HR Excellence in Research | Masaryk University | MUNI

Description

Full Job Description

Masaryk University provides its employees with excellent working conditions and motivational Environment for career realization at European and world level.

Twelve Mu Units Received The "Hr Excellence In Research" Award

MU units are among the institutions that successfully implement the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. All ten faculties and two MU institutes received the "HR Excellence in Research" award from the European Commission.

This award represents a commitment to continuously improve working conditions for MU employees to meet European standards.

Mu Organizational Units That Have Been Awarded The "Hr Excellence In Research"

• Faculty of Law

• Faculty of Medicine

• Faculty of Science

• Faculty of Arts

• Faculty of Education

• Faculty of Pharmacy

• Faculty of Economics and Administration

• Faculty of Informatics

• Faculty of Social Studies

• Faculty of Sports Studies

• Institute of Computer Science

• CEITEC

• Faculty of Informatics

• Faculty of Social Studies

• Faculty of Sports Studies

• Institute of Computer Science

• CEITEC

Benefits Of The "Hr Excellence In Research" (Hrs4R, Hr Award) Implementation

"HR Excellence in Research" is awarded by the European Commission to research institutions which implement the HR strategy for their current and future employees in the alignment with the HRS4R (The Human Resources Strategy for Researchers).

Benefits Of The Implementation

• Increasing the international prestige of the entire MU

• Advantages in TAČR, HORIZON 2020 and other grant schemes

• Standardising the conditions for achieving globally comparable and excellent results in science, research, and teaching

• Transparent selection procedures

• Improving the quality of care for employees to fully exploit their human and professional potential.

• Support for career growth

• Improving staff development and training

• Fair assessment of merit and performance

Measures And Documents Adopted

• MU’s Strategic Plan 2021+ and planned activities/measures for the HR Excellence in Research Award for the years 2026–2028

Measures And Documents Adopted At The University Level For Hr Excellence In Research Award In 2023–2025 As A Part Of The Implementation Of The Mu Strategic Plan

• New career website and the “Job of Your Life” campaign launched, featuring authentic employee stories; enhanced communication on social and professional networks and participation in the Brno job fair. More information at Careers | Masaryk University

• Collaboration established with the Atmoskop platform; long-term #LivingMUNI campaign prepared.

• Update of the careers website, implementation of analytics, launch of a CV database – the opportunity to express active interest in employment at MUNI even when no vacancies are advertised

• Regular newsletter for job seekers.

• Active participation in at least specialist events (e.g. MUNI HR Day, HR Business Forum) +; involvement in the national PPRO project (equal pay, career system, performance appraisal, work-life balance). More information here

• MUNI HR Day (more info in Czech)

• HR Business Forum (more info in Czech)

• National PPRO project (more info in Czech)

• A conceptual framework for well-being was presented (physical/mental health – psychological counselling, purpose and fulfilment, WLB, financial well-being, career changes); consideration is being given to Healthy Campus certification and strengthening the sabbatical scheme for non-academic staff as well

• Wellbeing Days event held; more info at Wellbeing days | RMU - Poradenské centrum - Psychologové

• A follow-up framework for working with evaluation outcomes and career/psychological counselling has been prepared.

• Selection procedure regulations in accordance with OTMR principles effective from 2023; standardisation of processes and criteria, training of selection committees, integration into Jobs.MU, wider publication of vacancies including on subject-specific and international portals.

• Revision based on practice effective from 1 January 2026 (expansion of positions, knowledge security). More information at Regulations on Competitive Selection Procedures | Masaryk University

• Integration with Teamio (Jobs.cz) and Times Higher Education; expansion of notifications, e-training and assessment tables; updates for GDPR and knowledge security.

• Preparation for the digitisation of the “CV Bank” project with AI elements (implementation 2026).

• Bilingual e-learning is available for members of selection panels at MU (interview objectives, structure, the STAR method for the behavioural part of the interview, red flags, rules for panel members).

• Methodological sheet issued, effective from 1 January 2023

• seminar with Czexpats in Science

• the Postdoc Working Group introduced a new position – academic postdoc – the current career system thus allows for both paths – non-academic and academic

• link to PhD Days

• During 2025, a discussion was launched at Masaryk University on the creation of a university-wide framework for the career system, i.e. a set of systemic measures, following on from the career path methodologies and procedures already being developed at individual administrative units. The discussion focused primarily on harmonising approaches and identifying areas that should be addressed centrally.

• As the first part of the career system, a revised job catalogue was published on 1 January 2026, which significantly clarified the activities of MU academic staff. The conditions, requirements and transitions between individual positions were now more clearly defined, representing an important step towards the systematisation of career development.

• In the area of academic staff, the job descriptions for the positions of Lecturer III and Lecturer IV were further revised, thereby expanding the existing structure and providing a more precise distinction between teaching roles based on experience and qualifications. This brought the standardisation of career progression closer to a university-wide level.

• An analytical and discussion phase has therefore taken place, which is a prerequisite for the creation of further components of the university-wide career system, such as the establishment of a strategy for staff development and training, talent management, functional posts, and exit policies.

• The first part of the career system was also published (revision of the job catalogue, clarification of requirements, addition of Lecturer III and IV positions), which significantly supports the creation of a unified career system.

• A network of 13 Career Development Managers was established (active from January 2026). In 2025, a pilot training programme took place (competencies, coaching principles, methodologies + follow-ups); in June 2025, four online workshops were held to prepare the team for 1–2/2026, with services launching from 6/2026; a Guide to Counselling Interviews is being developed.

• More information on Strategy4MUNI (in Czech)

Result/Status: published. Link: MU Code of Ethics | Masaryk University

• New e-course “Social Safety” (CZ/EN) available on the Internal information system of MUNI + communication campaign; 4 video clips from University of Ostrava (prevention of inappropriate behaviour).

• Revision of methodology (qualitative emphasis in line with CoARA), new teaching evaluation standards, incorporation of feedback from the Ombudsman; preparation for implementation in the MU IS and simplification of phases.

• Launch of the “Employee Evaluation” e-course (CZ/EN) available in IS.

• More information on KompassMUNI project (in Czech)

• Translation of ResearchComp

• An internal tool for self-assessment of competencies (MS Forms) has been developed, with a pilot phase starting in September 2025 and subsequent implementation.

• Developed as part of the ‘MU Career System Framework’; work of a working group; the document is awaiting feedback/approval.

• The Talent Management Working Group has mapped out the current situation and key areas (workforce planning, onboarding, development, appraisal, career/succession, remuneration, retention, engagement, culture); workshops have been held with an external consultant

• More info at

• Internal Portal on education

• MUNI Employee Portal

• Internal Portal on education

• MUNI Employee Portal

Process embedded in the Adaptation application (checklists for transfers, new hires, management, returns from parental leave); mentor/buddy roles; brochure on the Employee Portal; Welcome Day and other induction activities; sharing of best practice.

The Adaptation application standardises steps, collects data (IDP, questionnaires) and serves as a tool for the Exit policy.

• Integration of principles into regulations and strategies; gender-balanced bodies; gender-sensitive language; WLB (flexibility, home working, children’s groups/clubs); fair recruitment (methodologies, e-learning, training for selection panels); education and awareness-raising; expansion of gender data collection (data warehouses); follow-up GEP 2025–2028 implementation launched as part of the KompassMUNI project.

• More information at Gender Equality at MU | Masaryk University

• Expansion of the programme (2023: 100 events / 1,400 participants; 2024: 120 events / 1,800 participants); expanded long-term programmes and new formats (e-course “Microskills in People Management” – completion 2026; updated catalogue and Seduo on line courses available).

• Cooperation with the Quality Department, Research Department, Personnel Management Office , Advisory Centre and Ombudsman.

• Focus on teacher development (≈90% of participants); leadership and personal development to be taken over by Personnel Management Office from 2025 (63 training days, 10 programmes, 23 workshops in the second half of 2025).

• More information:

• Pedagogical Competence Development Centre | MUNI CERPEK

• Personnel Management Office

• Pedagogical Competence Development Centre | MUNI CERPEK

• Personnel Management Office

• Pilot launch from 1/2026 (guaranteed by Personnel Management Office: unified range of events, registration including substitutes, automated communication, integration with internal systems; gradual integration of all providers.

• Internal Portal on education

• MUNI Employee Portal

General information

• Strong financial support for mobility (2024: 324 compulsory stays abroad; 2025: 391; plus cotutelle + virtual activities); extensive involvement of international external examiners and committee members (2024: 28/30; 2025: 65/40).

• Participation in EDUCII – virtual campus (2025: ~100 educational opportunities)

• Awards from the Vice-Rector for Research and Doctoral Studies (2024: 36 graduates and 34 supervisors; award ceremony on 6 November 2025).

• FRESHERS: Skills for Research Careers (including e-learning from 2024; nearly 300 participants in 2025); preparation of the Summer School of Research Skills.

• MUNI PhD Welcome Day (1st year 2023; 2nd year 22 September 2025), MUNI PhD Career Days (annually), To Postdoc Out!, PhD Day; a training system for supervisors currently being developed (in collaboration with the Quality Department and CERPEK).

• Science communication course (from 2023, with OVV&M and CERPEK) + module in FRESHERS; online EDUC course ‘Introduction to Science Communication’. Result: systematic training of PhD students in science communication.

More information:

• Institute of Computer Science MU | MUNI ICS

• project Open Science II

• project European Open Science Cloud Czech Republic

• project EOSC UNITED

Institutional DSW MUNI instance with updated templates (including The Czech Science Foundation (GACR), Ministry of education youth and sports), connection to the project register in INET (Economic and Administrative Information System of MUNI) , and ongoing OS support and training.

Analysis of options and establishment of coordination principles completed; implementation of recommendations planned in conjunction with EOSC CZ

Pilot Q1 2025 → finalisation of the process → MU Directive 1/2025 effective from 1 October 2025 and full operation; support at faculties.

Active participation of the MU OS team, coordination and expert input into national positions and recommendations.

Active membership; membership of arXiv.org terminated following an assessment of benefits; institutional membership of the Open Science Framework under consideration.

The data warehouse (DWH) enables the automatic collection of data from multiple different sources and the transformation of this data into data models, which are then used for analytical and reporting purposes. It is suitable for processing large volumes of data, which are available in the form of reports in Power BI. The service is available to MU staff. More information: Datový sklad na MU | IT services at MU

The staff portal is used for internal communication and serves as a gateway to important information, tools and systems. It brings together key information from the university environment in a clear and organised manner. More information: Employee Portal | IT services at MU

First edition in May 2023; fourth edition planned for 2026 (sport/culture/education); regular MUNI Run and local (Good) Days and ‘Open Department Days’ (link to reports in Czech).

More information: Protection of rights | Masaryk University

Measures And Documents Adopted At The University Level For Hr Excellence In Research Award In 2021–2022 As A Part Of The Implementation Of The Mu Strategic Plan

MU Selection Procedure Regulations A university-wide policy of open, transparent, and merit-based recruitment and selections procedure (OTMR), which is implemented at university units/faculties

The Masaryk University Career System Guideline Provides information and guidance for employees regarding Career Development and Career Growth, career development and growth incentives, career development and growth consultation and counselling, as well as career development and growth self-assessment tools

University-wide PostDoc Guideline Sets out principles and recommendations in the areas of personnel management in the life cycle phases of postdocs at MU

Modifications to the employee evaluation e- application (EVAK) Modifications in line with the new performance criteria set out in the national methodology (M 17+)

Updating the University-wide framework for the onboarding process Updating the University-wide framework for the onboarding process for new employees, which is automated through an electronic application - Adaptation

The Gender Equality Plan (GEP MU) The plan was approved by the university management in December 2021

Guideline for resolving sexual harassment incidents at Masaryk University

Further support for the operation of playgroups or nursery schools within individual (or multiple) units of the University

A guide for parents: Maternity, Paternity and Parental Leave in a Nutshell The guide provides comprehensive information on what awaits MU employees as parents, as well as information that will make it easier for them to return to work naturally and smoothly

Institutionalisation of development and training at MU level and creation of a common platform for staff training at MU In March 2022, the existing MU Centre for the Development of Pedagogical Competences was transformed into a new Centre for the Development of Competences (CERPEK). This expanded the educational portfolio in terms of the form and content of the courses provided so far, in line with existing and transferable foreign practice and in relation to the needs of individual target groups.

Guidelines for quality assurance of doctoral studies, which are implemented at the faculty level In 2022, MU has introduced higher standards in doctoral studies across disciplines, with an emphasis on the quality of doctoral students' scientific achievements, gaining international experience during doctoral studies and adherence to the curriculum

Creation and implementation of a university strategy for wider use of open access and open data within the framework of H 2020 projects The Open Science Strategy at Masaryk University was approved by the Masaryk University management as a strategic document on 1 November 2022

MU Selection Procedure Regulations A university-wide policy of open, transparent, and merit-based recruitment and selections procedure (OTMR), which is implemented at university units/faculties

The Masaryk University Career System Guideline Provides information and guidance for employees regarding Career Development and Career Growth, career development and growth incentives, career development and growth consultation and counselling, as well as career development and growth self-assessment tools

University-wide PostDoc Guideline Sets out principles and recommendations in the areas of personnel management in the life cycle phases of postdocs at MU

Modifications to the employee evaluation e- application (EVAK) Modifications in line with the new performance criteria set out in the national methodology (M 17+)

Updating the University-wide framework for the onboarding process Updating the University-wide framework for the onboarding process for new employees, which is automated through an electronic application - Adaptation

The Gender Equality Plan (GEP MU) The plan was approved by the university management in December 2021

Guideline for resolving sexual harassment incidents at Masaryk University

Further support for the operation of playgroups or nursery schools within individual (or multiple) units of the University

A guide for parents: Maternity, Paternity and Parental Leave in a Nutshell The guide provides comprehensive information on what awaits MU employees as parents, as well as information that will make it easier for them to return to work naturally and smoothly

Institutionalisation of development and training at MU level and creation of a common platform for staff training at MU In March 2022, the existing MU Centre for the Development of Pedagogical Competences was transformed into a new Centre for the Development of Competences (CERPEK). This expanded the educational portfolio in terms of the form and content of the courses provided so far, in line with existing and transferable foreign practice and in relation to the needs of individual target groups.

Guidelines for quality assurance of doctoral studies, which are implemented at the faculty level In 2022, MU has introduced higher standards in doctoral studies across disciplines, with an emphasis on the quality of doctoral students' scientific achievements, gaining international experience during doctoral studies and adherence to the curriculum

Creation and implementation of a university strategy for wider use of open access and open data within the framework of H 2020 projects The Open Science Strategy at Masaryk University was approved by the Masaryk University management as a strategic document on 1 November 2022

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