health research institute of hospital clínico ... · mayca román research project management unit...
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Health Research Institute of Hospital
Clínico Universitario de Valencia.
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan.
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan
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Table of Contents
Introduction ........................................................................................................................ 3
Methodology ....................................................................................................................... 5
The work plan considered the following points proposed by the European Commission in the
HRS4R strategy: ................................................................................................................... 5
Identification of key issues ........................................................................................................ 5
Methodology ............................................................................................................................. 6
Key findings of the internal analysis (HRS4R Gap Analysis) .................................................... 8
Results from the workshops with the focus groups .................................................................. 9
Annex I: Gap analysis ......................................................................................................... 16
I. Ethical and professional aspects .......................................................................................... 16
II. Recruitment ......................................................................................................................... 26
III. Working conditioins and social security. ............................................................................ 33
IV. Training .............................................................................................................................. 43
Annex II: Action Plan.......................................................................................................... 46
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan
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Introduction
The Health Research Institute INCLIVA, established in 2000 and accredited as a Health Research
Institute in 2011, has the mission of fostering, promoting, coordinating and executing quality
health-oriented research, integrating the basic and clinical aspects in order to improve the
health and quality of life of the population.
INCLIVA manages the biomedical research of the Hospital Clínico Universitario de Valencia and
its Health Department. It also manages the research of other outstanding scientific research
groups including the “Facultad de Medicina de la Universidad de Valencia” and the “Instituto
Universitario Valenciano de Infertilidad”, (IUVI).
As described in its vision, INCLIVA’s objective is serve as a national and international reference
institute in clinical and translational research, recognised for its healthcare innovation and
excellent management.
The following values govern INCLIVA’s activities:
Seeking solutions to society’s major health problems
Continuous orientation towards scientific excellence
Focus on innovation and the transfer of results
Integration and multidisciplinary collaboration, and
development of strategic alliances
Compliance with national and international bioethical
research regulations
Internationalization of scientific activity
Continuous improvement and training of research and
management staff
Orientation towards excellence in management
Commitment to society: transparency, environment and
sustainability
INCLIVA currently has more than 400 prestigious researchers from the international scientific
community and has first-class technology for the development of quality research, strengthened
since 2012 by the ISO 9011-2008 Certification in Administrative and Economic Coordination and
Scientific Management areas.
INCLIVA maintains a firm commitment to quality and dedication of service to researchers, which
takes the form of its strategic planning for the 2015-2019.
Specifically, the Institute has identified its principal strategic objectives as those related to
attracting talent and consolidating research careers within the institution, developing its
framework of relations and HR strategy. It also maintains and strengthens the consolidation of
research platforms to serve the research community and provides training for R&D&I
researchers and managers, further reinforcing its commitment to social responsibility,
transparency and environment.
Approach to the problems of
Society Scientific excellence
Innovation Transference
Management excellence
Integration multidisciplinary
collaboration Strategic
alliances Bioethics
Internationalization Ongoing
Improvement
Social Commitment
Transparency
Environment Sustainability
Training
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan
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The “HRS4R” (Human Resource Strategy for Researchers)”1 prepared by the European
Commission, is designed as a tool for the implementation of the recommendations regarding
the rights and responsibilities of researchers and their employers and/or funders, listed in the
“European Charter for Researchers” and in the “Code of Conduct for the Recruitment of
Researchers” (C&C)2.
In 2014, INCLIVA signed the C&C, accepting the values defined in it and committing itself to align
its Human Resource policies and practices with the recommendations made in both documents.
In order to advance in the implementation of C&C and using as a framework the HRS4R, a
process was carried out to analyse the degree of compliance with each of the 40 principles set
out by the C&C, in order to detect deficiencies and areas for improvement to be implemented
in the coming years, which have been transferred to INCLIVA’s Human Resource Action Plan for
R&D&I. This process is aimed at making the Institute more attractive to researchers, creating
the most favourable conditions to develop their research careers.
This document describes the methodology followed in this process and the main conclusions
and results.
1 HRS4R: http://ec.europa.eu/euraxess/index.cfm/rights/strategy4Researcher
2 C&C: http://ec.europa.eu/euraxess/pdf/brochure_rights/am509774CEE_EN_E4.pdf
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan
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Methodology
The work plan considered the following points proposed by the European Commission in the
HRS4R strategy:
1) Gap Analysis: Internal analysis of current practices by comparing institutional policies with
the recommendations listed in the C&C, establishing the institution as the key element.
2) Action Plan: Initiatives proposed to achieve the identified objectives (what, who and when),
publishing the main results on INCLIVA’s official website.
3) Workgroup review: the objectives are reviewed to improve the plan of action and provide
internal analysis.
4) Application of knowledge of the strategy by the European Commission.
5) Implementation of HR strategy through internal quality procedures, with self-evaluation
after two years.
6) External evaluation of initiatives carried out successfully from the initial proposals.
Identification of key issues
The following key aspects for success were identified during the analysis of compliance with the
C&C recommendations, in order to detect gaps and to define corrective, preventive or
improvement actions.
Institutional commitment, formalized through a Steering Committee with the participation
of institutional leaders in scientific and economic-administrative matters.
Feasibility and suitability of INCLIVA’s Action Plan on Human Resources for R&D&I to the
needs and possibilities of the institution (technical and financial feasibility, timeliness of
measures to be implemented).
Participatory development strategy: response to real needs of established, emerging, and
trainee researchers.
Identify key personnel for the development of analysis and prioritization of activities to be
carried out within the framework of the future action plan.
Identify the person responsible for each priority action, appropriate timing and setting useful
and feasible indicators: impact on the implementation and development of the Plan.
Integration of the Action Plan within INCLIVA’s quality strategy.
Increase internal and external visibility of the conclusions reached and the strategy adopted.
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan
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Methodology
In order to develop INCLIVA’s strategy of human resources in R&D&I covering the key issues
identified, the following methodology was applied:
The following work groups and committees were created for the proper development of the
methodology described:
a. Steering committee, which works on the validation analysis and approves INCLIVA’s
Human Resource Action Plan for R&D&I.
Members:
b. Institutional workgroup made up of the people in charge of the strategic and operational
processes related to management, assessment, training and communication, responsible for
carrying out the gap analysis according to the template proposed by the HRS4R strategy.
Analysis of legal
conditions
(regulatory review)
Analysis of
regulatory
constraints of
INCLIVA)
Identification
of potential
areas for
improvement
Gap analysis validation
Technically feasible
improvement actions
Prioritized
weaknesses
Prioritized
improvement actions
Responsible
allocation and
scheduling of
selected
actions
“Institutional” workgroup
Focus groups
Project steering
committee
Project steering committee
Dr. Rafael Carmena Rodríguez INCLIVA Managing Director
Dr. Josep Redón i Mas INCLIVA Scientific Director
Vicente de Juan Martín INCLIVA Economic Director
Marta Peiró Assistant Scientific Director
Enrique Cremades Innovation Area Manager
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Members:
c. Focus groups. - In order to ensure broad participation by different professional profiles
assigned to IIS, INCLIVA focus workgroups of up to 6 members were created. These groups
prioritized the pre-identified weaknesses and also the actions to be undertaken by INCLIVA
according the criteria of impact and feasibility.
The details of the different focus groups involved are specified below:
Head Area Researchers or head research groups researchers
Emerging researchers (not included in previous groups)
Assistant researchers (not included in previous groups)
Young doctors
Researchers in training
Technical profiles
Rafael Barajas Quality and Planning Unit
Maite Sáez General Secretariat
Ruth Cano HR unit and General services
Vanessa Aznar HR unit and General services
Justo Jiner Scientific Culture and Innovation Unit
Training Events Unit
na Ferrer Transversal and International programs unit
Loli Iglesias Clinical Study Management Unit
Mayca Román Research Project Management Unit
Vicente de Juan Martín Economic Director INCLIVA
Marta Peiró Assistant Scientific Director
Enrique Cremades Innovation Area Manager
Anabel Gil HR unit and General services
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Key findings of the internal analysis (HRS4R Gap Analysis)
The internal analysis details are included in Annex I (Gap Analysis), with the main conclusions
are presented below.
Strengths:
• The INCLIVA Foundation belongs to public foundation sector of the Generalitat
Valenciana, and as such is subject to the principles of transparency, efficiency and
equality regulated by current legislation. In particular the Generalitat Valenciana
advocates compliance with the principles embodied in the C&C.
• INCLIVA has been accredited as Health Research Institute since September 2011. This
accreditation, awarded by the Ministry of Science and Innovation, reflects the
commitment to quality of the R&D&I Translational activity that takes place within the
institution.
• It has its own strategy that guides both the R&D&I and training activity, strengthening
research and innovation developed by its groups, activities. Excellence, People,
Innovation, Internationalization, Company and Information Technology are the strategic
priorities that govern its activity.
• Its organizational structure incorporates advisory bodies and promotes the participation
of the research community to ensure the principles and commitments established in the
C&C.
• It has a management structure that provides support services to the Institute's
researchers with UNE 9001 certification. The scope of this certification includes all
human resources, project management, innovation management and transfer
knowledge, communication and training processes. The staff’s opinions and needs are
regularly surveyed and results are considered in successive improvement plans.
• The selection processes are open and transparent, based on the assessment of the
merits and abilities of candidates.
• The Plan of Training and Support Plan for Emerging Groups includes the tools for
professional development of INCLIVA researchers.
• It also has platforms support research certified or undergoing certification providing
technical services to the research INCLIVA staff.
• The actions to promote R&D&I include subsidy announcements that INCLIVA published
annually, and which include specific subsidies for researcher mobility.
• Advocates translation and transfer of knowledge to society and production.
Weakness:
• Improved internal procedures to support and promote knowledge, ensuring the
adherence and compliance with ethical principles and best scientific practices by all
members of INCLIVA.
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• Insufficient mechanisms to recognise the activity of INCLIVA’s staff and research groups,
and develop a strategy ability to attract personnel, adapted to the applicable legal
regulations.
• Need to promote the development of future INCLIVA researchers.
• Lack of a collective bargaining agreement.
• Revision and improvement of selection procedures and internal communication.
• Need for formal implementation of gender and equality in INCLIVA strategy.
• Enhancing communication and interaction with society.
Results of workshops with the constituted focus groups
In addition to the internal analysis (Gap Analysis) that was carried out according to the HRS4R
strategy for the implementation of the C&C recommendations, the process included the
participation of the professional profiles that make up INCLIVA. They were invited to participate
in the focus groups described in the previous sections.
This participation resulted in the development of workshops where focus groups shared their
opinions about current practices implemented in INCLIVA, and prioritized gaps and
improvement actions implemented in INCLIVA.
A quality methodology was used with a target group to study perceptions of researchers in
several aspects.
Participants of these groups were chosen from INCLIVA’s research and technical personnel, so
they represented the different groups that comprise it.
Results from the workshops with the focus groups
The opinion of the members in the focal groups were collected in the structured inquiry
developed, according to the following scoring table.
Strengths
Impact on strategy Very low Low Medium High Very high
1 2 3 4 5
Satisfaction Very
satisfied Somewhat
satisfied Neither satisfied nor
dissatisfied Somewhat dissatisfied
Very dissatisfied
1 2 3 4 5
Improvement areas
Impact on strategy Very low Low Medium High Very high
1 2 3 4 5
Satisfaction Very
satisfied Somewhat
satisfied Neither satisfied nor
dissatisfied Somewhat dissatisfied
Very dissatisfied
1 2 3 4 5
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Actions Impact on strategy Very low Low Medium High Very high
1 2 3 4 5
The highest impact strengths and improvement areas considered by the focal groups members
in the development of the human resources strategy in R&D&I of the INCLIVA are presented
below. Priority orders have been established based on the following criteria:
Priority 1: Mean values of impact criteria valued greater than or equal to the average score of
all the surveyed.
Priority 2: Criteria that are not considered Priority 1, but at least three focal groups have heavily
prioritized them. It is considered fulfilled when the average score assigned by the group has
exceeded or equalled the 4 points.
Priority 3: Criteria that are not considered Priority 2, but at least one focal group has heavily
prioritized them. It is considered fulfilled when the average score assigned by the group has
exceeded or equalled the 4.5 points.
Order Higher impact strengths Average score
≥4 ≥4,5
1 Having an In-house training plan and plan for support of emerging groups. Training plan that includes actions aimed at all the profiles that form the Institute and different formats: conferences, courses, seminars, workshops, scholarships and outreach activities aimed at undergraduate and master. These activities include methodology, techniques, cutting-edge areas of research, knowledge transfer.
4,52 6 3
2 Having an Evaluation mechanisms for new access groups and an Integration Plan.
4,44 6 4
3 Subsidies for training stays in prestigious centres. 4,36 5 3
4 The Strategic Plan includes a complete “Persons” axis (recruitment and holding of talent, including future researchers).
4,32 5 3
5 Defined, public and accessible recruitment processes. Especially at local level, based on the assessment of the merits and abilities of candidates, incorporating different criteria, the degree being the only limiting merit. Selection by a committee.
4,24 5 3
6 Announcements of public subsidies based on evaluation of merit, with participation by a Selection Committee. As funding agent, makes public its announcements for subsidies, publishing objectives, evaluation system, obligations and rights of beneficiaries.
4,24 6 3
7 It provides advice and support from the management units and its research support platforms, many of which have been certified or are in the process of being certified. Mechanisms to promote Innovation and transfer of knowledge.
4,08 4 2
8 Professionals experienced in the training capacity of personnel in the groups, and INCLIVA’s management structure and platforms
4,08 5 1
9 Joint activities with the UV, the UPV and professional training centres. Processes established for the development of training stays.
4,04 4 1
10 Established legislation in the area of Social Security and Working Conditions, recognizing the rights and obligations of workers and the guarantees of the Social Security system, promotion of arbitration and gender policies. Specifically, the Generalitat Valenciana advocates compliance with the principles included in the C&C (Act 2/2009).
4,00 5 0
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan
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Order Higher impact strengths Average score
≥4 ≥4,5
11 Its organizational structure incorporates advisory organs and organs for participation in the research community: Internal Scientific Committee and External Scientific Committee. Specifically, the selection of candidates to participate in limited subsidy announcements corresponds to the ISC. The opinions and needs of the staff are surveyed periodically and the results are incorporated into the successive improvement plans.
4,00 3 1
12 ISO-certified management processes including HR processes (Public job offers, Selection, Welcome, Self-protection, Hiring) communication, project management, and innovation. Quality Management system, control processes, and Intervention audits.
3,92 4 2
13 Its organizational structure includes an Internal Scientific Committee, CEIC/Ceim, Ethics Committee for Animal Experimentation of the U.V.
3,76 2 1
14 Client-orientation as one of the pillars of the Quality Management System (systems for detection and handling of issues, improvement actions, and non-conformities).
3,76 3 1
Order Higher impact improvement areas Average score
≥4 ≥4,5
1 The lack of sufficient mechanisms for the evaluation and recognition of the activity of INCLIVA’s staff and research groups. Respecting the legal and budgetary limits that apply to it as part of the public sector of the Generalitat Valenciana.
4,67 5 4
2 Mechanisms to guarantee generational hand-off (attracting post-doctoral staff). Lack of criteria or standards to be fulfilled by researchers who would like to form part of INCLIVA (personnel of associated entities)
4,64 6 4
3 Improve transparency of hiring processes and merit-evaluation processes (in its dual role as an R&D&I and financing institution).
4,36 5 4
4 Proactive communication of rights, obligations, work conditions, and available resources. Promotion of knowledge of the plans and tools in the area of professional training and development by INCLIVA personnel.
4,36 5 3
5 There are no formal mechanisms for professional guidance, especially for personnel in training or those who are beginning their careers, especially in the area of science
4,29 5 3
6 Possibility of improvement of training activity, especially in the initial stages (personnel in training).
4,29 4 2
7 There is no collective bargaining agreement for the sector 4,20 4 2
8 Mechanisms for knowledge of objectives, strategic and operational plans, resources, and procedures of INCLIVA, especially promoting the knowledge of the aspects related to intellectual and industrial property, and facilitating compliance with the requirements related to animal experimentation.
4,16 3 2
9 Development of the innovation policy, including regulation for revenue distribution and creation of businesses.
4,14 5 1
10 Strengthening of two-way communication with society, adopting collaboration and interrelation mechanisms that make it possible to reinforce social commitment, transfer of knowledge, and exploitation of results
4,04 5 1
11 Promote equality in all policies and processes (without prejudice to the criteria of merit and ability). Need for formal implementation of the perspective of gender and equality in INCLIVA’s strategy that reflects the questions in regard to equal opportunity, work-life balance. Incorporate the gender perspective into the composition of selection and evaluation committees.
3,96 3 1
12 Guarantee proper compliance with the Personal Information Protection Act by all members of the Institute, improving the information security system.
3,88 4 0
13 Mechanisms in INCLIVA that guarantee correct management of selection teams and processes. Improvement of welcoming of personnel, especially personnel in training, residents
3,88 3 1
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
Internal Analysis and Action Plan
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The results of the survey on the current level of satisfaction are presented in the following table
as a measure of improvement areas most important for researchers and technical staff of the
INCLIVA
Order Higher impact improvement areas Average score
≥4 ≥4,5
1 There is no collective bargaining agreement for the sector. 3,96 3 0
2 Lack of sufficient mechanisms for the evaluation and recognition of the activity of INCLIVA’s staff and research groups, respecting the legal and budgetary limits that apply to it in all cases.
3,92 3
3 Mechanisms to guarantee generational hand-off (attracting post-doctoral staff). Lack of criteria or standards to be fulfilled by researchers who would like to form part of INCLIVA (personnel of associated entities).
3,71 2 0
4 There are no formal mechanisms for professional guidance, especially for personnel in training or those who are beginning their careers, especially in the area of science.
3,65 0 0
5 Possibility of improvement of training activity, especially in the initial stages (personnel in training).
3,48 0 1
6 There is no process to facilitate knowledge of the rights and obligations of trainers and personnel in training by the personnel of INCLIVA, and conflict resolution (if necessary), especially between personnel in training and their supervisors.
3,41 0 0
7 Mechanisms for knowledge of objectives, strategic and operational plans, resources, and procedures of INCLIVA, especially promoting the knowledge of the aspects related to intellectual and industrial property, and facilitating compliance with the requirements related to animal experimentation.
3,39 2 0
8 Proactive communication of rights, obligations, work conditions, and available resources. Promotion of knowledge of the plans and tools in the area of professional training and development by INCLIVA personnel.
3,38 0 0
9 Equality in all policies and processes Need for formal implementation of the perspective of gender and equality in INCLIVA’s strategy that reflects the questions in regard to equal opportunity, work-life balance. Incorporate the gender perspective into the composition of selection and evaluation committees.
3,33 0 1
10 Strengthening of two-way communication with society, adopting collaboration and interrelation mechanisms that make it possible to reinforce social commitment transfer of knowledge, and exploitation of results.
3,29 0 0
11 Development of the innovation policy, including regulation for revenue distribution and creation of businesses.
3,21 0 0
12 Support system for the knowledge, acceptance, and compliance with ethical principles and scientific best practices by all members of INCLIVA. There is no form for acceptance of recognized ethical practices, no document that reflects these rights and limitations, and there is no process outlining actions to be taken in case of non-compliance.
3,21 0 0
14 There is no process to facilitate knowledge of the rights and obligations of trainers and personnel in training by the personnel of INCLIVA, and conflict resolution (if necessary), especially between personnel in training and their supervisors.
3,88 3 1
15 Updating of the quality management system after the implementation of the HRS4R Strategy. Measures must be implemented to make it possible to evaluate the level of satisfaction in regard to the Human Resource Strategy to be implemented (including personnel in training or beginning their professional careers).
3,79 4 1
16 In the support system for the knowledge, acceptance, and compliance with ethical principles and scientific best practices by all members of INCLIVA. There is no form for acceptance of recognized ethical practices, no document that reflects these rights and limitations, and there is no process outlining actions to be taken in case of non-compliance.
3,56 1 0
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”
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Order Higher impact improvement areas Average score
≥4 ≥4,5
13 Take another step forward in the transparency of hiring processes and merit evaluation processes (in its dual role as an R&D&I and financing institution).
3,18 0 0
14 Mechanisms in INCLIVA that guarantee correct management of selection teams and processes. Improvement of welcoming of personnel, especially personnel in training, residents.
3,17 0 0
15 Guarantee proper compliance with the Personal Information Protection Act by all members of the Institute, improving the information security system.
3,09 1 0
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Order Activities JE: Priority for young doctors and / or emerging researchers IF: Priority for Researchers in training CC: Priority for head researchers and / or clinical PT: Priority for technical staff / manager
Average satisfaction
Number of groups
scoring ≥4
Number of groups
scoring≥4,5
JE IF CC PT
1 Evaluation and assessment system of staff performance. Career development in the INCLIVA 4,56 6 4 2 1 2 1
2 Develop a procedure for the evaluation and assessment of the performance of the groups that make up the
Institute
4,52 6 5 2 1 2 1
3 Improvement of the procedures related to recruitment. Review calls for additional employment and
contract terms. Arbitrate procedures to give feedback applicants for jobs and subsidies of INCLIVA.
4,36 4 3 2 1 0 1
4 Forums with companies in the industry that will make it possible to detect opportunities for collaboration
to develop products and/or services that respond to the needs of the population
4,28 6 2 2 1 2 1
5 Promote the generation of a collective bargaining agreement for the sector, in collaboration with the other
institutions in the public foundation sector of the Generalitat Valenciana.
4,28 4 2 1 1 1 1
6 Arbitrate a specific policy for post-doctoral recruiting. 4,24 5 3 2 1 2 0
7 Review clauses of INCLIVA subsidy announcement. A single announcement will be generated with enough
time for researchers to known grants they can solicited. Arbitrate procedures for INCLIVA grants applicants
feedback.
4,20 5 2 2 1 1 1
8 Availability of the internal regulations in the area of intellectual and industrial property (including profit
shares and company creation).
4,17 5 1 2 1 1 1
9 Welcome policy. Welcome manual update. This instrument will help strengthen the internal knowledge
among members of INCLIVA, and the facilities and services at their disposal for the development of their
R&D&i.
4,12 3 1 2 0 0 1
10 Prepare INCLIVA Code of Ethics and Best Practices 4,04 3 2 1 1 1 0
11 Generate specific assistance guidelines for each call for subsidy applications and distribute them to financed researchers, changing the necessary SOPs.
4,00 4 2 2 1 1 0
12 Establish the figure of the “Researcher Defender” and the procedure for handling and tracking issues 4,00 4 1 2 1 0 1
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13 Modification of the Training Plan, including management of teams and selection processes, aimed at the supervisors of groups, platforms, and lines of research (including emerging researchers), BSP, Internationalization, intellectual and industrial property.
3,96 4 1 2 1 0 1
14 Criteria or standards to be fulfilled by researchers who would like to form part of INCLIVA (personnel of associated entities).
3,96 3 3 0 1 2 0
15 Agreements with patient associations for the development of forums that allow civil society to express its needs and concerns to the researchers of INCLIVA.
3,92 3 1 1 0 1 1
16 Provide on-line methods for the submission of candidate applications 3,92 4 1 1 1 2 0
17 Establish a procedure to provide support for the submission of evaluation requests to the CEA from the Institute’s Management Structure.
3,88 3 1 1 1 1 0
18 Analysis of the alignment of INCLIVA’s research priorities with the health needs of the population. 3,84 3 1 1 1 1 0
19 Establish and publicize a procedure for the implementation of news aimed at civil society that facilitates the involvement of researchers in the institutions, allowing greater communication of the institution’s activities and results.
3,80 3 0 1 0 2 0
20 Development of an annual satisfaction survey aimed at INCLIVA staff to assess the level of satisfaction with INCLIVA’s Human Resource Strategy for Researchers.
3,76 3 1 1 1 1 0
21 Analysis and review of all forms for gathering personal information that could be subject to the Personal Information Protection Act.
3,72 3 1 1 1 1 0
22 Specific inclusion of mobility as a merit to be evaluated in calls for subsidy applications and in evaluation and selection processes. Incorporate co-authorship (requirements proportionate to the type of position offered).
3,60 2 1 1 1 0 0
23 Agreements with educational centres to develop open-house days. 3,56 2 0 1 1 0 0
24 INCLIVA equality plan. 3,54 2 0 1 1 0 0
25 Registration by INCLIVA in the EURAXESS portal, and publication of job openings for researchers through the “Jobs” platform.
3,48 3 1 0 1 2 0
26 “Mentoring” Plan, including the description of the ongoing evaluation process and the procedure for measuring the satisfaction of the staff in training.
3,46 1 1 0 1 0 0
27 Arbitrate open selection processes to attract candidates for HR subsidies. Advertising on high-impact websites (preferably in the EURAXESS portal). I.e. Open announcement for pre-selection of candidates for aid Sara Borrell calls.
3,32 2 1 0 1 1 0
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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Annex I: Gap analysis
I. 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 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/management)
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Spanish constitution (CE). Article 44. 2: The public authorities shall promote
science and scientific and technical research in the general interest.
Article 20. 1 CE: They are recognized and protected rights: a) to freely express
and disseminate thoughts, ideas and opinions by word, writing or any other
means of reproduction. b) To the literary, artistic, scientific and technical
production and creation. Article 20. 4 CE: These freedoms are limited by respect
for the rights recognized in this Title … Article 149. 15º) CE: The State has
exclusive power over the promotion and general coordination of scientific and
technical research.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Preliminary
title. General dispositions. Article 14. Rights of researchers.
Law 14/2007 of 3 July, on Biomedical Research
Organic Law 6/2001 of 21 December, of Universities. Article 40 and ss.
Law 24/2015 on Patents. Title III. Right to the patent and designation of the
inventor. Title IV. Inventions made in the context of an employment relationship
or service.
Law 17/2001, of December 7, on Trademarks Article 2 Acquisition of Rights.
Article 3 Legitimation.
Strategic Plan 2015-2019. Mission: To promote, coordinate and implement
quality-oriented translational research of health problems, integrating basic and
clinical aspects in order to improve the health and quality of life.
Strategic Plan 2015-2019. Corporate values: Finding solutions to the major
health problems of society; permanent orientation towards scientific excellence;
[...]; Enforcement of national and international bioethical standards for research;
Commitment to society: transparency, environment and sustainability
Investigator Manual: 1.5 Organizational Structure 3.6 Procedures.
MC-CE-03 CEIC Management Manual. Presentation of CEIC HCUV and 0. Politics
Qualities.P
R-EG-CCI Internal Scientific Committee. 5.0.2 Functions of the JRC. 5.0.5
Functions of the Executive Committee. 5. Operating system.
PR-EG-PPro 3 Procedure project presentation. 5.12 Adjustment economic
memory and justification instructions.
PR-UAI-Prot Protection Procedure. 4. Responsibilities.
PR-UAI-Idea Detection of innovative ideas.
PR-EG-HR Human Resources v4
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Law 20/2003 of 7 July, on Legal Protection of Industrial Design. Article 14 Right
to registration. Article 15 Designs created in the context of an employment
relationship or service.
Royal Legislative Decree 2/2015 of 23 October, approving the revised text of
the Statute Law Workers approved. Article 5 Job duties. Article 20 Direction and
control of labour activity.
Resolution of 16 July 2009, from the Ministry of
Health, approving the contract template approved that has to be signed
between the management of a health centre, the promoter and researchers for
conducting a clinical research or post-authorization observational drug and
medical testing or studies in organizations health services of Valencia. Annex I.
2.4. Ethical and legal standards.
Law 38/2003 of 17 November, general of subsidies. Article 14 Obligations of
beneficiaries
2. Ethical principles
Researchers should adhere to the recognised ethical practices and fundamental ethical principles appropriate to their discipline(s) as well as to ethical standards
as documented in the different national, sectoral or institutional Codes of Ethics.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Instrument of Ratification of the Agreement for the protection of human rights
and human dignity with regard to the Application of Biology and Medicine
(agreement on Human Rights and Biomedicine), made in Oviedo on April 4,
1997. (Oviedo Agreement).
Additional Instrument of Ratification of the Convention on Human Rights and
Biomedicine on transplantation of organs and tissues of human origin, done at
Strasbourg on 24 January 2002 Protocol.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 10.
Spanish Committee for Research Ethics. Article 15 Duties of research staff
Law 14/2007 of 3 July, on Biomedical Research.
Investigator Manual: 1.5 Organizational Structure 3.6 Procedures.
MC-CE-03 CEIC Management Manual. Presentation of CEIC HCUV and 0.Politics
Qualities.
PR-EG-CCI Internal Scientific Committee. 5.0.2 Functions of the JRC. 5.0.5
Functions of the Executive Committee. 5. Operating system.
Agreements on kind of labour contracts.
Model for agreements with personnel in training.
Roles and responsibilities as trainees
Strategic Plan 2015-2019. Strategic line 8 Ensure compliance with ethical and
legal requirements of clinical research sponsored by INCLIVA. Strategic line 9
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Royal Decree 1716/2011, of November 18, by which the basic requirements for
authorization and operation of biobanks for biomedical research and treatment
of biological samples of human origin are established, and the operation and
organization of regulating National registry of Biobanks for biomedical research.
Title II Treatment of biological samples of human origin for biomedical research.
Order ECC / 1404/2013 of 28 June, by which annex of Royal Decree 1716/2011,
of November 18 is modified.
Royal Decree 53/2013, of February 1, by which the basic standards for the
protection of animals used for experimental and other scientific purposes are
established, including teaching.
Corrigendum to Royal Decree 53/2013, of February 1, by which the basic
standards for the protection of animals used for experimental and other scientific
purposes are established, including teaching.
Decree 13/2007 of 26 January, the Consell on the protection of animals used for
experimental and other scientific purposes in the Valencian Community.
Royal Decree 2132/2004, of 29 October, establishing the requirements and
procedures for requesting the development of research projects with stem cells
obtained from remaining pre-embryos.
Royal Decree 1090/2015, of 4 December, by which clinical trials with
medications are regulated, the Committees for Research Ethics and Spanish
medication trials register. Especially Articles 38 and 41.
Order SAS / 3470/2009 of 16 December, establishing the guidelines on
observational post-authorization studies for medicinal products for human use
are published. In particular Article 5 (ethical considerations) and Article 6
(Identification of those in head and the elements that the study protocol must
contain).
Resolution of 16 July 2009, of the Department of Health, for regulating
procedures, documentation and deadlines to be observed in the presentation
and changes in procedures related with clinical trial and post-authorization
observational studies of medicines and health products. Preamble and Articles 5-
8.
train health professionals in the methodological, ethical and legal aspects of
clinical research (GCP Course for Investigators 2016).
Training Plan
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Resolution of 16 July 2009, from the Ministry of Health, approving the contract
template approved that has to be signed between the management of a health
center, the promoter and researchers for conducting a clinical research
observational authorization post-drug and medical testing or studies in
organizations health services of Valencia. Annex I. 2.4. ethical and legal
standards.
Law 15/1999, of December 13, on Protection of Personal Data (LOPD)
Royal Decree 1720/2007, of December 21, by which the Regulation of the LOPD
is developed.
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 it is delegated has the competence to carry it out.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 14
Rights of researchers. Article 15 Duties of research staff.
Royal Legislative Decree 1/1996 of 12 April, approving the revised text of the
Law on Intellectual Property, regularizing, clarifying and harmonizing the existing
legislation on the subject. Articles 7 and 32 quotes and reviews and illustration
for teaching or scientific research (and in particular paragraph 1)
Law 11/1986 of 20 March on Patents. Article 10, 14 15, 17, 19 y 20.
Royal Decree 1090/2015, of 4 December, by which clinical trials with
medications are regulated, the Committees for Research Ethics medication and
Spanish Trials Register. Article 41.
Order SAS / 3470/2009 of 16 December, establishing the guidelines on
observational post-authorization studies for medicinal products for human use
Strategic Plan 2015-2019. Mission: To promote, coordinate and implement
quality-oriented translational research of health problems, integrating basic and
clinical aspects in order to improve the health and quality of life.
Strategic Plan 2015-2019. Corporate values: Finding solutions to the major
health problems of society; permanent orientation towards scientific excellence;
[...]; Enforcement of national and international bioethical standards for research;
Commitment to society: transparency, environment and sustainability
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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are published. Article 5 Ethical considerations and Article 6 identification of those
in head and which elements must contain the study protocol
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
Relevant legislation
(permitting or impeding the implementation of this principle) Existing Institutional rules and/or practices
Law 14/2007 of 3 July, on Biomedical Research. Article 15 Duties of research staff
Royal Decree 63/2006 of 27 January, approving the Statute of research personnel in
training. Article 6. Duties of research personnel in training.
Royal Decree 1716/2011, of November 18, by which the basic requirements for
authorization and operation of biobanks for biomedical research and treatment of
biological samples of human origin are established, and the operation and organization
of regulating National registry of Biobanks for biomedical research.
Royal Decree 2132/2004, of 29 October, establishing the requirements and procedures
for requesting the development of research projects with stem cells obtained from
remaining pre-embryos.
Royal Decree 1090/2015, of 4 December, by which clinical trials with medications are
regulated, the Committees for Research Ethics medication and Spanish Trials Register.
Order SAS / 3470/2009 of 16 December, establishing the guidelines on observational
post-authorization studies for medicinal products for human use.
Strategic Plan 2015-2019
Scientific Cooperative Plan 2015-2019
Integration Plan 2015
Assessment Report of Plan of Support for Emerging Groups (2014-2015)
Investigator's Manual. 3. Institutional Information.
PR-EG-Difu 2 Dissemination of calls and events
Management Manual EGI INCLIVA
PR-EG-SPro v1 Monitoring Projects
PR-EG-HR Human Resources v4
PR-EG-PPro 3 Presentation of projects
INCLIVA bases of support:
- Call for scholarships for training INCLIVA stays at prestigious 2016. Articles 10
and 12
- I Call for Aid for preparatory activities for Coordinated projects between REDIT
Technological Institutes and Researchers and Professionals Health Research
Institute
INCLIVA. Articles, 8 to 14.
- Program VLC-Bioclinic 2016. Articles 8 to 13.
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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, 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 10.
Spanish Committee for Research Ethics.
Law 14/2007 of 3 July, on Biomedical Research. Title II
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training. Arts. 4, 6 y 7.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers, Art 4-5. Title I, Chapter I, Section IV, Art.10-13.
Law 11/1986, of 20 March, on Patents. Art. 15, 17 y 19.
Royal Decree 55/2002 of 18 January, on exploitation and transfer of inventions
made in public research bodies, in accordance with the provisions of art. 20 of
Law 11/1986 of 20 March Patents.
Organic Law 6/2001 of 21 December, of Universities. Article 40, Title IX, Chapter
I Section I, Art. 48-55.
F-EG-RRHH v4 Human Resources
F-EG-RRHH-12 v1: Information Work Regulatory
Private agreements of contracts
Investigator's Manual
INCLIVA Training Plan 2016
INCLIVA bases of aids:
- Call for INCLIVA scholarships for training stays at prestigious centres 2016.
Articles 10 and 12
- I Call for Aid for preparatory activities for Coordinated projects between REDIT
Technological Institutes and Researchers and Professionals Health Research
Institute INCLIVA. Articles, 8 to 14.
- Program VLC-Bioclinic 2016. Articles 8 to 13.
6.Accountability
Researchers need to be aware that they are accountable towards their employers, funders or other related public or private bodies as well 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
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
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Law 38/2003 of 17 November, General Grants. Article 5. Legal status of grants.
Article 6. Legal framework of subsidies financed from E.U. funds. Article 9.
Requirements for the granting of subsidies. Article 14. Obligations of the
beneficiaries. Article 22. Award procedure. Article 30. Justification of public
subsidies. Article 32. Checking subsidies. Article 46. Duty to cooperate
Law 2/2015, of April 2, Transparency, Good Governance and Citizen
Participation of the Valencian Community. Article 4 General principles.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 28.
3. Duties of technical service staff of the Public Research Bodies of the State
General Administration. Chapter II. Funding agents. Article 45. Financing agents
under the Ministry of Science and Innovation. Eleventh Additional Provision.
Point 3.
Law 14/2007 of 3 July, on Biomedical Research.
Law 11/1986 of 20 March on Patents. Art. 15, 17 y 19.
Resolution of 16 July 2009, from the Ministry of Health, approving the contract
template approved that has to be signed between the management of a health
center, the promoter and researchers for conducting a clinical research
observational authorization post-drug and medical testing or studies in
organizations health services of the Valencian Community
Strategic Plan 2015-2019. 3.2 Mission, Vision and Values for research. Corporate
values: [...] Orientation to excellence in managing biomedical research. The
commitment to transparency society, environment and sustainability.
Agreement for the Conduct of External Practices of the University of Valencia.
Educational Cooperation Agreement for the Conduct of External Practices of
the Polytechnic University of Valencia.
PR-EG-Esta Stays Research and Practice
PR-EG-Just Justification
INCLIVA bases of support:
- Call for scholarships for training INCLIVA stays at prestigious centres 2016.
Articles 10 and 12
- I Call for Aid for preparatory activities for Coordinated projects between REDIT
Technological Institutes and Researchers and Professionals Health Research
Institute
INCLIVA. Articles, 8 to 14.
- Program VLC-Bioclinic 2016. Articles 8 to 13.
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 back-up 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
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Spanish constitution. Article 40.2. The public authorities shall ensure health and
safety at work.
Law 31/1995 of 8 November on Prevention of Occupational Risks. Article 38.
Committee on Safety and Health.
Strategic Plan 2015-2020. Strategic line 25.
Investigator’s manual
F-EG-RRHH v4 Human Resources
F-EG-RRHH-12 v1: Information Work Regulatory
Private agreements of contracts
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Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 10.
Spanish Committee for Research Ethics. Ninth Additional Provision. Personal data
protection.
Law 15/1999, of December 13, on Protection of Personal Data.
Law 14/2007 of 3 July, on Biomedical Research.
6.2. Self-Protection Plan INCLIVA
8. Dissemination, exploitation of results
All researchers should ensure, in compliance 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, commercialized. 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Chapter II.
Transfer and dissemination of results of research activity, development and
innovation and scientific, technological and innovative culture. Art. 33.f, 35 y 37.
Law 14/2007 of 3 July, on Biomedical Research
Royal Decree 55/2002 of 18 January, exploitation and transfer of inventions
made in public research bodies, in accordance with the provisions of art. 20 of
Law 11/1986 of 20 March Patents
Strategic Plan 2015-2019. Mission: To promote, promote, coordinate and
implement quality-oriented translational research of health problems,
integrating basic and clinical aspects in order to improve the health and quality
of life.
Strategic Plan 2015-2019. Corporate values: Finding solutions to the major
health problems of society; permanent orientation towards scientific excellence;
[...]; Enforcement of national and international bioethical standards for research;
Commitment to society: transparency, environment and sustainability
Strategic Plan 2015-2019. Strategic axis 3 Innovation
Investigator’s manual
PR-UAI-Prot v1 Protection
PR-UAI-Tran v1 Transfer
Training Plan 2016
Communication Plan 2015-2019
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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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 non-specialists, 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 33.,
34, 35 y 37.
Law 14/2007 of 3 July, on Biomedical Research.
Law 2/2011 of 4 March, on Sustainable Economy. Art. 37-39 on public
procurement and Public Private Partnership and Social Responsibility of the
Company. Art. 53-59 on the transfer, development and promotion of results. Art.
66 on the internationalization of companies.
Strategic Plan 2015-2019. Mission: To promote, promote, coordinate and
implement quality-oriented translational research of health problems,
integrating basic and clinical aspects in order to improve the health and quality
of life.
Strategic Plan 2015-2019. Vision: Perform as a reference centre at national and
international level in clinical and translational research, recognized for its
healthcare innovation ability and excellence in management.
Strategic Plan 2015-2019. Corporate values Search for solutions to the major
health problems of society; [...] Orientation to innovation and to the transfer of
results [...]
Strategic Plan 2015-2019. Strategic axis 3: Innovation
Investigator’s manual
PR-UAI-Prot v1 Protection
PR-UAI-Tran v1 Transfer
Training Plan 2016
Communication Plan 2015-2019
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Spanish constitution. Article 14 CE. Spanish people are equal before the law,
there may be no discrimination on grounds of birth, race, sex, religion, opinion
Equality Plan Commitment
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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or any other condition or personal or social circumstance. EC Article 9.2, Article
35.1 EC.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers Chapter II, Section 2: Rights and obligations under the
contract, Art. 17: No discrimination in labour relations. Art. 4.2.c)
Royal Decree 5/2015, of 30 October, approving the revised text of the Basic
Statute of Public Employees. Title III, Chapter I, Article 14: Individual Rights. 14.i)
A non-discrimination on grounds of birth, racial or ethnic origin, gender, sex or
sexual orientation, religion or belief, opinion, disability, age or any other
condition or personal or social circumstance.
Royal Legislative Decree 1/2013 of 29 November, approving the revised text of
the General Law on rights of persons with disabilities and their social inclusion.
Organic Law 3/2007, of 22 March, for effective equality of women and men.
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 regular basis and in a transparent manner by an independent (and, in the case of senior researchers, preferably international) committee.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 38/2003 of 17 November, General Subsidies Art. 22.
Royal Decree 887/2006 of 21 July, by which regulation of Law 38/2003 of 17
November, approving General Grants, is approved. Title I. Art.60.
Royal Decree 5/2015, of 30 October, approving the revised text of the Basic
Statute of Public Employees. Title III, Chapter II: Right to career and internal
promotion, Art. 20: Performance evaluation.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 5.16
and 25.5 and disp. Trans. 5th performance evaluation systems.
Law 11/2015 of 29 December on the Government Budgets for Fiscal Year 2016.
Integration Plan of INCLIVA
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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II. Recruitment
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Royal Decree 5/2015, of 30 October, approving the revised text of the Basic
Statute of Public Employees. Title IV, Chapter I access to public employment and
acquisition of the service relationship, Art. 61: Selective Systems.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 16.
Criteria for selecting research staff. Article 25. career of research staff.
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training. Article 8. Recruitment of research personnel in training.
Law 11/2015 of 29 December on the Government Budgets for Fiscal Year 2016.
Twenty-first.
Royal Legislative Decree 1/2013 of 29 November, approving the revised text of
the General Law on rights of persons with disabilities and their social inclusion.
Article 42.
Integration Plan
Communication Plan 2016
PR-EG-HR v4 Human Resources
PR-EG-Esta 2 Research and practices stays
Call for INCLIVA Formative Scholarships Stays at Prestige Centres 2016
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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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 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Royal Decree 5/2015, of 30 October, approving the revised text of the Basic
Statute of Public Employees. Title IV Acquisition and loss of the service
relationship. Chapter I Access to public employment and acquisition of the
service relationship. Article 55.2 b) Guiding Principles. Article 61. selective
systems.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers. Art 8.5, 11.1 y ss.
Royal Decree 68/2011 of 27 May, of the Consell, by which the Regulation of
Foundations of the Valencian Community is approved.
Article 22 Organic Law 6/2001 of 21 December, of Universities. Article 40 y ss.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. 2nd section.
Article 20. contractual arrangements
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14. Selection (Code)
Selection committees should bring together diverse expertise and 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 should be realistic.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Royal Decree 5/2015, of 30 October, approving the revised text of the Basic
Statute of Public Employees.Art.60 Selection bodies
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 5.2 y
Art.15.
PR-EG-HR v4 Human Resources
F-EG-RRHH-2 Model for job Calls
Equality Plan Commitment
PR-EG-Esta 2 Research and practices Stay
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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Income General Regulations of staff working for the General State
Administration and the provision of jobs and career advancement of civil
servants of the General State Administration (Cap. III) (Royal Decree 364/95, of
10 March )
Call for INCLIVA Formative Scholarships Stays at Prestige Centers 2016
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Royal Decree 5/2015, of October 30, on the Basic Statute of Public Employees.
Title IV Acquisition and loss of the service relationship. Chapter I Access to public
employment and acquisition of the service relationship. Article 55.2 b) Guiding
Principles
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 5.
The assessment in the allocation of public resources. Article 16. Selection criteria
of research staff.
Law 38/2003 of 17 November, General Subsidies. Article 8. General Principles.
Article 9. Requirements for the granting of subsidies. Article 17. Regulatory bases
for granting subsidies. Article 23. Initiation of the grant procedure in competitive
basis
PR-EG-HR v4 Human Resources
F-EG-RRHH-2 Model for job Calls
PR-EG-Esta 2 Research and practices Stay
Call for INCLIVA Formative Scholarships Stays at Prestige Centres 2016
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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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 attention should be paid to any contributions to patents,
development or inventions.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Spanish constitution de 1978. Article 44.2 Article 149. 1. 15ª.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 26.
Access to public employment and internal promotion.
Law 38/2003 of 17 November, General Subsidies. Article 23. Initiation. Article
24. Instruction.
Royal Decree 887/2006 of 21 July, by which regulation of Law 38/2003 of 17
November, approving General Grants, is approved. Article 60. 1. Assessment
criteria
Law 30/1992 of 26 November on the Legal Regime of Public Administration and
Administrative Common Procedure Article 54. 2. Motivation
PR-EG-HR v4 Human Resources
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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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Title II.
Chapter I. Section II. Recruitment of Research Staff with labour character.
Chapter II. Article 26. Access to public employment and internal promotion.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers Art. 11. Training contracts
PR-EG-HR v4 Human Resources
F-EG-RRHH-2 Model for job Calls
F-EG-RRHH-16 Sign up form
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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18. Recognition of mobility experience (Code)
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2007 of 3 July, on Biomedical ResearchArt.86.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art.16.
Mobility of researchers. Article 37, Section 3. Internationalization of the Spanish
Science and Technology system.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers. Art. 12. Part-time contract and replacement contract.
Art. 15. Contract period.
Organic Law 6/2001 of 21 December, of Universities. Articles 40 y 41. Article 76
Bis 2. Training and mobility. Article 88.3. Teachings and titles and student
mobility
PR-EG-HR v4 Human Resources
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F-EG-RRHH-16 Sign up form
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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 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2007, July 3, Biomedical Research. Art.10.2 Quality of Biomedical
Research.
Law 55/2003, of December 16 of the Statute framework of statutory staff of
Health Services. Art. 17.1
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training.Art.1.2 Object. Art.8.2.
INCLIVA Institutional Strategic Plan 2015-2019
PR-EG-HR v4 Human Resources
F-EG-RRHH-2 Model for job Calls
F-EG-RRHH-16 Sign up form
Call for INCLIVA Formative Scholarships Stays at Prestige Centres 2016
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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Order CIN / 2657/2008 of 18 September, which regulates the administrative
procedure for the evaluation of research activity.
Royal Decree 1393/2007, of October 29, Management of official university
studies. Art. 6, 13. Chapter V: Ph.D. Lessons
Royal Decree 1837/2008, of 8 November, by which are incorporated into
Spanish law the Directive 2005/36 / EC of the European Parliament and of the
Council of 7 September 2005 and the Directive 2006/100 / EC of Council of 20
November. 2006 concerning the recognition of professional qualifications.
Royal Decree 459/2010, of April 16, by which the conditions for recognition for
professional purposes of foreign degrees in Health Sc. Specialist, obtained in non
EU members are regulated.
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 qualifications may be gained at an early stage of a long career, the pattern of lifelong professional development
should also be recognised.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2007 of 3 July, on Biomedical ResearchArt.10.2 Quality of Biomedical
Research.
Law 55/2003, of December 16 of the Statute framework of statutory staff of
Health Services. Art. 17: Individual rights
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training. Art. 1.2 y Art. 8.2
CIN Order 2657/2008, of 18 September, establishing the administrative
procedure for the evaluation of research activity.
Royal Decree 1393/2007, of October 29, Management of official university
studies. Art. 6, 13. Chapter V: Ph.D. Lessons
Royal Decree 1837/2008, of 8 November, by which are incorporated into
Spanish law the Directive 2005/36 / EC of the European Parliament and of the
PR-EG-HR v4 Human Resources
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F-EG-RRHH-16 Sign up form
Call for INCLIVA Formative Scholarships Stays at Prestige Centres 2016
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Council of 7 September 2005, and the Directive 2006/100 / EC, the Council of 20
November 2006 on the recognition of professional qualifications, as well as
certain aspects of the exercise of the legal profession.
Royal Decree 459/2010, of April 16, by which the conditions for the recognition
of foreign qualifications professional effects specialist Health Sciences, obtained
in non-Member States of the European Union are regulated.
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 research career in the context of long-term career prospects.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art.20, 21 y
22.
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training. Sixth Additional Provision support programs for doctors
research.
Law 11/2015 of 29 December on the Government Budgets for Fiscal Year 2016.
Twenty-first arrangement.
INCLIVA Institutional Strategic Plan 2015-2019. Axis 2, People.
Support Plan for Emerging Groups
PR-EG-HR v4 Human Resources
F-EG-RRHH-2 Model for job Calls
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
33
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III. Working conditions and social security.
22. Recognition of the profession
All researchers engaged in a research career should be recognized 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 national level (e.g. employee, postgraduate student,
doctoral candidate, postdoctoral fellow, civil servants).
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 13.
research staff. Article 14. Rights of researchers.
Law 2/2009 of 14 April, of the Generalitat, Valencia System Coordination of
Scientific Research and Technological Development. Article 6 Human Resources
Research
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training. Article 5 Rights of trainee research staff.
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 14.
Rights of researchers.
Law 2/2009 of 14 April, of the Generalitat, Valencia System Coordination of
Scientific Research and Technological Development. Article 6 Human Resources
Research, Article 7 Provision, maintenance and use of equipment and scientific
and technological instrumentation. Article 8 Public funding of research projects.
Strategic Plan 2015-2019
Investigator’s manual
INCLIVA Self-Protection Plan
PR-EG-HR v4 Human Resources
F-EG-RRHH-8 V1 Registration information submitted
Signing agreements personnel practices
Training Plan INCLIVA
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Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training. Article 5 Rights of research personnel in training.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers.
Law 31/1995 of 8 November on Prevention of Occupational Risks.
Law 14/2007 of 3 July, on Biomedical Research Art. 85 researchers Activities in
the centres of the National Health System. Art. 86 Mobility of researchers.
Art.88. Institutes and research networks.
Royal Decree 339/2004 on Accreditation of Health Research Institutes.
Royal Decree 279/2016, of June 24, on accreditation of institutes of biomedical
or health research.
SCO Order 1245/2006 of 18 April, which develops Royal Decree 339/2004 on
Accreditation of Health Research Institutes.
Law 16/2003 of 28 May, of cohesion and quality of the National Health System.
Article 51. Cooperative research networks.
Law 11/2015 of 29 December on the Government Budgets for Fiscal Year 2016.
Art.6 management principles. Art. 7. limited nature of credits
Call for aid for stays in centres of excellence.
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 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Organic Law 3/2007 of 22 March for effective equality of women and men.
Chapter II. Equality and reconciliation. Art. 44, 51 and 56
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 14.j
Decree 38/2016 of 8 April, of the Consell, by which, the Decree 137/2003 of 18
July, the day and working hours, permits, licenses and regulates vacations service
Commitment to Equality Plan
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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of health institutions dependent Government of the health Department, is
modified.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers Article 37 weekly rest, holidays and leave
Royal Decree 5/2015, of 30 October, approving the revised text of the Basic
Statute of Public Employees. Title III, Chapter I, Article 14: Individual Rights. 14.i)
A non-discrimination on grounds of birth, racial or ethnic origin, gender, sex or
sexual orientation, religion or belief, opinion, disability, age or any other
condition or personal or social circumstance.
Royal Legislative Decree 1/2013 of 29 November, approving the revised text of
the General Law on rights of persons with disabilities and their social inclusion.
Article 40. Measures to prevent or compensate for disadvantages linked to
disability as ensuring full equality at work.
Law 9/2003, of 2 April, of the Generalitat Valenciana, for Equality between
Women and Men. Chapter III Equality in the workplace. Title III Equality and
Public Administration
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Directive 1999/70 / EC of 28 June 1999 on the framework agreement of ETUC,
UNICE and CEEP on fixed-term work.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Section II.
Research Staff recruitment of labour character. Article 20. Contractual
Modalities. Article 25. Professional career of the research staff.
Law 1/2015, of February 6, the Generalitat, of Public Finance, Instrumentation
of Public Sector and Grants. Article 4. the basic economic and budgetary
arrangements in the public sector of the Generalitat (the chapter on personnel
Training Plan
Training Plan: http://www.incliva.es/formacion-incliva
Investigator’s Manual
Transparency Portal INCLIVA: http://www.incliva.es/portal-de-transparencia
Equality Plan Commitment
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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costs is restrictive and binding for the total amount). Article 54 Budgetary
Amendments (The amendments affecting staff costs shall be the responsibility of
the Department to which they are attached or which depend functionally
favourable report of the Regional Ministry with responsibility for finance)
Law 11/2015, of 29 December, of Budgets of the Generalitat for the year 2016.
Article 32 of the public job or similar management tool providing staffing
requirements, Title III staff costs, additional provision twenty-first Recruitment
of commercial companies of the Generalitat of public business entities of the
Generalitat, foundations public sector of the Generalitat and attached to the
Generalitat consortia provided that their actions are directly or indirectly subject
the power of decision of the Generalitat in 2016.
Decree 52/2016, of 29 April, of the Consell, by which the supply of public
employment of non-university teachers under the Ministry of Education,
Research, Culture and Sports of the Government for 2016 is approved
26. Funding and salaries
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
.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training. Article 5. Rights of research personnel in training. First
additional provision of the Social Security of the research personnel in training.
Royal Decree 2/2015 of 23 October, approving the revised text of the Law of
the Statute of workers. Art 11. Training contracts Chapter II. Content of the
employment contract Section 4. Wage and salary guarantees. Art. 26. wage. Art.
37. Weekly rest, holidays and leave.
PR-EG-RRHH Human Resources
F-EG-RRHH-12 v1 Labour Regulatory Information
PR-EG-Esta 2 Research and practices Stay
F-EG-RRHH-8 V1 information submitted log
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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Royal Legislative Decree 8/2015 of 30 October, approving the revised text of
the General Social Security Law. Art. 165. Conditions of the entitlement to
benefits. Title III. Unemployment protection. Art. 264 and 265. Title II, Chapter
VI. Maternity (Art.177-182)
Law 11/2015 of 29 December on the Government Budgets for Fiscal Year 2016.
Title II, Chapter I: General rules of management. Art. 23 Delimitation of the
subjective realm. Art. 28 Remuneration of the staff serving healthcare
institutions. Art. 29 Remuneration of the temporary staff. Provision eighth: Of
the financial institutions.
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Spanish constitution de 1978. Art. 14.
Organic Law 3/2007 of 22 March for effective equality of women and men.
Article 5. Equal treatment and equal opportunities in access to employment,
training and career advancement, and working conditions. Title V. The principle
of equality in public employment. Chapter I. Performance criteria of public
administrations. Article 51. Criteria for action of public authorities. Chapter II The
principle of balanced presence in the General State Administration and public
bodies linked or dependent on it. Article 52. Holders of governing bodies. Article
53. Selection bodies and evaluation committees. Article 54. Appointment of
representatives of AGE
Law 9/2003, of 2 April, of the Generalitat Valenciana, for Equality between
Women and Men. Chapter III Equality in the workplace. Title III Equality and
Public Administration
Equality Plan Commitment
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28. Career development
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 fixed-term 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation
Art.6, 12, 13, 14 y 25.
Royal Legislative Decree 5/2015 of 30 October, approving the revised text of
the Basic Statute of Public Employees is approved. Right to career and internal
promotion. Performance evaluation.
Law 14/2007, July 3, Biomedical Research. Art.10.2 Quality of Biomedical
Research.
Strategic Plan 2015-2019
INCLIVA Training Plan 2016
Plan of Support for Emerging Groups
Integration Plan
PR-EG-SatC Customer satisfaction
PR-IN-MeCo Continuous improvement
29. Value of mobility
Employers and/or funders must recognize the value of geographical, intersectorial, 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2007 of 3 July, on Biomedical Research. Article 86.1. Mobility of
researchers.
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 17.
Mobility of researchers.
Strategic Plan 2015-2019
PR-EG-RRHH Human Resources
F-EG-RRHH-16 Sign up form
F-EG-RRHH-2 Model for job Calls
Call for INCLIVA Formative Scholarships Stays at Prestige Centers 2016
PR-EG-Esta 2 Research and practices Stay
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Management Manual EGI INCLIVA
Investigator’s manual
PR-EG-HR v4 Human Resources
PR-EG-Difu 2 Dissemination of calls and events
PR-EG-PPro 3 Presentation of projects
PR-EG-SPro v1 Monitoring Projects
PR-UAI-AVia_Feasebility analisys
PR-UAI-Prot v1 Protection
PR-UAI-Tran v1 Transfer
Statistical Analysis Application
Methodological Support Request
Translation request Article
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 industr ial organisations, as possibly
provided for under specific collaboration agreements or other types of agreement.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Royal Legislative Decree 1/1996 of 12 April, approving the revised text of the
Law on Intellectual Property, regularizing, clarifying and harmonizing the existing
legislation on the subject (Book I. Art.5, 6, and Art.10).
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 14.i),
15.b), Art.35.
Strategic Plan 2015-2019
Investigator’s Manual(in Upgrading)
PR-UAI-Idea v1 Detection of innovative ideas
PR-UAI-AVia_ Feasebility analisys
PR-UAI-Prot v1 Protection
PR-UAI-Tran v1 Transfer
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Law 11/86 of 20 March Patents Art.1,2,3,4,5. Adit.Disp. 1st,2nd and Unique
T.Disp.
Law 10/2002, 29 April by which Patent Law is modified to incorporate the
European Directive on the legal protection of biotechnological inventions
Art.1,2,3,4.
Law 20/2003 of 7 July, on Legal Protection of Industrial Design and its
implementing regulation.
Royal Decree 55/2002 of 18 January on the exploitation and transfer of
inventions made in public research bodies.
INCLIVA Innovation Portal: http://www.incliva.es/innovacion/apoyo-al-
investigador
Cooperation agreement between the INCLIVA Foundation and the University of
Valencia.
Training Plan
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 co-authors of papers, patents, etc., or to publish their own research results independently from their supervisor(s).
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 14.c)
Royal Legislative Decree 1/1996 of 12 April, approving the revised text of the
Law on Intellectual Property, regularizing, clarifying and harmonizing the existing
legislation on the subject (Book I. Art.7, 8, and Art.9).
Law 11/86 of 20 March, on Patents
Investigator’s Manual(in Upgrading)
PR-UAI-Prot v1 Protection
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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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 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 22.
Access contract to the Spanish Science, Technology and Innovation e). Article 31.
Access to university faculties of public universities.
Law 11/2015 of 29 December on the Government Budgets for Fiscal Year 2016.
Title I, Chapter II: Management of non-university teaching budgets (Art. 10-13)
and Chapter III: Managing university budgets (Art. 14-16)
Strategic Plan 2015-2019
Training Plan INCLIVA
Integration Plan INCLIVA
Regulation of the rules governing the remuneration of teachers in the formation
of the foundation INCLIVA
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 early-stage
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 within the institution and improving the overall quality of the working environment.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
INCLIVA Management Manual
PR-IN-MeCo Continuous improvement
PR-EG-SatC Customer satisfaction
INCLIVA suggestions mailbox: http://www.incliva.es/intranet
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35. Participation in decision-making bodies
Employers and/or funders of researchers should recognize 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and InnovationArt.8, 9, 10.
Article 15. Duties of research staff.
INCLIVA Foundation statutes. Article 18. Choice of Governing Board. Article 23 Of
the scientific committees. Article 25 The Scientific Director
R-EG-CCI Internal Scientific Committee
PR-EG-SatC Customer Satisfaction
PR-IN-MeCo Continuous Improvement
Strategic Plan 2015-2019. 7 Evaluation, Monitoring and Reformulation Plan
Training Plan. 2.1 Detection of needs. 3.1 Structure
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IV. Training
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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 14.e)
Royal Decree 63/2006 of 27 January, approving the Statute of research
personnel in training.Art.7 6th additional disposal
Strategic Plan 2015-2019. OE6 Attract talent to the organization.
Training Plan
Support Plan for Emerging Groups (under review)
Investigator’s Manual(in Upgrading)
PR-EG-Esta 2 Research and practices Stay
37. Supervision and managerial duties
Senior researchers should devote particular attention to their multi-faceted 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 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Strategic Plan 2015-2019. OE6 Attract talent to the organization.
Training Plan
Support Plan for Emerging Groups (under review)
Investigator’s Manual(in Upgrading)
PR-EG-Esta 2 Research and practices Stay
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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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 be
achieved by a variety of means including, but not restricted to, formal training, workshops, conferences and e-learning.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Royal Decree 5/2015, of October 30 on the Basic Statute of Public Employees.
Art. 14.1.g
Law 14/2011, of 1 June, of the Science, Technology and InnovationArt.14.1.k.
Royal Decree 63/2006 of 27 January, by which the statute of research staff in
training is approved Art. 4 and 5
Strategic Plan 2015-2019. OE6 Attract talent to the organization.
Training Plan
Support Plan for Emerging Groups (under review)
Investigator’s Manual(in Upgrading)
PR-EG-Esta 2 Research and practices Stay
PR-IN-MeCo Continuous improvement
PR-EG-SatC Customer satisfaction
Call for INCLIVA Formative Scholarships Stays at Prestige Centres 2016
39. Access to research training and continuous development
Employers and/or funders should ensure that all researchers at any stage of their career, 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, take up and effectiveness in improving competencies, skills and employability.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Law 14/2011, of 1 June, of the Science, Technology and InnovationArt.14.1.k. y
Art. 14.1.l.
Royal Decree 63/2006 of 27 January, by which the statute of research staff in
training is approved Art. 4 and 5
Investigator’s Manual(in Upgrading)
Strategic Plan 2015-2019
Call for INCLIVA Formative Scholarships Stays at Prestige Centres 2016
Training Plan
PR-IN-MeCo Continuous improvement
PR-EG-SatC Customer satisfaction
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40. Supervision
Employers and/or funders should ensure that a person is clearly identified to whom early-stage researchers 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.
Relevant legislation
(permitting or impeding the implementation of this principle)
Existing Institutional rules and/or practices
Support Plan for Emerging Groups (under review)
PR-EG-Esta 2 Research and practices Stay
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01
0 V
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tió
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Cie
ntí
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: &3
4 9
61
97
39
76
G
esti
ón
Eco
nó
mic
a: &
34
96
1 9
7 3
9 7
8
Annex II: Action Plan
Affected blocks Actions Who? When? Indicator Milestone /Deliverable
10, 14, 15, 16, 18, 19, 20, 21, 22, 25, 27, 28, 29, 30, 32,
33, 39
Evaluation and assessment system of staff
performance. Career development in the
INCLIVA.
It should be consider the possibility of establish
target-based subsidies, specially focus on researchers
working in European projects, insofar as law permits.
The best approach to develop this bonus system will
be defined during the analysis of the INCLIVA
researchers’ professional career. This professional
researchers development framework will establish as
far as possible, job categories similar to international
standards, especially in case of postdoctoral
researchers.
Scientific Direction, Economic Direction.
June 2017
Performance evaluation
system. Designed
career.
11, 14, 15, 16, 18, 19, 20, 25, 27, 29,
30, 33, 39
Develop a procedure for the evaluation and
assessment of the performance of the groups
that make up the Institute
Scientific Direction, Scientific Director Assistant,
Head of Innovation unit
December 2016 Approval by governing bodies
Evaluation system for
INCLIVA groups
1,2,4,5,14,
13, 15-19, 23, 25, 29, 30, 33
Improvement of the procedures related to
recruitment. Review calls for additional
employment. Arbitrate procedures to give
feedback applicants for jobs and subsidies of
INCLIVA.
Head of Innovation unit March 2017
Modified procedures
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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34
96
1 9
7 3
9 7
8
Affected blocks Actions Who? When? Indicator Milestone /Deliverable
9 Forums with companies in the industry that will
make it possible to detect opportunities for
collaboration to develop products and/or
services that respond to the needs of the
population
Head of Quality Unit. March 2017 Number of participating
companies / year
22, 24, 25, 26, 27, 30, 33
A collective bargaining agreement for the
INCLIVA
General Director, Economic Director, Head of HR Unit
December 2017
Collective agreement
21, 25, 26 Arbitrate a specific policy for post-doctoral
recruiting under the INCLIVA internal
regulations.
Scientific Direction, Scientific Director Assistant
December 2017 Approval by governing bodies
Postdoctoral researchers recruitment
policy
4, 14, 15, 16, 33 Review clauses of INCLIVA grant
announcements. A single announcement will
be generated with enough time for researchers
to known grants they can solicited. Arbitrate
procedures for INCLIVA grants applicants
feedback.
Scientific Direction, Economic Direction, Legal Department
March 2017
Announcements revised
31, 32 Availability of the internal regulations in the
area of intellectual and industrial property
(including profit shares and company creation).
Scientific Direction, Economic Direction,
Legal Department, Head of Innovation Area
March 2017 Approval by governing bodies
Internal regulations
4, 14, 12, 15, 16, 29, 33, 36, 37
Develop a Welcome manual for the new staff
of the INCLIVA. HH.RR. Communication
Update the researcher manual
Scientific Direction December 2017 (annual revision)
Welcome manual
updated and disseminated
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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39
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G
esti
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Eco
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a: &
34
96
1 9
7 3
9 7
8
Affected blocks Actions Who? When? Indicator Milestone /Deliverable
1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 22, 28, 32, 36,
37, 40
Prepare INCLIVA Code of Ethics and Best
Practices
Scientific Direction, Scientific Direction Assistant, Head of
Innovation, Clinical Trial Management Unit, Head of
Training Unit, Project Management Unit,
Transversal and International Programs Unit
March 2017 Approval by governing bodies
Code of Ethics and Best Practices
4 Generate specific assistance guidelines for each
project granted and distribute them to financed
researchers, changing the necessary SOPs.
Assistant Scientific Direction, Transversal and
International Programs Unit, Project Management
Unit
Implementation in January 2017
(continue)
Number of guides forwarded to IP / number of project
granted
Code of Ethics and Best Practices of INCLIVA
spread
10, 28, 29, 30, 32, 34, 36, 37, 40
Establish the figure of the “Researcher
Defender” and the procedure for handling and
tracking issues
Scientific Director Assistant, Quality and Planning Unit
June 2017 Appointment Researcher Defender’ SOPs
EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.
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34
96
1 9
7 3
9 7
8
Affected blocks Actions Who? When? Indicator Milestone /Deliverable
2, 3, 13, 14, 16, 17, 19, 20,31, 36,37, 38
Modification of the Training Plan, including training actions in BSP, Internationalization, intellectual and industrial property. Actions in team management and evaluation processes for group leaders and platforms. INCLIVA active participation in the organization
of master's degrees from the University of
Valencia.
Training Events Unit, Scientific Direction Assistant, Head of
Innovation Unit
Scientific Direction and Economic Direction
Scientific Direction
September 2017 Approval by governing bodies
Training Plan
12, 14, 15, 16, 18, 19, 20, 28, 29, 30,
32, 33
Criteria or standards to be fulfilled by
researchers who would like to form part of
INCLIVA (personnel of associated entities).
Scientific Direction, Scientific Director Assistant,
Head of Innovation Unit
June 2017 Approval by governing bodies
Internal Operating regulations
9 Agreements with patient associations for the
development of forums that allow civil society
to express its needs and concerns to the
researchers of INCLIVA.
UCCi, Head of Communication Unit, Head
of Innovation Unit
December 2017 Number of attendants to the forum / year
13 Provide on-line methods for the submission of
candidate applications
Head of Bioinformatics, Economic Direction
May 2018 Number of applications received
by on-line media / total
Submission System available
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34
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1 9
7 3
9 7
8
Affected blocks Actions Who? When? Indicator Milestone /Deliverable
9 Establish and publicize a procedure for the
implementation of news aimed at civil society
that facilitates the involvement of researchers
in the institutions, allowing greater
communication of the institution’s activities
and results.
General Secretariat September 2016 Number of news Reformulated Plan
35, 39 Development of an annual satisfaction survey
aimed at INCLIVA staff to assess the level of
satisfaction with INCLIVA’s Human Resource
Strategy for Researchers.
Commission for Following the HRS4R Strategy, Quality
and Planning Unit
Annual Satisfaction of the groups that make up
the INCLIVA
7 Analysis and review of all forms for gathering
personal information that could be subject to
the Personal Information Protection Act.
Economic Direction, Legal Department
Annual Number of revised forms / total
18,29,32 Specific inclusion of mobility as a merit to be
evaluated in calls for subsidy applications and
in evaluation and selection processes.
Incorporate co-authorship (requirements
should be proportionate to the type of position
offered).
Scientific Direction, HR Unit March 2017
Revised SOPs
9 Agreements with educational centres to
develop open-house days.
UCCI and Communication September 2018
Number of agreements signed
30, 36, 37, 38, 40 “Mentoring” Plan, including: the description of
the ongoing evaluation process and the
procedure for measuring the satisfaction of the
staff in training
Scientific Direction, Scientific Direction
Assistant
June 2018 Approval by governing bodies
Mentoring Plan released
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34
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1 9
7 3
9 7
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Affected blocks Actions Who? When? Indicator Milestone /Deliverable
12,14, 15, 32 Arbitrate open selection processes to attract
candidates for HR grants. Advertising on high-
impact websites (preferably in the EURAXESS
portal). I.e. Open announcement for pre-
selection of candidates for aid Sara Borrell calls
Head of Innovation unit, Scientific Direction
Assistant
Starts in March 2018 (continued)
Number of resolved processes / year
Number of candidates
/ number of candidates funded
For the proper development and implementation of the HR Strategy for INCLIVA Research, the following transversal actions will be implemented:
Transversal Actions Who? When? Flags Documents/ Facts
Inte
rnat
ion
al s
cop
e
Transformation of the INCLIVA website into a multi-lingual website, adding at least English
Communication Economic Direction
March 2017
Website revised
INCLIVA intranet in multi-lingual format Economic Direction September 2018 Intranet
updated
Incorporation of a specific space for HRS4R in the INCLIVA website in multi-lingual format
Economic Direction November 2016 Website revised
Ceremony for the presentation of INCLIVA’s HRS4R Plan of Action Intended to be attended by all INCLIVA personnel
Director, Communication Unit
November 2016 Number of
participants / Number
of staff at the INCLIVA
Info
rmat
ion
and
tra
inin
g Incorporation of a talk on INCLIVA’s human resource strategy for research, and its progress, into the Institute’s Scientific Conferences. Training activities and conferences organized by INCLIVA are enhanced as a formula for mutual knowledge between the INCLIVA groups, especially with the HCUV
Director, UCCi, Transversal and
International programs Unit, Communication
June 2017 (annual)
Program
modified
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1 9
7 3
9 7
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Transversal Actions Who? When? Flags Documents/
Facts
Training actions on INCLIVA’s code of ethics and best scientific practices Programming of an online training course for all personnel that incorporates INCLIVA on INCLIVA’s Code of Ethics and BSPs. If deemed necessary, a classroom format may be used, holding at least two sessions per year.
Head of training, Head of Economic Unit
December 2017 (annual)
Number of places
available / number of
places covered
Creation of the Monitoring Committee of INCLIVA’s Human Resource Strategy for Research Appointment and generation of the Committee’s operational regulations.
Direction
Monitoring Committee
November 2016 Appointment Number of annual
meetings
Qu
alit
y an
d m
on
ito
rin
g
Arbitrate coordination of HR strategies of the institutions that comprise the Institute: Create an independent Coordination Committee to make it possible to jointly undertake the actions involved in this or other HR strategies, permitting at least the following: - Be aware of progress in the area of HR made by the institutions that form part of the Institute - Share best practices This committee will discuss among other issues the way of easing the INCLIVA's staff the access to teaching at the University of Valencia. It may also be a good forum for possible transfer of training initiatives in collaborations with the Hospital (I.e. accreditation of specialties)
Scientific Direction December 2017 (annual)
Appointment
Number of meetings celebrated / meetings
planned
Annual monitoring of the level of satisfaction of INCLIVA staff with respect to the Strategy Satisfaction survey sent to all personnel, allowing identification of the focus group of the subjects surveyed. Analysis of the Plan by the Monitoring Committee Implementation of improvements
Monitoring Committee December 2017 (annual)
Number of meetings celebrated / meetings
planned Level of satisfaction
Number of improvement actions developed/ planned