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Charter and Code at UiO

The University of Oslo is an active supporter of the European Research Area’s (ERA) initiative to strengthen researcher’s working conditions and has implemented the Charter and Code (ec.europa.eu). The further development of researcher careers and working conditions is one of the key aims of the University’s Strategy2020 and the goals of several ongoing organizational development projects.

How are the Charter and Code principles supported at UiO?

  • The European Charter for Researchers and Code of Conduct for the recruitment of researchers (Charter and Code)(ec.europa.eu) aims to achieve equal rights for researchers across European countries and research institutions in Europe.
  • The Charter and Code consists of four themes – ethical and professional aspects, open, transparent and merit based recruitment (OTM-R), working conditions and career development – describing roles, responsibilities and rights for researchers and employers.
  • An analysis conducted by the Norwegian Research Council shows that Norwegian national legislation is in line with the principles of the Charter and Code. The University’s own gap analysis showed that our personnel policy and practices also comply. However there are areas that can and should be improved and the development of our employees’ working conditions and opportunities is a continual process.
  • The Charter and Code and UiO's Strategy 2020 both emphasize the importance of increased mobility, open, transparent and merit based recruitment and better opportunities for career development for researchers. These areas are being followed-up through initiatives and projects defined in the University’s annual plans (Norwegian).
  • The European Commission requires continuous work on the Charter and Code for the participating organizations. Theses requirements are outlined in the HR strategy for researchers (HRS4R) (ec.europa.eu) and are subject to a three-year follow-up cycle with external evaluation. University’s work with the first action plan was approved by external evaluation in 2014. For the period 2014-2017 we are working on several new projects, applying project methodology (Norwegian) which ensures the quality, measurability and involvement advocated in the strengthened HRS4R procedures.

Projects 2014-2019

  1. Mobility
  2. Recruitment
  3. Career development
    • Project for career policy
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Published May 18, 2010 3:03 PM - Last modified July 25, 2019 2:49 PM