The Barcelona Supercomputing Center – Centro Nacional de Supercomputación is an international research institute of excellence created in 2004. BSC-CNS is at the service of the international scientific community and industry that require High Performance Computing resources. Our multidisciplinary research team and our computational facilities –including MareNostrum – make BSC-CNS an international centre of excellence in e-Science. The mission of BSC-CNS is to investigate, develop and manage information technology in order to facilitate scientific progress.
Human Resources Strategy for Researchers
BSC-CNS is committed to the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. In 2013, BSC signed the Declaration of Commitment. Through the "HR Strategy for Researchers", BSC-CNS commits to sustain the best possible framework and environment for research excellence, maintaining and improving them through the adoption of international best practices and high-quality standards.
The "HR Strategy for Researchers" supports research institutions and funding organisations in the implementation of the Charter & Code in their policies and practices. The concrete implementation of the Charter & Code by research institutions will render them more attractive to researchers looking for a new employer or for a host for their research project. Funding organisations implementing the Charter & Code principles will contribute to the attractiveness of their national research systems and to the attractiveness of the European Research Area more generally. The logo "HR Excellence in Research" will identify the institutions and organisations as providers and supporters of a stimulating and favourable working environment.
Since the adoption of the Commission Recommendation on the Charter & Code in 2005, over 1.200 institutions from 35 countries in Europe and abroad (and European/international organisations) have expressed their explicit support for the Charter & Code and 102 have obtained the Commission's "HR Excellence in Research" badge.
In order to implement the Charter & Code policies, in the first week of May 2014 we set up a focus group involving 12 volunteers from each of the areas, levels, departments, nationalities and profiles which we have in the Centre. The focus group was focused on the Research area, but also considered the opinions of other areas such as Management and Operations. The group started with two meetings per month, analysing the Centre through the template Annex 1: “Example of a standard template for the internal analysis”. During the initial meetings we clarified the BSC HR Vision and main strategic objectives, and all member of the group agreed to a set of objectives.
Between May and July 2014, the focus group analysed and discussed all the points from the template:
- Ethical and professional aspects (research freedom, ethical principles, professional responsibility, professional attitude, contractual and legal obligations, accountability, good practice in research, dissemination, exploitation of results, public engagement, non-discrimination, evaluation/appraisal systems).
- Recruitment (eecruitment code, selection, transparency, judging merit, variations in the chronological order of CVs, recognition of mobility experience, recognition of qualifications, seniority, postdoctoral appointments).
- Working conditions and social security (recognition of the profession, research environment, working conditions, stability and permanence of employment, funding and salaries, gender balance, career development, value of mobility, access to career advice, intellectual property rights, co-authorship, teaching, complaints/appeals, participation in decision-making bodies).
- Training (relation with supervisors, supervision and managerial duties, continuing professional development, access to research training and continuous development, supervision).
After all these meetings, in July 2014 we summarised all of our notes and the ideas that we had during the meetings and we realised that we had some recurrent areas for improvement in different principles, so we decided to split the focus group into four subgroups, in order to keep working in the most efficient way, and to consider the main interests of each person in the group. The main areas for improvement agreed on in order to propose the action plan were:
- Need for advisory committees
- Gender issues
- Outreach and Public Engagement
- Career issues
Each subgroup worked on the proposed actions within each area and could also recommend other actions to the other subgroups. HR coordinated all the subgroups and held catchup meetings with all of them.
Between August and October, the different subgroups prepared their proposals and, at the end of October, the Focus group agreed on the first draft of the Action Plan.
The Action plan was proposed to the Directors of BSC at the end of 2014 and, with some smalls amendments, the Action Plan was approved and submitted to Euraxess in the first quarter of 2015. Following the compliance review by EC assessors, on 08 April 2015 the Barcelona Supercomputing Center - Centro Nacional de Supercomputación (BSC-CNS) was awarded with the ‘HR Excellence in Research’ logo.