Implementation of the HRS4R strategy at the university of Artois
Self-assessment of our practices (GAP) :
In order to assemble a representative panel of our university community involved in research, a call for applications was launched. Based on their expertise, some academic staff members were appointed by the steering committee to lead the working groups.
These groups were organized around the four main themes of the Charter and the Code. Each group was composed of approximately ten people with diverse profiles, including researchers, teachers, and research support staff relevant to the themes.
- WG1 : Ethical principles and professional responsibilities; led by Martine Lavaud
- WG2 : Recruitment, career development, mobility; led by Jean-François Henninot
- WG3 : Working conditions and safety, professional environment; led by Anne Besson
- WG4 : Training and professional development; led by Xavier Escudéro
The thematic groups evaluated our HR practices and processes (self-assessment) based on the 40 principles defined in the Charter and the Code, using the following scale :
- ++ fully implemented
- +/- almost but not completely implemented
- -/+ partially implemented
- -- insufficiently implemented
If the university does not currently fully meet the criteria (--, -/+ or +/-), it is necessary to assess the real gap between the principle and the current practice in our institution. This includes listing :
- Where applicable, any national/regional legislative or organizational regulation that currently hinders the implementation of the Charter & Code,
- Initiatives already taken to improve the situation,
- New proposals that could remedy the current situation.
Documents to download :
- GAP Principle 1 to 11
- GAP Principle 12 to 21
- GAP Principle 22 to 35
- GAP Principle 36 to 40
The OTM-R Checklist and the Action Plan :
This is a specific self-assessment checklist provided to report on the progress of implementing Open, Transparent, and Merit-based Recruitment (OTM-R) policies and practices.
The OTM-R checklist is based on the principles of the Charter & Code. Together with the work carried out via the GAP, it will allow organizations to better identify their development needs, which will be prioritized and addressed through concrete actions, within the framework of the action plan to be implemented in the coming years.
The OTM-R checklist consists of a list of questions covering the various stages of the recruitment process, from job posting to appointment.
Document to download : Checklist OTM-R
The HRS4R Questionnaire and the Final Action Plan :
Based on the GAP and the OTM-R checklist, this document sets out the strategic vision of the university in terms of priority areas and implementation steps to be undertaken over the next two years (i.e., until the interim phase, when the organization will submit its new action plan).
To do this, the actions identified (39 actions) by the working groups were presented to our university community via a questionnaire, with the goal of prioritizing all actions.
Following the survey results, the steering committee met to finalize the action plan with the constraint of selecting only around 24 actions, which led the committee to group certain actions.
Documents to download :
- Questionnaire
- Action Plan
Our Open, Transparent and Merit-Based Recruitment Policy (OTM-R) :
The University of Artois affirms its commitment to placing human resources at the heart of its development by pursuing an ambitious, structured policy aligned with the most demanding European standards. In a constantly evolving academic landscape, it aims to strengthen its attractiveness, ensure exemplary recruitment practices, and provide its entire community with working conditions conducive to fulfillment and success.
For several years, the University of Artois has been undertaking a professionalization process in the management of its recruitment practices. This includes better defining its needs upstream, formalizing its procedures, and raising awareness among committee members regarding cognitive biases. These actions aim to guarantee a rigorous, ethical, and objective selection of candidates, in line with the requirements of the positions offered.
The university's commitment to the HRS4R (Human Resources Strategy for Researchers) labeling process represents a key milestone in this initiative. It anchors the institution's practices in the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, thereby ensuring European recognition of its high standards in human resources management.
Recognizing the growing importance of attractiveness in addressing recruitment challenges, the University of Artois intends to develop a genuine employer brand. This brand reflects the institution’s core values: openness, diversity, excellence, respect, and societal engagement.
This strategy notably involves :
- Centralizing and clearly disseminating existing HR procedures,
- Promoting the university’s commitments to equality, diversity, and sustainable development,
- Promoting, both nationally and internationally, the working conditions and professional development opportunities offered to its staff.
The systematic use of visibility tools such as the Euraxess platform is intended to better publicize the opportunities available at the university and attract high-level profiles, particularly in the field of research.
The university is committed to structuring its internal processes around principles of rigor and fairness. Recruitment procedures, already largely formalized, will be further optimized and enhanced. This approach will be accompanied by a reinforced communication effort to ensure clarity and accessibility of information.
Moreover, with a view to inclusion and social justice, the University of Artois is implementing several structuring measures :
- A gender equality action plan,
- A disability master plan,
- A sustainable development and social responsibility master plan,
- And soon, a psychosocial risk prevention plan.
These initiatives reflect a clear commitment to creating a respectful, protective, and inclusive working environment for all university staff.
The university’s HR strategy goes beyond recruitment alone. It aims more broadly to offer all staff— teacher-researchers, administrative and technical staff— stimulating working conditions and quality support throughout their career paths.
The university is therefore committed to :
- Promoting skills development and career progression, particularly through a forward-looking jobs and skills management approach (GPEC),
- Supporting work-life balance,
- Ensuring an environment that fosters innovation, collaboration, and well-being.
True to its culture of evaluation and progress, the University of Artois relies on the self-assessment conducted within the framework of the HRS4R labeling to identify its strengths and areas for development. The resulting action plan aims to :
- Strengthen existing HR mechanisms,
- Address gaps that may hinder its attractiveness,
- Formalize and structure its talent management ambitions.
This strategy reflects a gradual but determined transformation process, based on consultation, shared governance, and the commitment of all university stakeholders.
Conclusion
By structuring its HR strategy around the values of openness, transparency, merit, and respect, the University of Artois positions itself to enhance its competitiveness and visibility. It thus reaffirms its ambition to be an exemplary, committed, and responsible university, fully aligned with the expectations of its staff and of society.
Document to download : Results HRS4R Survey and Actions approved by the steering committee at the University of Artois