HR Strategy for Researchers (HRS4R)

Prior to the 2015 award, a significant internal Gap Analysis involving key stakeholder groups was completed.  This compared all policies and practices against the HRS4R Charter and Code principles.

Based on the results of the Gap Analysis, DCU developed its own HR Strategy for Researchers, which included a concrete public action plan.

The Gap Analysis and action plan were reviewed and acknowledged by the European Commission, granting DCU the award and the right to use the 'HR Excellence in Research' logo.

 Progress in the implementation of the strategy and our action plan was subject to a self-assessment review in 2017 and a rigorous assessment cycle of reviews for award renewal.

Significant progress has been made by DCU since the initial gap analysis was completed and key areas of the action plan have been completed including:

• DCU Code of Good Research Practice and Intellectual Property Policy were recently updated. 
• Embedding of the Researcher Career Framework into the University, including the launch of a Researcher Development Hub and Researcher Development Guide. 
• A new Researcher Development Guide for Postdoctoral Researchers was developed in 2021.
• Fully embedded training in the areas of Unconscious Bias; Equality Diversity & Inclusion; Intellectual Property and Research Integrity. 
• Professional Skills for Research Leaders (PSRL) programme and better access to the University Leadership & Management programme. 
• A new Research Lifecycle website was developed and launched in 2021. The website guides researchers in each stage of the funding life cycle. It also provides researchers easy access to all the supports available. 
• Mentoring has been expanded significantly in the last number of years at the University, including a specific programme track and communications for Researchers.
• Guide of Good Practice in the Recruitment and Selection of Research Students and Graduate Research Guide published. 
• Better communication on development opportunities through regular newsletters from Research Innovation Support, HR Learning & Organisational Development and the DCU Teaching Enhancement Unit. 
• Award and maintenance of the Athena Swan bronze award at a University level and the award of two schools with bronze awards and more to come. The University will also be submitting an application for the Institutional Silver Athena Swan award in 2024.
• As part of our Athena SWAN application in 2020, DCU has committed to a four year gender action plan that seeks to progress gender equality within the university structures. In addition to gender, the EDI team has expanded this plan to include other areas of equality, diversity and inclusion.
• DCU Library has developed a guide on the Open Access Agreements that the university has negotiated. This guide is updated periodically with any new inclusions.  

The DCU HRS4R Action Plan went through a complete review from the Working Group and Steering Committee in 2022.  The updated action plan has been submitted to the European Commission for review. 

The DCU Steering Committee and Working Group will continue to monitor and progress the plan outside of the formal European Commission review process.

DCU’s Recruitment Strategy incorporates the Open, Transparent and Merit-Based Recruitment (OTM-R) principles. Further work is being undertaken in the DCU action plan to enhance and embed the principles into our Recruitment and Selection Policy. The DCU OTM-R checklist is available here.