Introduction

The RECETOX Strategy on Development of Human Resources was prepared to support the implementation of the CETOCOEN Excellence H2020 Teaming project and the ambitious RECETOX Vision, Mission and Development Strategy.

Human resources represent one of eight Key Areas of Change identified at the onset of the project. It is an important tool for successful implementation of the project and overarching activity cutting across and supporting all remaining KACs including research and innovation, education and training, research infrastructure, effective administration and financial management, and communication.

The joint assessment of HR needs in all areas of the RECETOX activities resulted in development of the HR strategy defining the main goals and specific objectives as a base for more detailed action plans and specific documents. The HR strategy also contains the Equality Opportunity Policy demonstrating the commitment of RECETOX to eliminate all forms of discrimination, harassment, and unfair treatment.

RECETOX Vision to be supported by the HR Strategy

Vision
The long-term strategic vision of RECETOX is to become strong and internationally visible centre of excellence, which supports research and education focused on unravelling the role of environmental factors in human health, aging and wellbeing, development of the innovative approaches to the environmental and health protection, and the tools applicable for prevention, diagnostics, and intervention purposes.

Mission
The mission of the Centre is to contribute to (i) closing the existing gap between the fields of environmental and health sciences, (ii) enabling more efficient application and exploitation of available knowledge for improved risk assessment, chemical management, evidence-based regulation and sound policy-making in a wide variety of sectors for better protection of human health, and enhancing the industrial competitiveness by developing new exposure and effect markers, improved analytical techniques, modelling approaches and software tools.

Values
Following the ambitious visions and the academic traditions of Masaryk university, we promote and value (i) pursuing an excellence in everything we do, (ii) creating cutting-edge knowledge opening new horizons, (iii) sharing data, knowledge, infrastructure and expertise, (iv) building human capacities for healthier future, (v) creating innovation with the added societal value, (vi) supporting social responsibility in addressing the societal challenges, (vii) ethical conduct of research, and (viii) mutual respect, solidarity and collaboration.

Background
The Faculty of Science of Masaryk University (as the organisational unit to which the RECETOX Centre belongs), has been implementing the HR Award project (HRS4R) focused on the development of human resources in science and research since 2018 with the RECETOX Centre being the pilot department in this process. It has been awarded the EU HR Personnel Process Certification (HR Award) in 2019. Granting the HR award means that a carefully developed faculty action plan has been approved by the European Commission and became the basis of the new human resources management strategy. Since January 2018, the faculty has been implementing this strategy to create the international working environment open to the free movement of researchers and applying modern methods of management of human resources.

Strategic Goals
The overarching goal of the HR services is to develop an active and engaged RECETOX community pursuing an excellence in research, innovation, and education for healthier future.

The specific goals of the RECETOX HR management include

• appointing excellent scientists and research managers as the research team leaders,
• recruiting promising junior researchers for development of a key expertise,
• providing a good working environment with transparent rules, and
• opportunities for professional career development to existing and new personnel.

The first two goals have to be further specified and pursued by the scientific leadership of the Centre based on the updated short- and long-term research needs, goals and strategies of the Centre, Research Programmes and Research Infrastructures.

Necessary HR Tools
The RECETOX HR Strategy is based on the Career Rules of Masaryk University and covers recruitment and career development of academic staff, senior and junior researchers, and supporting staff.

New positions in the RECETOX RI are being filled in line with the regulations of Masaryk University (Statute and Organizational rules, Guideline of Bursar No.10/2008 on employment of scientists from other countries, Order of Rector No.4/2008 on distribution of employees into pay categories on the basis of the Catalogue of positions, Career Development Rules, and Internal allowance rules). All research positions are advertised and recruited internationallyin compliance with the RECETOX Equal Opportunity Policy considering the needs of the individual social groups and individuals with various disabilities to prevent their discrimination.

A key internal document for on-boarding is the Systemization of positions where all research and research support positions available in the RECETOX Centre are described in detail (including possible career tracks). The Career Development Schemes for all positions are introduced as well as the plans for mandatory trainings (e.g. on health and safety rules, research integrity and ethics, IPR, principles for research results authorship, data management and security) and optional trainings (e.g. career advise opportunities, leadership trainings, talent management and performance management).

The systemization of positions provides the optimal framework for development of human resources as it improves the understanding of the RECETOX employees of their roles, choices, and future perspectives. It sets the basic career paths for them based on the opportunities available in their unit and their preferred options.

It also provides a solid base for all group leaders of the Centre to work with their team members on their individual career development plans. Those will be prepared jointly by the team members and their immediate supervisors and updated on the annual basis during the face-to-face meetings.

The Centre provides opportunities and flexible conditions for the young parents and handicapped individuals offering part-time positions and individual career development plans. An important part of the career development is the international and intersectoral mobility which is also supported. The Centre also has transparent written allowance, motivation, and remuneration rules updated annually. Based on it, researchers are evaluated once a year, supporting staff quarterly.

Complementary Tools
In addition to building a motivating working environment with transparent rules and career development opportunities it is important to establish mechanisms for continuous improvement of the HR quality. Such mechanisms cannot be developed in the HR office but in the relevant research and education programmes, research infrastructure facilities, and research support departments with a support of the and the Director\s Office.

These additional tools for development of human resources for future RECETOX include

1. more attractive bachelor and master educational programmes of the Centre (including development of the student support office),
2. new competitive concept of the Ph.D. school (including co-tutorial options),
3. new postdoctoral mentoring programme (including career advisory support),
4. leadership training programme for junior PIs,
5. individual and team evaluations and consultations with the international scientific advisory board,
6. international and intersectoral mobility programmes, etc.

According to our values and in pursuit of academic and research excellence, we are committed to create and develop friendly and supportive working, learning and social environment, in which all employees, faculty and staff, prospective, current and former students, collaborators and visitors can feel well, safe and authentic, and without fear of discrimination, harassment or bullying; where everybody is treated with dignity, courtesy and respect.

The RECETOX Centre is committed to eliminate all forms of discrimination, harassment, and unfair treatment. No one, namely the students, employees, visitors and collaborators, can be directly or indirectly discriminated or unfairly treated based on his/her age, nationality, race or colour, gender identity, sexual orientation, civil status, parental status, pregnancy or breastfeeding, socioeconomic or cultural background, religion, political affiliation, physical appearance or disability.

The Equal Opportunity Policy, and particular equality, is promoted especially in:

1. recruitment and selection of students and employees,
2. education of students and training of staff,
3. transparent assessment of students and appraisals of staff,
4. transparent and fair promotion procedures, and
5. creating the fair and friendly conditions for students and staff, including re-integration of students and staff after the family break, health-related break or any other relevant issues.