Tutkijanuran ja tutkijan aseman kehittäminen (HRS4R) Ulkoinen arviointi

Transkriptio

1 Tutkijanuran ja tutkijan aseman kehittäminen (HRS4R) Ulkoinen arviointi Piia Löppönen

2 Action Plan Tohtorikoulutus (tohtorikoulutuksen arviointiin) Työterveyshuolto ja työhyvinvointi (tilat, monikulttuurinen toimintaympäristö) Tasa-arvo (viestinnällinen, yo-yhteisössä toimivat eri ryhmät) Urakehitys ja johtajaksi kasvaminen (johtajuuskompetenssien kehittäminen, ohjaustaidot, tutkijoiden ammatillisen identiteetin kehittäminen: ped., hall., ohjaus, kehitys, laatu; työaika: aikaa tutkimukselle, laitospalaverit ja uraohjausmahdollisuudet Tutkimusdatan hallinnointi (Arkistointi: prosessi, ohjeet, jo arkistoidut; valmennus, etätyöskentelyn tekniset pulmat, avoin tiede: prosessit ja käytänteet) Tiedeviestintä Rekrytointi (hakuilmoitukset, kv. staff guide, Tenure-track) Projektihallinto ja johtaminen (varmistetaan osaaminen) Etiikka (osaaminen, eri eettisten toimikuntien välinen työnjako

3 Strenghtened April 2018? Procedure April 2013 April 2015 Timeline External Evaluation 4. Implementation of Action Plan and Self- Assessment Spring Internal Gap Analysis, 2. Action Plan and 3. Application for Acknowledgement Implementation in progress since 2013 Self-assessment regular monitoringby HRS4R SG Preparation in 2016 Gap Analysis complete early 2013 Action Plan complete February 2013 Application for Acknowledgement April 2013 Self-assessment process March September 2015 Re-application for HR Excellence in Research acknow-ledgement Huhtikuu 2017 JYVÄSKYLÄN YLIOPISTO

4 TAUSTA: Kehittämiskohteet itsearvioinnin kommenttien pohjalta KEHITTÄMISKOHTEET Based on the initial gap analysis, is there specific and satisfactory progress since the initial assessment? Evidence of progress is not provided in the Self-assessment Report. There is a description of the monitoring plan, but no details are provided on the implementation of the 32 actions identified in the Action Plan. Has the institution undertaken first steps in view of addressing OTM-R issues (see checklist available on the EURAXESS website)? No evidence is provided in the report or in the website on OTM-R issues. Has the institution undertaken first steps in view of setting indicators in order to check progress of action against these indicators? Indicators are not always clearly identified. RECOMMENDATIONS to the institution: Provide more details on implemented actions related to HRS4R Action Plan and define clearer indicators for future actions. Provide evidence that the University is embedding OTM-R into the organisation's policies, routines and organisational structures.

5 Kehittämisaskeleet Jyväskylän yliopiston rekrytoinnista vielä puuttuvien OTM-R:n suositusten toimeenpano. Toimintasuunnitelman actioneiden toteutumisen indikaattoreiden luominen ja niistä päättäminen. Toimintasuunnitelman toimeenpano (jatkuu koko ajan) HRS4R:n vaikuttavuuden arviointi

6 Desk-based assessment and Site Visit Organisaation tekemä sisäinen arviointi (Internal Review) assessed by an external panel of expert peer reviewers (desk-based assessment) how its action plan has progressed must include a renewed action plan including proposed actions for the next 3 years review must be comprehensive in its scope and participation must include a broad range of stakeholders within the organisation including researchers Template 3 used Criteria: clear and sufficient overview of the organisation, clear, detailed and comprehensive explanatory text (narrative) on four thematic areas of C&C specific and satisfactory progress since the previous review there are actions for the next three years There are examples of how the implementation of the HRS4R Action Plan and the C&C are being further integrated into the organisation s routines Site visit meet the key stakeholders (researchers, management, practitioners) keskustelut pohjautuvat arvioijien analyysiin sisäisestä arvioinnista confirm the impression from desk-based evidence benefits of implementing the HR strategy judge the level of ambition ref. HRS4R judge the institutions s efforts to ensure the C&C principles ref ethical & prof aspects evidence to put an OTM-R policy in place check if the C& C principles ref researcher s working conditions and social security are implemented judge the efforts ref the C&C principles on researcher s development and training

7 Arvioinnin tulos HR strategy s strenghts and weaknessess, possible suggestions for alteration or revisions Accepted, accepted pending minor alterations, no further use permitted pending major revisions HR Excellence statuksen voi siis menettää tässä vaiheessa (quality and appropriateness of the actions less than satisfactory and/or the implementation is deemed not to be broad, deep and well integrated into in the organisation)

8 Internal Review Arviointiasiakirjat EU:lle: 2017 OTM-R-politiikka August-October 2017 Internal Review n järjestäminen February 2018 Vaikuttavuuden arviointi -Action Plan mittarit -Opetus, tutkimus ja ura-kysely Internal Review Report (Template 3: Internal Review) completed by the JyU based on 2017 data 2. Revised Action Plan (Template 2) University data from Finland and other countries in the same HRS4R cohort will be compared. August- December 2017 Opetus, tutkimus ja ura-kysely 2017 Internal Review JY:n itsearviointimallin mukainen, osaksi opetu-kyselyä? February 2018

9 Site Visit April 2018 Each External Assessment Panel member (at least three) reviews the organisation documentation and completes a preliminary review template report Early June 2018 Site visit in Jyväskylä by External Assessment Panel (1 day): meetings with key stakeholders (researchers, management, practitioners) JyU passes the external assessment with the accepted status and keeps the HR Excellence in Research acknowledgement These three reports are circulated between the three assessors at least one month in advance of the site visit. Early May 2018 External Assessment Panel submits a report (Template C) to the Commission within one week of the site visit: Accepted, Accepted pending minor alterations, No futher used permitted-major revisions required June 2018

10 Gap Analysis Process (max 300 words) Gap Analysis (taulukkona vertailu 40 periaatteeseen) OTM-R check-list Action Plan Key figures Strengthened Procedure information Eligibility Organisation Profile C&C:n 4 teemoittain nykyiset politiikat ja käytännöt vahvuudet ja heikkoudet (2s.) Actions as a list+laajennettu kuvaus (title action-timingresponsibleindicators/targets) OTM-R-kytkentä ja implementointi Internal Review Organisational Narrative (2s) Actions with current status of actions and indicators OTM-R Implementation (1s) Initial External Assessment of HR Strategy 3 arvioijaa assessment Quality assessment (level of ambition and the quality of progress) Recommendation s Interim External Assessment of Updated HR Strategy 3 arvioijaa Quality assessment (level of ambition and the quality of progress) Strengths, weaknesses and recommendation s Renewal External Assessment based on site visit 3 arvioijaa Quality assessment (level of ambition and the quality of progress) desk-based assessment, site-visit based assessment Benefits of implementing an HR strategy (benefits, impact, echievements) Efforts to ensure implementation ref. ethical and professional aspects Efforts to ensure implementation ref. OTM-R Efforts to ensure implementation ref. working conditions and social security Efforts to ensure implementation ref. researcher s development and training One or more elements of good practice One or more examples of difficulties Strengths, weaknesses and recommendations

11 Esimerkki Action Plantoimenpiteestä indikaattoreineen Title action Timing Responsible Unit Indicator(s) / Target Current status e.g. Advertising all researcher vacancies on Euraxess Spring 2016 HR recruitment unit 75% increase in applications 50/850 applications from abroad Completed e.g. Granting postdoctoral researchers budgetary autonomy December 2017 Finance Dept. Board of Government endorsement for new regulation In preparation e.g. Improve supervisor training for newly appointed tenure track staff Continuou s Doctoral Schools Min. 2 training courses on offer per term Continuous monitoring of effect: increase of positive evaluations from PhD students Mentor for every PhD supervisor with less than 2 years experience Action extended by introducing a new mentoring programme for PhD supervisors, based on the PhD students feedback. Huhtikuu 2017 JYVÄSKYLÄN YLIOPISTO

12 Yhteystiedot: Piia Löppönen Henkilöstöasiantuntija Henkilöstön kehittäminen puh