HR AWARD
HR Excellence in Research / HR Award
The Biology Centre of the Czech Academy of Sciences holds the European Commission’s HR Excellence in Research award. It recognises that we put the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers into practice: fair and open recruitment, good working conditions and real career development for everyone who does research with us.
The Human Resources Strategy for Researchers (HRS4R) applies to all five institutes – Entomology, Hydrobiology, Parasitology, Plant Molecular Biology, and Soil Biology and Biogeochemistry – and to the Technical and Administrative Services (THS).
What the HR Award means for you and for us
The award is not a one-off certificate. It is a commitment that we keep improving – and that we are assessed on. For our staff and for the Biology Centre this means:
Fair, open recruitment
Positions are advertised openly (including EURAXESS), with clear criteria, trained selection committees and feedback to applicants under our OTM-R policy.
A good start
Every new employee receives bilingual onboarding information and support contacts within the first month; buddies for international staff and early-career researchers.
Career support and mentoring
Advice on academic and non-academic careers, voluntary mentoring, and a conversation about employment prospects well before a fixed-term contract ends.
A respectful, safe workplace
Equal treatment, training for leaders and supervisors, and clear – including confidential – routes for ethical concerns, harassment and whistleblowing.
A voice in decisions
Researchers take part through the Working Group and the Young Researchers Forum; their recommendations receive a written management response.
Open Science and shared facilities
Guidance and training on open access and research data, and a published inventory of shared equipment with contacts and access conditions.
Prestige and credibility of BC
An internationally recognised mark of quality in how we treat researchers. It helps us attract talented scientists from the Czech Republic and abroad and strengthens BC’s position in the European Research Area.
A stronger position in grant applications
The award evidences good HR management that we can refer to in applications for European and national funding. The Project Department supports proposal preparation.
The four areas of the Charter & Code at BC
For each area: what is already in place, what the 2025 assessment and our staff told us, and what we are doing about it. Numbers in brackets refer to the actions of the Action Plan 2026–2029.
Ethical and professional aspects
In place
- Code of Ethics, ethics bodies, rules on plagiarism and self-plagiarism
- Whistleblowing arrangements; rules for contract research and intellectual property
- Technology Transfer Office, project support, Open Science Manager / Data Steward
- Strong public engagement – outreach, citizen science, cooperation with schools (recognised at the site visit)
What we are improving
- Clear, visible contacts for ethics, conflict of interest, harassment and whistleblowing – see Who to contact (36)
- Open Science guidance kept up to date; OS/RDM training programme 2026–2027 delivered and evaluated (25)
- Annual evaluation of the Gender Equality Plan with published summary (36)
What we know and what we are working on: 82.2 % of staff know the Code of Ethics, but only 57.0 % know whom to contact about an ethics dilemma and 56.1 % about a conflict of interest. Knowing the rules has to translate into knowing where to turn.
Recruitment and selection
In place
- OTM-R policy (updated 2026), recruitment procedures and templates
- Vacancies published on EURAXESS; feedback to applicants after interviews
- Support for incoming international researchers and their families
What we are improving
- Annual recruitment report: publication and justified exceptions, applicants from abroad, time to hire, gender, feedback and appeals (32)
- Guidance for selection committees on fair assessment, career breaks and bias; independent review of at least 20 % of recruitment files (32)
- Common onboarding standard for all new employees (33)
- Measures for employment stability and retention; published remuneration principles by Q4/2027 (39)
What we know and what we are working on: the site visit recognised real progress in transparent recruitment. Our earlier statement that there were no weaknesses in this area has been revised: we now need evidence that OTM-R is applied consistently in all five institutes, and a stronger approach to keeping talented researchers.
Working conditions
In place
- Flexible working arrangements, language courses, support for international employees
- Core facilities and shared services; specialist administrative support
- Young Researchers Forum representing R1/R2 researchers from all institutes (established 16 October 2026)
What we are improving
- Prevention of bossing and harassment – training for all leaders (24)
- Safety, continuity and resilience arrangements across institutes (26)
- Coordinated internal communication and easier access to information (27); a clearer website, including this page (28)
- A functioning Young Researchers Forum with recorded management responses (31)
- Published inventory of shared infrastructure with contacts and access rules (37)
- Visible wellbeing support (36)
What we know and what we are working on: only 36.8 % of staff see internal communication as coordinated, 52.5 % rate orientation information positively and 30.9 % rate wellbeing support positively. Information and support are uneven across institutes.
Training and development
In place
- Language courses, specialist workshops, mobility and international collaboration
- Supervision of doctoral students; regular appraisal of researchers
- Mentoring framework; OS/RDM education programme 2026–2027
What we are improving
- Career advice on academic and non-academic paths; voluntary mentoring with evaluated pilot (34)
- Common expectations and training for managers and supervisors, incl. new PIs (35)
- Annual training-needs review, proposal-writing workshops and PI peer support (38)
- Appraisal kept separate from developmental conversations
What we know and what we are working on: career advice is one of the two principles only partially implemented. 34.4 % of staff see mentoring as available, 41.6 % find career possibilities clear and 45.8 % say training fits their needs. A framework on paper is not enough – it has to reach people.
Our priorities 2026–2029
The Action Plan 2026–2029 focuses on five priorities. They draw on the institution-wide employee survey, staff consultations and the recommendations of the European Commission assessors.
The HR Strategy 2026–2029 translates the objectives of the BC Research Strategy 2023–2027 into measures for people, research careers and the working environment. Fair recruitment, bilingual onboarding and support for international staff help attract talent and strengthen BC’s international character. Career planning, mentoring and leadership development support the education of young researchers. Stronger grant support helps increase success in European funding. Shared equipment and joint scientific meetings foster cooperation between institutes. Once a successor BC strategy is adopted, the Steering Committee will review this alignment.
- Clear information and cooperation across BC
- Consistent, fair recruitment and a good start for new employees
- Career support, mentoring and good leadership
- Equal opportunities and accessible support routes
- Open Science, shared facilities and specialist research support
Delivering on the HR Excellence in Research / HR Award commitment and the Action Plan
The HR Excellence in Research award is not a one-off – it is a commitment we have to keep delivering and evidencing. The concrete steps for 2026–2029 are set out in the Action Plan: every action has an accountable owner, milestones and measurable targets. Progress is assessed at least every two months and summarised publicly once a year. “Completed” means the output exists and is in use.
Show the status of all 18 actions and annual summaries
Status as of 16 October 2026
| No. | Action | Accountable | Next milestone / result | Status |
|---|---|---|---|---|
| 2 | Language courses for Czech and international staff | HR Department | Objective met; courses continue as a routine service | Completed |
| 18 | Platform for public presentations by R1/R2 researchers, with feedback | PR Department | Completed – delivered through established BC and partner-university programmes (Akademické půlhodinky public lectures, institute seminars, Plant Science Seminars); continues as routine practice | Completed |
| 24 | Training against bossing and harassment for all leaders | Head of HR | Training and learning resources on preventing discrimination and bullying available, attendance recorded; prevention framework under review (Code of Ethics / directive) with targeted training for managers – revised milestone Q4/2027 | Extended |
| 25 | Institutional support for Open Science and OS/RDM training | Open Science Manager | Comprehensive bilingual OS & RDM support (openscience.bc.cas.cz); training programme 2026–2027, evaluation Q4/2027; institutional OS/OA framework by Q4/2028 | Extended |
| 26 | Institutional resilience, safety and continuity | Head of THS | Original deadline Q4/2025 extended to Q2/2029: practical guidance on institutional resilience and research security published; dedicated course and consolidation of operational arrangements remain | Extended |
| 27 | Internal communication and intranet | Head of THS | Analysis done (Feb 2026); information routing and contacts revised; intranet scope and timetable not yet approved; ≥ 2 BC-wide events a year from 2027 | In progress |
| 28 | Website and HR Award–HRS4R section | IT Department | HR Award–HRS4R section published, new Czech Careers section; website roadmap by Q2/2027, delivery 2027–2029 | Extended |
| 29 | Unified BC brand style | PR Department | Business-card generator and shared letterhead templates available; further common materials coordinated by BC Communications | In progress |
| 30 | Governance and progress assessment | BC Director | Steering Committee appointed 30 January 2026 (Decision No. 1/2026); first annual summary Q2/2027 | Being set up |
| 31 | Young Researchers Forum | BC Director | R1/R2 delegates first met on 14 October 2026; Forum established by SC Resolution No. 4/2026 of 16 October 2026; ≥ 2 meetings a year from 2027 | Being set up |
| 32 | Monitoring of fair recruitment | Head of HR | Recruitment dataset defined by Q2/2027; first annual report 2027 | Planned |
| 33 | Onboarding and newcomer follow-up | Head of HR | Onboarding standard by Q2/2027; 100 % of newcomers from Q3/2027 | Planned |
| 34 | Career planning and mentoring | Head of HR | Career-support framework by Q2/2027; pilot evaluated by Q2/2028 | Planned |
| 35 | Leadership and supervision | Head of HR | Expectations communicated by Q3/2027; ≥ 60 % of managers trained by Q4/2029 | Planned |
| 36 | Equality, ethics and confidential support routes | Head of HR | Equality Committee and GEP Coordinator appointed; first GEP evaluation 2027 | Being set up |
| 37 | Shared infrastructure and technical support | Head of THS | Inventory validated by all institutes by Q4/2027; sharing rules Q2/2028 | Planned |
| 38 | Learning needs and grant competence | Head of Project Dept. | Annual learning plan by Q2/2027; ≥ 2 proposal workshops a year | Planned |
| 39 | Talent attraction and retention | Head of HR | ≥ 2 retention measures and remuneration principles by Q4/2027 | Planned |
Actions 1–23 of earlier plans (except 2 and 18, shown above) were completed by 2024; they are listed in the historical register of the Action Plan.
Annual implementation summaries
Each year by the end of Q2 we publish what was delivered, what was delayed and why, and which corrective decisions were taken. Delays are reported as delays, not as completed outputs.
What we measure and how
We work bottom-up: first we listen to staff, only then are actions proposed and approved.
How actions are shaped: from staff to management
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Survey
Institution-wide employee survey 2026 – 421 responses from all five institutes and THS.
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Focus groups and interviews
Group discussions and individual feedback add concrete experience to the numbers.
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Targeted consultations
E.g. internal communication (interviews with institute secretariats and THS heads) or Open Science (a dedicated OS/RDM survey).
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Working Group
Representatives of R1–R4 researchers and support units review the findings, assess all 40 principles and propose actions.
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Steering Committee
Final discussion, approval of the Action Plan and oversight of its delivery.
What we track
14measurable indicators with a target for 2029
421responses to the 2026 survey that reflect the baseline
2029year of the repeat survey – same questions, so results are comparable
Show all 14 indicators
2026 baseline 2029 target
Know where to find HR Award information48.2 % → ≥ 65 %
Understand what the HR Award means57.7 % → ≥ 70 %
Feel informed about HR measures30.4 % → ≥ 45 %
Know whom to contact about an ethics dilemma57.0 % → ≥ 70 %
Know whom to contact about a conflict of interest56.1 % → ≥ 70 %
Feel treated equally62.9 % → ≥ 70 %
Rate wellbeing support positively30.9 % → ≥ 45 %
See internal communication as coordinated36.8 % → ≥ 50 %
Rate onboarding information positively52.5 % → ≥ 65 %
Find information available in English65.3 % → ≥ 75 %
Know that BC applies OTM-R principles69.6 % → ≥ 78 %
Find training fits their needs45.8 % → ≥ 55 %
Receive regular feedback from their supervisor65.6 % → ≥ 72 %
Know about shared infrastructure75.8 % → ≥ 85 %
The HR Award process at BC
- Initial phase2017–2019
Initiation
Commitment to the Charter & Code (1 December 2017), gap analysis, OTM-R rules and first Action Plan 2018, with the support of the MEYS project IBERA.
Award granted · 02/2019 - Implementation phase2019–2021
Implementing the Action Plan
Translation of documents, recruitment rules, onboarding and mentoring systems; revised Action Plan 2021.
Interim assessment · 2021 - Award renewal phase2021–2025
Award renewal
Implementation of the revised Action Plan, Action Plan 2024 and internal review.
Renewal with site visit · 10/2025 - Current phaseAward renewal phase2026–2029
Consolidation
Revised Action Plan 2026–2029: from policies on paper to consistent practice and measurable results in all institutes.
- Award renewal phase2029
Next renewal
European Commission review of how the Action Plan 2026–2029 has been delivered.
Next assessment · 2029
Where we are now
We are in the award renewal phase. Following the on-site visit on 24 October 2025 and the Consensus Report of the assessors, we re-assessed all 40 principles of the Charter & Code. This time we asked not only whether a rule exists, but whether it is applied consistently, whether people can find it and whether it works. That is why some ratings are stricter than before – this reflects a more evidence-based assessment, not a step back.
The assessment draws on an institution-wide employee survey (2026, 421 responses), focus groups, individual feedback, the Working Group, an analysis of internal communication and a dedicated Open Science survey.
Gap analysis 2026 – 40 principles
- 15 fully implemented
- 23 almost but not fully implemented
- 2 partially implemented – career advice and participation in decision-making
Documents
Current approved versions, in English and Czech.
Show current documents (9)
HRS4R Action Plan 2026–2029
Approved by Steering Committee Resolution No. 4/2026 of 16 October 2026
Approved by Steering Committee Resolution No. 4/2026 of 16 October 2026
Employee survey 2026 – summary results
April/May 2026 · 421 responses from all institutes and THS · basis for the GAP analysis and Action Plan
April/May 2026 · 421 responses from all institutes and THS · basis for the GAP analysis and Action Plan
HR Strategy 2026–2029
Approved by Resolution No. 3/2026 of the HR Excellence in Research Award Steering Committee of the Biology Centre CAS of 11 September 2026
Approved by Resolution No. 3/2026 of the HR Excellence in Research Award Steering Committee of the Biology Centre CAS of 11 September 2026
Gender Equality Plan 2026–2029
Approved by Resolution No. 3/2026 of the HR Excellence in Research Award Steering Committee of the Biology Centre CAS of 11 September 2026 · annual progress summary from 2027
Approved by Resolution No. 3/2026 of the HR Excellence in Research Award Steering Committee of the Biology Centre CAS of 11 September 2026 · annual progress summary from 2027
OTM-R policy – open, transparent and merit-based recruitment
Updated 2026 · annual recruitment monitoring report from 2027
Updated 2026 · annual recruitment monitoring report from 2027
Code of Ethics, whistleblowing rules and related internal regulations
Current versions on the BC intranet (Regulations and directives)
Current versions on the BC intranet (Regulations and directives)
Annual implementation summary 2026
To be published by Q2/2027
To be published by Q2/2027
Remuneration principles
To be published by Q4/2027
To be published by Q4/2027
Archive – earlier action plans
- HRS4R Action Plan 2024 (superseded)
- HRS4R Action Plan 2021 (superseded)
- HRS4R Action Plan 2018 (superseded)
The HRS4R at BC started with the support of the MEYS project “Incorporation of the Biology Centre of the CAS into the European Research Area – IBERA”. Implementation is now funded and managed by BC itself, supported by the VIZE transformation project; responsibility for the commitments remains with BC beyond individual projects.
Who is responsible for what
Clear responsibilities, regular review and reporting back to staff.
BC Director
Overall accountability for the HR Award; with the institute directors ensures implementation in every institute.
prof. RNDr. Libor Grubhoffer, CSc., dr. h. c. mult.
Steering Committee
Oversees delivery across BC, confirms resources and approves any change to actions, targets or deadlines. Reviews progress at least twice a year.
Steering Committee members (7)
Chair: prof. RNDr. Libor Grubhoffer, CSc., dr. h. c. mult. (BC Director)
Vice-chair: RNDr. Jiří Peterka, Ph.D. (Director of IH, Deputy Director of BC)
- prof. Ing. Mgr. Jan Frouz, CSc. – Director of ISBB
- prof. Ing. Vladimír Košťál, CSc. – Chair of the BC Board
- prof. RNDr. Vojtěch Novotný, CSc. – Director of IE
- prof. Ing. Miroslav Oborník, Ph.D. – Director of IP
- Doc. Michael Wrzaczek, MSc. PhD. – Director of IPMB
Appointed by BC Director’s Decision No. 1/2026 as of 30 January 2026.
Working Group
Researchers (R1–R4) and support staff from all institutes and THS. Reviews staff experience, progress and proposals; meets at least three times a year.
Working Group members (13)
Head: Mgr. Irena Vacková (THS)
- IE: Ing. Martin Moos, Ph.D. (R3), Ing. Petr Vodrážka, Ph.D. (R2)
- IH: RNDr. Marie Prchalová, Ph.D. (R4), RNDr. Michal Tušer, Ph.D. (R1)
- IP: Mgr. Jan Perner, Ph.D. (R3), Mgr. Monika Bürgerová (R1)
- IPMB: Mgr. Ivan Kulich, Ph.D. (R3), Mgr. Adam Zeiner (R1)
- ISBB: RNDr. Alica Chroňáková, Ph.D. (R3), Mgr. Jiří Tůma, Ph.D. (R2)
- THS / BC Secretariat: Ing. Vendula Aubrechtová, Mgr. Daniela Procházková
HRS4R Coordinator
Keeps the register of actions and results, prepares progress assessments every two months and maintains this page.
HRS4R Coordinator: Mgr. Irena Vacková · irena.vackova@bc.cas.cz
Equality Committee and GEP Coordinator
Implement and monitor the Gender Equality Plan and make systemic recommendations. They do not investigate individual complaints – see Who to contact.
GEP Coordinator: Mgr. Adam Aubrecht · adam.aubrecht@bc.cas.cz
Council of Deputy Directors
Coordinates institution-wide portfolios (research and international cooperation; HR and doctoral studies; infrastructure, data and IT; technology transfer) and reports on HRS4R at the monthly Board of Directors.
Action owners
Each action has a named accountable lead responsible for delivery, evidence and follow-up – see Commitment and Action Plan.
Young Researchers Forum
The Young Researchers Forum (YRF) is a standing advisory and representative platform for R1 (doctoral candidates and first-stage researchers) and R2 (recognised researchers) from all five BC institutes. It was established by the HR Award Steering Committee in Resolution No. 4/2026, which also approved its founding mandate. Decision-making powers remain with the competent BC bodies.
How the Forum works
- Independence: the Forum itself decides the topics and content of its recommendations, including critical and systemic input on working conditions, careers and how BC operates. Recommendations are not subject to prior approval.
- Representation: the aim is normally at least two delegates per institute, covering both R1 and R2 where possible.
- A voice in discussions: when the Steering Committee or management discusses Forum recommendations or measures significantly affecting R1/R2, a representative designated by the Forum is invited with an advisory voice.
- Management response: the competent management responds within three months of a recommendation being formally submitted; the Forum informs young researchers of the outcome.
- Activity: from 2027, at least two meetings and one substantive recommendation a year; format and language allow both Czech and international researchers to take part.
- Support: the HRS4R Coordinator, together with the HR Award contact person, provides organisational and administrative support. They do not represent researchers’ views or vote on Forum recommendations.
Founding mandate of the Young Researchers Forum · Contact: HRS4R Coordinator Mgr. Irena Vacková · irena.vackova@bc.cas.cz
Current status
The initial meeting of R1/R2 researchers took place on 14 October 2026 and the Forum was established on 16 October 2026. Until detailed rules are adopted, participants agree who will represent them at each meeting and record who, and which institutes, contributed to each position. The Forum will draft its Statute (membership, selection and replacement of delegates, election of a chair) with the wider R1/R2 community and submit it to the Steering Committee for approval; it adopts its rules of procedure itself.
Want to get involved? The Forum is open to R1/R2 researchers from all institutes – contact the HRS4R Coordinator.
Recommendations and management responses
To be published by Q4/2027.
Institute representation
To be published in Q1/2027.
Who to contact
Who can help you, and what each route is for. You can always seek advice outside your direct line management.
Show all contacts
| Your situation | Who helps | What this route is for | Confidential | Contact |
|---|---|---|---|---|
| A research ethics dilemma | Ing. Lenka Štifterová | Research integrity, plagiarism, good research practice | Yes | stif@paru.cas.cz +420 387 775 448 +420 387 776 271 |
| A possible conflict of interest | Ing. Mgr. Petr Maršík | Advice before a decision; declaration of interests | Yes | petr.marsik@bc.cas.cz +420 387 775 060 |
| Bossing, harassment, unequal treatment | Ethics Committee / Mgr. Aleš Horák, Ph.D. | Independent advice; informal and formal next steps | Yes | ogar@paru.cas.cz +420 387 775 449 |
| Reporting wrongdoing | Ing. Vendula Aubrechtová | Protected reporting under the Whistleblower Protection Act (online form, e-mail, secure phone line, post, in person) | Yes | Reporting channels +420 387 775 014 |
| Equality and the GEP | Mgr. Adam Aubrecht – GEP Coordinator; Equality Committee | Systemic issues and suggestions – not individual complaints | — | adam.aubrecht@bc.cas.cz |
| Contract, salary, working conditions | Personnel Department | Employment terms, contract extension, leave, flexible work | — | Personnel Department contacts |
| Disagreement with a recruitment decision | Personnel Department | Feedback and appeal under the OTM-R policy | — | Personnel Department contacts |
| Career advice and mentoring | Mgr. Adam Aubrecht – HR coordinator for training and mentoring | Academic and non-academic careers; voluntary mentoring | Yes | mentoring@bc.cas.cz |
| Starting at BC or moving from abroad | Welcome Office – Mgr. Marie Pagunadisová, DiS. | Onboarding, visas, accommodation, family support | — | marie.pagunadisova@bc.cas.cz +420 387 775 003 |
| Open access, research data, licences | Mgr. František Vorel – Open Science Manager & Data Steward | Publishing, data management plans, repositories | — | frantisek.vorel@bc.cas.cz openscience.bc.cas.cz |
| Grant proposals | Project Department – RNDr. Jaroslav Červinka, Ph.D. (head) | Preparation and administration of national and EU proposals | — | Project Department contacts +420 387 775 055 |
| Research results, intellectual property, patents | Technology Transfer Office – Ing. Mgr. Petr Maršík (head) | Protection and use of results, licences, collaboration agreements, NDAs and MTAs | — | petr.marsik@bc.cas.cz +420 387 775 060 |
| Communication, media and outreach | PR / BC Communication – Mgr. Daniela Procházková (PR manager) | Presenting research to the public and media, outreach events, internal communication | — | daniela.prochazkova@bc.cas.cz +420 387 775 064 |
| International cooperation and mobility | International Cooperation Office | International collaboration, mobility, Guide for Expats | — | ico@bc.cas.cz |
| Research security and institutional resilience | BC Institutional Resilience | Risky collaborations and unusual requests, protection of results and data, travel and conferences | — | iod@bc.cas.cz Institutional resilience |
Useful links for researchers and applicants
News
- 16 October 2026Steering Committee approved the revised HRS4R Action Plan 2026–2029 (Resolution No. 4/2026).
- 16 October 2026Steering Committee formally established the Young Researchers Forum and approved its founding mandate.
- 14 October 2026First meeting of R1/R2 delegates from all institutes on the Forum’s proposed Statute and operation.
- 11 September 2026Steering Committee approved the revised GAP analysis, HR Strategy and Gender Equality Plan 2026–2029 (Resolution No. 3/2026).
- 3 July 2026GEP Coordinator role and Equality Committee established (Resolution No. 2/2026).
- 22 June 2026Expanded recruitment monitoring launched (gender, nationality, appeals, recruitment duration).
- April/May 2026Institution-wide employee survey completed – 421 responses from all institutes and THS. Thank you! Summary results (PDF)
- 4 March 2026Steering Committee approved the composition of the HRS4R Working Group (Resolution No. 1/2026).
- 27 February 2026First meeting of the Steering Committee; chair and vice-chair elected.
- February 2026Analysis of internal communication completed; the findings shape revised information routing and contacts.
- 30 January 2026BC Director appointed the HR Award Steering Committee (Decision No. 1/2026).
- 24 October 2025On-site renewal visit of the European Commission assessors.
Contact
HRS4R Coordinator: Mgr. Irena Vacková
irena.vackova@bc.cas.cz
+420 387 775 005
Biology Centre CAS, Branišovská 1160/31, 370 05 České Budějovice, Czech Republic
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