The HR Excellence in Research Award recognises research-performing organisations that demonstrate a sustained commitment to implementing the 20 principles of the European Charter for Researchers.

The HR Excellence in Research process is a long-term commitment based on a voluntary, structured, and periodically audited mechanism, centred on three-year cycles of continuous assessment based on gap analysis and action plans.

The implementation of the European Charter for Researchers by research institutions makes them more attractive to researchers looking for a new employer or a host for their research project.

The European Commission recognizes with the HR Excellence in Research Award the institutions which make progress in aligning their human resources policies to the 20 principles of the European Charter for Researchers, based on a customized action plan/HR strategy.

HRS4R in the Computer Vision Center

Since 2013, the Computer Vision Center (CVC) has been committed to research excellence, endorsing the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. In 2014, we started the process to obtain the HRS4R award, creating an interdisciplinary group responsible for preparing the Gap Analysis and Action Plan required for the accreditation.

In May 2015, CVC was awarded the HR Excellence in Research logo. As a public consortium formed by Universitat Autònoma de Barcelona (UAB) and the Catalan Government, and as a member of the Catalan Network of Research Centers – CERCA, our HRS4R is also in alignment with the UAB’s HRS4R and CERCA’s Code of Conduct.

In April 2018, CVC passed its Interim Assessment, extending the award for three more years (May 2018 - May 2021) and proposing an improved action plan for a new three-year period.

In October 2022, CVC completed the HRS4R accreditation renewal process after an on-site evaluation by EU experts, renewing the recognition until October 2028.

Currently, CVC has submitted its interim assessment for 2025, reaffirming our continuous commitment to research excellence and best practices in the management of research talent.

CVC’s HRS4R Action Plan

The CVC’S HRS4R action plan presents a clear list of actions to be developed in order to advance towards the excellence of the processes involving the recruitment and proper career evolution of the researchers at CVC. The HRS4R is included in the CVC Strategic Plan, within the “People” axis.

CVC’s Action Plans

• • 2015-2017 HRS4R Action Plan and Internal Gap Analysis
  • 2017-2020 Updated HRS4R Action Plan
  • 2021-2023 Improved HRS4R Action Plan and updated Gap Analysis
  • HR Excellence in Research updated action plan 2024-2027

 

CVC’s Open, Transparent and Merit-based (OTM-R) Recruitment process

In accordance with the open, transparent and merit-based (OTM-R) recruitment process, CVC’s job offers are publicly posted on our website and in Euraxess. The general guidelines are stated in the CVC-OTM-R Recruitment Process document,

List of the CVC’s OTM-R policy:

• CVC OTM-R checklist 2017
• CVC OTM-R checklist 2019
• CVC OTM-R checklist 2020

CVC’s Career Plan

The CVC provides opportunities for researchers to develop their careers at all levels, from the initial stages to the more senior positions. The following chart shows the profiles for the different stages of a researcher’s journey at CVC.

• CVC Career Development and Researcher’s track

Equality of opportunities for all

The CVC believes in applying a scientific culture that is sensitive to gender and diversity in all its efforts: individual and social, structural, institutional and politic. This committed approach is defined and developed in the CVC Equality Plan linked below.

• CVC's Equality Plan (2021 - 2025) - English | Catalan | Spanish

For more information, visit the CVC's Equality Web Portal: https://www.cvc.uab.es/equality/

Protocol for dealing with, preventing and eradicating workplace harassment at CVC

• Protocol for preventive action in situations of workplace harassment, sexual harassment or harassment based on sex, sexual orientation or gender identity in CVC - English | Catalan

Other relevant links: 

• Research Career Path in Spain at a glance! (FECYT)
• Career development tools (AGAUR)
• Collection of interesting documents for a researcher creating a career path (UAB)

Complaints/suggestions

The Computer Vision Center is an organization committed to best practices, transparency, and regulatory compliance, both in its relations with its own staff and with third parties. In this regard, and in order to comply with Law 2/2023, which regulates the protection of individuals who report regulatory infringements and the fight against corruption (commonly known as the “Whistle-blower Protection Law”), an Internal Communication Channel has been implemented. This channel may be used by anyone connected to the CVC.

As established in Article 25 of the law, a link has been added to the CVC website under the name "Internal Channel / WhistleBlowing," through which you can access the form to submit any communication for this purpose. The previous internal communication channels were deactivated. https://www.cvc.uab.es/whistleblowing-policy/