gap analysis (charter and code checklist) · 2019. 4. 15. · gap analysis overview the charter and...

6/2/2019 HRS4R Form | EURAXESS

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GAP Analysis (Charter and Code Checklist)

Case number: 2018IT341333Name Organisation under review: Università degli Studi dell'InsubriaOrganisation’s contact details: Via Ravasi, 2, Varese, Italia / Lombardia, 21100Date endorsement charter and code: 26/09/2018

GAP Analysis overviewThe Charter and Code provides the basis for the Gap analysis. In order to aid cohesion, the 40 articles have beenrenumbered under the following headings. Please provide the outcome of your organisation’s GAP analysis below. Ifyour organisation currently does not fully meet the criteria, please list whether national or organisational legislationmay be limiting the Charter’s implementation, initiatives that have already been taken to improve the situation ornew proposals that could remedy the current situation. In order to help the organisation’s recruitment strategy, aspecific self-assessment checklist is provided for Open, Transparent and Merit-Based Recruitment.

European Charter for Researchers and Code of Conduct for the Recruitment of

Researchers : GAP analysis overview

Status : to what extent does this organisation meet the following principles?

Implementation (++ , +/- , -/+, --) :

++ fully implemented

+/- almost but not fully implemented

-/+ partially implemented

-- insufficiently implemented



StatusImplementation ( ++ , +/- ,-/+, -- )

GAP / Implementationimpediments Initiatives undertaken/new proposals

Ethical and Professional Aspects

GAP : In case of --, -/+, or +/-, please indicate the actual “gap” between the principle and the currentpractice in your organisation.

Implementation impediments : If relevant, please list any national/regional legislation ororganisational regulation currently impeding implementation.

Initiatives undertaken/new proposals : If relevant, please list any initiatives that have already beentaken to improve the situation and/or new proposals that could remedy the current situation.





1. Researchfreedom

Research freedom is stated by the Item 33 ofthe Constitution of the Italian Republic,namely "Art and science are free, as well asteaching them is free". Accordingly, all thenational and institutional laws and rulescomply with this statement; in particular, thisis confirmed by the Item 7 of the LegislativeDecree n. 165/2001 and by the Item 1 of theLaw n. 240/2010. In compliance with theabove mentioned laws The Universityadopted its Charter (Statuto) and a Code ofEthics (Codice Etico) which set outUninsubria’s overarching policies in relation toresearch integrity, research misconduct,financial management and IntellectualProperty. The only limitations to such principlecould eventually depend on a nationalreduction of funds supporting Researchactivities. However, in order to provide its staffwith more opportunities, University of Insubriasupports research activities with its ownresources, either directly with specific fundsassigned to senior researchers or withresearch grants for recognized researchers –both assigned on a competitive basis, andindirectly with investments in shared scientificinfrastructures.

2. Ethicalprinciples

Survey results: Question 1.1. on“Diffusion of ethical principles”:Low priority / medium (good)accordance (2.9) National law n.

https://www.uninsubria.it/la-ricerca/etica-ricerca (in Italian, to be translated in Englishas a result of the Action Plan) 1. ConcerningClinical Experimentation, the University


+/- almost but not fully i…





240/2010 binds universities toadopt a Code of Ethics. Art. 7 ofthe Uninsubria Charter commitsthe institution to apply all thegeneral principles stated in theUniversity Code of Ethics, whereacademic integrity and scientificethics are defined as pillars of ourinstitution. Nevertheless thesurvey reveals a low priorityperception of the importance ofthese principles and, as thecomprehension of an adequateethical rigor in scientific researchand integrity help to promote andconsolidate public consensustowards research and academicinstitutions, it is particularlyimportant to enhance the diffusionof these principles and theirimplementation both among allresearchers and Society. Thepublic and private financiers areoriented to support or contributeeconomically to a research inwhich they can trust and are ableto perceive as responsible,qualitative and integrated in everyaspect. More and more fundingbodies require the researcher,already in the phase of presentingthe application for funding, to

adheres to a territorial Hospital EthicalCommittee with the fundamental task toprotect the rights, dignity, integrity and well-being of people participating in biomedicalresearch and to provide public guarantees ofsuch protection through the scientific andethical evaluation of the study design, theevaluation of its feasibility and monitoring ofits execution. 2. Regarding AnimalExperimentation, the Institution adopted since2014 a specific regulation stating aCommittee for the animal welfare. Finally, theUniversity participates to various projectsfocused on research ethics and integrity: *European Network for Academic Integrity,coordinated by the Mendel University in Brno(CZ) * external funds to carry on specificprojects on integrity and ethicshttps://www.uninsubria.it/la-ricerca/ambiti-di-ricerca-pubblicazioni-progetti-finanziati/progetti-di-ricerca-finanziati (inItalian, to be translated in English as a resultof the Action Plan) NEW PROPOSALS: TheCode of Ethics will be revised in order to :- beintegrated with the Institutional Code ofConduct; - guarantee that Research and allour researchers must comply with generalprinciples of integrity, ethical standards both inmethodology and use of results and with theorientation expressed by a Commission ofexperts on their research projects Action n. 1 ;





demonstrate that they are able todeal correctly and responsiblywith the ethical implications andthe impact of their own research:from clinical trials, to theenvironment, to informed consentto patients, to the protection ofthe animals involved, to datamanagement. Finally, researchersdealing with activities notinvolving patients or animals lacka specific support within theEthical Commission that shouldbe integrated with componentswho could assure a wider rangeof expertise

Action 2 related initiatives should be designedand implemented





3.Professionalresponsibility

All aspects related to professionalresponsibility are fully covered by nationallaws and policies as well as by internal rulessuch as the University Charter and the Codeof Ethics. Concerning actions already takenagainst plagiarism, since October 2016 theUniversity of Insubria provided its academicstaff with an online software in support of thecorrect use of documental sources in thedocuments produced within our institution (https://www.compilatio.net/sso/ldap/uninsubria). Survey results show perfect adherence withthe institutional evaluation of the status ofimplementation of this principle. Question 1.2.on “Scientific integrity (plagiarism etc.)”: Highpriority / high accordance (3.5)

4.Professionalattitude

A gap is identified in the accessto all information related toorganisational implementation ofresearch projects funded byexternal entities after acompetitive call. It is necessary todefine and promote roles, tasksand procedures within thedifferent phases of the researchprojects implementation: fromprojects’ planning to submissionof the proposals, from grantpreparation to governance’sapproval, from projectsmanagement to intermediate to

General Regulations, Reports of AcademicSenate and Administrative Board areaccessible to researchers, technical andadministrative staff and students throughintranet section. According to the internalrules of Uninsubria, research projects fundedby external competitive calls are submitted toDepartment Board for initial approval, thusstimulating free scientific debate within eachDepartment Board in conjunction with newpublications or funds. Orientation and supporton funding mechanisms and internalprocedures are provided to researchers byResearch and Innovation Office NEWPROPOSAL: Action n. 3 Production and







final financial reporting. Generalregulations, accountant andauthorisation procedures orcommon practices exist within theinstitution and are applied byadministrative staff and central ordepartmental governance.Notwithstanding, there is nospecific and shared guidelines forresearch projects that could bespread out to researchers,avoiding a bureaucraticvocabulary and focusing on theirresponsibilities towards theinstitutions, staff involved in theproject, external funders, in orderto increase their knowledge offunding mechanisms and relativeawareness of institutionalcommitment. Guidelines arecrucial also to normalize andeven all practises and procedureswithin our University and to allowthe diffusion of a commonarchiving system of all informationrelated to research projects thatwe have been testing in lastyears, but that has difficulties ofimplementation because of thelack of codification of roles,lexicon, and responsibilities

dissemination of specific guidelines definingroles and tasks within the different phases ofthe research implementation (fund raising,budgeting, resources management)





5. Contractualand legalobligations

Existing institutional regulationsare available to researchers on apublic dedicated web page; ondemand and when needed, everyadministrative office guarantees aproper training or individualinformation. However researchersare still unfamiliar with thoseaspects not allowing a wide anddeep consciousness of theresponsibilities deriving by suchcontractual obligations (includingawareness of binding adherenceto ethical principles and ofresponsibility of researcherscommitted in external fundedresearch projects).

NEW PROPOSALS: As part of Action 2, aspecific paragraph about the compliance withthe Code of Ethics and similar will be includedin every agreements/contracts. As part ofAction n. 3 on funded projects, specificmention to such responsibilities will beprovided in guidelines and templates ofagreements/contracts (in order to strengthenalso principle n. 6 on accountability). As partof Action n. 7, English translation of mainbinding conditions related to researchactivities management will be explicited in allinformation or communication measuresalready foreseen in this action






6.Accountability

Uninsubria’s Code of Ethics dedicates closeattention to accountability, which is describedas a general principle for researchers, staff,students, and everybody who lives and worksin University. Art. 12 of the Code states that:“Material resources, especially financial ones,must be used responsibly and transparently,in full compliance with the "accountability"principle. This means that each user mustmake himself available to account for thecorrect use of the resources made availableby the University, or in any case financed withpublic funds, of the results obtained withthem, and of their consistency with theinstitutional mission. Goods purchased withpublic research funds, consistent with theoriginal needs for which they are intended andwith the conditions imposed by the lender,must be made available for common use inteaching and research, becoming part of theUniversity's assets.” Concrete actions toreinforce researchers’ perception of theseduties have been already planned in responseto other gaps identified in present analysis(see principle n. 4 and 5).






7. Goodpractice inresearch

National laws cover the various aspectsrelated to good practices, in particular thelegislative decree n.196/2003 dealing withdata protection and the legislative decree n.81/2008 regulating health and safetyprinciples on the work places. In line with thenational legislation, the University of Insubriaadopted specific Regulations and policies forPrivacy and data protection, for the accessand use of institutional ICT services and forsafety and health, focusing actively itsattention on prevention. Regarding this lastissue, training courses on safety rules for allstaff are regularly held by experts. Finally, withthe introduction of the GDPR and incompliance with its principles, the Universitydelivered to all the staff, administrativeofficers, teachers and researchers, onlinetraining courses about the Regulation itselfand its application at various levels. Amongsuch courses, a particular focus on privacyand data protection in the HEI and researchfield has been stressed by means of a coursemodule totally dedicated to such issues.

8.Dissemination,exploitation ofresults

In case of exploitable results, researchers areobliged to inform the TT office in order topromptly evaluate the possibility to protect theIPR before any dissemination. Then,according to the EC recommendations, theUniversity of Insubria promotes an Openaccess Policy and years ago launched a







secure central open access repository forresearch outputs named IRInSubria(https://irinsubria.uninsubria.it/ ). It makesscholarly information produced in Uninsubriaavailable to the wider academic communityand offers greater visibility and higher impactfor this material, which can be globallyaccessed over the internet. University ofInsubria will apply Open Access and will testOpen Data policies to results obtained thanksto H2020 grants and will support immediate,unrestricted, on-line access to peer-reviewedand published research papers free of charge.When research is funded by other sources(e.g. private sector), dissemination ofresearch results depends on the funder'sagreement, in compliance with their owndissemination policies. For the exploitation ofresults (patents, licenses, spin-off or start-upcompanies), specific support is provided toresearchers through TT office’s experts.Thanks to the collaboration of APRE andNetval the TT offices participate to andorganizes technical course open to ourresearchers.





9. Publicengagement

Social impact of existinginitiatives is still not outstandingand public engagementexperiences need to be valorisedand improved in theircommunication anddissemination. At institutionallevel, all these initiatives shouldbe properly documented(identifyingcategory/objectives/target/humanand financialresources/collaboration with otherinstitutions...), recorded andpossibly evaluated with referenceto their effective impact. The aimshould be to orient future actionsof single Researchers,Departments and service officesto take the opportunity for sharingand comparing knowledge andexpectations.

According to the Item 3 of the UniversityStatute and to the item 11 of the institutionalCode of Ethics the University valorises thecultural, social-economic, environmental,historical and artistic identity of the territorypromoting continuous dialogue and considersprimary need to contribute to the progress ofknowledge aimed to improve the livingconditions of the human being. Publicengagement activities are undertaken everyyear to increase awareness in society aboutresearch activities:https://www.uninsubria.it/chi-siamo/sostieni-uninsubria/le-storie-dei-nostri-ricercatori orhttps://www.uninsubria.it/il-territorio/universit%C3%A0-e-societ%C3%A0or https://www.uninsubria.it/eventi (in Italian tobe translated in English as a result of ActionPlan) NEW PROPOSAL: Action n. 8Coordination of collection of PE initiatives tobe archived at central level and improvementof their visibility

10. Nondiscrimination

In compliance with national laws, University ofInsubria aims at creating the conditionswhereby researchers, students, staff and allothers associated with the University aretreated equitably regardless of “gender, ethnicor social origin, physical appearance, age,genetic features, religious, personal orpolitical beliefs, citizenship, economicconditions, disability, sexual orientation,







personal health conditions, includingpregnancy, role/position outside the University(Item 2 Code of Ethics). The ethos of Insubria,which is grounded in its policies, is one thatappreciates the diversity of the community asthe strength of the University by incorporatinga broad range of human experiences and arich variety of human perspectives. Universitycommunity enlarges its capacity for learning,enriches the quality and texture of campuslife. Specific units monitor the application ofsuch policies, namely: 1. The EthicalCommittee working for the dissemination andrespect of the Ethical Code; 2. The GuaranteeCommittee (CUG) for equal opportunities,valorisation of organizational well-being andnon-discrimination works to ban any type ofdiscrimination; 3. a Confidential Counsellorrepresents an independent unit with thefunction of collecting any report related todiscrimination, sexual and moral harassmentor mobbing cases as well as proposingconciliatory solutions, even with preventiontechniques.





11. Evaluation/appraisalsystems

ANVUR (National Agency for the Evaluationof Universities and Research Institutes)carries out a periodic Research Evaluation(last edition related to 2011-2014) focused onscientific production evaluation. Results,selected by authors, are submitted to thenational evaluation procedure with aninnovative methodology, based on acombination of peer review and bibliometricmethods. Other results as projects,international collaboration and other scientificoutcomes are also taken into consideration forthe national evaluation (VQR). Centralevaluation of supervision activities within PhDprograms has been already planned and up tonext year ANVUR will promote a surveyaddressed to all PhD researchers at theconclusion of their course and after 2 yearsfrom their diploma award. National OrdinaryFunds for Universities are partially allocatedon a merit base, taking into considerationVQR results. Other internal funds areallocated to the Departments using VQRresults in each scientific area according tointernal regulations. A Quality Committee(PQA) composed by Professors andAdministrative Staff and locally byDepartmental Units (AIQUA-R) is carrying outinternal monitoring on Research QualityAssurance centrally






Recruitment and Selection - please be aware that the items listed here correspond with the Charter and Code. In addition, yourorganisation also needs to complete the checklist on Open, Transparent and Merit-based Recruitment included in a separatesection, which focuses on the operationalization of these principles.

12.Recruitment

No direct mention to EuropeanCode of Conduct for theRecruitment of Researchers iscurrently explicit in the selectioncalls and linked decrees oradministrative acts, althoughmain principles are respected.New communication strategysuggests to re-design and updatethis documentation, as long as aproper OTM-R policy will beadopted in our University (seeAction Plan). Currently, membersof Selection Committees do notformally adhere to the Code ofConduct for the Recruitment ofResearchers’ principles. This gapwill be filled by specific mention inOTM-R policy and by trainingtools provided to supportCommittees’ work.

Entry and admission standards at variouslevels of academic staff complies with currentlaws and regulation (seehttp://www.miur.gov.it/reclutamento-nelle-universita ) and specific access requirementsand selection standards are clearly stated inrecruitment calls. Facilitations for specialdisadvantaged groups or for researchersreturning to a research career are notpossible considering the legal framework theuniversity has to comply with. Nationallegislation is very attentive in guaranteeingequal opportunities avoiding any kind ofdiscrimination (art. 57 Law 165/2001) thoughnot specifically referring to disadvantagedgroups. Specific measures have beenadopting to prevent localism (no parentalrelationships to governance’s members or noaffiliation of relatives to the same department,at least 20% of recruited senior researchersmust be external). Specific reference to theEuropean Charter for Researchers can beidentified in our Regulations. Uninsubria staff(both recruited researchers and those incharge of the selection of other researchers)must accomplish with our Code of Conduct(last updated 30/10/2017), inspired by theprinciples of good performance, impartiality,






integrity, good faith, transparency,reasonableness and acting in a position ofindependence and impartiality, abstaining incase of conflict of interest. NEWPROPOSALS: Action n. 9 OTM-R policy andAction 18 Training for Selection committees’members

13.Recruitment(Code)

Information, regulations andsome selection announcements(R3-R4 calls) are currentlyavailable only in Italian on theinstitutional web pagehttps://www.uninsubria.it/statuto-e-regolamenti andwww.uninsubria.it/concorsi ,although it is already underconstruction a specific webpagein English dedicated toresearchers’ recruitment(https://www.uninsubria.eu/useful-resources/era-researchers-recruitment ), divided byprofessional categories where aproper OTM-R policy will be alsopublished as a result of our ActionPlan. The idea is to let applicantsbe able to find in OTM-R guide allnecessary information on thewhole recruitment process.Publication on Euraxess platformis mandatory and therefore

Wide diffusion of our selection calls isprovided by the publication of theannouncement in the Official Bulletin(Gazzetta Ufficiale), on the website of theMinistry of Education, University andResearch (MIUR), on Euraxess platform(through a ministerial automatic readdress)and on the University website. A realistic time-lapse from publication to deadline isguaranteed (at least 30 days for R1/R3/R4and 15 days for R2). The selectionannouncement indicates all necessaryinformation (i.e. type of contract, full or part-time, research profile, remuneration,requirements for participation, whennecessary, maximum number of publicationsubmitted to the selection committee,deadline, type of selection, contractual bonds,Department where to perform the activity,legal, economic and social securityprovisions). NEW PROPOSALS: as part ofActions n. 4 and 7, Internal guidelines tomaximise impact on diffusion of ourrecruitment calls in English are necessary in






systematically performed butoften information on recruitmentopportunities is not exhaustive oreffective from a communicativepoint of view (i.e. title of theresearch grant is in English thena web link brings to Italian formalCall Selection, scientific skillscould be better described).Moreover, use of web-based toolsfor researchers’ recruitment isalready a widespread practice forall professional categories, butnot yet for any phase of theirselection (only Post-doc positionsselection calls are entirelymanaged through an onlineplatform). For an effective OTM-R, proper OTM-R quality systemis needed. Offering supportiveconditions for internationalresearchers could be also relatedto their opportunity to accessresidenciality facilities in Vareseand Como: currently, this ispossible for R1 and R2 but notformalized (see also question n.9of OTM-R check list). SURVEYRESULTS: Question 2.2. on"International advertisement ofavailable positions": High priority /medium accordance (2.4;

order to ensure equal opportunity to allresearchers. Action n. 9 adoption of a properOTM-R policy with particular regard to accessto information by international researchers;Action n. 16 residentiality facilities; Action n.19 web-based tools forresearchers'recruitment; Action n.20 OTM-Rquality system.





Question 2.1. on "Nationaladvertisement of availablepositions": High priority / medium(good) accordance (2.7);Question 2.3. on "Required skillsencourage wide participation":Low priority / medium accordance(2.6)

14. Selection(Code)

Gender Balance in selectioncommittees is mandatory in allR2-R3-R4 recruitment processes,while it is only often applied to R1selections but with no legal bond.Future selection calls for PhDcandidates will require full genderbalance in analogy with the otherresearchers’ categories (at least1/3 of evaluation committees).Uninsubria, apart from the“Selection-Kit” provided to allselection panels and includingregulations and templates (inItalian) to help them managingthe whole process, does notmake available to them a specifictraining on the recruitmentprocess. In parallel with thepublication of a proper OTM-Rpolicy, a related on linecourse/webinar/remote tutorialtargeted to Selection Committees’

Selection committees of R3/R4 include threenational or international academic experts inthe research sector of the position to becovered (no inter sectorial experts allowed).At least two of them have to be externalmembers to the University of Insubria. Since2018 an annual evaluation on academicduties of single established and leadingresearcher has been adopting and a positiveresult is mandatory to participate inrecruitment processes. Selection committeesof R1 and part of R2 include academicmembers having adequate curricula andcompetencies and may includeexternal/international experts, coming frompublic or private sector. An Annual Senior“R2/Assegnisti di ricerca” selection procedureis completely peer review based (evaluatingresearch projects and CVs). Selectionpractices depends on the researcher categoryand on the orientation of the Committee: fromCV analysis, written test for PhD candidatesor face-to-face interviews. Public dissertation






members will be implemented inthe intranet/e-learning section,focusing on OTM-R tool kit andstressing their formal adherenceto Uninsubria’s Code of Conduct,Code of Ethics and to the Code ofConduct for the Recruitment ofResearchers. Survey results:“foreign evaluators/referees”: Lowpriority/medium accordance (2.1);“non-academicevaluators/referees”: Lowpriority/medium accordance (2.4);“Gender balance in commissions'composition”: Lowpriority/medium (good)accordance (2.9)

in front of the Department Board can beforeseen for R3 and R4. Courses onTransparency and Anticorruption have beenperiodically organized together with specifictraining addressed to administrative staff.Selection Committees are provided with a“Selection-Kit” including regulations andtemplates are always gender balanced in R2-R3-R4. NEW PROPOSALS: Actions n. 17and 18





15.Transparency(Code)

In the announcements clear indications arealways provided starting form the number ofavailable positions. A standardized section ofInsubria website dedicated to recruitmentcalls collects all information about the entirerecruitment process:, requirements,composition of the committees, evaluationcriteria (where applicable), research activitiesprogramme to be performed (, i.e. post-docpositions etc.), references in case ofcomplaints and appeals, results and finalmerit-based list (R3/R4: complete minutes ofthe final evaluation are also made public onthe same webpage). In addition to thepublication of selection’s results, candidateshave the opportunity to access furtherinformation about their evaluation. They justneed to send a written request, according tothe procedures stated by the Access Rightlegislation. Information on recruitmentprocedures and candidates' rights areensured and will be appropriatecommunicated in the framework of severalcommunication actions already foreseen inAction Plan. Survey results: Question 2.6. on"Correct description of criteria, rights,conditions": Low-medium priority / medium(good) accordance (2.8); Question 2.4. on"Communication of weaknesses andstrengths after selection": Low priority /medium accordance (2.3)






16. Judgingmerit (Code)

The selection committees give a fulldescription of the criteria in compliance withNational law. Candidates are evaluated bytheir curricula and the whole range ofexperience, also in term of teaching,supervision, teamwork, management ofresearch and innovation and publicawareness activities including bibliometricindices and possible patents or inventions. Ona national basis a scientific qualification mustbe achieved in order to apply for R3 and R4positions and be further evaluated with regardto criteria established in the specific call.

17. Variationsin thechronologicalorder of CVs(Code)

The evaluation about the overall consistencyof the candidate’s scientific production, theintensity and temporal continuity takes intoaccount any periods, properly documented, ofnon-voluntary career breaks with particularreference to parental leave. Researchersworking abroad, carrying out didactic andresearch activities, may apply to Italianacademic positions if reflecting arepresentative array of achievements andqualifications appropriate to the position forwhich application is being made. Scientificinternational recognitions are appreciated.







18.Recognition ofmobilityexperience(Code)

The selection committees take into account,where applicable, experiences performedboth in Italy and abroad, the cooperation withforeign and international organizations andresearch centres, lecturer in internationalconferences, didactic teaching in internationalUniversity or high qualification internationalresearch centres, achievement ofinternational award.

19.Recognition ofqualifications(Code)

At local level, national and internationalregulation standards are fully implementedand all selection committees’ members havethe duty to know and implement them, whenperforming their evaluation. Dedicatedadministrative staff is devoted to the supportof each procedure: they provide the selectioncommittees with all relevant information onexisting legislation.







20. Seniority(Code)

All announcements of available positionsmust contain clear indications of entryrequirements for participation and, eventually,additional skills requested to the candidates:i.e. a specific master degree or PhD, nationalscientific qualification, expertise in a certainfield or mobility experiences. Theannouncement for admission to the PhDprogram includes requirements, mandatoryqualifications (curriculum vitae et studiorum,PhD proposal research, abstracts of thethesis allowing access to the Doctorate) andoptional (reference letters). Evaluationcommittees’ members are disregard to judgethe candidates on the basis of the prestige ofthe institution they come from – both asuniversity issuing the requested degree or asemployer-, since the same weight in terms ofevaluation should always be attributed to thesame type of qualification.






21.Postdoctoralappointments(Code)

The National law n. 240/2010 and Uninsubriaregulation strictly establish the duration,extension, renewal, duration of the contract.The minimum duration of the first contractbetween the researcher and the University isestablished in 12 months and the maximumduration in 36 months. Research Fellows R2’s contract duration is closely related to his/herinvolvement in the related scientific project(entire project, some work-packages etc.) Forscientific reasons linked to project results, it ispossible to extend directly the contract (withno further selection, but after a departmentalevaluation).Total duration, including anyrenewals / extensions or new grants granted –even by other Italian research institutions/Universities cannot in any case be more than6 years. Total duration of all fixed-termcontracts (as R2 “assegnisti di ricerca” or R3temporary researchers) can not in any caseexceed 12 years, even non-continuous.Maternity leave or for health reasons are notrelevant for the purposes of the calculation ofthe duration. Uninsubria already reinforcespost-doctoral career development withtraining opportunities, career advice serviceand research projects’ planning support asdescribed in other principles of presentanalysis.

Working Conditions and Social Security






22.Recognition ofthe profession

National legislative framework statesprofessional requirements and contractualobligations of all researchers’ positions (http://www.miur.gov.it/reclutamento-nelle-universita ). All researchers from R1 to R4have an official status and can access toUniversity facilities (labs, libraries, openaccess institutional repository IRInSubriahttps://irinsubria.uninsubria.it/, researchers’support services, trainings as further detailedin section “Training and Development”). TheCode of Ethics establishes generalresponsibilities and duties for all thoseinvolved in Research, as (quotation from art.10) “The University requires from all thesubjects involved in the research and in theactivities and functions related to it, thehighest level of scientific integrity understoodas honesty and rigor in research andadvertising of the relative results, abstentionfrom any form of plagiarism or in any case ofreprehensible conduct, as well as activeengagement in their prevention andrepression”. Internal regulations or practicesdefine participation or representation inAcademic Boards/Bodies and opportunity toafford international mobility or specificresearch budget. SURVEY RESULTS:Question 4.2 on “Autonomy and creativity”High priority / medium (good) accordance(2.7)






23. Researchenvironment

Uninsubria supports theprofessionalization of researchersand recognises that theresearcher career path has levelswith different roles,responsibilities and skills.Enhancing a stimulatingenvironment for all researchers isthe prerequisite to let themperform their research at thehighest scientific standard.Uninsubria guarantees trainingopportunities, services andspaces and scientific facilities,although a recent recognition oflaboratory instruments has shownthe need of a general updatingand optimisation of time-machine.Moreover, researchers are oftenrecruited without sufficientconsideration of all availableinformation, services,opportunities, formal bonds andprotection measures; therefore aspecific communication plan willbe provided. With regard to thepossibility to access to Universityresidency facilities, aformalization process of existingopportunities for R2 is required ascurrently accommodationrequests are evaluated on

1. Training environment: (see next section); 2.General facilities: All researchers are grantedaccess to their Department and Labs, to theCampus Library and E-resources (conferencecalls service, on line services, free wificonnection through Edu-Roam, open accessinstitutional repository, a dedicated repositoryfor the doctoral thesis, a Personal Home Pageto collect CV, contacts, automatic link toscientific publications and – if applicable- touniversity courses held by the researcher); 3.University Colleges - originally created forstudents- have been recently reorganized tohost a specific number of R1 (last year 10% ofrooms assigned to R1) and also younginternational researchers but this opportunityis still not very known; 4. Scientific facilities:Researchers can benefit of researchequipment and scientific infrastructure incompliance with national health and safetylaws (Legislative Decree 626/1994;Legislative Decree n.81/08 ; Inter ministerialDecree n. 363/1998). A specific RiskAssessment Plans is provided to guaranteepersonal safety to all researchers accessinglaboratories and medical infrastructures (orany sort of biological, chemical risk). NEWPROPOSALS: As part of Action 7Communication Plan, planning andimplementation of e-tools for information andservices related to accommodation, protectionmeasures; Action 12. Scientific facilities






demand and with no adequatecommunication. SURVEYRESULTS: Questions 3.6 on“Compliance with health andsafety regulations” High priority/medium (good) accordance (2.8)and 4.4 on “Researchenvironment” High priority /medium accordance (2.6)

optimization and Action 16 Residentialfacilities.

24. Workingconditions

National laws guarantee appropriate workingconditions for all researchers in terms offlexibility, specific regulations for disabledworkers and students, maternity, security; inparticular: - Full possibility to switch from fulltime to part time work (R3/R4) and benefit ofsabbatical leave; - researchers have no timebond and recording obligations, thereforeflexible hours and teleworking are commonpraxis. Parental leave is guaranteed forR2/R3/R4 categories (moreover, in case oftemporary workers as R2 “assegnisti diRicerca”, Uninsubria covers 100% ofmaternity pay, instead of the 80% recognizedby National Social Security Institute); PhDstudents have the opportunity to interrupt theirscholarships and research plan with noprejudice to their career prospects.






25. Stabilityandpermanenceof employment

National legislation rules access conditionsthrough open, transparent and merit-basedselection to all researchers’ positions in ItalianUniversities. Ministerial regulations, due topublic spending limitation policy, establishesthe annual staff quota “punti organico” to bestrictly followed by all Public Universities intheir recruitment plan. Nevertheless, in recentyears Uninsubria has been reaching the fullstaff turnover for permanent positions. Notenure track automatism is allowed. Only incase of Temporary Senior Researcher, if theresearcher at the end of his/her 3 yearscontract obtains the National ScientificQualification, he/she could be evaluated forfurther upgrade to Associate Professor. Withconcern to EU Directive on fixed-term workand with the aim to prevent abuse of undueuse of fixed-term contracts, National Law240/2010 defines for R2 “Assegnisti diRicerca” and temporary R3 “RTD”: thenecessity to justify the renewal of fixed-termcontracts and the duration of successivefixed-term employment contracts (acomprehensive maximum of 12 years oftemporary contracts between research grantsand temporary research positions).

26. Fundingand salaries

Good conditions in terms ofsalaries and social provisions areensured to our researchers aslong as national rules allow them.

Social security coverage and parental leavesare provided for all categories, even withdifferent conditions (see also principle 24).Italian salaries and social security provisions







Improving measures couldtherefore be proposed with regardto those limits and therefore beconfined to researchers’knowledge of legal frameworkand to institutional strategies tofinancially support successfulresearchers, in order to answer toweaknesses elements emergedfrom the survey. SURVEYRESULTS: Questions 3.1. on“Financial incentives” HighPriority / Low accordance (1.9)and 3.5 on “Information onsupplementary pension rights”Low-medium Priority / Lowaccordance (1.9) With regard topension rights, according toItalian Laws and EU Regulation1224/2012, there is the possibilityto cumulate working periodsspent abroad in terms ofcalculation of maximum limit forpension rights terms (but nocontribution transfer is currentlyallowed among different states).The career reconstruction interms of pensions right isexpected to remain quite difficultin Italy when foreign institutionsare involved, therefore singlepromising initiatives aimed at

for all academic positions are determined bylaw (i.e. recently DM 40/2018 has consistentlyincreased the minimum annual amount ofPhD researchers). On Uninsubria’s initiative,fixed-term type B researchers’ salary hasbeen increased up to 20% (where nationallegislation states that the top-up could be in awage of 10-30% of total amount) seeResolution n. 192/2017 of the AdministrativeBoard. National law (art. 29 L. 240/2010)admits only una tantum economical rewardingfor senior researchers compliant withacademic and scientific merit criteria: in 2014our University promotes the first incentivesassignment, currently second cycleassignment is being implemented(Administrative Board of 26/09/2018) When aresearcher is directly involved in externalcommissioned research activities (notinstitutional research), a specific incentivecould be assigned to his/her department ordirectly to the involved researchers ortechnical or administrative staff, according tothe related Regulation and to departmentaldeliberations. Moreover, University professorsand researchers benefit of a specificUniversity Research Fund (FAR), yearlyassigned according to evaluation ofDisciplinary Areas Commissions and takinginto account personal scientific performance.NEW PROPOSALS: Action n. 6 with





overcoming those obstacles (i.e.ReSAVER adoption among ItalianPublic Universities with themediation of APRE as nationalNCP) will be monitored in termsof future dissemination toresearchers. As legal frameworkis quite complicated and inprogress, a recollection andperiodic updating of informationon supplementary pensioncontributions and contractualobligations is fundamental inorder to guarantee effectiveaccess to alternative instrumentsand acknowledgment ofinternational experiences. Withregard to attractive conditions offunding and/or salaries, as nocareer progression automatism ordirect funding/salary top-up areallowed by law, it is necessary toidentify alternative measures tosupport research activities ofresearchers and financiallyvalorise their role.

particular regard to contractual obligation andsupplementary pension rights; Action n. 13

27. Genderbalance

The “positive actions plan”promoted by UninsubriaGuarantee Committee is currentlymainly addressed to nonacademic staff. The new

Legislative Decree No. 165/2001 establishesin art. 7 equal opportunities for men andwomen at work, as well as the freedom ofteaching and professional autonomy in thecourse of didactic, scientific and research






Committee – to be installed at theend of October 2018)- will besteered in order to verify anypossible extension of the futureplan to all researchers. GenderBalance in selection committeesis mandatory in all R2-R3-R4recruitment processes, while it isonly often applied to R1selections but with no legal bond.Future selection calls for PhDcandidates will require full genderbalance in analogy with the otherresearchers’ categories (at least1/3 of evaluation committees).Survey results: Question 4.3 on“Gender balance” Low priority /medium (good) accordance (2.97)

activities. Art. 57 foresees the institution ofinternal committee to promote and superviseequal opportunity. Uninsubria’s GuaranteeCommittee (CUG) for equal opportunities,valorisation of organisational well-being, nondiscrimination works to ban any type ofdiscrimination (see also principle 10) andperiodically reports on ongoing activities andpromotes positive actions. Uninsubria’sGuarantee Committee, which, by the way, willbe completely renovated by the end of 2018,approves regularly (every three years) a“positive actions plan”. The plan is approvedby the governing bodies and adequatelybudgeted. The plan is usually structured infour chapters: 1) organizational wellbeing 2)welfare opportunities 3) dialogue andintegration with other private and publicorganizations 4) promotion of genderbalanced awareness and equal opportunitiesfostering. Gender Balance in selectioncommittees guaranteed by laws: at least onethird of the component of the evaluationcommittees must be reserved to women. Thisprinciple is already applied to all R2-R3 andR4 selection committees. NEWPROPOSALS: Action n. 17





28. Careerdevelopment

Multi-year Staff Recruitment Planis discussed, updated andapproved by academic bodiesafter internal recognition involvingDepartments, Rector and HRService: it includes personnelneeds and related recruitmentstrategies of permanent /temporary / mobility positionsaccording to ministerial fundsavailability. No tenure trackautomatism is allowed by law. Inorder to value young researchers’career plans, a specific support toPhD students should be in chargeof the institution andsystematically performed. Currentsupervising support provided toFirst Stage Researchers needs tobe formalized, guaranteed andempowered: R1s and theirsupervisors will adopt, as goodpractice already experienced inMSCA-ITN actions, and jointlydraw a PCDP Personal CareerDevelopment Plan. Surveyresults: Question 5.3 on “Careerprogression plans” (alsoprinciples 21, 30 and 39) Highpriority / medium accordance(2.1)

If a fixed term (Type B) R3 researcher, duringhis/her last year of contract, obtains the"National Scientific Qualification", he/she willbe evaluated for a career progression toassociate professor. Similarly, permanentresearchers and associate professors with the"National Scientific Qualification", and inservice until 31/12/2019, will be evaluated forprogression. Career guidance is informallyprovided to Early-Stage Researchers by theirinteraction with the supervisor (see principle36 for details). All researchers benefit ofspecific services and tools provided byUniversity Placement Office and ResearchOffice with regards to job offers,secondments, international mobility, researchfunding (see also principle 30 "access tocareer advice"). NEW PROPOSALS: Action10 Personnel Career Development Plan






29. Value ofmobility

On national level,internationalization and mobilityare widely recognized andsupported through legislativemeans and specific mobilityprograms and grants: not onlyresearchers have the opportunityto access short and long periodmobility programs (up to 5 yearswith formal agreements betweenthe involved institutions), but theycan also apply for national andinternational mobility competitivegrants (Erasmus Staff orTeaching exchange, H2020 MarieCurie projects, Ministerial bilateralscientific cooperation). Moreover,national law states that PhDstudents have a dedicated budgetfor international mobility up to 6months, recognizing that mobilityand internationalization areessential elements for the theirtraining. ANVUR, Italian Agencyfor the Evaluation of the Quality ofResearch, identifies “internationalmobility” as one of the qualityelements to be evaluated for eachresearcher (period of more than 3months abroad in the previous 7years are considered). On locallevel, Uninsubria values

Uninsubria values internationalization andmobility and therefore: - supports exchangesbetween professors with the same academicqualifications (both for teaching andresearch); - supports "visiting fellows" in orderto strengthen relations with the researchgroup of the University of origin, facilitatingthe organization of mixed research groups; -recognizes the maximum allowed amount toPhD students for international mobility (50%of their scholarship); - formally agrees(already during the submission phase) to theportability of individual grants with concern tosome external funding (i.e. ERC grants orYoung Researchers Fellowship by local mainBank Foundation). NEW PROPOSALS:Action 5, Welcome “incoming” measuresaddressed to new international researchers;as part of the Action 6 “outgoing” measuresaddressed to our researchers interested inmobility experience






internationalization and mobilitythanks to the several initiativesdescribed in the adjoining section.From all this detailed mappingarises that strategic framework issettled. Still, mobility is not yetcompletely achieved in terms ofeffective number of internationalresearch exchanges,attractiveness of externalresearchers and careerrecognition. New active initiativesand opportunities should be nowimplemented in order to realizethe effective promotion andsupport to mobility in terms ofincoming services offer (visa forinternational researchers,accommodation, Italian as aforeign language course etc.) andoutgoing information(international exchanges for ourstructured researchers) and alsothe formalization of “mobility” asone of the merit-based selectioncriteria in recruitment procedures,where applicable. Survey results:Question 5.2 "Geographical,interdisciplinary and intersectorialmobility for researchers": Highpriority/medium accordance(2.54)





30. Access tocareer advice

Survey results: Question 5.3 on"Career progression plans" (alsoprinciples 21, 28 and 39): Highpriority / medium accordance(2.1) Information on allopportunities already offered byUninsubria to all its researchersto support their professionaldevelopment should be betterorganized in order to improveaccess to related services andinitiatives. Career advise providedby Phd supervisors needs to beformalized, guaranteed andempowered through the adoptionof PCDP Personal CareerDevelopment Plan.

Supervision for young researchers isguaranteed (see principle 36) and it could beimproved with the implementation of qualityelements and monitoring. Institutionalservices addressed to all researchers withregards to their scientific career is offered byCentral Libraries Service and ResearchOffice: external funding calls scouting,research project planning, IPR andtechnology transfer information, mobilityopportunities, publication and scientificcopyright, training on research planning andsoft skills. Young researchers open toindustrial research and collaboration withprivate companies can take advantage also ofUniversity Job Placement 's services alreadydefined for post-graduate students (includingR1) and to be further developed for post-docs:counselling, job search, CV review and e-tools support. Single good practice initiativeshave been testing such as for the fundedproject “GLOCAL ERC” aimed to support andpromote young researchers’ participation inERC-Starting grants 2017/2018/2019. NEWPROPOSALS: Action 6 Formalization ofinformation and services addressed topermanent researchers in order to increaseaccess; Action 10 PCDP






31. IntellectualPropertyRights

Uninsubria regulations embrace: - Regulationon IPR; - Regulation on University start-upfoundation; -Regulation on researchagreements and third parties services; -Single articles in different regulations wherenon-disclosure and IPR are dealt with (i.e.art.26 of research grants regulation ) . IPRregulation imposes the definition of the IPRownership in any agreement signed withexternal/third parties and defines: 1. theownership of the IPR for institutional, fundedor commissioned research; 2. The proceduresto be followed by the researcher and byemployees in case of a valuable results; 3.the percentages of incomes that are due toinvertor/s in case of profits arising frompatents exploitation; these values are higherthan required by national law. In case ofcommissioned research, the relatedregulation foresees the possibility forresearchers to have a direct income from theprofits arising from the contract. Regulation onUniversity start-up foundation recognizes toresearchers the possibility to take over thecommercial exploitation of their researchresults. Uninsubria offers specific support withregard to the implementation of thoseprocedures (i.e. templates, technical advice)and to scientific publication and copyrightissues through a dedicated policy and anopen institutional repository.






32. Co-authorship

Our Code of Ethics states that “Everyresearcher is required to (...) give dueimportance to the merit and contributionprovided by each of the participants in theresearch activities”. Therefore technical andlegal provisions are provided and clear andco-authorship is already considered positivelyin many recruitment contexts. ItalianUniversities benefits of a combined Open-Access archiving system(https://irinsubria.uninsubria.it/) and, due toANVUR’s initiative (Italian Agency for theEvaluation of the Quality of Research), everyresearcher has now an ORCID code thatprovides a unique identifier, indispensablecondition to avoid the homonyms that pollutethe implementation of an integrated system.Uninsubria Repository policy applies EURecommendation 2012/417/UE and supportsOpen Access as defined in the BerlinDeclaration 2003, signed by this Universitythrough the Messina Declaration 2004. InUninsubria PhD Thesis Repository, the“author” field is devoted to the name of thePhD student, independently to the supervisor.The Repository aims to collect, store andpreserve the scientific production of theinstitution maximizing its impact at a nationaland international level; the research papersare Open Access available, compatibly withthe publishers’ copyright policies and with thecopyright transfer agreement signed by the






authors. Metadata can always be freelyaccessed.

33. Teaching Current scenario speaks out oflegal and environmentalconditions which are quitefavourable to an enhancement oftime devoted to research thusrecognizing the importance ofteaching activities in the careerdevelopment of a researcher.Training on teaching expertise issporadic and not institutionallyplanned, discussed and promotedas shown by the priority grantedto this item in the online survey(together with a medium-low levelof accordance related to theimplementation of the principle) .Survey results: Question 4.8 on"Teaching and research at thesame level": Low-medium Priority/ medium (good) accordance(2.7); Question 5.1 on "Trainingfor teaching activities": Highpriority / medium-low accordance(2.2) In the framework of TrainingPlan for Researchers (foreseen inAction Plan), a specific chapteron “teaching” is expected and itcould include regular edition ofcourses on specific learning

Teaching efforts (not only traditional lectures,but also tutoring, mentoring, thesis support,exams etc) are included in the 350 hours peryear dedicated to institutional activities all Fulland Associate Professors and Fixed-termResearchers must comply with. Post-docresearch fellows and “old” permanentresearchers (running out category) are fullydevoted to research. In case they hadteaching activities, these would beremunerated apart from their salary. FirstStage Researchers - attending a PhDprogram - may perform, if authorized by theCourse Academic Board, no more than 40hours per year of “integrative teachingactivities”. Specific additional funds are makeavailable by the Ministry (D.M. 198/2003) andcompetitively assigned to PhD students asmentors of first level degree courses. Someongoing initiatives related to professionaldevelopment of teaching skills are offered: •Recently run, a training course focused onteaching to- and verification of learning ofstudents with specific learning disorders; •Internal guidelines for the editing of a“syllabus” on teaching aims andmethodologies of each course; • partnershipwith European Network for Academic IntegrityENAI Academic integrity with regard to both






disorders (after the positiveexperience of a una tantumworkshop held in 2018), teachingand research integrity courses,teaching methodologies andlecturing techniques; peer-to-peerguidelines written by seniorresearchers expert in teachingand mentoring.

teaching and research NEW PROPOSALS: Inparallel with current training opportunitiesalready offered to researchers, a specificfocus on teaching skills will be foreseen in theAction 14 "Training Plan for researchers" tobe implemented in HRS4R Action

34.Complains/appeals

Good ratio between seniorresearchers / professors and PhDstudents in a small dimensionUniversity allows a closeinteraction not only with thesupervisor, but also with otherPhD course professors andcoordinator and circumscribesstrong conflicts. However, whencomplain or misunderstanding ordisagreement turn into somethingmore structured, institutionalfigures and mechanisms areprovided but not appropriatepromoted. A gap is indeedidentified in the lack of advertisingof services and procedures ("towhom and how to submit acomplaint") dedicated to assistthe researcher in resolving thework-related conflicts, disputesand grievances. Low priority

*Confidential Counsellor performs functions ofassistance and consultancy to all UniversityCommunity members, who are subjected toharassment, bullying and discrimination andrelated to issues of equal opportunities andconciliation work-family times. Privacy istotally ensured and the expert is anindependent mediatorhttps://www.uninsubria.it/risorse-utili/consigliera-di-fiducia ; - GuaranteeCommittee CUG promotes appropriatemeasures and actions to guarantee equalopportunities, also in collaboration with otherbodies and individuals; *Responsible for anti-corruption Uninsubria has open an e-mail boxdedicated to reports of "unlawful conduct ofwhich (the employee) has become aware onthe basis of the employment relationship"(Article 54-bis of Legislative Decree no.165/2001), which are circumstantiated andnot based on mere suspicions or rumours.University guarantees the confidentiality of the






perception of the importance of aspecific support to conflictmanagement (see survey results)shows the need of a stronginstitutional commitment in orderto promote all opportunitiesalready offered and thereforeeffectively realize a fair andequitable treatment within theinstitution and improve the overallquality of the workingenvironment. SURVEYRESULTS: Question 4.6 on"Complains/appeals betweensupervisors and early-stagecareer": Low priority / mediumaccordance (2.6)

identity of the reporter, given that only non-anonymous reports will be taken into account.The protection of confidentiality is guaranteed,for the technological aspects, by the mailsystem adopted by the University; *AnAdministrative Procedure Referee (RPA) isappointed for any administrative act, includingrecruitment procedures: his/her name andcontacts details are clearly provided; he/sheacts as a civil warrant officer concerning theadministrative correctness, transparency andimpartiality NEW PROPOSALS: Action 11

35.Participation indecision-making bodies

SURVEY RESULTS: Question4.5 on "Researchers' participationin bodies/boards": Focus on R2Low priority / medium (good)accordance (2.6.- accordance)Recognized researchers (R2 –“assegnisti di ricerca” in Italian)have no direct representative inacademic bodies and noinstitutional recognized access tospecific committees, althoughsingle positive involvements indepartment committees havebeen already experienced. The

Terms of participation of researchers toacademic decision bodies are included innational laws and university charters.Permanent professors and researchers havea full representativeness in all bodies: Senate,Administration Board and Department Board.Nevertheless, even fixed term researchersare entitled to participate in DepartmentBoards: PhD students have a representativefor each PhD course belonging to the singleDepartment, all RTD (both type A and B) areadmitted. Recently, internal guidelines onResearch Quality System – approved by theAcademic Senate of July 2018- have






temporary nature of theircontracts has not encouragedtheir inclusion in permanentacademic bodies andcommissions: the short-duration(often a year contract) isperceived as a limitation of theircommitment. Nevertheless,trends of last years have shownthat restricted extension of thosecontracts (according to EU fixed-terms Directive) are not souncommon and that “certainty”with regard to the maximumduration of the contract impliesthe possibility to organize,manage and complete a researchprogram, as well as to get moreand more involved in theacademic community therecognized researchers belongto. Our University has alreadybegun to set up the premises forthe valorisation of theircontribution with the approval ofthe new guidelines on QualityAssurance System by the Senate.The implementation of theopportunity of an involvement ofR2 in departmental consultationbodies will be a natural result ofthis institutional strategy in order

introduced the opportunity of a strongerinvolvement also of post-doc researchers inconsultation bodies as AIQUA-RDepartmental Committees for the Quality ofResearch. NEW PROPOSALS: Action 15“Implementation of participation of R2 onAIQUA-R”





to facilitate R2s’ active contributeto the workings of the institutionand to develop their involvementin departmental management,dissemination and documentationof research funds

Training and Development

36. Relationwithsupervisors

Beyond the regulatory bonds andthe supervising initiatives alreadyin place, the interaction betweensupervisor and First StageResearchers (FSRs) develops ona spontaneous and not structuredbasis, as they informally createthe opportunities to meet anddiscuss performance anddevelopment plans. Thesefundamental interaction needsnow to be guarantee andformalized for all ESRs and tobenefit of the implementation ofquality elements linked to theachievement of specific researchoutputs, as well as of therecording of related progress. Agood and already “tested” meanscould be the introduction of aPCDP Personal CareerDevelopment Plan, starting froma template provided by EC in the

According to the internal regulations for PhDprograms, the Academic Board of each PhDcourse appoints a supervisor/tutor for eachyoung researcher. PhD candidates regularlyreport on the progress of the research both tosupervisor and to other young researchers(peer to peer reports). In addition, eachcandidate must report twice a year to theAcademic Board in order to gain admission tothe following year or to the final dissertation.(art 5-7 PhD courses Regulation). Uninsubriahas been adopting a PhD candidates’ careersdatabase that allows to record the associationof a supervisor / tutor to each youngresearchers. Regulation on Regulation onPost-doc fellows specifies that theseresearchers work on specific researchprograms and their activities are agreed withthe Director of Department in which theywork. They work according to the advice andunder the supervision of a ”ScientificResponsible”, listed in the agreement signedat the beginning of the fellowship. Post-doc






context of the Marie SkodowskaCurie Action addressed to YoungResearchers (ITN InternationalTraining Network). Our Universityhas already adopted it andpositive evaluated. Apersonalisation of the templateand a wider adoption willcontribute to improve theeffectiveness and the assessmentof the supervision offered to ourPhD students. SURVEYRESULTS: Question 4.6 on"Complains/appeals betweensupervisors and early-stagecareer "(see also principle 34 onconflicts with supervisors) Lowpriority / medium accordance(2.6) - Detail on R1: 2.72 ofaccordance

fellows annually submit for evaluation awritten report on their research to theScientific Responsible and the DepartmentBoard (art. 34 Post-doc grants Regulation).NEW PROPOSALS: Action n. 10 Jointlydefinition of Personal Career DevelopmentPlan by Supervisors/R1





37.Supervisionandmanagerialduties

National regulation concerning scientificbackground of PhD courses’ members is veryqualifying (see “VQR Valutazione Qualità dellaRicerca” performance and PhD courseaccreditation, described in Principle n.11).Each PhD Academic Board identifies amongits members several supervisors on the basisof specific scientific knowledge and previousexperiences. Supervision and mentorshipskills are more and more positively evaluatedin national and international competitive calls(i.e. H2020 projects), therefore increasingscientific reputation and attractiveness ofthese tasks. Tasks and scientific requirementsof supervisors have been detailed in principle36 “Relation with supervisors” and 40“Supervision






38. ContinuingProfessionalDevelopment

Opportunities of life-long learningand professional developmentinside and outside the University,formal or informal, individual orcollective are provided to ourresearchers both through in-house training initiatives andfinancial support to theparticipation to externalconferences and disseminationactivities. A gap is identified in theaccess to those opportunities:researchers’ participation ininstitutional or external traininginitiatives as well as their use ofspecific tools and servicesprovided by the Institution need tobe further developed. Supervisionis guaranteed but notsystematically applied withspecific templates, definedtimeline and other qualityimplementation elements.

1. Training: all our Researchers have theopportunity to participate in workshops,events, training courses organized by theUniversity (see point 39); 2. Access tointernational mobility: researchers may applyfor international mobility programs; a properbudget for international mobility is foreseenfor each PHD candidate (min. 30 days, max18 months up to 50% of the budget of theperiod spent abroad); 3. Research activitiesbudget: in case of First stage researchers, adedicated budget is mandatory in their grants(10 % of the yearly grant) for their second andthird year; senior researchers access todepartmental budget for travel costs toparticipate in external initiatives NEWPROPOSALS: Action 7 “CommunicationPlan” on information, services and proceduresaddressed to potential, new and permanentresearchers has been planned; Action 10“Career Development Plan jointly defined bysupervisors and FSRs”. The introduction ofPCDPs will lead to an improvement of careerguidance for FSRs (as they will benefit of astructured support subject to monitor andevaluation) and, on the other hand, theyrepresent an empowerment measures for thesupervisors (as they will enhance theirmentoring skills with the introduction of qualityelements in the process.)

39. Access to The University values Support Service on research funds, planning






researchtraining andcontinuousdevelopment professional leadership and

management skills and providesspecific supports forResearchers, both junior andsenior. Services and opportunities(mainly Research planning andCareer advice) as well assuccessful training initiatives (i.e.annual trainings held by APRE orEnglish courses for ESRs) shouldbe improved in terms of visibility,planning, and further assessmentin order to strengthen futureemployability and careerdevelopment of researchers. Abottom-up initiative onresearchers’ training needs (suchas online survey) has never beenperformed. SURVEY RESULTS:Question 5.3 on "Careerprogression plans" (alsoprinciples 21, 28 and 30) * Firstamong the "prior statements" ofthis dimension High priority /medium accordance (2.1);question 5.5 on "Seniorresearchers and mentorship":Low-medium priority / mediumaccordance (2.2)

and Technology Transfer or IPR issues withspecific workshopshttps://www.uninsubria.it/la-ricerca/supporto-ai-ricercatori (in Italian, to be translated inEnglish as result of Action Plan) Workshopsaddressed to FSRs promoted by Departmentsor, if cross-sector skills, by Doctoral School; -course on “Animal welfare and protection inresearch activities and laboratories” availablealso in streaming; - highly specializedinternational courses called “Summer andWinter Schools”; - Career Service offers aseries of placement opportunities for PhDcandidates and active liaison with companiesis promoted; - Uninsubria’s association withAPRE (Italian NCP for H2020), NETVAL(Italian Network of Technology TransferOffices of Universities) and ENAI (EuropeanNetwork for Academic Integrity) ensures eachyear training courses open to researchers andadministrative staff involved in researchprojects; 3-years project "GLOCAL ERC:Researchers of international success forLombard Research" aims at the training of 9young researchers in order to improve andsupport a wider participation in the ERC-Starting Grant; - a specific budget for mobilityand travel costs is foreseen: see principles38. NEW PROPOSALS: Action n. 7Communication Plan for researchers’ serviceswill help to increase visibility of opportunitiesand Action 14 a proper Researchers’ Training






Plan, regularly discussed, updated, evaluatedand disseminated will be realized.





40.Supervision

R1: a supervisor/mentor to whom they reportand who supports them in their professionaldevelopment is mandatory and identified atthe beginning of their training phase (see art.5 PhD courses Regulation). Scientificqualification of the whole Academic Boardand their “exclusivity” obligations areguaranteed by law: the doctoral board mustbe composed by at least 16 members withdocumented international research results inthe disciplinary areas of the PhD course.Each professor belongs only to one PhDcourse at national level in order to wardpersonal commitment and due time to run aproper training and supervision to the youngresearchers. R2: The ”Scientific Responsible”of the research project is clearly listed in theagreement signed at the beginning of thefellowship and will annually evaluate a writtenreport by the researcher together with theDepartment Board. Since 2013, some post-doc fellowships have been granted after apeer review process, taken into considerationnot only the innovativeness of the researchproject, but also the CV of the ScientificResponsible who will monitor them. Centralevaluation of supervision activities within PhDprograms has been already planned and isgoing to be promoted by ANVUR (seeprinciple 11).


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