HR Excellence in Research : Université de Rennes 1's HR policy labellised by the European Commission

Université de Rennes 1 obtains the HR excellence in Research label, awarded by the European Commission, and implements the European HR strategy for Researchers (HRS4R). This labellisation confirms and values the quality approach in which Université de Rennes 1 has been commited for several years, regarding HR policy for researchers' recruitment and career.

HR Excellence in Research
  1. Université de Rennes 1's HR policy for researchers: A continuous improvement approach
  2. A co-built action plan until 2024, with concrete actions already set up

After an extensive evaluation, independent assessors saluted Université de Rennes 1's efforts in order to bring its HR policy and strategy into line with the principles of the European Charter and Code of conduct for the recruitment of researchers set up by the European Commission. The implementation of the Charter & Code principles by research institutions render them more attractive to researchers looking for a new employer or for a host for their research project, and acknowledges its continuous quality approach regarding their recruitment procedures, working conditions and professional development.

The HR excellence in Research label contributes to Université de Rennes 1's visibility and attractiveness for researchers on an international scale, and is a significative asset to obtaining H2020 fundings.    

Université de Rennes 1, who is renowned for the quality of its research and its international cooperation activities, has already many assets. It is also renowned for significant successes in H2020 and Erasmus + European programmes. In order to reinforce our attractiveness in Europe and beyond, we must keep on improving our practices regarding human resources, especially towards post-doctoral researchers, who are the ambassadors of our laboratories

Sébastien Le Picard, vice-president in charge of European programmes, has conducted the labelling project


This acknowledgement  is a guarantee of quality for the university, and represents an added value in order to attract researchers from all over the world, facilitate cooperations to European projects and develop international mobility actions. The HRS4R approach aims at ensuring research staff members a quality and stimulating work environment. Our commitment in this approach also helps us expand the scope of these good practices, and reaffirm the social responsability of our university towards all its staff members

David Alis, président de l’Université de Rennes 1

Université de Rennes 1's HR policy for researchers: A continuous improvement approach

Reaffirming its commitment to the HRS4R approach in january 2018, Université de Rennes 1 got involved, on a European scale, in the labelling of its recruitment procedures and the follow-up and development of researcherscareer.
The obtention of this European label results of a quality approach that has been set up in our university for several years: Université de Rennes 1 adhered in 2015 to the
European Charter for Researchers, thus sharing the principles of the Code of conduct for the recruitment of researchers. The executive board adopted in March 2019 Université de Rennes 1's "Code of Conduct for recruitment, hospitality and career development contract researchers"

Additionnally, a serie of indicators has been defined in order to ensure an open, transparent and merit-based recruitment (following the European Commission OTM-R principles, Open, transparent and merit-based recruitment of researchers), matching Université de Rennes 1's HR policy and its modernisation plan.

A co-built action plan until 2024, with concrete actions already set up

After a diagnostic phase, the concrete application of the HR strategy for researchers in ensured by a multi-year action plan. This action plan has been presented and discussed with the governing bodies of the university, and submitted to the faculties and research units, before its validation in september 2019. This action plan consists of 75 specific, measurable and pragmatic actions, achievable within 2 or 5 years.

Before the labelling, Université de Rennes 1 had already implemented some actions of this action plan, which started in 2019 and will end in 2024.
Examples of actions already implemented:


  • HR policy : A Code of conduct established for contractor researchers, aiming at improving the recruitment, status, working conditions and career development of contractor researchers, driving forces of our research units.


  • Deontology: Promoting the principles of Ethic in research and scientific integrity: A referent for scientific integrity has been named in order to promote the principles of ethics and scientific integrity. Since septembre 2019, Nathalie Théret, research director Inserm at IRSET (Research institute for environmental and occupational Health), has been ensuring prevention and process for dealing with breaches of scientific integrity.


  • Open science: Facilitating exploitation and dissemination of the scientific results
    Université de Rennes 1 is comitted in the Open science approach, encouraging researchers to post their scientific productions on HAL(Hyper articles en ligne)-Rennes 1 platform.  In 2019, 45% of published documents were accompanied with the full text. Université de Rennes 1 is thus one of the first French universities regarding the number of deposits. Conforted by the recent signature of the Sorbonne declaration on research data rights, our comitment in HRS4R reinforces our policy. In the coming months, we will launch a reflection on structuration, accessibility, reuse and sustainability of research data.


  • Recruitment: for a more transparent recruitment policy
    Selection committees for teachers-researchers are published for every position. Unulfilled vacancies are republished after the first recruitment process. A scorecard that enables to measure the openness, the transparency and the quality of our recruitments has been set up, in the frame of our HR strategy.
  • Equality: Acting for professional equality between women and men
    A working group has been set up to identify and activate the levers for raising female representation in the governing bodies of the university and in the direction of research projects. The university also intends to fight against self-censorship, encouraging female researchers and teachers to apply for executive positions, etc... 

Last updated: PMThu, 09 Jul 2020 14:19:59 +0200Thu, 09 Jul 2020 14:19:59 +0200pm20