried out
elsewhere.
They must avoid
plagiarism of any kind
and abide by the
principle of intellectual
property and joint data
ownership in the case of
research carried out in
collaboration with a
supervisor(s) and/or
other researchers. The
need to validate new
observations by showing
that experiments are
reproducible should not
be interpreted as
plagiarism, provided that
the data to be confirmed
are explicitly quoted.
Researchers should
ensure, if any aspect of
their work is delegated,
that the person to whom
+/- GAPS:
1. Up to 1/
5 of employees have repeated experience with
unethical practice in identifying the author of scientific
results.
2. Some documents and websites are not available in EN.
E.g. the methodology of bibliographic citations.
3. Junior researchers sometimes have difficulty identifying
predatory journals.
4. Most researchers do not use a unique author identifier
for researchers such as Researcher ID or ORCID.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 21.5 % of Rs state that they have witnessed noncompliance
with publishing ethics.
• Almost half of the Rs find information on intellectual
property sufficient.
• Junior researchers sometimes have difficulty identifying
plagiarism and predatory journals.
• Few researchers use Researcher ID or ORCID.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 121/2000 Coll. The Copyright Act
• MU Directive 6/2015 Code of Ethics (Sec. 7)
• MU Directive 10/2013 Intellectual Property
• MU Directive 5/2015 Research Ethics at MU
• MU Directive 6/2013 Research Data
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The legislation of the CR and the internal
documents of FM MU fully adhere to the principle.
The MU Code of Ethics is, for the most part,
reflected in Article 3. There is no explicit definition
of the principle of research duplication. The Centre
provides the bibliometric service for Scientometric
Support.
PROPOSALS:
1. Implementation of the onboarding process –
including training new employees in ethical and
professional aspects of research, including
training them in the area of intellectual
property and plagiarism.
2. Creation of adaptation guidelines for various
groups of employees, which will also include
the area of intellectual property and
plagiarism.
3. Creation and regular updates of a mandatory
refresher course of ethical and professional
aspects (esp. for supervisors, PI, RGL and grant
applicants).
4. Implementation of the e-learning tool to
enable systematic and periodic training, incl.
setting rules for updating, rules of access and
completion.
5. Spreading awareness about the use of
Research ID.
5
it is delegated has the
competence to carry it
out.
• MU’s Position on Predatory Publishing and Open Access
Scholarly Journals
• Technology Transfer Office – TTO (web)
• Internal instructions – E.g. the Methodology of
Bibliographic Citation
• Repozitar.cz (web)
• Best practices in MU research (web)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
6. Adding information about plagiarism to the
website of FM MU.
7. Translation of documents, training and
websites into EN.
8. Implementation of the outputs of the MU
project Improving the Prevention of Plagiarism
in Student Work.
4. Professional attitude
Researchers should be
familiar with the
strategic goals governing
their research
environment and
funding mechanisms,
and should seek all
necessary approvals
before starting their
research or accessing
the resources provided.
They should inform their
employers, funders or
supervisor when their
research project is
delayed, redefined or
completed, or give
notice if it is to be
terminated earlier or
suspended for whatever
reason.
+/- GAPS:
1. There is no systematic internal communication of
strategic priorities of FM MU.
2. The research strategy of FM MU is not in the form of a
written document.
3. The strategic documents are not in EN.
4. The R&D website is not in EN.
5. Insufficient sharing of knowledge and experience
between senior and junior researchers.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 64 % of Rs are not acquainted with the strategic
documents of MU and FM MU.
• ¼ of Rs feels that experienced researchers do not see
sharing their knowledge and experience with others as a
natural part of their job.
• 43 % of Rs do not know who junior researchers can turn
to regarding job duties.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The goals of the University and the Faculty are
regularly stated in long-term plans. In 2020, the
Strategic Plan for MU and FM MU 2021-28 is being
created, defining the priorities for the following
period. This document is communicated to all
employees. In 2020, the Project Support Strategy
was developed, and the process of implementation
started.
PROPOSALS:
1. Creation and communication of the FM MU
R&D strategy to existing and new employees.
2. Communication and implementation of Project
Support Strategy – especially during grants
preparation and realisation.
3. Addition of information about R&D and project
management to the FM MU website.
4. Translation of documents, training and
websites into EN.
6
SUPPORTING DOCUMENTS AND WEBSITES:
• CR Government Resolution No. 1005 of 17 August 2005
Research Code of Ethics
• MU Measure 4/2020 Board for Strategic Research
Projects of MU
• MU Directive 10/2014 Strategic Planning at MU
• Long-term Strategic Plan of MU and FM MU 2021-28
• MU Directive 6/2015 Code of Ethics (Sec. 6, 10)
• MU Directive 6/2016 Project Management
• MU Directive 6/2013 Research Data
• MU Directive 9/2017 Administration of Information
Technology
• MU Measure 3/2019 Implementation of Projects under
ESF Calls for Higher Education Institutions II
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
5. Support of identification of FM MU employees
with internal culture and values.
6. Linking the FM MU HR Award Action Plan
activities with the intentions stated in FM MU
Long-term Strategic Plan 2021-28.
7. Creation of an internal FM MU communication
strategy that will enable the creation of an
open and structured internal communication
platform for sharing:
• Strategic documents (such as FM MU
Long-term Plan, preferred research areas),
• Information materials (adaptation
guidelines, administrative processes
description, available support overview),
• Success stories, news and opportunities
(HR marketing).
5. Contractual and legal
obligations
Researchers at all levels
must be familiar with
the national, sectoral or
institutional regulations
governing training
and/or working
conditions. This includes
Intellectual Property
Rights regulations, and
the requirements and
conditions of any
sponsor or funders,
+/- GAPS:
1. Low awareness of the topic of intellectual property and
the TTO services.
2. Low clarity of internal processes and awareness of
employees about the setting of them.
3. Some internal documents and websites are not available
in EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• Only 19 % of Rs know who to turn to concern matters
securing smooth running of scientific work (project,
accounting, personnel).
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The CR legislation and the FM MU internal
documents adhere to the principle. FM MU legal
departments and RMU provides monitoring of
legislation, project legislation, and protection of
personal data. Internal regulations are published on
the MU Document Server and some are also
published on the specific office’s websites. The TTO
provides intellectual property rights consulting.
MU has a Commissioner for Personal Data
Protection GDPR. The author of the publication is
obliged to ensure the registration of publication
7
independently of the
nature of their contract.
Researchers should
adhere to such
regulations by delivering
the required results (e.g.
thesis, publications,
patents, reports, new
products development,
etc) as set out in the
terms and conditions of
the contract or
equivalent document.
• Most employees, including PGS supervisors, are not
aware of the existence of TTO and do not use its services.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 130/2002 Coll., on the Support of Research and
Development from Public Funds
• MU Employment Code (Art. 3/2, 4/2)
• MU Directive 6/2015 Code of Ethics (Art. 2/e, 4)
• MU Habilitation Procedure and Professor Appointment
Procedure Regulations
• FM MU Organizational Code
• MU Directive 10/2013 Intellectual Property at MU
• MU Instruction 6/2017 Evaluation and Registration of
intellectual property (CZ)
• Rector’s Measure 9/2013 Ensuring the sustainability of
Outcomes in the Field of Intellectual Property
• MU Directive 4/2013 Repository of Employees’ Work
• MU Directive 6/2008 Principles of Publishing Activities
• MU Instruction 3/2018 The Founding and Operation of
MU Spin-off Companies
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
results in IS MU - Publications section - information
is transferred to IS RDI (Information System of
Research, Development and Innovation of the CR).
PROPOSALS:
1. Setting up the adaptation process for all new
employees, incl. training in the area of setting
up internal processes and intellectual property
rights protection.
2. Training of Rs on project standards and project
management.
3. Creation of adaptation guidelines which will
also include an overview of internal processes
and topics of intellectual property rights
protection.
4. Addition of information on the protection of
intellectual property rights and TTO services to
the FM MU website.
5. Refresher training for PGS supervisors.
6. Translation of documents, training and
websites into EN.
6. Accountability
Researchers need to be
aware that they are
accountable towards
their employers, funders
or other related public
or private bodies as well
+/- GAPS:
1. The internal communication of information on financial
resources and the rules for their management and
distribution is not sufficient.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The CR legislation and the FM MU internal
documents adhere to the principle. The Directive
on Research Data regulates obligations of MU
employees and students in obtaining, storing and
using research data. Biomedical research specifics
8
as, on more ethical
grounds, towards society
as a whole. In particular,
researchers funded by
public funds are also
accountable for the
efficient use of
taxpayers’ money.
Consequently, they
should adhere to the
principles of sound,
transparent and efficient
financial management
and cooperate with any
authorised audits of
their research, whether
undertaken by their
employers/funders or by
ethics committees.
Methods of collection
and analysis, the outputs
and, where applicable,
details of the data
should be open to
internal and external
scrutiny, whenever
necessary and as
requested by the
appropriate authorities.
2. Researchers lack a higher level of support in the
preparation and writing of project applications, in
particular, in the area of funding.
3. Insufficient clarity of internal (economic and project)
processes and responsibilities of researchers.
SURVEY AND FOCUS GROUPS OUTPUTS:
• Only 19 % of Rs know who to turn to in matters securing
the smooth running of scientific work (project,
accounting, personal).
• Unclear internal (economic and project) processes and
responsibilities of researchers.
• Researchers lack a higher level of support in the
preparation and writing of project applications, in
particular, in the area of funding.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 320/2001 Coll. on Financial Control
• Act No. 134/2016 Coll. on Public Procurement
• MU Directive 6/2015 Code of Ethics (Sec. 4)
• MU Directive 6/2013 on Research Data
• Rector’s Directive 6/2016 Project Management at MU
• MU Measure 3/2019 Implementation of Projects within
the ESF call for HEIs II
• MU Measure 6/2018 Implementation of the Project
MUNI4students
• FM MU Dean’s Measure 5/2013 to Ensure the
Verifiability of Research Data
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
regulate Dean’s Measure 5/2013. Directive 6/2016
establishes rules for the submission, management,
and administration of projects. It determines the
roles of entities, activities, functions and related
competencies and responsibilities related to
projects at MU faculties and economic centres. It is
based on Act No. 130/2002 Coll. (on Research and
Development Support from the Public Funds), Act
No. 218/2000 Coll. (on Budgetary Rules), Regulation
No. 367/2015 Coll. (on Financial Settlement of
Relations with the State Budget), and Act No.
320/2001 Coll. (on Financial Control in Public
Administration).
PROPOSALS:
1. An information platform summarising the
possibilities and rules for R&D funding to raise
adequate awareness.
2. Analysis and creation of descriptions of key
internal processes at FM MU in the area of
processing and managing projects.
3. Increase of the support of the grant
department in the area of processing grants
applications, especially in financial
management – including a workshop for
employees.
4. Translation of documents, training and
websites into EN.
9
7. Good practice in
research
Researchers should at all
times adopt safe
working practices, in line
with national legislation,
including taking the
necessary precautions
for health and safety and
for recovery from
information technology
disasters, e.g. by
preparing proper backup
strategies. They
should also be familiar
with the current national
legal requirements
regarding data
protection and
confidentiality
protection
requirements, and
undertake the necessary
steps to fulfil them at all
times.
+/- GAPS:
1. Employees are not sufficiently informed about the rules
and good practices concerning information security, data
management and research data backup.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 25.6 % of Rs think that they are not sufficiently informed
about the rules of personal data protection.
• Employees (especially those in clinics) are not sufficiently
informed about the rules and good practices concerning
information security, data management and research
data backup.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 4/2005 Organisation of Fire Safety at MU
• MU Directive 10/2009 Organization of OHS at MU
• Rector’s Measure 4/2013 Director of Security at MU
• MU Directive 1/2018 Personal Data Processing and
Protection
• FM MU Organizational Code
• Dean’s Measure 5/2013 to Ensure the Verifiability of
Research Data
• Operating regulations of laboratories and workplaces
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
CURRENT STATUS:
Full compliance with the legislation in the area of
OHS. Under legal regulations, the rules of safe work
are set at MU, and employees are regularly trained.
The GDPR governs the protection of personal data
at MU. MU holds the position of the Commissioner
for Personal Data for GDPR. Health and safety
training, fire safety, first aid for employees, training
of drivers of reference vehicles, training in
laboratory work of scientists, and other training
necessary for the position of researchers are
provided.
At FM MU, the primary responsibility for OHS lies
with the Faculty bursar. There is a committee for
OHS. Periodic inspection instructions are issued.
PROPOSALS:
1. Periodic training for R1-R4 in the area of data
and IT security, incl. an EN version.
2. Revision of the process of inspecting
compliance with the OHS at theoretical
workplaces.
8. Dissemination,
exploitation of results
All researchers should
ensure, in compliance
+/- GAPS:
1. R&D at FM MU do not have its website in EN.
2. Information and websites about Open Access (OA) are
only available at the University level and only in CZ.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
10
with their contractual
arrangements, that the
results of their research
are disseminated and
exploited, e.g.
communicated,
transferred into other
research settings or, if
appropriate,
commercialised. Senior
researchers, in
particular, are expected
to take a lead in
ensuring that research is
fruitful and that results
are either exploited
commercially or made
accessible to the public
(or both) whenever the
opportunity arises.
3. Employees of FM MU are not sufficiently informed about
the rules and tools for disseminating research results,
University activities and the philosophy and policy of
Open Access.
4. There is a lack of targeting of the promotion of research
results to potential new local and foreign employees - HR
marketing.
5. Young researchers lack systematic and long-term support
for their academic writing skills.
6. Researchers lack graphic design services for teaching and
scientific presentations.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 24 % of Rs do not perceive sufficient support in the area
of public dissemination of commercial use of their
research.
• 21 % of Rs stated that they do not know which University
departments help put the research results into practice.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 4/2013 Repository of Employee Works
• MU Open Access Policy
• MU Instruction 3/2018 The Founding and Operation of
MU Spin-off Companies
• MU Instruction 6/2017 Evaluation and Registration of
intellectual property
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
MU is a signatory of the Berlin Declaration, has an
OA workgroup, and faculty coordinators network. A
directive concerning OA is in preparation.
Employee works are stored at the IS MU
Repository, which helps exercise property rights
responsibly, archive, and prevent plagiarism. This is
a confirmation of an active approach to OA.
Project HR4MUII develops a technology transfer
system and a clear policy of OA to scientific
information.
PROPOSALS:
1. Increasing the international visibility of
research results of FM MU. Targeting the
promotion of research results to potential new
local and foreign employees.
2. Setting up the adaptation process for all new
employees, incl. training in the dissemination
of research results and OA.
3. Creation of adaptation guidelines – the topic of
dissemination of results and OA.
4. Addition of information in the area of
dissemination of research results and OA to the
website of FM MU.
5. Refresher training for PGS supervisors.
6. Translation of documents, training and
websites into EN.
7. Implementation of the HR4MU II project
outputs.
8. Support for academic writing skills for R1 and
R2, mentoring.
9. Strengthening the support of graphic design
services for teaching and scientific
presentations.
11
9. Public engagement
Researchers should
ensure that their
research activities are
made known to society
at large in such a way
that they can be
understood by nonspecialists,
thereby
improving the public’s
understanding of
science. Direct
engagement with the
public will help
researchers to better
understand public
interest in priorities for
science and technology
and also the public’s
concerns.
+/- GAPS:
1. The R&D website in CZ is not structured in a way that
would popularise the research activities of FM MU.
2. R&D at FM MU do not have its website in EN.
3. Young researchers lack systematic and long-term support
for developing academic writing skills.
4. Researchers lack graphic design services for teaching and
scientific presentations.
SURVEY AND FOCUS GROUPS OUTPUTS:
• The more time employees spend on research, the more
frequent and positive is their experience with the
services of TTO.
• 24 % of Rs do not perceive sufficient support in the area
of public dissemination or commercial use of their
research work.
• 21 % of Rs state that they do not know the University
departments helping with the transfer of research results
into practice.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education (Sec. 1)
• MU Study and Examination Regulations
• MU Directive 6/2015 Code of Ethics (Sec. 11)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
FM MU has an Office for Public Relations dedicated
to the popularisation of research results of its
employees – interviews, podcasts, news on the web
and FB as well as public events (Night of Scientists,
Masaryk Children’s University (MjUNI), Science
Slam, Science Festival with the South Moravian
Region, etc.). MU runs the Mendel Museum.
The list of publications of each employee is
published on the MU website (the initial record of
publication is in the IS MU and relevant information
are as popularising form published on the MU
website). Many researchers use a profile on Google
Scholar, Research Gate or Academia.edu to make
their results visible. The scope of these activities is
not dealt with systematically at MU. At the
University level, the TTO deals with the area of
knowledge and technology transfer.
PROPOSALS:
1. Update of the R&D website, to increase the
promotion and international visibility of
research activities at FM MU.
2. Support for academic writing skills for R1 and
R2, mentoring.
3. Implementation of the HR4MU II project
outputs.
4. Strengthening the support of graphic design
services for teaching and scientific
presentations.
12
5. Translation of documents, training and
websites into EN.
10. Non discrimination
Employers and/or
funders of researchers
will not discriminate
against researchers in
any way on the basis of
gender, age, ethnic,
national or social origin,
religion or belief, sexual
orientation, language,
disability, political
opinion, social or
economic condition.
+/- GAPS:
1. Insufficient sharing of knowledge and experience
between senior and junior researchers.
2. Employees are not systematically acquainted with the
MU Code of Ethics and news in the area of ethical
principles, e.g. during the adaptation process and
refresher courses.
3. Many employees do not know who to turn to if they
encounter discriminatory or unethical behaviour.
4. Some internal documents and websites are not available
in EN.
5. There are no rules for the gender balance of selection
committees during selection procedures.
6. The members of selection committees are not trained on
the issue of discrimination.
7. The issue of discrimination is not part of the adaptation
guide for new MU employees.
8. Faculty premises do not have facilities for parents with
small children.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 9.2 % of Rs rarely encounter discrimination based on
gender (R1 and women more frequently). 6.6 % of
women encounter it often.
• 19 % of Rs sometimes experience age discrimination.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The Faculty strives to prevent discrimination against
all employees. Offers a supportive work
environment regardless of age, gender, race, or
religion, and enables to combine personal and
professional life.
The selection procedure (SP) is regulated by the
Regulations on Competitive Selection Procedures
(RCSP) which addresses, among other things, the
equal opportunities requirements, including
reflecting specifics of individual groups and people
with disabilities. There must be no discrimination,
unequal treatment or unauthorised handling of
personal data.
PROPOSALS:
1. Implementation of activities to support junior
and senior Rs knowledge sharing.
2. Setting up a system of regular evaluation of
PGS supervisors.
3. Mandatory familiarisation of all employees
with the MU Code of Ethics.
4. Considering the discrimination issue during the
adaptation and in guidelines for employees,
including the complaint process.
5. Translation of documents, training and
websites into EN.
6. Dean’s Office employee’s language
competencies development.
7. Furnishing the Faculty premises to fit the needs
of parents with small children.
13
• 47 % of Rs consider the tools to prevent discrimination at
MU to be good.
• Some foreign employees point out unequal access to
information (there are no translations of internal
documents) and insufficient language skills of some of
the staff of the Dean’s Office.
SUPPORTING DOCUMENTS AND WEBSITES:
• Labour Code No. 262/2006 Coll. (§16)
• Act No. 198/2009 Coll., the Antidiscrimination Act
• MU Regulations on Competitive Selection Procedures
• MU Employment Code (Art. 2h)
• MU Directive 6/2015 Code of Ethics
• MU Equal Opportunity Panel (Sec. 16)
• MU Directive No. 5/2014 Control Regulations
• MU Instruction 1/2016 Equal Opportunity Panel Rules of
Procedure
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
8. The IRG will include the rules for compliance
with gender balance in the composition of the
selection committee.
9. E-learning for members of the selection
committee, incl. in the topic of discrimination
in SP.
11. Evaluation/
appraisal systems
Employers and/or
funders should introduce
for all researchers,
including senior
researchers,
evaluation/appraisal
systems for assessing
their professional
performance on a
-/+ GAPS:
1. Work performance evaluation system of academic staff
was only implemented as a pilot at some workplaces.
2. Many senior employees lack regular personal feedback
from the Faculty management, information on specific
priorities for a given period, and an agreement on setting
workplace goals.
3. The employee evaluation system is not linked to other
evaluation systems, including those of evaluating
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
MU evaluates the FM MU every year, and in regular
evaluation. For regular annual academics
evaluation, MU has an online application EVAK. In
2019/20, FM MU applied EVAK in pilot mode for 4
workplaces.
Non-academic employees undergo regular
evaluation of work performance through a separate
14
regular basis and in a
transparent manner by
an independent (and, in
the case of senior
researchers, preferably
international)
committee.
Such evaluation and
appraisal procedures
should take due account
of their overall research
creativity and research
results, e.g. publications,
patents, management of
research,
teaching/lecturing,
supervision, mentoring,
national or international
collaboration,
administrative duties,
public awareness
activities and mobility,
and should be taken into
consideration in the
context of career
progression.
hospitals. Academic staff point out the necessity to
repeatedly fill in the same data into different systems.
4. Evaluation system is not linked to the long-term strategy
of FM MU and the strategy of workplaces.
5. The evaluation system is not linked to the rules of career
advancement.
6. Some workplaces have a very flat organisational
structure; the Head directly supervises up to tens of
employees and therefore is unable to provide adequate
and regular feedback and support for the employees’
career development.
7. Evaluators and administrators of the system are not
professionally trained.
8. The EVAK system does not provide some data in
sufficient detail and is not very user-friendly.
9. The system of evaluation of non-academic employees
does not emphasise the customer-friendly approach of
the staff of the Dean’s Office within the framework of
internal supplier relations.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 32 % of Rs state that they do not feel they receive
sufficient feedback concerning their work performance
from superior.
• 34 % of Rs do not feel support for their career growth.
• Many senior employees lack regular personal feedback
from the Faculty management.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education (Sec. 10)
• MU Directive 5/2017 Staff evaluation
system. Employers have the opportunity to appeal
against the results of the evaluation.
PROPOSALS:
1. Setting up a system of regular personal
evaluation for all workplaces, the aim of which
will be to support the development of the
workplace, motivation and performance of its
employees, clarification of priorities and
mutual expectations, discussion of possible
support, professional and career development.
2. Connecting the evaluation system to the longterm
strategy of FM MU and the strategy of the
particular workplace.
3. Training of evaluators and administrators.
Academic staff and researchers
4. Revision and interconnection of the different
systems (e.g. METHODOLOGY 17+,
accreditation, EVAK, performance evaluation
system for supervisors of doctoral students,
etc.) with the R1 – R4 career levels.
5. Establishing evaluation criteria for employees
in leadership positions, including support for
the career development of their subordinates.
The staff of the Dean’s Office
6. Taking account of the customer-friendly
approach.
15
• FM MU Directive 4/2020 Research Groups at FM MU
• MU Employment code (Art. 4)
• MU Measure 9/2019 International Evaluation Panel
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
Recruitment and Selection
12. Recruitment
Employers and/or
funders should ensure
that the entry and
admission standards for
researchers, particularly
at the beginning at their
careers, are clearly
specified and should also
facilitate access for
disadvantaged groups or
for researchers returning
to a research career,
including teachers (of
any level) returning to a
research career.
Employers and/or
funders of researchers
should adhere to the
principles set out in the
Code of Conduct for the
Recruitment of
Researchers when
appointing or recruiting
researchers.
+/- GAPS:
1. The current legislative support and recruitment practice
at the Faculty do not fully take into account all the
principles of OTM-R. E.g. international comparability is
not explicitly laid down; advertising is not always open
for international applicants; job advertisement does not
include career development, etc.
2. Several employees, especially R1, lack more details
regarding some information (space to fulfil scientific
goals, amount of teaching, support of professional
development) and 20% of employees do not consider the
conditions of recruitment for some positions to be
transparent.
3. Only a small number of candidates respond to some
tenders, which is caused among other things by the
insufficient local and international presentation of the
Faculty and lack of HR marketing.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 24 % of Rs perceive that the recruitment process is not
open to all applicants from abroad.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
National and university regulations correspond with
the concept of the Charter. Despite the more
generally formulated internal regulation, actual job
advertisements fulfil OTM-R methodology.
Recruitment is organised and implemented by the
Personnel Office using an internal online system.
Positions of academic staff are filled based on a
tender, published at least 30 days before the
deadline for application submissions on the public
University website. Selected positions (Associate
Professor and Professor) are also advertised on
other local and international portals, e.g. Euraxess.
All jobs are advertised in a standardised structure,
include a description of the required knowledge
and skills which is not very specialised, as well as a
description of working conditions, benefits and
rights. The international relevance of the
applicant’s profile is also a necessary condition.
PROPOSALS:
1. The establishment of an Internal Faculty OTMR
guideline considering the EC OTM-R and MU
OTM-R policy and to career paths and
16
• According to 1
/3 of Rs, the procedure for recruiting
employees is not comparable with other countries and
does not attract suitable applicants.
• 58 % of Rs perceive the requirements placed on
applicants as appropriate.
• 21 % of Rs stated that they do not think that their
workplace approaches the recruitment and selection of
new employees transparently.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education (Sec. 17, 77)
• MU Regulations on Competitive Selection Procedures
(Art. 3)
• Methodical Sheet 1/2019 Admission Procedure for MU
Doctoral Study Programmes
• MU Measure 8/2019 Personnel Policy Support
Programme for the period of 2020-2024
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
University Hospital professional requirements.
Publication on the Faculty web in CZ and EN
and newsletter distribution for all employees.
2. Creation of an HR marketing strategy to
support the recruitment of excellent research
and FM MU academic staff.
13. Recruitment (Code)
Employers and/or
funders should establish
recruitment procedures
which are open,
efficient, transparent,
supportive and
internationally
comparable, as well as
tailored to the type of
positions advertised.
Advertisements should
give a broad description
of knowledge and
-/+ GAPS:
1. The Regulations on Competitive Selection Procedures do
not correspond with all OTM-R requirements.
2. The Faculty does not have an internal guideline for the
implementation of selection procedures following the
requirements of OTM-R.
3. Job offers do not contain references to all information
listed in the relevant section of the manual.
4. Only a small number of candidates respond to some
tenders, which is caused by the insufficient local and
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The recruitment of Faculty staff regulates RCSP,
available in CZ and EN.
PROPOSALS:
1. The establishment of an Internal Faculty OTMR
guideline considering the EC OTM-R and MU
OTM-R policy and to career paths and
University Hospital professional requirements.
Publication on the Faculty web in CZ and EN
and newsletter distribution for all employees.
17
competencies required,
and should not be so
specialised as to
discourage suitable
applicants. Employers
should include a
description of the
working conditions and
entitlements, including
career development
prospects. Moreover,
the time allowed
between the
advertisement of the
vacancy or the call for
applications and the
deadline for reply should
be realistic.
international presentation of the Faculty and lack of HR
marketing, which would support the application of
candidates from an under-represented group.
5. EURAXESS is used for advertising positions only in
exceptional cases by some departments of the Faculty.
6. Social networks (LinkedIn) are not used for advertising
vacancies.
7. There is no system of quality control and automated
evaluation of the efficiency of the recruitment process
(e-application JOBS.MU).
8. Some internal directives and public documents are
available only in CZ.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education
• MU Regulations on Competitive Selection Procedures
• Methodical Sheet 1/2019 Admission Procedure for MU
Doctoral Study Programmes
• MU Measure 8/2019 Personnel Policy Support
Programme for the period of 2020-2024
• The Centre for International Cooperation
• International Studies Office FM MU
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
2. IRG will contain rules for the international
advertising of vacancies in Euraxess, obligatory
vacancy advertisement templates.
3. IRG will be linked with references to the
relevant regulations mentioned in job offers
(e.g. RCSP, GDPR, Career Regulations, Internal
Wage Regulations, etc.).
4. Creation of HR marketing strategy to support
under-represented groups candidates
application.
5. Defining proposals for modification of the
JOBS.MU e-application to speed up and
streamline the recruitment process and its
automated evaluation (implementation in
cooperation with the RMU).
6. Creation and evaluation of a pilot project for
the utilisation of social networks (LinkedIn) for
recruitment.
7. (E)Course for the people responsible for
conducting the SP (as specified in the IRG) incl.
the members of selection committees.
8. Translation of documents, training and
websites into EN.
9. Setting up a quality control and effectiveness
evaluation system for the recruitment process.
14. Selection (Code)
Selection committees
should bring together
diverse expertise and
+/- GAPS:
1. The Regulations on Competitive Selection Procedures
(RCSP) do not correspond with all OTM-R requirements
and is not available in the form of a Faculty guideline.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
According to the RCSP, the Head of Personnel
Office is responsible for the selection of employees.
18
competences and should
have an adequate
gender balance and,
where appropriate and
feasible, include
members from different
sectors (public and
private) and disciplines,
including from other
countries and with
relevant experience to
assess the candidate.
Whenever possible, a
wide range of selection
practices should be
used, such as external
expert assessment and
face-to-face interviews.
Members of selection
panels should be
adequately trained.
• There are no defined requirements for
expertise, competencies or gender balance for
the members of selection committees.
• There is no description of the process of
assessing professional competencies,
experience and personal qualities in a way that
would lead to the selection of the most suitable
candidate.
2. There is no specific training programme, and none of the
persons responsible for the SP, incl. commission
members are trained.
3. There is no system of quality control and automated
evaluation of the effectiveness of the SP.
4. Some internal directives and public documents are only
available in CZ.
5. Many employees of the Dean’s Office who participate in
the recruitment process do not communicate in EN
fluently.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 23 % of Rs have been a part of a selection committee
during the last 5 years. 33% of men, 14% of women, and
55% of the R3.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education
• MU Regulations on Competitive Selection Procedures
• Methodical Sheet 1/2019 Admission Procedure for MU
Doctoral Study Programmes
• MU Measure 8/2019 Personnel Policy Support
Programme for the period of 2020-2024
The participants in the process are acquainted with
the University regulations. A wide range of SP´s
includes external expert opinions and oral
interviews. The criteria take into account
professional qualities, experience, mobility, and the
results of the candidates’ creative work.
Discrimination is prohibited.
PROPOSALS:
1. Internal Faculty OTM-R guideline considering
the EC OTM-R and MU OTM-R policy and to
career paths and University Hospital
professional requirements. Publication on the
Faculty web in CZ and EN and newsletter
distribution for all employees.
2. IRG will contain:
• Mandatory composition, expertise,
and competencies of selection
committees in terms of different
specialisations and gender balance.
• The process of assessing professional
competencies, experience and
personal qualities in a way that will
lead to the selection of the most
suitable candidate.
3. (E)Course for the people responsible for
conducting the SP (as specified in the IRG) incl.
the members of selection committees.
4. The quality control system of the SP.
5. Translation of documents, training and
websites into EN.
6. Dean’s Office employees language
competencies development.
19
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
15. Transparency (Code)
Candidates should be
informed, prior to the
selection, about the
recruitment process and
the selection criteria, the
number of available
positions and the career
development prospects.
They should also be
informed after the
selection process about
the strengths and
weaknesses of their
applications.
+/- GAPS:
1. The Regulations on Competitive Selection Procedures
(RCSP) do not correspond with all OTM-R requirements
and is not available in the form of a Faculty guideline.
• Applicants are not informed about career
development possibilities before the SP begins.
• After the conclusion of the SP, candidates are not
systematically informed of the strengths and
weaknesses of their candidacy.
• There are no defined procedures for resolving and
monitoring complaints about the results of the SP.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 85 % of Rs who have participated in an SP in the last five
years feel that they have received sufficient information
during the selection procedure (100% of R3 and R4).
• Some employees lacked information about financial
compensation and long-term expectations during the SP
and feedback after its conclusion.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Regulations on Competitive Selection Procedures
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
According to the RCSP, the Head of the Personnel
Office is responsible for the selection of employees.
Before the SP starts, the applicants are informed
about the selection procedure and the selection
criteria, and the number of vacancies.
A non-public record of the course of each SP is
prepared; it is used for random quality control or
for inspecting compliance with internal regulations.
PROPOSALS:
1. Internal Faculty OTM-R guideline considering
the EC OTM-R and MU OTM-R policy and to
career paths and professional requirements of
the University Hospital. Publication on the
Faculty web in CZ and EN version and
newsletter distribution to all employees.
2. IRG will contain:
• Establishing mandatory information
for applicants on career development
possibilities and about the strengths
and weaknesses of their candidacy
after the conclusion of the selection
procedure.
• Description of the possibilities and
procedures for filing a complaint
about the course and results of the SP.
20
16. Judging merit (Code)
The selection process
should take into
consideration the whole
range of experience of
the candidates. While
focusing on their overall
potential as researchers,
their creativity and level
of independence should
also be considered.
This means that merit
should be judged
qualitatively as well as
quantitatively, focusing
on outstanding results
within a diversified
career path and not only
on the number of
publications.
Consequently, the
importance of
bibliometric indices
should be properly
balanced within a wider
range of evaluation
criteria, such as
teaching, supervision,
teamwork, knowledge
transfer, management of
research and innovation
and public awareness
activities. For candidates
from an industrial
background, particular
+/- GAPS:
1. The Regulations on Competitive Selection Procedures
(RCSP) do not correspond with all OTM-R requirements
and is not available in the form of a Faculty guideline.
• There is no description of the process of assessing
expertise competencies, experience, mobility and
personal qualities in a way that would lead to the
selection of the most suitable candidate.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 35 % of Rs feel that the selection criteria do not take into
account the level of experience outside academia and
foreign mobility.
• Only 30 % of Rs think that there is an emphasis on the
popularisation of science during selection.
• According to Rs, the most widely applied selection
criteria are research potential, involvement in research
projects, quality of scientific publications and research
results, the ability to work in a team, and the level of
academic experience.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Regulations on Competitive Selection Procedures
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
A wide range of selection processes is used during
the SP. Criteria are set for the assessment of
candidates, taking into account professional
qualities, experience, knowledge, mobility, and
results of creative work.
PROPOSALS:
1. Creation and implementation of a Faculty roles
and positions system, including professional
and personal competencies and rules for
career advancement following the European
Framework for Research Careers which defines
the necessary and recommended
competencies for each of the four career levels
(R1 - R4).
2. Internal Faculty OTM-R guideline considering
the EC OTM-R and MU OTM-R policy and to
career paths and professional requirements of
the University Hospital. Publication on the
Faculty web in CZ and EN and newsletter
distribution for all employees.
3. IRG will contain a description of the process of
assessing professional competencies,
experience and personal qualities in a way that
takes into account the candidates’ overall
experience, balanced proportions of evaluation
criteria (for example the international
comparability of the applicant’s research
profile, the degree of experience outside
academia, the contribution to the
popularisation of science, mobility) that will
lead to the selection of the most suitable
candidate.
21
attention should be paid
to any contributions to
patents, development or
inventions.
17. Variations in the
chronological order of
CVs (Code)
Career breaks or
variations in the
chronological order of
CVs should not be
penalised but regarded
as an evolution of a
career, and
consequently, as a
potentially valuable
contribution to the
professional
development of
researchers towards a
multidimensional career
track. Candidates should
therefore be allowed to
submit evidence-based
CVs, reflecting a
representative array of
achievements and
qualifications
appropriate to the post
for which application is
being made.
+/- GAPS:
1. The Regulations on Competitive Selection Procedures
(RCSP) do not correspond with all OTM-R requirements
and is not available in the form of a Faculty guideline.
• The assessment of career breaks in the CV is not
specified.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 35 % of Rs think that the selection criteria do not take
into account the level of experience outside academia.
• 30 % of Rs stated that professional mobility is not taken
into account among selection criteria.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Regulations on Competitive Selection Procedures
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The career break of academic staff or researcher is
approached in SP on an individual basis. The
competency profile of the candidate is evaluated as
a whole and in mutual connections.
PROPOSALS:
1. Internal Faculty OTM-R guideline considering
the EC OTM-R and MU OTM-R policy and to
career paths and professional requirements of
the University Hospital. Publication on the
Faculty web in CZ and EN version and newsletter
distribution to all employees.
2. IRG will contain a specification for the
assessment of career breaks in the CV.
18. Recognition of
mobility experience
(Code)
+/- GAPS: INITIATIVES UNDERTAKEN:
CURRENT STATUS:
22
Any mobility experience,
e.g. a stay in another
country/region or in
another research setting
(public or private) or a
change from one
discipline or sector to
another, whether as part
of the initial research
training or at a later
stage of the research
career, or virtual
mobility experience,
should be considered as
a valuable contribution
to the professional
development of a
researcher.
1. The Regulations on Competitive Selection Procedures
(RCSP) do not correspond with all OTM-R requirements
and is not available in the form of a Faculty guideline.
• The assessment of foreign internships or virtual
mobility experience is not specified; there is no
explicit bonus.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 34 % of Rs think that foreign mobility is not taken into
account among the selection criteria
• 30 % of Rs state that professional mobility is not taken
into account among selection criteria
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Regulations on Competitive Selection Procedures
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
The mobility of academic staff or a researcher is
evaluated on an individual basis during the SP,
usually positively. The competency profile of the
candidate is evaluated as a whole and in mutual
connection.
PROPOSALS:
1. Internal Faculty OTM-R guideline considering
the EC OTM-R and MU OTM-R policy and to
career paths and professional requirements of
the University Hospital. Publication on the
Faculty web in CZ and EN version and newsletter
distribution to all employees.
2. IRG will contain a specification for the
assessment of foreign internships or virtual
mobility experience.
19. Recognition of
qualifications (Code)
Employers and/or
funders should provide
for appropriate
assessment and
evaluation of the
academic and
professional
qualifications, including
non-formal
qualifications, of all
researchers, in particular
within the context of
++ GAPS:
N/A
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No 111/1998 Coll. on Higher Education (Sec. 89-90b)
• Act No. 95/2004 Coll. Qualification regulations for the
exercise of the professions of medical health
professionals
• Act No. 96/2004 Coll. Qualification regulations for the
exercise of the professions of non-medical health
professionals
• Act No. 18/2004 Coll. on the Recognition of Professional
Qualifications
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
At the FM MU, the activity of recognising
qualifications is well ensured by the International
Studies Office and the Office for Studies (for persons
applying for recognition of university and secondary
education qualifications) and methodological
guidance is provided by the RMU. Both offices have
more than a decade of experience in recognising of
qualifications. The Office for Specialized Education
of FM MU can provide professional support with the
recognition of professional qualifications obtained
abroad in the medical professions.
23
international and
professional mobility.
They should inform
themselves and gain a
full understanding of
rules, procedures and
standards governing the
recognition of such
qualifications and,
consequently, explore
existing national law,
conventions and specific
rules on the recognition
of these qualifications
through all available
channels.
• Act No. 500/2004 Coll. The Administrative Procedure
Code
• MU Directive 8/2011 Rules for Recognition of Results of
Study Periods and Work Placements of MU Students
Abroad
• The international agreements regulating the recognition
of the equivalence of educational documents by which
the Czech Republic is bound.
• The international agreements regulating the verification
of public documents by which the Czech Republic is
bound (bilateral agreements on level aid and the
multilateral Hague Convention).
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
PROPOSALS:
N/A
20. Seniority (Code)
The levels of
qualifications required
should be in line with
the needs of the position
and not be set as a
barrier to entry.
Recognition and
evaluation of
qualifications should
focus on judging the
achievements of the
person rather than
his/her circumstances or
the reputation of the
institution where the
qualifications were
gained. As professional
+/- GAPS:
1. The Regulations on Competitive Selection Procedures
(RCSP) do not correspond with all OTM-R requirements
and is not available in the form of a Faculty guideline.
• The seniority principle is not explicitly specified by
any regulations.
SURVEY AND FOCUS GROUPS OUTPUTS:
• See the survey results regarding principles 16 – 19
SUPPORTING DOCUMENTS AND WEBSITES:
• Labour Code No. 262/2006 Coll. (§16)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The level of required qualifications during the SP
corresponds to the requirements of the position.
Recognition and evaluation of qualifications are
aimed at assessing the results achieved by the
person. The competency profile of the candidate is
evaluated as a whole and in mutual connection.
PROPOSALS:
1. Internal Faculty OTM-R guideline considering
the EC OTM-R and MU OTM-R policy and to
career paths and professional requirements of
the University Hospital. Publication on the
Faculty web in CZ and EN version and newsletter
distribution to all employees.
2. IRG will contain a specification of seniority
assessment as an explanatory guideline for the
24
qualifications may be
gained at an early stage
of a long career, the
pattern of lifelong
professional
development should also
be recognised.
rules corresponding with the point “merit
assessment”.
21. Postdoctoral
appointments (Code)
Clear rules and explicit
guidelines for the
recruitment and
appointment of
postdoctoral
researchers, including
the maximum duration
and the objectives of
such appointments,
should be established by
the institutions
appointing postdoctoral
researchers. Such
guidelines should take
into account time spent
in prior postdoctoral
appointments at other
institutions and take into
consideration that the
postdoctoral status
should be transitional,
with the primary
purpose of providing
additional professional
development
opportunities for a
-- GAPS:
1. The appointment of postdocs or the rules for their career
development are not systematically addressed.
SURVEY AND FOCUS GROUPS OUTPUTS:
• There is no definition of individual positions of
workers in R&D.
SUPPORTING DOCUMENTS AND WEBSITES:
So far, there is no MU regulation addressing this
systematically.
• MU Directive 3/2018 Catalogue of posts
• FM MU Directive 4/2020 Research Groups at FM MU
• Postdoc MU info (web)
• Handled by the rules regulating specific calls for postdoc
recruitment, by the Methodology of the Research and
Development Office, for example, the OP RDE “Mobility”
- POSTDOC III includes a transparent and demanding
selection system
• Rules for the selection of postdocs with common
standards:
• A key responsibility of the mentor (PI)
• An independent and unifying view of the quality of
applicants using MU SAB
• Supervision of transparency of the process
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
There are two post-doctoral positions at FM MU,
“Research Assistant” and “Researcher II”. RCSP
regulate the SP; the MU Internal Wage Regulations
regulate remuneration.
The Postdoc position is used independently only in
faculty grant projects. Conditions of the individual
projects regulate their recruitment and
remuneration. The Postdoc@MUNI project aims
are to create jobs for PSG graduates in MU research
teams. There are Postdocs in the GACR Junior
projects, in the calls of OP RDE, priority axis 1.
In 2020, the Institute of Research Group was at FM
MU established as part of HR Award activities,
including working conditions and funding resources.
It allows R2-postdoc researchers to set up a
separate junior research group.
PROPOSALS:
1. Creation and implementation of a Faculty roles
and positions system, including professional
and personal competencies and rules for
career advancement following the European
Framework for Research Careers which defines
the necessary and recommended
25
research career in the
context of long-term
career prospects.
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
competencies for each of the four career levels
(R1 - R4).
2. Setting up a system of career paths and career
development of employees.
3. Strengthening separate programmes for
support of junior positions (ways of funding
and developing tools for career development).
Working Conditions and Social Security
22. Recognition of the
profession
All researchers engaged
in a research career
should be recognised as
professionals and be
treated accordingly. This
should commence at the
beginning of their
careers, namely at
postgraduate level, and
should include all levels,
regardless of their
classification at a
national level (e.g.
employee, postgraduate
student, doctoral
candidate, postdoctoral
fellow, civil servants).
+/- GAPS:
1. 1
/3 of junior researchers do not feel recognised as full
members of the professional group, despite full
legislative compliance
SURVEY AND FOCUS GROUPS OUTPUTS:
• 32 % of Rs do not feel like a full member, especially R1
and R2. Men feel more respected than women.
• Insufficiently defined position of young research teams
(young PIs) and related duties, entitlements, benefits,
etc., including work (laboratory) space and the possible
number of students per young PI; an unequal status of
young researchers and different starting conditions.
• Some PGS at theoretical workplaces report being
overloaded with teaching and organisational tasks at the
workplace which is not related to their doctoral research
and study, even though FM MU does not employ them.
Many of R3s consider this practice to be appropriate.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 6/2015 Code of Ethics (Sec. 5, 9)
• MU Directive 3/2018 Catalogue of posts
• MU Internal wage regulations
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The internal directives of MU define the positions
of researchers at FM MU. Respect and collegiality
towards all employees follow from the basic Code
of ethics of MU. Any violations of these principles
are resolved by the Ethics Board of MU, the Equal
Opportunity Panel, or as standard complaints
resolved by the Deans of the Faculties under the
supervision of the Office of the Rector’
Inspectorate.
PROPOSALS:
1. Creation and implementation of a Faculty roles
and positions system, including defining
professional and personal competencies and
rules for career advancement following the
European Framework for Research Careers,
which defines the necessary and
recommended competencies for each of the
four career levels (R1 to R4), incl. clearly
defined positions of junior researchers and its
related rights and obligations.
2. Mandatory familiarisation of all employees
with the MU Code of Ethics.
26
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
3. Support of identification of FM MU employees
with internal culture and values.
23. Research
environment
Employers and/or
funders of researchers
should ensure that the
most stimulating
research or research
training environment is
created which offers
appropriate equipment,
facilities and
opportunities, including
for remote collaboration
over research networks,
and that the national or
sectoral regulations
concerning health and
safety in research are
observed. Funders
should ensure that
adequate resources are
provided in support of
the agreed work
programme.
+/- GAPS:
1. Many employees point out the need of greater
interdisciplinary cooperation support, the sharing of
infrastructure, laboratories, and basic research
equipment (pipette tips...), breeding facilities
reconstruction, and the need for more information and
administrative support.
2. Some theoretical research institutes lack sufficient
quality protective equipment.
3. Many employees lack modern IT equipment supporting
remote collaboration as well as advanced data
management capabilities.
4. Due to frequent laboratory work outside of standard
business hours, some employees would appreciate
increased security on the Campus.
5. There is no shared space for PhD students group
activities and non-formal meeting point.
6. Many internal documents are not translated into EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 68 % of Rs find the space and support for the
implementation of academic and research goals as
sufficient (76 % women).
• 38 % of R1s and R2s do not find time, finances, and
support provided by the workplace sufficient.
• Freedom of research is significantly limited by the
availability of technology and equipment for 20 % Rs.
• 37 % of Rs do not feel virtual mobility support.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
MU has made enormous investments in the FM MU
equipment, premises, computer networks and IT
equipment. It has also created an appropriate
institutional framework for the implementation of
the investments. OHS is managed systematically. In
2020 was opened SIMU, a unique teaching
workplace.
PROPOSALS:
1. Research infrastructure – audit of
instrumentation, laboratories and breeding
facilities, the establishment of rules for sharing,
creation of renewal and development strategy.
2. Audit and revision of administrative processes
and their unification and digitalization,
strengthening of administrative support of
workplaces (preparation and implementation
of projects, support in areas of statistics and
publication).
3. Information support – revision of the R&D
website, including EN version.
4. Revision of the process of checking compliance
with the rules of occupational safety at
theoretical institutes.
5. Support of virtual mobility and technical
equipment of employees (for opponencies,
working in committees, cooperation on
projects, etc.), advanced data management
options.
27
• Due to frequent laboratory work outside of standard
business hours, some employees would appreciate
increased University Campus security.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education (Sec. 19)
• Labour Code No. 262/2006 Coll. (Sec. 10)
• Act No. 130/2002 Coll. on the Support of Research and
Development from Public Funds
• MU Directive 8/2017 MU Grant Agency
• MU Directive 9/2017 Administration of IT
• Rector’s Directive 10/2009 Organization of OHS at MU
• Rector’s Directive 4/2005 Organization of Fire Safety at
MU
• MU Instruction 1/2017 Provision of Personal Protective
Equipment
• FM MU Organizational Code
• Long-term Strategic Plan of MU 2021-28
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
6. Audit of needs concerning increasing the
personal safety of employees, a proposal, and
implementation of measures.
7. Shared space for group work of PhD students,
and an informal meeting point.
8. Translation of documents, training and
websites into EN.
24. Working conditions
Employers and/or
funders should ensure
that the working
conditions for
researchers, including
for disabled researchers,
provide where
appropriate the
flexibility deemed
essential for successful
research performance in
+/- GAPS:
1. Many members of the academic staff are not familiar
with basic information regarding working conditions (e.g.
they do not know the working hour's rules).
2. Information on working conditions is not available on the
FM MU website in EN.
3. Difficulties in taking sabbatical leave (the need to ensure
regular teaching of students).
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
FM MU uses for adjusting working hours all flexible
tools (part-time work, flexible working hours, home
office, adjusting working conditions after returning
from parental leave). Sabbatical leave is provided
for 6 months more than what is required by law.
MU has established internal institutions focused on
supporting people with disabilities. In August 2020,
MU entered into a partnership with a pre-school
care provider that provides its services at a
28
accordance with existing
national legislation and
with national or sectoral
collective-bargaining
agreements. They should
aim to provide working
conditions which allow
both women and men
researchers to combine
family and work,
children and career.
Particular attention
should be paid, inter
alia, to flexible working
hours, part-time
working, tele-working
and sabbatical leave, as
well as to the necessary
financial and
administrative provisions
governing such
arrangements.
4. FM MU does not have an adaptation guideline
summarizing relevant information for academic staff,
including EN version.
5. Faculty premises do not have facilities for parents with
small children.
SURVEY AND FOCUS GROUPS OUTPUTS:
• The possibility of combining personal and professional
life is perceived positively by 78 % of Rs (83 % of
women).
• The theoretical workplaces at the Campus of FM MU
have repeatedly called for the establishment of a
Children’s Group to “untie the hands” of parents who
take part in teaching or who work in laboratories; this
goal was achieved during 2020. However, the Campus
still lacks facilities for parents with small children.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education (Sec. 70a)
• MU Collective Agreement
• MU Employment code
• MU Directive 11/2013 Working hours at MU
• MU Directive 4/2017 Sabbatical leave
• MU Directive 8/2014 Ensuring MU accessibility for
disabled persons
• Dean’s Directive 1/2018 Rights and Responsibilities of
employees and work organization at FM MU
• Teiresias Centre
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
subsidized price. Information on working conditions
is available to employees after logging on to the FM
MU website.
PROPOSALS:
1. Revision and creation of information materials
for employees (e.g. working conditions,
adaptation manuals, descriptions of
administrative processes).
2. Creation of adaptation guidelines for various
groups of employees.
3. Sabbatical leave – a creation of rules for
workplace support in the use of the leave.
4. Furnishing the Faculty premises to fit the needs
of parents with small children.
5. Translation of documents, training and
websites into EN.
29
25. Stability and
permanence of
employment
Employers and/or
funders should ensure
that the performance of
researchers is not
undermined by
instability of
employment contracts,
and should therefore
commit themselves as
far as possible to
improving the stability of
employment conditions
for researchers, thus
implementing and
abiding by the principles
and terms laid down in
the EU Directive on
Fixed-Term Work.
(směrnice Rady
1999/70/ES.)
+/- GAPS:
1. Uncertainty of researchers in the transition periods
between grants.
2. There is no translation of some internal documents into
EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 19 % of Rs state that their performance as a researcher is
affected negatively by a fixed-term contract (24 % of R2s,
women more than men).
• The more active researchers are in submitting grant
applications, the longer they remain in an uncertain
position of fixed-term employment.
As a result, they are discriminated against, for example,
by banks when applying for a mortgage. We have not
noticed any other kinds of discrimination.
SUPPORTING DOCUMENTS AND WEBSITES:
• Labour Code No. 262/2006 Coll. (§39/2)
• MU Collective Agreement (Sec. 6/3)
• FM MU Directive 4/2020 Research Groups at FM MU
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The Labour Code of CR prohibits more than two
extensions of employment except for work of a
special nature, such as a project specialist. These
jobs are regulated by a collective agreement with a
trade union. Employees in a fixed-term
employment relationship are informed at least two
months before its termination about the possibility
of extending it or changing it to a permanent
contract. These employees have the same access to
benefits, training and development as others.
PROPOSALS:
1. Creation and implementation of a system of
positions and jobs at FM MU, including defining
professional and personal competencies and
rules for career advancement following the
European Framework for Research Careers,
which defines the necessary and
recommended competencies for each of the
four career levels (R1 to R4, incl. clearly defined
positions of junior researchers and its related
rights and obligations.
2. Setting up a system of career paths and career
development of employees.
3. Internal Grant Agency (InGA) FM MU –
adjustment of conditions for financial support
of researchers to bridge the period between
grants.
4. Translation of documents, training and
websites into EN.
26. Funding and salaries +/- GAPS: INITIATIVES UNDERTAKEN:
CURRENT STATUS:
30
Employers and/or
funders of researchers
should ensure that
researchers enjoy fair
and attractive conditions
of funding and/or
salaries with adequate
and equitable social
security provisions
(including sickness and
parental benefits,
pension rights and
unemployment benefits)
in accordance with
existing national
legislation and with
national or sectoral
collective bargaining
agreements. This must
include researchers at all
career stages including
early-stage researchers,
commensurate with
their legal status,
performance and level of
qualifications and/or
responsibilities.
1. Insufficient awareness of employees (incl.
senior/manager positions) about the rules and
possibilities of financing workplaces, research groups and
individuals. There is a lot of misinformation, which often
results in the demotivation of the employees.
2. There are no transparent rules for determining a
personal premium or bonuses.
3. Insufficient support for junior positions for doing their
own research.
4. Non-transparency of remuneration of teaching in Czech
programmes, especially for junior academic staff (R1,
R2).
5. Translation of some internal documents into EN is not
available.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 45 % of Rs do not see their remuneration as adequate.
The most dissatisfied groups are R1 and R2. Women are
happier with their salary than men.
• The R3 group evaluates the expectations vs real salary in
the most positive way.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Internal wage regulations
• MU Collective Agreement
• MU Directive 3/2018 Catalogue of posts
• FM MU Directive 4/2020 Research Groups at FM MU
• FM MU Directive 5/2020 Internal FM MU Grant Agency
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
The salary at FM MU consists of a wage rate,
performance premium, function premium and
bonuses. Health and social insurance are provided.
The PGS of FM MU do not pay for studies and
receive a scholarship.
PROPOSALS:
1. Elaboration of budgetary rules of individual
workplaces and research groups so that it is
possible to manage resources for personnel
costs and support of research groups – rules of
dividing the costs into personnel and operating
costs, an analysis of costs for individual
workplaces and, subsequently, taking into
account of the balance of the workplaces –
budget, resources from workplace activities
(teaching, research, projects, etc.) and its costs,
incl. the use of its infrastructure.
2. Setting the methodology for the determination
of a teaching load.
3. Setting up a transparent system for allocating
performance premiums and bonuses by
priorities of FM MU (regular performance
evaluation).
4. Strengthening of programmes supporting
junior positions - methods of funding postdoc
positions and development of tools for career
advancement.
5. Creation of an information platform where
there will be the possibilities and rules for
remuneration and funding, incl. EN version.
6. Translation of documents, training and
websites into EN.
31
27. Gender balance
Employers and/or
funders should aim for a
representative gender
balance at all levels of
staff, including at
supervisory and
managerial level. This
should be achieved on
the basis of an equal
opportunity policy at
recruitment and at the
subsequent career
stages without,
however, taking
precedence over quality
and competence criteria.
To ensure equal
treatment, selection and
evaluation committees
should have an adequate
gender balance.
+/- GAPS:
1. Ensuring a representative gender balance, e.g. in the
composition of selection committees or decision-making
bodies, is not covered by any regulation.
2. There is no specific policy to support gender balance and
raise the employees’ awareness in this area.
3. The percentage of women who do not advance in their
careers significantly exceeds the percentage of men.
4. The percentage of women in the decision-making bodies
of the Faculty does not correspond to the percentage of
women among all employees.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 86 % of Rs think that women and men have equal
working conditions. Junior researchers and women tend
to be a little more sceptical.
• 85 % of Rs think that women and men have equal
opportunities. Women tend to be a little more sceptical
than men.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 6/2015 Code of Ethics (Art. 2)
• MU Equal Opportunity Panel
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The principle of non-discrimination and equality at
MU is part of strategic documents and is anchored
in the Code of Ethics. MU Equal Opportunity Panel
supervises compliance with the principles. Both
genders are represented equally among employees;
however, during the career advancement, there is a
significant decrease in the number of women.
PROPOSALS:
1. Analysis of the causes of loss of women during
career advancement and formulation of
targeted support policy. incl. preparations for
the formulation of the Gender Equality Plan.
2. Furnishing the Faculty premises to fit the needs
of parents with small children.
3. Raising awareness of the issue of equal
representation among employees.
4. The establishment of an Internal Faculty OTMR
guideline (IRG) for selection procedures
following the EC OTM-R requirements:
• Defining the mandatory composition,
expertise and competencies of selection
committees in terms of different fields and
gender balance.
• (E)Course for the people responsible for
conducting the SP (as specified in the IRG)
incl. members of selection committees.
• Description of the process of assessing
professional competencies, experience
and personal qualities in a way that will
lead to the selection of the most suitable
candidate.
28. Career development -/+ GAPS: INITIATIVES UNDERTAKEN:
32
Employers and/or
funders of researchers
should draw up,
preferably within the
framework of their
human resources
management, a specific
career development
strategy for researchers
at all stages of their
career, regardless of
their contractual
situation, including for
researchers on fixedterm
contracts. It should
include the availability of
mentors involved in
providing support and
guidance for the
personal and
professional
development of
researchers, thus
motivating them and
contributing to reducing
any insecurity in their
professional future. All
researchers should be
made familiar with such
provisions and
arrangements.
1. MU does not have a Career Code.
2. FM MU does not have an institute for career counselling.
3. Information on the habilitation and professorship
appointment procedures is not available in EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 28 % of Rs do not feel supported in continuing their
training and development (at least 41 % of R4 and 32 %
of R2).
• 34 % of Rs state that they do not receive support for
career growth in their workplace (the lowest percentage
R2). R3 feels the most supported – 92 %.
• Many employees of clinics point out that their work as a
lecturer is underestimated, as well as career
development. They, in addition to the full-time clinical
practice, also teach students but do not participate
significantly in research.
• Most employees would appreciate the support from a
career counsellor or mentor.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 7/2017 Habilitation procedures and
professor appointment procedures
• MU Directive 5/2017 Staff evaluation (Sec. 2/7)
• Office for Qualifying Development for PGS (web)
• Office for Qualifying Development for the habilitation
procedure and the professor appointment procedure
(web)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
CURRENT STATUS:
FM MU does not have a specific strategy for the
development of employees’ careers and applies the
traditional model – Assistant, Assistant Professor,
Associate Professor, Professor. MU has a Career
Centre; however, its services mainly aims at
graduates of undergraduate students.
PROPOSALS:
1. The setting up a system of career paths and
career development of employees concerning
career levels R1 to R4 to better meet the needs
of employees and meet the long-term strategic
goals of the Faculty. Setting up a career
counselling system in cooperation with the
RMU.
2. The setting of distribution of professional
activities according to the classification of
academic staff into individual career paths
(lecturer, research, and academic parts of
academic positions). The aim is to design
organizational rules for individual workplaces
so that the capacity for research, teaching and
clinical practice is realistic.
3. Talent management – a creation of a talent
pool for employees in the R1 and R2 positions,
designing transparent selection criteria,
working conditions, career development and
education.
4. Building a mentoring platform at FM MU and
connecting to the international mentoring
network.
5. Translation of documents, training and
websites into EN.
33
29. Value of mobility
Employers and/or
funders must recognise
the value of
geographical,
intersectoral, inter- and
trans-disciplinary and
virtual mobility as well
as mobility between the
public and private sector
as an important means
of enhancing scientific
knowledge and
professional
development at any
stage of a researcher’s
career. Consequently,
they should build such
options into the specific
career development
strategy and fully value
and acknowledge any
mobility experience
within their career
progression/appraisal
system.
This also requires that
the necessary
administrative
instruments be put in
place to allow the
portability of both grants
and social security
provisions, in
accordance with
national legislation.
-/+ GAPS:
1. There is a lack of a systemic concept of rules, evaluation
and support of mobility in connection with selecting
procedures, ensuring the teaching of students and the
implementation of research.
2. At clinical workplaces, where there is a strong
connection with healthcare and work with patients, the
recruitment of foreign employees is limited by the
requirement for knowledge of the Czech language.
3. Administrative barriers - inflexible and very lengthy
communication with authorities:
• when obtaining visas to join the EU
• when issuing a permit A1 (social care)
• Practice Czech Foreign Police
SURVEY AND FOCUS GROUPS OUTPUTS:
• 34 % of Rs do not feel support for foreign mobility, at
most R4, 43 %.
• 38 % of Rs do not feel support for institutional mobility
within the CZ.
• 40 % of Rs do not feel support for interdisciplinary
mobility.
• 50 % of Rs do not feel support for sectoral mobility.
• 37 % of Rs do not feel support for virtual mobility.
• Full-time PGS students at FM MU, who are also
employees of FM MU, mention that they must take leave
to complete the mandatory one-month internship.
• Employees of most of the workplaces we have visited are
not sufficiently informed about the possibilities of
financing bilateral foreign mobility.
• Rs would also appreciate sufficient technical equipment
for virtual mobility.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
FM MU has an International Studies Office, which
provides support for bilateral mobility of academic
and non-academic staff. PGS students are required
by law to complete a one-month internship abroad.
Experience with mobility is informally evaluated
positively in selection procedures. The MU Centre
provides support for mobility for International
Cooperation. The Language Centre MU provides the
teaching of Czech for foreign employees.
PROPOSALS:
1. Establishing rules, evaluation and support of
mobility (within the realization of selection
procedures according to the IRG).
2. Support of foreign mobility of PhD students
and other employees (support of workplaces
during the internship, methodology of
financing mandatory internships of PGSemployees,
revision and development of
bilateral agreements).
3. Interdisciplinary mobility – a creation of a
database of FM MU research groups, of rules
for sharing and updating for a possibility to
share and establish contacts. Organizing
interdisciplinary workshops.
4. Support of virtual mobility and technical
equipment of employees (for opponencies,
working in committees, cooperation on
projects, etc.), advanced data management
options.
34
• Employees of many theoretical workplaces, as well as
clinics, are interested in interdisciplinary research but
lack available summary of information concerning
research topics addressed by their colleagues from other
workplaces.
SUPPORTING DOCUMENTS AND WEBSITES:
• Government Regulation No. 274/2016 Coll.
• MU Directive 4/2017 Sabbatical Leave
• Centre for International Cooperation (web)
• MU Language Centre (web)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
30. Access to career
advice
Employers and/or
funders should ensure
that career advice and
job placement
assistance, either in the
institutions concerned,
or through collaboration
with other structures, is
offered to researchers at
all stages of their
careers, regardless of
their contractual
situation.
-- GAPS:
1. FM MU does not have a network of consultants for the
personal and professional development of its employees.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 28 % of Rs do not feel supported in continuous education
and development (the least 41 % of R4 and 32 % of R2).
• 33,6 % of Rs state that they are not provided with
support for career growth at their workplace. (R2 the
least, R3 feel the most supported, at 92.1 %).
SUPPORTING DOCUMENTS AND WEBSITES:
• Office for Qualifying Development for PGS (web)
• Office for Qualifying Development for habilitation
procedure and Professor appointment procedure (web)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
FM MU does not have a network of consultants for
personal and professional development and job
search for its employees. The professional
development agenda is handled by the Office for
Qualifying Development, which provides
administrative support and, in part, a kind of career
counselling. MU has a Career Centre; however, its
services are aimed at the graduates of
undergraduate studies, and partly at PGS students.
PROPOSALS:
1. Setting up a system of career paths and career
development of employees concerning career
levels R1 to R4 to better meet the needs of
employees and meet the long-term strategic
goals of the Faculty.
35
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
2. Setting up a career counselling system in
cooperation with the RMU.
3. Building a mentoring platform at FM MU and
connecting to the international mentoring
network.
31. Intellectual Property
Rights
Employers and/or
funders should ensure
that researchers at all
career stages reap the
benefits of the
exploitation (if any) of
their R&D results
through legal protection
and, in particular,
through appropriate
protection of Intellectual
Property Rights,
including copyrights.
Policies and practices
should specify what
rights belong to
researchers and/or,
where applicable, to
their employers or other
parties, including
external commercial or
industrial organisations,
as possibly provided for
under specific
collaboration
agreements or other
types of agreement.
+/- GAPS:
1. Many employees do not have any information about the
existence and services for the protection of intellectual
property (MU TTO).
2. Some internal documents and websites are not available
in EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 40 % of Rs do not know whether they receive a
reasonable share of the profit as the author of scientific
results (34 % said no, 26 % said yes).
• 43 % of Rs do not know whether they have secured legal
protection of intellectual property as the author of
scientific results.
• The more experiences Rs have with TTO services, the
better they evaluate their support.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 121/2000 Coll. The Copyright Act
• MU Directive 10/2013 Intellectual Property at MU
• MU Directive 4/2013 Repository of Employees’ Works
• MU Directive 6/2008 Principles of Publishing Activities
• MU Instruction 3/2018 The Founding and Operation of
MU Spin-off Companies
• MU Instruction 6/2017 Evaluation and Registration of
intellectual property (CZ)
• MU Instruction 4/2016 External Use of Selected
Employee Works
• Technology Transfer Office (web)
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
MU and FM MU have always paid great attention to
the protection of intellectual property. Legal
support for the protection of the intellectual
property is at a high level; the remuneration
methodology in the case of commercialization is
sophisticated and very favourable. The author can
obtain up to 70% of the net revenue from
commercialization. The legal protection of research
results is regulated by The Copyright Act and some
other specific regulations that fully implement the
EU legislation. Internal guidelines are available for
University researchers; research teams are custom
trained on intellectual property rights, research
processing and data and technology transfer
options by the Technology Transfer Office (TTO).
PROPOSALS:
1. Setting up the adaptation process for new
employees, incl. training in the area of
intellectual property rights.
2. Creation of adaptation guidelines for various
groups of employees, which will also include
the area of intellectual property.
3. Increasing the awareness of employees –
Addition of information on the protection of
intellectual property rights and TTO services to
the FM MU website.
4. Refresher training for PGS supervisors.
36
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
5. Translation of documents, training and
websites into EN.
32. Co-authorship
Co-authorship should be
viewed positively by
institutions when
evaluating staff, as
evidence of a
constructive approach to
the conduct of research.
Employers and/or
funders should therefore
develop strategies,
practices and
procedures to provide
researchers, including
those at the beginning of
their research careers,
with the necessary
framework conditions so
that they can enjoy the
right to be recognised
and listed and/or
quoted, in the context of
their actual
contributions, as coauthors
of papers,
patents, etc, or to
publish their own
research results
independently from
their supervisor(s).
+/- GAPS:
1. Employees are not systematically acquainted with the
MU Code of Ethics and news in the area of ethical
principles, e.g. during the adaptation process and
refresher courses.
2. Many employees do not know who to turn to if they
encounter discriminatory or unethical behaviour in the
area of co-authorship.
3. More than half of the Rs have encountered noncompliance
with ethical principles in the area of co-
authorship.
4. Some internal documents and websites are not available
in EN.
5. Lack of systematic training for early-stage researchers in
academic writing, publishing, and ethical principles of co-
authorship.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 34 % of Rs think that, as authors, they do not get a
reasonable share of the profit that their results generate
(42 % of R2, 50 % of R4).
• 52 % of Rs state that they have secured legal protection
of their intellectual property at MU as authors of
scientific results (43 % do not know and 6.5 % state they
have not).
• 60 % of Rs state that in the last 3 years, they had never
encountered a situation when the author who
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
In addition to the general rules at the University
level, a detailed methodology of affiliation and
dedication of results has been developed at the
Faculty level, taking into account the specifics of
different areas as well as the cooperation with
Faculty Hospitals. Methodological support for
reporting results is provided by the administration
of the Dean’s Office of FM MU. In practice,
however, 1/5 of the employees face issues in the
area of co-authorship.
PROPOSALS:
1. Support of identification of FM MU employees
with internal culture and values.
2. Setting up the adaptation process for all new
employees, incl. training in the areas of the
Code of Ethics and co-authorship.
3. Creation of adaptation guidelines for various
groups of employees, which will also include
the area of co-authorship.
4. Refresher training for PGS supervisors.
5. Translation of documents, training and
websites into EN.
6. Publication support (incl. training on how to
write and publish scientific work, including
publication ethics, ethical principles of coauthorship
for early-stage researchers (R1, R2).
37
participated in a scientific result was not mentioned
(18 % experienced this exceptionally, 7 % repeatedly).
• 39 % of Rs state that they had never experience
mentioning an author who has not contributed to the
scientific result.
• 22 % of Rs stated that they repeatedly or often
experience mentioning an author who does not
contribute to the scientific result.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 6/2015 Code of Ethics (Sec. 5, 7)
• MU Directive 10/2013 Intellectual Property at MU
• Dean’s Directive 2/2018 On Evidence of the Results of
Scientific and Research Activities at FM MU
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
33. Teaching
Teaching is an essential
means for the
structuring and
dissemination of
knowledge and should
therefore be considered
a valuable option within
the researchers’ career
paths. However,
teaching responsibilities
should not be excessive
and should not prevent
researchers, particularly
at the beginning of their
careers, from carrying
+/- GAPS:
1. Teaching is not perceived as a fully-fledged opportunity
to advance during the researcher’s career.
2. Non-transparency of the amount of teaching in CZ
programmes, especially for junior academic staff (R1,
R2).
3. Insufficient information about the possibilities of
developing pedagogical skills.
4. Insufficient opportunities for the targeted development
of language skills for teaching in EN (especially of
professional terminology and pronunciation).
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
Based on the Conditions of Doctoral Studies, a PhD
student can teach a maximum of 150 hours / 4
years. The Pedagogical Competence Development
Centre (CERPEK) provides high-quality, positively
evaluated programmes for the development of
pedagogical competence. However, these
programmes were completed by very few
employees of FM MU. MU has a tool for obtaining
feedback on teaching from students - Course
opinion pool.
PROPOSALS:
38
out their research
activities.
Employers and/or
funders should ensure
that teaching duties are
adequately remunerated
and taken into account
in the
evaluation/appraisal
systems, and that time
devoted by senior
members of staff to the
training of early stage
researchers should be
counted as part of their
teaching commitment.
Suitable training should
be provided for teaching
and coaching activities
as part of the
professional
development of
researchers.
5. Work performance evaluation system of academic staff,
EVAK, has only been implemented as a pilot at some
workplaces and does not provide relevant information in
the area of teaching regarding the lessons that were
actually taught.
6. The system of evaluation of teaching by students (Course
opinion poll) provides irrelevant data; teachers,
therefore, do not have adequate feedback for their
pedagogical skills development.
7. Researchers lack graphic design services for teaching and
scientific presentations.
8. Some internal documents, training and websites are not
available in EN.
9. Administrative burden connected to teaching.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 36% R1s think that teaching is not considered a fullfledged
part of their work.
• 37% Rs think that their pedagogical load is not taken into
account transparently in their remuneration.
• 34% R1 perceives the possibility of developing
pedagogical competencies as insufficient.
• Pedagogical burden complicates achieving research goals
for 29% Rs, most for R2.
• The administrative burden related to teaching is seen as
a complication of their research goals by 23% Rs (32%
R2, 28% R4).
• Many employees feel that teaching is not assessed as
having the same value as research.
• Many workplaces collect feedback from teaching on their
own.
SUPPORTING DOCUMENTS AND WEBSITES:
1. Increasing the prestige of teaching by setting
up a new system of career paths and career
development of employees.
2. Establishing the methodology for determining
the degree of the teaching load.
3. Increasing the awareness of employees about
the possibilities of developing pedagogical
competencies.
4. Support of targeted development of language
competencies for teaching in EN programmes.
5. Setting up a system of evaluation interviews
regularly for all academic employees, incl.
revision of the EVAK system in the area of
teaching.
6. Design of a new form and content of the
Course opinions pool (e.g. a mobile app).
7. Strengthening graphic design services of
teaching and scientific presentations.
8. Translation of documents, training and
websites into EN.
9. Digitalization of the agendas connected to
teaching.
39
• MU Directive 5/2017 Staff evaluation
• Doctoral study actual conditions (CZ web only)
• Pedagogical Competence Development Centre (web)
• Course opinion poll (web)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
34. Complains/ appeals
Employers and/or
funders of researchers
should establish, in
compliance with
national rules and
regulations, appropriate
procedures, possibly in
the form of an impartial
(ombudsman-type)
person to deal with
complaints/ appeals of
researchers, including
those concerning
conflicts between
supervisor(s) and earlystage
researchers. Such
procedures should
provide all research staff
with confidential and
informal assistance in
resolving work-related
conflicts, disputes and
grievances, with the aim
of promoting fair and
equitable treatment
+/- GAPS:
1. Employees are not systematically acquainted with the
MU Code of Ethics and news in the area of ethical
principles, e.g. during the adaptation process and
refresher courses.
2. Many employees do not know who to turn to if they
encounter unethical behaviour from a colleague or
supervisor.
3. Some documents and websites are not in EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 47 % of Rs are not acquainted with the process of filing a
complaint or an appeal.
SUPPORTING DOCUMENTS AND WEBSITES:
• Rector's Directive 3/2008 on the Processing and
Registration of Complaints, Motions and Petitions at MU
• MU Directive 6/2015 Code of Ethics (Sec. 16)
• MU Instruction 1/2016 Equal Opportunity Panel Rules of
Procedure
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
The Inspection Rules and the complaint system are
well-established systems used for conflict
resolution. The number of complaints is low, with
no formal complaints filed during the last two
years. The Equal Opportunity Panel supervises the
application and observance of the principles of nondiscrimination
and equality at MU. The Equal
Opportunity Panel may appoint additional ad hoc
members to discuss specific issues.
PROPOSALS:
1. Mandatory familiarization of all employees
with the MU Code of Ethics and with the
process of filing complaints.
2. Familiarization of new employees with the MU
Code of Ethics and the process of filing
complaints will be taken into account in the
adaptation process and employee guidelines.
3. Creation and regular updates of a mandatory
refresher course of ethical and professional
aspects in Research for supervisors, PI, RGL and
grant applicants.
40
within the institution
and improving the
overall quality of the
working environment.
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
4. Creation of an e-course on the MU Code of
Ethics and its application in the field of
biomedical sciences, including the process of
filing complaints. Including it in the adaptation
training for academic staff. Making the ecourse
available to all employees.
5. Translation of documents, training and
websites into EN.
35. Participation in
decision-making bodies
Employers and/or
funders of researchers
should recognise it as
wholly legitimate, and
indeed desirable, that
researchers be
represented in the
relevant information,
consultation and
decision-making bodies
of the institutions for
which they work, so as
to protect and promote
their individual and
collective interests as
professionals and to
actively contribute to
the workings of the
institution.
++ GAPS:
1. Lack of clarity in internal Faculty processes.
2. There is no system of internal reporting.
3. Some documents and websites are not available in EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• Some members of decision-making bodies lack greater
clarity of Faculty processes and a reporting system for
their work.
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education
• MU Statutes
• FM MU Statutes
• MU Academic Senate Election Code
• FM MU Academic Senate Election Code
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
As a public university in the Czech Republic, MU
and FM MU have a sophisticated system of
academic self-government. By law, all members of
these bodies or a majority of them are academic
staff members of the Faculty.
PROPOSALS:
1. Description of key processes, competencies
and responsibilities at the Faculty.
2. Setting up an internal reporting system for key
processes.
3. Translation of documents, training and
websites into EN.
Training and Development
41
36. Relation with
supervisors
Researchers in their
training phase should
establish a structured
and regular relationship
with their supervisor(s)
and
Faculty/departmental
representative(s) so as
to take full advantage of
their relationship with
them.
This includes keeping
records of all work
progress and research
findings, obtaining
feedback by means of
reports and seminars,
applying such feedback
and working in
accordance with agreed
schedules, milestones,
deliverables and/or
research outputs.
-/+ GAPS:
1. Work performance evaluation system of academic staff
was only implemented as a pilot at some workplaces.
2. The evaluation criteria for Rs are not linked to the
requirements for habilitation and professorship
procedures and the mentoring for early-stage
researchers.
3. Some workplaces have a very flat organizational
structure; the Head directly supervises up to tens of
employees and therefore is unable to provide adequate
and regular feedback and support for the employees’
career development.
4. More than 1
/3 of employees do not feel supported in
their career growth.
5. The adaptation process of new employees is not
managed systematically.
6. Some documents are not in EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 80 % of Rs state that PGS do have the possibility to be in
regular contact with their supervisors.
• 29 % of all Rs (31 % R1) do not feel they receive sufficient
time and other kinds of support from their supervisor.
• 43 % of Rs do not know who researchers could turn to at
the beginning of their career regarding their job duties.
• 32 % of Rs do not feel they receive sufficient feedback
from their supervisor on their performance.
• 34 % of Rs do not feel support for career growth (43 %
R2 and 35 % R1).
SUPPORTING DOCUMENTS AND WEBSITES:
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
Internal regulations provide a legal framework for
regular and structured feedback with “supervisors”.
The legal framework for this principle is established
in the regulations for employees and doctoral
studies. A PGS, in cooperation with the supervisor,
develops a plan for the entire study and the
concept of its research. The adaptation and
evaluation process are up to the autonomy of
individual supervisors.
PROPOSALS:
1. Setting up the adaptation process for all new
employees.
2. Setting up a system of career paths and career
development of employees to meet the longterm
strategic goals of the workplace in the
sense of “viability” and “sustainability”.
3. Assessment of the pilot evaluation of
employees, incorporation of any necessary
adjustments, and its implementation to all
workplaces.
4. Talent management – a creation of a talent
pool for employees in the R1 and R2 positions,
designing transparent selection criteria,
working conditions, career development and
education.
5. Interdisciplinary mobility – a creation of a
database of FM MU research groups, of rules
for sharing and updating for a possibility to
share and establish contacts. Organizing
interdisciplinary workshops.
6. Translation of documents, training and
websites into EN.
42
a. Regulations for doctoral studies
• MU Study and Examination Regulations
• FM MU Directive 1/2019 Doctoral Study Program at FM
MU
b. Regulations for employees
• MU Employment Code
• MU Directive 6/2015 Code of Ethics
• Dean’s Directive 5/2019 on the Rights and Obligations of
the Employee and the organization of work at FM MU
• Labour Code No. 262/2006 Coll. (Sec. 302a)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
37. Supervision and
managerial duties
Senior researchers
should devote particular
attention to their multifaceted
role as
supervisors, mentors,
career advisors, leaders,
project coordinators,
managers or science
communicators. They
should perform these
tasks to the highest
professional standards.
With regard to their role
as supervisors or
mentors of researchers,
senior researchers
should build up a
constructive and positive
+/- GAPS:
1. Supervisors and senior researchers are not systematically
developed in the roles of managers and mentors.
2. There are no formal Faculty guidelines for development /
education / mentoring.
3. Many senior employees lack regular personal feedback
from Faculty management, information on specific
priorities for a given period and an agreement on setting
workplace goals.
4. Employees are not familiar with Faculty processes, and
this increases their administrative burden.
5. There are no adaptation and supporting documents for
early-stage Rs and those in leadership positions.
6. Some workplaces have a very flat organizational
structure; the Head directly supervises up to tens of
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
Both the Code of Ethics and MU Employment code
establish the responsibility of senior employees for
the junior and subordinate ones. The
implementation of this responsibility is left on the
autonomy of senior employees. There is no
comprehensive strategy. The Rector’s Office
organizes a course for PGS supervisors.
PROPOSALS:
1. Setting up a system of career paths and career
development of employees concerning career
levels R1 to R4 to better meet the needs of
employees and meet the long-term strategic
goals of the Faculty and the workplace needs in
the sense of “viability” and “sustainability”
2. Implementation of the Research Group into the
structure of workplaces.
43
relationship with the
early-stage researchers,
in order to set the
conditions for efficient
transfer of knowledge
and for the further
successful development
of the researchers’
careers.
employees and therefore is unable to provide feedback
and support for the employees’ career development.
7. Managers and supervisors of PGS are not systematically
trained in skills important for leading people and teams.
8. There is no translation of internal documents and
websites into EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 26 % of Rs feel that senior researchers do not consider
sharing their knowledge and experience a natural part of
their job.
• Senior researchers further state that they are
overburdened with administrative work.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Directive 6/2015 Code of Ethics (Art. 4, 5/3)
• MU Employment code
• MU Guidelines for PGS
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
3. Development of managerial skills – setting up a
system for the development of senior
academic staff (R3, R4, RGL and supervisors) in
the topic of how to support the career
development of their subordinates and how to
lead a research group for PI and RGL.
4. Description of key processes, competencies
and responsibilities at the Faculty.
5. Creation of an adaptation process and
guidelines.
6. Translation of documents, training and
websites into EN.
7. Reduction of the administrative burden by the
digitalization of HR agendas.
38. Continuing
Professional
Development
Researchers at all career
stages should seek to
continually improve
themselves by regularly
updating and expanding
their skills and
competencies. This may
+/- GAPS:
1. There is no comprehensive Faculty system of
development and education of employees.
2. Low level of active cooperation between researchers
across qualification levels:
• The generation gap in communication between R1
and R4
• There is no system for identifying and supporting
talents
CURRENT STATUS:
At the University level, there are tools to support
staff development, such as CERPEK, Language
Centre or el portal. The internal standard does not
specify which means are preferred for continuous
development; it is left to workplaces.
PROPOSALS:
1. Setting up a system of career paths and career
development of employees concerning career
44
be achieved by a variety
of means including, but
not restricted to, formal
training, workshops,
conferences and e-
learning.
3. Information on existing training and support
opportunities is not sufficiently communicated.
4. Internal documents and websites are not translated into
EN.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 66 % of Rs perceive that researchers constantly strive to
develop their skills.
• 28 % of Rs do not feel supported in continuing their
education and development (41 % R4, 32 of R2).
• 34 % of Rs stated that they are not provided with
support for career growth in the workplace (43 % R2).
• The possibility of developing pedagogical competencies
is perceived as insufficient by more than 27 % of Rs (34 %
R1).
• Employees report that they lack development plans and
information about development opportunities.
SUPPORTING DOCUMENTS AND WEBSITES:
• MU Employment code (Art. 3)
• Information for PhD students (web)
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
levels R1 to R4 to better meet the needs of
employees and meet the long-term strategic
goals of the Faculty and the workplace needs in
the sense of “viability” and “sustainability”.
2. Talent management – a creation of a talent
pool for employees in the R1 and R2 positions,
designing transparent selection criteria,
working conditions, career development and
education.
3. Creation and implementation of a system of
development and education of FM MU
employees, incl. funding rules.
6. Building a mentoring platform at FM MU and
connecting to the international mentoring
network.
4. Creation of an internal FM MU communication
strategy.
5. Internal marketing of MU services providing
information on MU organizational units that
provide partial services. Early information for
target groups about activities organized by the
RMU / MU workplace incl. funding
opportunities.
6. Translation of documents, training and
websites into EN.
39. Access to research
training and continuous
development
Employers and/or
funders should ensure
that all researchers at
any stage of their career,
-/+ GAPS:
1. There is no comprehensive system of development and
education of employees, incl. the area of funding.
2. There is no MU Career Code.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
This responsibility is left to a workplace head. See
Principles 36 – 37 for more details.
PROPOSALS:
45
regardless of their
contractual situation, are
given the opportunity
for professional
development and for
improving their
employability through
access to measures for
the continuing
development of skills
and competencies.
Such measures should
be regularly assessed for
their accessibility,
takeup and effectiveness
in improving
competencies, skills and
employability.
3. Information on existing training and support
opportunities is not sufficiently communicated.
4. Managers are not systematically trained in skills
important for leading people and supporting their
careers.
5. Work performance evaluation system of academic staff,
including the proposal of education and development of
staff, was only implemented as a pilot at some
workplaces.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 28 % of Rs do not feel supported in continuing their
education and development (41 % R4, 32 % R2).
• 34 % of Rs state that they are not provided with support
for career growth in the workplace (43 % R2), while R3
feel the most supported R3 (92 %).
SUPPORTING DOCUMENTS AND WEBSITES:
Not regulated by any legislation.
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
1. Setting up a system of career paths and career
development of employees concerning career
levels R1 to R4 to better meet the needs of
employees and meet the long-term strategic
goals of the Faculty and the workplace needs in
the sense of “viability” and “sustainability”
2. Creation of an internal FM MU communication
strategy.
3. Internal marketing of MU services providing
information on MU organizational units that
provide partial services. Early information for
target groups about activities organized by the
RMU / MU workplace incl. funding
opportunities.
4. Creation and implementation of a system of
development and education of FM MU
employees, incl. funding rules.
5. Translation of documents, training and
websites into EN.
6. Development of managerial skills – setting up a
system for the development of senior
academic staff (R3, R4, RGL and supervisors) in
the topic of how to support the career
development of their subordinates and how to
lead a research group for PI and RGL.
7. Assessment of the pilot evaluation of
employees, incorporation of any necessary
adjustments, and its implementation to all
workplaces.
40. Supervision
Employers and/or
funders should ensure
that a person is clearly
identified to whom
early-stage researchers
+/- GAPS:
1. There are no set rules for the development of leadership,
mentoring and communication skills for senior
researchers and those in leadership positions.
INITIATIVES UNDERTAKEN:
CURRENT STATUS:
Internal rules and regulations formally ensure this
principle. For employees, the Head of the
Department is the relevant person, for PGS
students, it is their supervisor. The strict
46
can refer for the
performance of their
professional duties, and
should inform the
researchers accordingly.
Such arrangements
should clearly define
that the proposed
supervisors are
sufficiently expert in
supervising research,
have the time,
knowledge, experience,
expertise and
commitment to be able
to offer the research
trainee appropriate
support and provide for
the necessary progress
and review procedures,
as well as the necessary
feedback mechanisms.
2. Some processes and competencies are not sufficiently
formalized in the University and Faculty standards for
PGS; they also do not contain a comprehensive plan for
the development of doctoral students and supervisors.
3. Almost a third of junior researchers do not feel sufficient
time and other kinds of support from their supervisor.
SURVEY AND FOCUS GROUPS OUTPUTS:
• 43 % of Rs do not know who researchers could turn to at
the beginning of their careers regarding job duties.
• 80 % of Rs state that students have the opportunity to be
in regular contact with their supervisor.
• 29 % of all Rs do not feel sufficient time and other kinds
of support from their supervisor (33 % of R1).
SUPPORTING DOCUMENTS AND WEBSITES:
• Act No. 111/1998 Coll. on Higher Education
• MU study and examination regulations
regulate the position of the supervisor in general
• FM MU Directive 1/2019 Doctoral Study Program at FM
MU (Sec. 3)
• MU Guidelines for PGS
NOTE: For links and additional information see
https://is.muni.cz/do/med/web_lf_mu/veda_a_vyzkum/hr_a
ward/dokumenty/gap_supporting_documents_websites_and
_informations_fm_mu/
requirements guarantee supervisors sufficient
practice, knowledge, experience, and time. The
supervisor can supervise a maximum of 5 PGS
students.
PROPOSALS:
1. Setting up a system of career paths and career
development of employees concerning career
levels R1 to R4 to better meet the needs of
employees and meet the long-term strategic
goals of the Faculty and the workplace needs in
the sense of “viability” and “sustainability”
2. Development of managerial skills – setting up a
system for the development of senior
academic staff (R3, R4, RGL and supervisors) in
the topic of how to support the career
development of their subordinates and how to
lead a research group for PI and RGL.
3. Revision of standards and processes of the FM
MU for PGS (formalization of standards for
rights, duties and responsibilities for
supervisors and doctoral students; support for
a common University platform for meeting,
sharing, education and career development of
doctoral students and supervisors, setting up
direct information channels for doctoral
students, etc.).