Our researchers were involved in the development of the GAP Analysis and the Action Plan by participating in questionnaire surveys and structured interviews. Based on the findings, the HR Award Steering Committee then proposed changes to the University's HR policy. All proposals were reviewed and commented on by the HR Award working groups, which consisted of researchers at all levels (R1-R4). This means that our scientific and academic staff were involved in all steps of setting the HR policy.

As part of the HR Award approval process, the European Commission provided several recommendations to the Silesian University on how to strengthen and improve the HR policy process. The recommendations were issued in the form of the so-called Consensus Report (link to document). The Steering Committee decided to incorporate the recommendations of the European Commission directly into the Action Plan. Nevertheless, any changes to the Action Plan will again be reviewed and approved by working groups, i.e. in cooperation with the representatives of the scientific staff.

The revised Action Plan will be gradually implemented over the coming months to include e.g. the following changes:

  • The Code of Ethics will be revised.
  • The university will establish the position of an ombudsman.
  • The Selection Procedure Code will be updated.
  • An OTM-R policy (Open, Transparent and Merit-based recruitment) will be adopted.
  • A welcome pack will be created for new employees (with basic information to help them with orientation in their new workplace).
  • The career regulations will be revised.
  • The wage regulations will be updated.
  • Strategies will be developed to promote the results of creative activities.
  • Communication strategies will be created.

To ensure the long-term sustainability of the Action Plan, the University will implement the Strategic Plan for the period from 2021 onwards. From the beginning, both the Action Plan and the Strategic Plan were perceived by the University management and the HR Award working groups as interrelated and complementary documents. The measures in the Action Plan will be further developed by the Strategic Plan, particularly through Part E, which declares measures in the area of personal and career development of staff. It is worth mentioning that the implementation of the Strategic Plan is regularly reviewed and assessed as part of the annual evaluations.

What are the benefits?

  • Increasing the prestige of the university and its attractiveness for researchers (in the Czech Republic and abroad);
  • International appeal;
  • Building connections with a pan-European network of researchers and organizations;
  • A more advantageous position in securing domestic and international grants;
  • Improving the quality of care for human resources;
  • Enhancing the professional development of researchers;
  • Creating conditions for a more attractive career in research and development;
  • Ensuring a transparent selection process for the recruitment of new researchers;
  • Recognizing mobility experiences in both the public and private sectors.


For more information contact:

Mgr. Martin Tichý – HR Award Coordinator, martin.tichy@slu.cz, tel. + 420 553 684 854

Focus groups

Following the implementation of the questionnaire survey, we defined topics for focus groups. The groups consist of members of Working Group I and are complemented by a representative community of R1-R4 researchers. Descriptions of the levels of R1-R4 researchers can be found at https://euraxess.ec.europa.eu/europe/career-development/training-researchers/research-profiles-%20descriptors.

The process of obtaining the HR Excellence in Research Award at the Silesian University in Opava is financially supported by the European Union through the Operational Programme Research, Development and Education: CZ.02.2.69/0.0/0.0/18_054/0014696 Development of R&D Capacities of the Silesian University in Opava.