Faculty of Science Masaryk University Directive No. 2/2023
Education and Development of Employees at the
Faculty of Science MU
(effective as of 1st
September 2023)
In accordance with Act No. 111/1998 Coll., on Higher Education Institutions and the
Modification and Amendment of Other Acts (Higher Education Act), as subsequently amended,
(hereinafter referred to as the “Higher Education Act”), I hereby issue this directive:
Section 1
Initial Provisions
(1) This Directive is issued to specify the procedure for the identification and fulfilment of the
employees’ training and development needs at the Faculty of Science MU (hereinafter
referred to as the “Faculty”).
(2) This Directive is linked to Directive No. 1/2019 – System of Positions and Job Titles at the
Faculty of Science MU, defining the individual profiles of job positions, including professional
and other requirements and competences, to the Career Code at the Faculty of Science MU
and Process of Employee Evaluation at the Faculty of Science MU directives, defining the
principles relating to the management of the employees’ careers, including the evaluation
process, which also encompasses the planning of further development and evaluation of the
current needs.
(3) The provisions of this Directive apply to the employees whose main part of work is carried
out at the Faculty, and whose employment relationship and associated matters are within
the purview of the Dean of the Faculty or the Faculty Bursar.
(4) The head of the workplace is, for this Directive, defined as the direct superior of the
employee as per the organisation regulations of the department / other workplace or a
superior employee along some other line as per the organisational structure of the
department / other workplace.
Section 2
Basic Education and Development Principles at the Faculty of Science MU
(1) The basic training types in terms of the employee’s work cycle are as follows:
a) Onboarding process for new employees including mandatory OHS and FP training
The onboarding process is governed by the Onboarding Process at the Faculty of
Science MU directive.
b) Further training focusing on professional development – maintaining/supplementing
the existing hard skills, professional skills including language skills and soft skills
required for the performance of the given job.
Qualification and other requirements are specified by the System of Positions and Job
Titles at the Faculty of Science MU directive.
c) Further training aimed at acquiring new knowledge and skills required for career
advancement/change
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The conditions as well as qualification or other requirements are specified in more
detail in the Career Code at the Faculty of Science MU and the System of Positions
and Job Titles at the Faculty of Science MU.
d) Education of superior employees
Qualification and other requirements are specified by the System of Positions and Job
Titles at the Faculty of Science MU directive.
(2) The employees’ training needs are identified primarily in the following ways:
a) A general analysis of the Faculty’s training needs, which is one of the key sources for
finding a suitable faculty/university education offer. The analysis is performed by the
Development Specialist (Personnel Office of the Faculty of Science MU) or some other
authorised person.
b) Identification of needs by superior employees who are also required to create
preconditions for increasing the employees’ professional qualifications in accordance with
the Labour Code.
i. Onboarding process for new employees, which takes place in the Inet MU
application, and includes supplementation of activities and training in the onboarding
plan as well as specification of further necessary areas of training within the
evaluation of the onboarding process (final questionnaire).
ii. Regular assessment made by a superior employee with regard to the
supplementation of qualifications in the necessary working area (areas).
iii. Within the regular evaluation of employees, which is an instrument of
management and HR work. The evaluation is usually carried out in the 2nd
quarter of
the following year, with the aim of continuous evaluation of the employees’
performance, including the evaluation of their development needs, and setting up the
employee’s career plan and specification of work activities/tasks for the next period,
as appropriate.
c) Based on identification of their training needs, the employees may suggest to their
superior employees that they should continue with education; their participation in
specific training is subject to approval by a superior employee.
d) For employees in the Early-Stage Researchers category, (ESR), training needs are
regularly monitored in accordance with the Faculty Strategy for the Training and Support
of Early-Stage Researchers by the HR Award team of the Faculty of Science in cooperation
with the Development Specialist for Early-Stage Researchers (Office for
Doctoral Studies, Quality, Academic Affairs and Internationalization), who also actively
promotes the available Faculty/university/external education offer.
Section 3
Ensuring Education and Development at the Faculty of Science MU
(1) Roles
a) A superior employee will evaluate the training needs according to their importance in
relation to the work performed by the employee or the employee’s career path, and
formulates requirements for specific training/development activities.
b) The Development Specialist is responsible for:
i. analysing and recording the employees’ training needs;
ii. promoting education offers of the relevant MU units (e.g. Rector’s Office,
Competence Development Centre, Language Centre, Technology Transfer Office
etc.);
iii. administering education offers organised by the Faculty;
iv. recording participation in university and Faculty training;
v. evaluating the quality and efficiency of training organised by the Faculty.
c) The Development Specialist for Early-Stage Researchers (ESR) is responsible for:
i. promoting training offers of the relevant MU units (e.g. Rector’s Office – Research
& Development Office, etc.) for ESR (PhD students and researchers in early
career stages), especially Postdoctoral Fellows;
ii. organising and promoting events for the target group of Early-Stage Researchers.
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(2) Organisational Levels of Ensuring Training and Development Requirements
The provision of training/development requirements is:
a) organised and financed by the individual workplace/department for Professional Skills
(usually hard skills necessary for the performance of work in terms of expertise, e.g.
understanding of the field, technical skills, knowledge of law, knowledge of software,
knowledge of English, etc.). In exceptional cases, this may be organised and financed by
the Masaryk University / Faculty.
b) organised and financed by the Masaryk University or the Faculty for Transversal Skills
(usually soft skills, personal development, superior employees’ competences, e.g.
presentation skills, leadership, organisational skills, effective communication, etc.).
Superior employees present their training requirements to the Development Specialist
(Personnel Department of the Faculty of Science MU) or other authorised person to
search for opportunities and suitable offers with a view to using efficiently the university
education offer. In exceptional cases, this may be organised and financed by the given
department/other workplace.
(3) Process Chart of Education and Development:
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Section 4
Framework Offer of Training Activities for Individual Groups of Employees of the
Faculty of Science MU
(1) The recommended offer of training or development activities is differentiated for the
individual groups of employees of the Faculty of Science MU with regard to the nature of the
work performed and the competence models specified by the System of Positions and Job
Titles at the Faculty of Science MU. The framework overviews of training activities are
structured as follows:
Annex 1 – for academic staff, research staff
Annex 2 – for support staff in research, administration and operation
Annex 3 – for superior employees
Section 5
Concluding Provisions
(1) Interpretation of this Directive and its updates are the responsibility of Vice-Deans whose
competence includes development, quality assurance and PhD studies (for research
academic employees and non-academic employees) and the Faculty Bursar (for support
employees).
(2) Compliance with this Directive is monitored by head of the Personnel Office and head of the
Office for Doctoral Studies, Quality, Academic Affairs and Internationalization.
(3) Annexes to this Directive are listed in Section 4 (1).
(4) This Directive is effective from the day of its publishing and enters into force on 1
September 2023.
In Brno, on 29 May 2023
Prof. Mgr. Tomáš Kašparovský, Ph.D.
Dean
Digitally signed by
prof. Mgr. Tomáš Kašparovský Ph.D.
13.06.2023
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Annex 1 – Overview of Training Activities for Academic Staff and
Research Staff
KEY PEDAGOGICAL COMPETENCES
Work area Competence
Description of the employee’s
expected competence
Recommended
training activities
Teaching
Transfer of info
for teaching
To focus on practical application of taught content
or on the current trends within the subject. To
apply own scientific expertise or multidisciplinary
approach while teaching.
CERPEK MU development
courses (pedagogical
competences)
MU Rector’s Office workshops
for PhD supervisors
CERPEK MU online and
distance training
Language courses of the MU
Language Centre
English software licences
Presentation
skills
To deliver lectures in a structured and
comprehensible manner and also with adequate
preparation time.
To engage students in active involvement and
discussion during the class.
Organisational
skills
To set clear instructions for work organization
during lessons, course arrangements, and
assessment methods.
To follow effective time-management while
lecturing.
Didactic skills
To use modern teaching aids and materials and
maintain them up to date.
If applicable, to use modern assessment tools and
methods.
Consultations
Thesis
Supervision
Mentoring skills
To encourage students to think critically and
respect expressed thoughts and opinions.
To provide timely and constructive feedback to
students´ work.
To help students in their further career planning
and provide them with examples of further
employment options.
Excellence in Teaching
Openness
to new teaching
practices
To be interested in feedback and suggestions to
improve his/her teaching skills.
To follow new trends in didactic, self-educate in the
subject and apply new methods in teaching.
Communication
skills
(incl. English)
To communicate (both written and verbal
presentation) clearly, in structured and
understandable way and politely. To follow
adequate communication manners.
In line with internationalisation of the working
environment, to improve continuously the
command of English.
KEY RESEARCH COMPETENCES
Work area Competence
Description of the employee’s
expected competence
Recommended
training activities
Research &
Development
Tasks
Practical research
skills
To be familiar with different research strategies,
methods, techniques, or tools and apply the most
suitable approach in given research task/challenge.
Provision of training activities
based on the field and customs
of the workplace (e.g.
professional literature,
mentoring of colleagues, group
seminars, encouraging
participation in professional
conferences, internships)
Workshops and consultations
Research & Development Office
of the Rector’s Office
(see News and newsletter)
Legal overview for employees Elearning
of the Faculty of
Science MU
Support and services of IT MUNI
To work on assigned research tasks in a precise,
focused, and organized manner, to strive for timely and
excellent quality delivery.
To be able to plan research experiments effectively and
to design a research project.
To enhance critical & analytical thinking abilities.
To apply adequate principles and methods in research
data management (data usage, back-up, and etc.)
Transfer of info for
research
To understand the nature of the research profession as
successful outcomes are often accomplished only in a
long-term perspective. Does not mind routine or
occasional research failures or challenges.
To enhance subject-matter expertise, self-educate,
follow current trends within the field, and broaden
research experience.
To apply new knowledge and skills in research practice.
IT skills
To use technologies and applications to effective data
processing, preparation of research outcomes
presentations (e.g. MS Office, statistical tools).
Innovative thinking
To reframe problems in a different light to find new
approaches. If considered as relevant, to develop
his/her research hypothesis in a viable research study.
Creative potential
To publish actively (mainly at international level) and to
be able to present research outcomes and impact to a
broader audience outside of the scientific community.
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To improve continuously his/her written skills (focused
on English) and to invest adequate time into the
preparation of scientific or technical texts. Training events of the
Technology Transfer Centre
Writing Lab CJV MU
English software licences
Active participation in
international conferences,
professional meetings
Mobility offer for employees
provided by MU’s Centre for
International Cooperation
Networking
To be involved in scientific or professional associations
and build relationships at national and international
level.
Research &
Development
Tasks
Securing
Research
Funding
Project management
skills
To understand the importance of active and timely
communication and cooperation with the research team
and support staff in both preparation, and realisation
phases of the research project.
To respect rules given by the Faculty or the University
for submission of research proposals and follow the
rules and deadlines given by providers.
When starting a new research project, to learn properly
about the project plan, deliverables, roles, and duties of
co-workers.
During project delivery, to comply with project rules
(internal, provider´s etc.)
COMPETENCES FOR MAINTAINING GOOD WORKING ENVIRONMENT
Work area Competence Description of the employee’s
expected competence
Recommended
training activities
Work
environment
Responsiveness
to change
To keep open-minded approach towards
innovations and new trends in organisation
management. To support changes in organisational
culture in terms of working with people, i.e.
colleagues, subordinates or internal clients,
focused on the improvement of working culture
towards openness and transparency.
Employee training organised
by the Rector’s Office
(current offer – MUNI Portal)
CERPEK MU development
courses (personal
competences)
Courses in online training
platforms (e.g. Seduo,
Coursera, edX)
Internal topical training at the
Faculty of Science MU
Teamwork
Tactfulness
To always act with respect and communicate
clearly and in an understandable way. Strive to
reach a constructive solution in difficult situations.
Teams spirit
To work actively towards meeting team duties and
targets, cooperate with team members and be
open to sharing of know-how or best practices.
Self-reflection
To respect different opinions or perspectives and
ask for feedback on his/her work.
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Annex 2 – Overview of Training Activities for Support Staff
KEY COMPETENCES FOR SUPPORT STAFF ROLE
Work area Competence
Description of the
employee’s
expected competence
Recommended
training activities
Duties Performance
Expertise
(Knowledge & Skills)
To have and to be able to apply
practically the technical/domain/subject
matter knowledge related to the agenda
of the workplace.
To proactively follow the latest trends in
the field of expertise, to familiarize with
new internal procedures and guidelines.
To be open to new trainings (e.g., in
area of IT technologies).
Employee training
organised by the
Rector’s Office
(current offer – MUNI
Portal)
CERPEK MU
development courses
(personal competences)
Language courses of
the MU Language
Centre
English software
licences
Courses in online
platforms (e.g. Seduo,
Coursera, edX)
Internal topical training
at the Faculty of
Science MU
Legal overview for
employees
E-learning of the
Faculty of Science MU
Carefulness &
Reliability
To perform assigned tasks in good
quality and on time, according to the
agreement and instructions. To carry
out duties carefully, in case of any
delays/complications, to notify in time
or ask for advice/support.
Dealing with Others
Problem
solving
Communication skills
(incl. English)
To communicate (both written and
verbal presentation) clearly, in
structured and understandable way and
politely. To follow adequate
communication manners.
In line with internationalisation of the
working environment, to improve
continuously the command of English (if
the usage of English is relevant for the
position).
Professional Attitude
with Client Orientation
When dealing with the customer, no
matter what position or difficult
situation, to act with empathy, with
helpfulness and politeness.
To solve queries and problems in
constructive manner, and solutions are
proposed based on careful analysis and
evidence. To seek for constructive
solution in regard to the needs or to
provide an adequate and relevant
advice.
Systems and Processes
Problem
solving
System thinking
To be aware of the interrelations/impact
of performed duties to work/activities of
other colleagues or departments. To
have an overview and orientate
him/herself easily in faculty´s complex
systems, processes and procedures.
COMPETENCES FOR MAINTAINING GOOD WORKING ENVIRONMENT
Work area Competence Description of the employee’s
expected competence
Recommended
training activities
Work
environment
Responsiveness
to change
To keep an open-minded approach towards innovations
and new trends in organisation management. To support
changes in organisational culture in terms of working
with people, i.e. colleagues, subordinates or internal
clients, focused on the improvement of working culture
towards openness and transparency.
Employee training organised by
the Rector’s Office
(current offer – MUNI Portal)
CERPEK MU development courses
(personal competences)
Courses in online platforms (e.g.
Seduo, Coursera, edX)
Internal topical training at the
Faculty of Science MU
Teamwork
Tactfulness
To always act with respect and communicate clearly and
in an understandable way. Strive to reach a constructive
solution in difficult situations.
Team spirit
To work actively towards meeting team duties and
targets, cooperate with team members. To be open to
sharing of know-how or best practices and to develop
good cooperation within/outside of the workplaces.
Self-reflection
To respect different opinions or perspectives and ask for
feedback on his/her work.
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Annex 3 – Overview of Training Activities for Superior
Employees
Note: These are additional supplementary training activities for superior employees (beyond the
scope of the training activities listed by employee classification in Annex 1 or 2). Created as an overlap of
framework competences for leadership roles/roles related to project or team management.
KEY COMPETENCES ASSOCIATED WITH TEAM AND/OR PROJECT MANAGEMENT
Work area Competence
Description of the employee’s expected
competence
Recommended
training activities
Performing
complex
R&D tasks
Securing
research
funding
Strategic
planning skills
*for academic employees
To follow the latest trends in the field of expertise. To
review and set up internal processes, secure funding and
broaden cooperation to achieve the best results as a
research group/department in a long term perspective
(i.e., the attractiveness of study programme and
graduates´success rate, international research
recognition, atc.)
Employee training
organised by the Rector’s Office
(current offer – MUNI Portal)
CERPEK MU management
development programmes
(for both new and experienced
managers)
Legal duties of superior employees
E-learning of the Faculty of Science
MU
Internal topical training at the
Faculty of Science MU for superior
employees
Management
of the
department’s
agenda
Focus on
Quality Assurance
To focus on a feedback mechanism towards the services
provided by the workplace and to ensure effective
cooperation in the agenda performance across the
Faculty. To review the quality of the services (to be of
intended standards) and strives for continuous
improvements and further advancement of provided
services.
Strategic planning
skills
To manage the workplace operations systematically, in
line with the targets stated by the workplace and by the
Faculty strategy.
Project and
task
management
Responsibility
As a leading role, to approach the fulfilment of workplace
agenda and its overall results. To provide support and
qualified solution in difficult situations, and to search for
effective, long-term resolutions.
Communication
skills
including English
To inform his/her co-workers in an adequate and timely
manner, to communicate instructions or orders in a clear
and structured way.
Person of trust
To keep his/her word and meet your agreements or
obligations.
Team
leadership
Leadership Skills
To assign tasks and formulate team objectives in a
manner corresponding with colleagues´ skills and
competencies and support their accomplishments and
engagement.
To be the role model and provide active support to coworkers
in achieving the objectives. To appreciate coworker’s
work and effort.
To monitor and review the delivery of objectives on a
regular basis. If needed, provide adequate support to
help a co-worker success in challenging situations.
To mentor colleagues and support them in further
competence development and work engagement.
To create a positive working atmosphere and
environment. Any interpersonal problems are solved in a
timely and constructive manner.
Ξ