Human Resources Strategy for Researchers (HRS4R)


The CVC is declared as a public Catalan institution, with an international vocation, committed to its environment, and advocate, in the development of its activities, the values and practice of freedom, pluralism, democracy, equality, solidarity and equity. The main aim of the CVC is to achieve excellent research with excellent professionals. As public consortium owned by Universitat Autònoma de Barcelona (UAB) and the Catalan Government (being member of the Catalan Network of Research Centers – CERCA), its Human Resources Strategy for Researchers (HRS4R) strategy is in alignment with the UAB’s and CERCA’s strategies.

The process for the Human Resources Strategy for Researchers (HRS4R) distinction allows the CVC to achieve the highest standards in human resources for researchers. This is essential to have the best opportunities for our researchers in terms of carrier development, and it constitutes an opportunity in itself for the institutional development.

The CVC is committed with the UN Sustainable Development Goals. These goals are embedded into the general actions that the CVC is carrying out, with specific impacts.

  1. Chronology of the Human Resources Strategy for Researchers (HRS4R) Award
  2. Main milestones of the HRS4R at CVC
  3. Summary of documentation and relevant files.
  4. Open, Transparent and Merit-based Recruitment at CVC (OTM-R)
  5. Links of interest
  6. Follow up of the Interim Assessment


  • In 2008, the EURAXESS Human Resources Strategy for Researchers (HRS4R) was launched to support institutions in the process of implementation of the Charter and Code principles in their practices and policies. The Computer Vision Center is committed to improving its Human Resources policies in line with the European Charter for Researchers and the Code of Conduct of the Recruitment of Researchers, and for this reason, the CVC endorses the documents and applies for the HRS4R logo of excellence in HHRR.
  • In July 2013, the CVC endorsed the C&C (link to the endorsement document).
  • During 2014, the Internal Analysis of the CVC was conducted by an interdisciplinary team, including meetings with members of the Governing Board, the Management Board, and researchers from all fields of knowledge.
  • The result of this task was the “CVC Gap Analysis and Action Plan. HRS4R Strategy (in English)”.
  • A relevant part of the development plan is the  “Pla d’Igualtat d’Oportunitats i Gestió de la Diversitat”  CVC_Pla_Igualtat_R1_CERCA.pdf (català), with which CVC is committed to addessing the diversity of the center as regards as gender, belief, physical capacities, etc.
  • In May 2015, the CVC was acknowledged with the distinction “HR Excellence in Research” ( This logo reflects our commitment to continuously improve our human resources strategies in line with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, and our commitment to guarantee a supportive research environment implementing these principles into UAB policies.
  • In May 2017 the CVC submits its internal review (
  • In April 2018 the interim report highligts the weaknesses and strengths of the implementation strategy, mainly emphasizing the need of open access through this website to all the information related to HRS4R.
  • In December 2018 de Official CVC HRS4R web page was ready and running with all the documentation available.


  • Q1 2014 In accordance with our Strategic Plan (FILE), we implemented and new career plan for researchers.
  • Q1 2015 We implement the policy of publishing all our positions at Euraxess Website following the Guide for publishing on Euraxess Jobs for CVC (link for OPEN POSITIONS). These job opportunities are appearing in our website for Open Positions.
  • Q2 2016 We participated in the P-Sphere project with 6 Marie Skłodowska-Curie Actions contracts. This allowed the CVC to develop a permanent framework for tenure-track researchers based on the CO-FUND EU Program.
  • Q1 2018 We adapt all the CVC new positions and their calls to the standards of the HRS4R strategy, including the protocols for internal and external committees of evaluators.
  • Q2 2018 We published a policy for internships at the CVC. This allows researchers in the early stages of their career (pre-graduate, graduate and post-doc) to carry out short research stages at CVC.
  • Q2 2018 We openly implement our Internal Committee for HRS4R policy. This committee (including researchers but also staff members and students) meets regularly every 2 months in order to have a follow up of the HRS4R policy in the Center.
  • Q1 2019 We adhered to the Code of Conduct of CERCA, the Catalan institution putting together all the Research Centers in Catalonia.
  • Q3 2019 The work group started the development of the CVC Open, Transparent and Merit-Based Recruitment strategy Policy, publishing the main guidelines in the CVCHRS4R webpage.
  • Q2 2020 The CVC develops the policy for COVID-19, including the measures for homework in order to facilitate de reduction of the disease transmission and the familiar life.
  • Q32020. The CVC Board approves its new 5-year Strategic Plan for 2021-2025 (FILE).
  • Q4 2020 The CVC starts the official update of its Plan for Equality of Opportunities, accordingly with the new Spanish regulation.
  • Q1 2021 The CVC consolidates the OTM-R-related documentation and the compulsory new Plan for Equality of Opportunities-2021.



A policy of Open, Transparent and Merit-based Recruitment (OTM-R), one of the pillars of the European Charter for Researchersand in particular of the Code of Conduct for the Recruitment of Researchers, is implemented at CVC.

OTM-R ensures that the best person for the job is recruited, brings benefits to researchers, institutions and the wider research system. OTM-R makes research careers attractive, ensures equal opportunities for all candidates and facilitates mobility, while making the recruitment processes more effective.

After the first interim report on HRS4R, the CVC working group on HRS4R started working on the different OTM-R issues identified. Although the application of OTM-R policy was not mandatory as part of the initial report, the CVC performed an analysis based the OTM-R checklist to determine the degree to which our current practices are OTM compliant and identify where improvements could be made. This analysis was based on the guidelines provided by the REPORT of the WORKING GROUP of the STEERING GROUP OF HUMAN RESOURCES MANAGEMENT under the EUROPEAN RESEARCH AREA on Open, Transparent and Merit-based Recruitment of Researchers, which includes a check list for institutions.


  • You can find the CVC OTM-R checklist here.


In order to guarantee the maximum openness of the recruitment process, the working group on OTM-R developed a task force for the gradual and systematic publication of all the job offers from the CVC at the Euraxess portal, the portal managed by the European Commission where researchers can find a great deal of information on their career development options, assistance for international mobility and a large number of fellowships and job offers related to research positions Europe.


FOLLOW-UP OF THE INTERIM ASSESSMENT on APRIL 2018: How the CVC is changing its mindset and processes thanks to HRS4R.

The interim assessment explicitly stated that, the CVC should:

  1. Make an effort in making available all the evidences.
  2. Further develop the actions proposed in the CVC Gap Analysis and Action Plan. HRS4R Strategy

providing the following suggestions:

CVC’s HRS4R working group should seek for a higher level of ambition of the HR strategy as well as for a higher quality in documenting progresses and impacts. It is suggested that this goals could be achieved by (summarised):

  1. A more detailed and cross-referenced (link to websites) drafting of the documentation requested by EC for next assessment.
  2. An improvement of the website in terms of English translation of CVC strategic documents and relevant documents regarding HR policies would be appreciated,
  3. A more comprehensive engagement of the research staff, enlarge dedicated working group and encompass all the stakeholders, involve all stakeholders in the process, including R1-R2 researchers.
  4. A more detailed monitoring of actions.
  5. Revise methodology (GAP analysis based on the survey completed by all scientific staff, meetings of the management and working group with the academic staff to discuss survey results, new actions stemming from the survey results).
  6. Implementation of the OTM-R into CVC’s policies with clear evidence and measurable indicators.

SUGGESTION 1: A more detailed and cross-referenced (link to websites) drafting of the documentation requested by EC for next assessment.


Q4 2019: The CVC HRS4R web page now provides links to all the documents related to the HRS4R strategy implementation. In addition, the CVC also implemented the Transparency Portal, which provides all the information regarding the administrative information, positions, salaries, projects, public accounting, etc. Finally, the CVC implemented the Sustainable Development Goals at CVC web page, aligning the CVC mission with the UN SDGs, which will be dynamically updated.

It is now common practice at the CVC to publish all the documents available in a regular basis. The mentioned webpages are the basic repository and the starting point for all the CVC staff and externals.