biomedical research institute of hospital … incliva... · mayca román research project...

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: +

34

96

1 9

7 3

9 7

8

BIOMEDICAL RESEARCH INSTITUTE OF

HOSPITAL CLÍNICO UNIVERSITARIO DE

VALENCIA.

EURAXESS: “A Human Resource Strategy to

incorporate the Charter and Code”

Internal Analysis and Action Plan.

EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code”

Internal Analysis and Action Plan

2

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Table of Contents

Introduction ........................................................................................................................ 3

Methodology ....................................................................................................................... 5

The work plan considered the following points proposed by the European Commission in the

HRS4R strategy: ................................................................................................................... 5

Identification of key issues ........................................................................................................ 5

Methodology ............................................................................................................................. 6

Key findings of the internal analysis (HRS4R Gap Analysis) .................................................... 8

Results from the workshops with the focus groups .................................................................. 9

Annex I: Gap analysis ......................................................................................................... 16

I. Ethical and professional aspects .......................................................................................... 16

II. Recruitment ......................................................................................................................... 26

III. Working conditions and social security. ............................................................................. 34

IV. Training .............................................................................................................................. 44

Annex II: Action Plan.......................................................................................................... 47

Annex III: Concordance between identified weaknesses and proposed actions .................... 53



3

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Introduction

The Biomedical Research Institute INCLIVA, established in 2000 and accredited as a Health

Research Institute in 2011, has the mission of fostering, promoting, coordinating and executing

quality health-oriented research, integrating the basic and clinical aspects in order to improve

the health and quality of life of the population.

INCLIVA manages the biomedical research of the Hospital Clínico Universitario de Valencia and

its Health Department. It also manages the research of other outstanding scientific research

groups including the “Facultad de Medicina de la Universidad de Valencia” and the “Instituto

Universitario Valenciano de Infertilidad”, (IUIVI).

As described in its vision, INCLIVA’s objective is serve as a national and international reference

institute in clinical and translational research, recognised for its healthcare innovation and

excellent management.

The following values govern INCLIVA’s activities:

Seeking solutions to society’s major health problems

Continuous orientation towards scientific excellence

Focus on innovation and the transfer of results

Integration and multidisciplinary collaboration, and

development of strategic alliances

Compliance with national and international bioethical

research regulations

Internationalization of scientific activity

Continuous improvement and training of research and

management staff

Orientation towards excellence in management

Commitment to society: transparency, environment and

sustainability

INCLIVA currently has more than 400 prestigious researchers from the international scientific

community and has first-class technology for the development of quality research, strengthened

since 2012 by the ISO 9001:2008 Certification in Administrative and Economic Coordination and

Scientific Management areas.

INCLIVA maintains a firm commitment to quality and dedication of service to researchers, which

takes the form of its strategic planning for the 2015-2019.

Specifically, the Institute has identified its principal strategic objectives as those related to

attracting talent and consolidating research careers within the institution, developing its

framework of relations and HR strategy. It also maintains and strengthens the consolidation of

research platforms to serve the research community and provides training for R&D&I

researchers and managers, further reinforcing its commitment to social responsibility,

transparency and environment.

Approach to the problems of

Society Scientific excellence

Innovation Transference

Management excellence

Integration multidisciplinary

collaboration Strategic

alliances Bioethics

Internationalization Ongoing

Improvement

Social Commitment

Transparency

Environment Sustainability

Training



4

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

The “HRS4R” (Human Resource Strategy for Researchers)”1 prepared by the European

Commission, is designed as a tool for the implementation of the recommendations regarding

the rights and responsibilities of researchers and their employers and/or funders, listed in the

“European Charter for Researchers” and in the “Code of Conduct for the Recruitment of

Researchers” (C&C)2.

In 2014, INCLIVA signed the C&C, accepting the values defined in it and committing itself to align

its Human Resource policies and practices with the recommendations made in both documents.

In order to advance in the implementation of C&C and using as a framework the HRS4R, a

process was carried out to analyse the degree of compliance with each of the 40 principles set

out by the C&C, in order to detect deficiencies and areas for improvement to be implemented

in the coming years, which have been transferred to INCLIVA’s Human Resource Action Plan for

R&D&I. This process is aimed at making the Institute more attractive to researchers, creating

the most favourable conditions to develop their research careers.

This document describes the methodology followed in this process and the main conclusions

and results.

1 HRS4R: http://ec.europa.eu/euraxess/index.cfm/rights/strategy4Researcher

2 C&C: http://ec.europa.eu/euraxess/pdf/brochure_rights/am509774CEE_EN_E4.pdf

http://ec.europa.eu/euraxess/index.cfm/rights/strategy4Researcher

http://ec.europa.eu/euraxess/pdf/brochure_rights/am509774CEE_EN_E4.pdf



5

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Methodology

The work plan considered the following points proposed by the European Commission in the

HRS4R strategy:

1) Gap Analysis: Internal analysis of current practices by comparing institutional policies with

the recommendations listed in the C&C, establishing the institution as the key element.

2) Action Plan: Initiatives proposed to achieve the identified objectives (what, who and when),

publishing the main results on INCLIVA’s official website.

3) Workgroup review: the objectives are reviewed to improve the plan of action and provide

internal analysis.

4) Application of knowledge of the strategy by the European Commission.

5) Implementation of HR strategy through internal quality procedures, with self-evaluation

after two years.

6) External evaluation of initiatives carried out successfully from the initial proposals.

Identification of key issues

The following key aspects for success were identified during the analysis of compliance with the

C&C recommendations, in order to detect gaps and to define corrective, preventive or

improvement actions.

Institutional commitment, formalized through a Steering Committee with the participation

of institutional leaders in scientific and economic-administrative matters.

Feasibility and suitability of INCLIVA’s Action Plan on Human Resources for R&D&I to the

needs and possibilities of the institution (technical and financial feasibility, timeliness of

measures to be implemented).

Participatory development strategy: response to real needs of established, emerging, and

trainee researchers.

Identify key personnel for the development of analysis and prioritization of activities to be

carried out within the framework of the future action plan.

Identify the person responsible for each priority action, appropriate timing and setting useful

and feasible indicators: impact on the implementation and development of the Plan.

Integration of the Action Plan within INCLIVA’s quality strategy.

Increase internal and external visibility of the conclusions reached and the strategy adopted.



6

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Methodology

In order to develop INCLIVA’s strategy of human resources in R&D&I covering the key issues

identified, the following methodology was applied:

The following work groups and committees were created for the proper development of the

methodology described:

a. Steering committee, which works on the validation analysis and approves INCLIVA’s

Human Resource Action Plan for R&D&I.

Members:

b. Institutional workgroup made up of the people in charge of the strategic and operational

processes related to management, assessment, training and communication, responsible for

carrying out the gap analysis according to the template proposed by the HRS4R strategy.

Analysis of legal

conditions

(regulatory review)

Analysis of

regulatory

constraints of

INCLIVA)

Identification

of potential

areas for

improvement

Gap analysis validation

Technically feasible

improvement actions

Prioritized

weaknesses

Prioritized

improvement actions

Responsible

allocation and

scheduling of

selected

actions

“Institutional” workgroup

Focus groups

Project steering

committee

Project steering committee

Dr. Rafael Carmena Rodríguez INCLIVA Managing Director

Dr. Josep Redón i Mas INCLIVA Scientific Director

Vicente de Juan Martín INCLIVA Economic Director

Marta Peiró Scientific Subdirector

Enrique Cremades Innovation Area Manager



7

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Members:

c. Focus groups. - In order to ensure broad participation by different professional profiles

assigned to IIS, INCLIVA focus workgroups of up to 6 members were created. These groups

prioritized the pre-identified weaknesses and the actions to be undertaken by INCLIVA according

the criteria of impact and feasibility.

The details of the different focus groups involved are specified below:

Head Area Researchers or head research groups researchers

Emerging researchers (not included in previous groups)

Assistant researchers (not included in previous groups)

Young doctors

Researchers in training

Technical profiles

Rafael Barajas Quality and Planning Unit

Maite Sáez General Secretariat

Ruth Cano Head of HR and general services

Vanessa Aznar HR Technician

Justo Giner Scientific Culture and Innovation Unit

Training Events Unit

Ana Ferrer Head of International programs

Loli Iglesias Clinical Study Management Unit

Mayca Román Research Project Management Unit

Vicente de Juan Martín Economic Director INCLIVA

Marta Peiró

Scientific Subdirector

Enrique Cremades Innovation Area Manager

Anabel Gil HR unit and General services



8

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Key findings of the internal analysis (HRS4R Gap Analysis)

The internal analysis details are included in Annex I (Gap Analysis), with the main conclusions

are presented below.

Strengths:

• The INCLIVA Foundation belongs to public foundation sector of the Generalitat

Valenciana, and as such is subject to the principles of transparency, efficiency and

equality regulated by current legislation. In particular the Generalitat Valenciana

advocates compliance with the principles embodied in the C&C.

• INCLIVA has been accredited as Health Research Institute since September 2011. This

accreditation, awarded by the Ministry of Science and Innovation, reflects the

commitment to quality of the R&D&I Translational activity that takes place within the

institution.

• It has its own strategy that guides both the R&D&I and training activity, strengthening

research and innovation developed by its groups, activities. Excellence, People,

Innovation, Internationalization, Company and Information Technology are the strategic

priorities that govern its activity.

• Its organizational structure incorporates advisory bodies and promotes the participation

of the research community to ensure the principles and commitments established in the

C&C.

• It has a management structure that provides support services to the Institute's

researchers with UNE 9001 certification. The scope of this certification includes all

human resources, project management, innovation management and transfer

knowledge, communication and training processes. The staff’s opinions and needs are

regularly surveyed and results are considered in successive improvement plans.

• The selection processes are open and transparent, based on the assessment of the

merits and abilities of candidates.

• The Plan of Training and Support Plan for Emerging Groups includes the tools for

professional development of INCLIVA researchers.

• It also has platforms support research certified or undergoing certification providing

technical services to the research INCLIVA staff.

• The actions to promote R&D&I include subsidy announcements that INCLIVA published

annually, and which include specific subsidies for researcher mobility.

• Advocates translation and transfer of knowledge to society and production.

• INCLIVA counts on an Equality Plan.



9

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Weakness:

• Improved internal procedures to support and promote knowledge, ensuring the

adherence and compliance with ethical principles and best scientific practices by all

members of INCLIVA.

• Insufficient mechanisms to recognise the activity of INCLIVA’s staff and research groups,

and develop a strategy ability to attract personnel, adapted to the applicable legal

regulations.

• Need to promote the development of future INCLIVA researchers.

• Lack of a collective bargaining agreement.

• Revision and improvement of selection procedures and internal communication.

• Enhancing communication and interaction with society.

Results of workshops with the constituted focus groups

In addition to the internal analysis (Gap Analysis) that was carried out according to the HRS4R

strategy for the implementation of the C&C recommendations, the process included the

participation of the professional profiles that make up INCLIVA. They were invited to participate

in the focus groups described in the previous sections.

This participation resulted in the development of workshops where focus groups shared their

opinions about current practices implemented in INCLIVA, and prioritized gaps and

improvement actions implemented in INCLIVA.

A quality methodology was used with a target group to study perceptions of researchers in

several aspects.

Participants of these groups (34 people) were chosen from INCLIVA’s research and technical

personnel, so they represented the different groups that comprise it.

Results from the workshops with the focus groups

The opinion of the members in the focal groups were collected in the structured inquiry

developed, according to the following scoring table.

Strengths

Impact on strategy Very low Low Medium High Very high

1 2 3 4 5

Satisfaction Very

satisfied Somewhat

satisfied Neither satisfied nor

dissatisfied Somewhat dissatisfied

Very dissatisfied

1 2 3 4 5

Improvement areas

Impact on strategy Very low Low Medium High Very high

1 2 3 4 5



10

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Satisfaction Very

satisfied Somewhat

satisfied Neither satisfied nor

dissatisfied Somewhat dissatisfied

Very dissatisfied

1 2 3 4 5

Actions Impact on strategy Very low Low Medium High Very high

1 2 3 4 5

The highest impact strengths and improvement areas considered by the focal groups members

in the development of the human resources strategy in R&D&I of the INCLIVA are presented

below. Priority orders have been established based on the following criteria:

Priority 1: Mean values of impact criteria valued greater than or equal to the average score of

all the surveyed.

Priority 2: Criteria that are not considered Priority 1, but at least three focal groups have heavily

prioritized them. It is considered fulfilled when the average score assigned by the group has

exceeded or equalled the 4 points.

Priority 3: Criteria that are not considered Priority 2, but at least one focal group has heavily

prioritized them. It is considered fulfilled when the average score assigned by the group has

exceeded or equalled the 4.5 points.

Order Higher impact strengths Average score

≥4 ≥4,5

1 Having an In-house training plan and plan for support of emerging groups. Training plan that includes actions aimed at all the profiles that form the Institute and different formats: conferences, courses, seminars, workshops, scholarships and outreach activities aimed at undergraduate and master. These activities include methodology, techniques, cutting-edge areas of research, knowledge transfer.

4,52 6 3

2 Having an evaluation mechanism for new access groups and an Integration Plan.

4,44 6 4

3 Subsidies for training stays in prestigious centres. 4,36 5 3

4 The Strategic Plan includes a complete “Persons” axis (recruitment and holding of talent, including future researchers).

4,32 5 3

5 Defined, public and accessible recruitment processes. Especially at local level, based on the assessment of the merits and abilities of candidates, incorporating different criteria, the degree being the only limiting merit. Selection by a committee.

4,24 5 3

6 Announcements of public subsidies based on evaluation of merit, with participation by a Selection Committee. As funding agent, makes public its announcements for subsidies, publishing objectives, evaluation system, obligations and rights of beneficiaries.

4,24 6 3

7 It provides advice and support from the management units and its research support platforms, many of which have been certified or are in the process of being certified. Mechanisms to promote Innovation and transfer of knowledge.

4,08 4 2

8 Professionals experienced in the training capacity of personnel in the groups, and INCLIVA’s management structure and platforms

4,08 5 1

9 Joint activities with the UV, the UPV and professional training centres. Processes established for the development of training stays.

4,04 4 1

10 Established legislation in the area of Social Security and Working Conditions, recognizing the rights and obligations of workers and the guarantees of the Social Security system, promotion of arbitration and gender policies. Specifically, the Generalitat Valenciana advocates compliance with the principles included in the C&C (Act 2/2009).

4,00 5 0



11

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

Order Higher impact strengths Average score

≥4 ≥4,5

11 Its organizational structure incorporates advisory organs and organs for participation in the research community: Internal Scientific Committee and External Scientific Committee. Specifically, the selection of candidates to participate in limited subsidy announcements corresponds to the ISC. The opinions and needs of the staff are surveyed periodically and the results are incorporated into the successive improvement plans.

4,00 3 1

12 ISO-certified management processes including HR processes (Public job offers, Selection, Welcome, Self-protection, Hiring) communication, project management, and innovation. Quality Management system, control processes, and Intervention audits.

3,92 4 2

13 Its organizational structure includes an Internal Scientific Committee, CEIC/Ceim, Ethics Committee for Animal Experimentation of the U.V.

3,76 2 1

14 Client-orientation as one of the pillars of the Quality Management System (systems for detection and handling of issues, improvement actions, and non-conformities).

3,76 3 1

Order Higher impact improvement areas Average score

≥4 ≥4,5

1 The lack of sufficient mechanisms for the evaluation and recognition of the activity of INCLIVA’s staff and research groups. Respecting the legal and budgetary limits that apply to it as part of the public sector of the Generalitat Valenciana.

4,67 5 4

2 Mechanisms to guarantee generational hand-off (attracting post-doctoral staff). Lack of criteria or standards to be fulfilled by researchers who would like to form part of INCLIVA (personnel of associated entities)

4,64 6 4

3 Improve transparency of hiring processes and merit-evaluation processes (in its dual role as an R&D&I and financing institution).

4,36 5 4

4 Proactive communication of rights, obligations, work conditions, and available resources. Promotion of knowledge of the plans and tools in the area of professional training and development by INCLIVA personnel.

4,36 5 3

5 There are no formal mechanisms for professional guidance, especially for personnel in training or those who are beginning their careers, especially in the area of science

4,29 5 3

6 Possibility of improvement of training activity, especially in the initial stages (personnel in training).

4,29 4 2

7 There is no collective bargaining agreement for the sector 4,20 4 2

8 Mechanisms for knowledge of objectives, strategic and operational plans, resources, and procedures of INCLIVA, especially promoting the knowledge of the aspects related to intellectual and industrial property, and facilitating compliance with the requirements related to animal experimentation.

4,16 3 2

9 Development of the innovation policy, including regulation for revenue distribution and creation of businesses.

4,14 5 1

10 Strengthening of two-way communication with society, adopting collaboration and interrelation mechanisms that make it possible to reinforce social commitment, transfer of knowledge, and exploitation of results

4,04 5 1

11 Promote equality in all policies and processes (without prejudice to the criteria of merit and ability). Need for formal implementation of the perspective of gender and equality in INCLIVA’s strategy that reflects the questions in regard to equal opportunity, work-life balance. Incorporate the gender perspective into the composition of selection and evaluation committees.

3,96 3 1

12 Guarantee proper compliance with the Personal Information Protection Act by all members of the Institute, improving the information security system.

3,88 4 0

13 Mechanisms in INCLIVA that guarantee correct management of selection teams and processes. Improvement of welcoming of personnel, especially personnel in training, residents

3,88 3 1



12

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78

The results of the survey on the current level of satisfaction are presented in the following table

as a measure of improvement areas most important for researchers and technical staff of the

INCLIVA


≥4 ≥4,5

1 There is no collective bargaining agreement for the sector. 3,96 3 0

2 Lack of sufficient mechanisms for the evaluation and recognition of the activity of INCLIVA’s staff and research groups, respecting the legal and budgetary limits that apply to it in all cases.

3,92 3

3 Mechanisms to guarantee generational hand-off (attracting post-doctoral staff). Lack of criteria or standards to be fulfilled by researchers who would like to form part of INCLIVA (personnel of associated entities).

3,71 2 0

4 There are no formal mechanisms for professional guidance, especially for personnel in training or those who are beginning their careers, especially in the area of science.

3,65 0 0

5 Possibility of improvement of training activity, especially in the initial stages (personnel in training).

3,48 0 1

6 There is no process to facilitate knowledge of the rights and obligations of trainers and personnel in training by the personnel of INCLIVA, and conflict resolution (if necessary), especially between personnel in training and their supervisors.

3,41 0 0

7 Mechanisms for knowledge of objectives, strategic and operational plans, resources, and procedures of INCLIVA, especially promoting the knowledge of the aspects related to intellectual and industrial property, and facilitating compliance with the requirements related to animal experimentation.

3,39 2 0

8 Proactive communication of rights, obligations, work conditions, and available resources. Promotion of knowledge of the plans and tools in the area of professional training and development by INCLIVA personnel.

3,38 0 0

9 Equality in all policies and processes Need for formal implementation of the perspective of gender and equality in INCLIVA’s strategy that reflects the questions in regard to equal opportunity, work-life balance. Incorporate the gender perspective into the composition of selection and evaluation committees.

3,33 0 1

10 Strengthening of two-way communication with society, adopting collaboration and interrelation mechanisms that make it possible to reinforce social commitment transfer of knowledge, and exploitation of results.

3,29 0 0

11 Development of the innovation policy, including regulation for revenue distribution and creation of businesses.

3,21 0 0

12 Support system for the knowledge, acceptance, and compliance with ethical principles and scientific best practices by all members of INCLIVA. There is no form for acceptance of recognized ethical practices, no document that reflects these rights and limitations, and there is no process outlining actions to be taken in case of non-compliance.

3,21 0 0

14 There is no process to facilitate knowledge of the rights and obligations of trainers and personnel in training by the personnel of INCLIVA, and conflict resolution (if necessary), especially between personnel in training and their supervisors.

3,88 3 1

15 Updating of the quality management system after the implementation of the HRS4R Strategy. Measures must be implemented to make it possible to evaluate the level of satisfaction in regard to the Human Resource Strategy to be implemented (including personnel in training or beginning their professional careers).

3,79 4 1

16 In the support system for the knowledge, acceptance, and compliance with ethical principles and scientific best practices by all members of INCLIVA. There is no form for acceptance of recognized ethical practices, no document that reflects these rights and limitations, and there is no process outlining actions to be taken in case of non-compliance.

3,56 1 0



13

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n C

ien

tífi

ca: +

34

96

1 9

7 3

9 7

6

Ges

tió

n E

con

óm

ica

: +3

4 9

61

97

39

78


≥4 ≥4,5

13 Take another step forward in the transparency of hiring processes and merit evaluation processes (in its dual role as an R&D&I and financing institution).

3,18 0 0

14 Mechanisms in INCLIVA that guarantee correct management of selection teams and processes. Improvement of welcoming of personnel, especially personnel in training, residents.

3,17 0 0

15 Guarantee proper compliance with the Personal Information Protection Act by all members of the Institute, improving the information security system.

3,09 1 0

EURAXESS: “A Human Resource Strategy to incorporate the Charter and Code” Internal Assessment and Action Plan.

14

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Order Activities JE: Priority for young doctors and / or emerging researchers IF: Priority for Researchers in training CC: Priority for head researchers and / or clinical PT: Priority for technical staff / manager

Average satisfaction

Number of groups

scoring ≥4

Number of groups

scoring≥4,5

JE IF CC PT

1 Evaluation and assessment system of staff performance. Career development in the INCLIVA 4,56 6 4 2 1 2 1

2 Develop a procedure for the evaluation and assessment of the performance of the groups that make up the

Institute

4,52 6 5 2 1 2 1

3 Improvement of the procedures related to recruitment. Review calls for additional employment and

contract terms. Arbitrate procedures to give feedback applicants for jobs and subsidies of INCLIVA.

4,36 4 3 2 1 0 1

4 Forums with companies in the industry that will make it possible to detect opportunities for collaboration

to develop products and/or services that respond to the needs of the population

4,28 6 2 2 1 2 1

5 Promote the generation of a collective bargaining agreement for the sector, in collaboration with the other

institutions in the public foundation sector of the Generalitat Valenciana.

4,28 4 2 1 1 1 1

6 Arbitrate a specific policy for post-doctoral recruiting. 4,24 5 3 2 1 2 0

7 Review clauses of INCLIVA subsidy announcement. A single announcement will be generated with enough

time for researchers to known grants they can solicited. Arbitrate procedures for INCLIVA grants applicants

feedback.

4,20 5 2 2 1 1 1

8 Availability of the internal regulations in the area of intellectual and industrial property (including profit

shares and company creation).

4,17 5 1 2 1 1 1

9 Welcome policy. Welcome manual update. This instrument will help strengthen the internal knowledge

among members of INCLIVA, and the facilities and services at their disposal for the development of their

R&D&i.

4,12 3 1 2 0 0 1

10 Prepare INCLIVA Code of Ethics and Best Practices 4,04 3 2 1 1 1 0

11 Generate specific assistance guidelines for each call for subsidy applications and distribute them to financed researchers, changing the necessary SOPs.

4,00 4 2 2 1 1 0

12 Establish the figure of the “Researcher Defender” and the procedure for handling and tracking issues 4,00 4 1 2 1 0 1


15

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

13 Modification of the Training Plan, including management of teams and selection processes, aimed at the supervisors of groups, platforms, and lines of research (including emerging researchers), BSP, Internationalization, intellectual and industrial property.

3,96 4 1 2 1 0 1

14 Criteria or standards to be fulfilled by researchers who would like to form part of INCLIVA (personnel of associated entities).

3,96 3 3 0 1 2 0

15 Agreements with patient associations for the development of forums that allow civil society to express its needs and concerns to the researchers of INCLIVA.

3,92 3 1 1 0 1 1

16 Provide on-line methods for the submission of candidate applications 3,92 4 1 1 1 2 0

17 Establish a procedure to provide support for the submission of evaluation requests to the CEA from the Institute’s Management Structure.

3,88 3 1 1 1 1 0

18 Analysis of the alignment of INCLIVA’s research priorities with the health needs of the population. 3,84 3 1 1 1 1 0

19 Establish and publicize a procedure for the implementation of news aimed at civil society that facilitates the involvement of researchers in the institutions, allowing greater communication of the institution’s activities and results.

3,80 3 0 1 0 2 0

20 Development of an annual satisfaction survey aimed at INCLIVA staff to assess the level of satisfaction with INCLIVA’s Human Resource Strategy for Researchers.

3,76 3 1 1 1 1 0

21 Analysis and review of all forms for gathering personal information that could be subject to the Personal Information Protection Act.

3,72 3 1 1 1 1 0

22 Specific inclusion of mobility as a merit to be evaluated in calls for subsidy applications and in evaluation and selection processes. Incorporate co-authorship (requirements proportionate to the type of position offered).

3,60 2 1 1 1 0 0

23 Agreements with educational centres to develop open-house days. 3,56 2 0 1 1 0 0

24 To develop the INCLIVA equality plan. 3,54 2 0 1 1 0 0

25 Registration by INCLIVA in the EURAXESS portal, and publication of job openings for researchers through the “Jobs” platform.

3,48 3 1 0 1 2 0

26 “Mentoring” Plan, including the description of the ongoing evaluation process and the procedure for measuring the satisfaction of the staff in training.

3,46 1 1 0 1 0 0

27 Arbitrate open selection processes to attract candidates for HR subsidies. Advertising on high-impact websites (preferably in the EURAXESS portal). I.e. Open announcement for pre-selection of candidates for aid Sara Borrell calls.

3,32 2 1 0 1 1 0


16

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Annex I: Gap analysis

I. Ethical and professional aspects

1. Research freedom

Researchers should focus their research for the good of mankind and for expanding the frontiers of scientific knowledge, while enjoying the freedom of thought

and expression, and the freedom to identify methods by which problems are solved, according to recognised ethical principles and practices. Researchers should,

however, recognise the limitations to this freedom that could arise as a result of particular research circumstances (including supervision/guidance/management)

or operational constraints, e.g. for budgetary or infrastructural reasons or, especially in the industrial sector, for reasons of intellectual property protection. Such

limitations should not, however, contravene recognised ethical principles and practices, to which researchers have to adhere.

Relevant legislation

(permitting or impeding the implementation of this principle)

Existing Institutional rules and/or practices

Spanish constitution (CE). Article 44. 2: The public authorities shall promote

science and scientific and technical research in the general interest.

Article 20. 1 CE: They are recognized and protected rights: a) to freely express

and disseminate thoughts, ideas and opinions by word, writing or any other

means of reproduction. b) To the literary, artistic, scientific and technical

production and creation. Article 20. 4 CE: These freedoms are limited by respect

for the rights recognized in this Title … Article 149. 15º) CE: The State has

exclusive power over the promotion and general coordination of scientific and

technical research.

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Preliminary

title. General dispositions. Article 14. Rights of researchers.

Law 14/2007 of 3 July, on Biomedical Research

Organic Law 6/2001 of 21 December, of Universities. Article 40 and ss.

Law 24/2015 on Patents. Title III. Right to the patent and designation of the

inventor. Title IV. Inventions made in the context of an employment relationship

or service.

Law 17/2001, of December 7, on Trademarks Article 2 Acquisition of Rights.

Article 3 Legitimation.

Strategic Plan 2015-2019. Mission: To promote, coordinate and implement

quality-oriented translational research of health problems, integrating basic and

clinical aspects in order to improve the health and quality of life.

Strategic Plan 2015-2019. Corporate values: Finding solutions to the major

health problems of society; permanent orientation towards scientific excellence;

[...]; Enforcement of national and international bioethical standards for research;

Commitment to society: transparency, environment and sustainability

Investigator Manual: 1.5 Organizational Structure 3.6 Procedures.

MC-CE-03 CEIC Management Manual. Presentation of CEIC HCUV and 0. Politics

Qualities.P

R-EG-CCI Internal Scientific Committee. 5.0.2 Functions of the JRC. 5.0.5

Functions of the Executive Committee. 5. Operating system.

PR-EG-PPro 3 Procedure project presentation. 5.12 Adjustment economic

memory and justification instructions.

PR-UAI-Prot Protection Procedure. 4. Responsibilities.

PR-UAI-Idea Detection of innovative ideas.

PR-EG-HR Human Resources v4


17

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Law 20/2003 of 7 July, on Legal Protection of Industrial Design. Article 14 Right

to registration. Article 15 Designs created in the context of an employment

relationship or service.

Royal Legislative Decree 2/2015 of 23 October, approving the revised text of

the Statute Law Workers approved. Article 5 Job duties. Article 20 Direction and

control of labour activity.

Resolution of 16 July 2009, from the Ministry of

Health, approving the contract template approved that has to be signed

between the management of a health centre, the promoter and researchers for

conducting a clinical research or post-authorization observational drug and

medical testing or studies in organizations health services of Valencia. Annex I.

2.4. Ethical and legal standards.

Law 38/2003 of 17 November, general of subsidies. Article 14 Obligations of

beneficiaries

2. Ethical principles

Researchers should adhere to the recognised ethical practices and fundamental ethical principles appropriate to their discipline(s) as well as to ethical standards

as documented in the different national, sectoral or institutional Codes of Ethics.




Instrument of Ratification of the Agreement for the protection of human rights

and human dignity with regard to the Application of Biology and Medicine

(agreement on Human Rights and Biomedicine), made in Oviedo on April 4,

1997. (Oviedo Agreement).

Additional Instrument of Ratification of the Convention on Human Rights and

Biomedicine on transplantation of organs and tissues of human origin, done at

Strasbourg on 24 January 2002 Protocol.

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 10.

Spanish Committee for Research Ethics. Article 15 Duties of research staff

Law 14/2007 of 3 July, on Biomedical Research.

Investigator Manual: 1.5 Organizational Structure 3.6 Procedures.

MC-CE-03 CEIC Management Manual. Presentation of CEIC HCUV and 0.Politics

Qualities.

PR-EG-CCI Internal Scientific Committee. 5.0.2 Functions of the JRC. 5.0.5

Functions of the Executive Committee. 5. Operating system.

Agreements on kind of labour contracts.

Model for agreements with personnel in training.

Roles and responsibilities as trainees

Strategic Plan 2015-2019. Strategic line 8 Ensure compliance with ethical and

legal requirements of clinical research sponsored by INCLIVA. Strategic line 9


18

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Royal Decree 1716/2011, of November 18, by which the basic requirements for

authorization and operation of biobanks for biomedical research and treatment

of biological samples of human origin are established, and the operation and

organization of regulating National registry of Biobanks for biomedical research.

Title II Treatment of biological samples of human origin for biomedical research.

Order ECC / 1404/2013 of 28 June, by which annex of Royal Decree 1716/2011,

of November 18 is modified.

Royal Decree 53/2013, of February 1, by which the basic standards for the

protection of animals used for experimental and other scientific purposes are

established, including teaching.

Corrigendum to Royal Decree 53/2013, of February 1, by which the basic

standards for the protection of animals used for experimental and other scientific

purposes are established, including teaching.

Decree 13/2007 of 26 January, the Consell on the protection of animals used for

experimental and other scientific purposes in the Valencian Community.

Royal Decree 2132/2004, of 29 October, establishing the requirements and

procedures for requesting the development of research projects with stem cells

obtained from remaining pre-embryos.

Royal Decree 1090/2015, of 4 December, by which clinical trials with

medications are regulated, the Committees for Research Ethics and Spanish

medication trials register. Especially Articles 38 and 41.

Order SAS / 3470/2009 of 16 December, establishing the guidelines on

observational post-authorization studies for medicinal products for human use

are published. In particular Article 5 (ethical considerations) and Article 6

(Identification of those in head and the elements that the study protocol must

contain).

Resolution of 16 July 2009, of the Department of Health, for regulating

procedures, documentation and deadlines to be observed in the presentation

and changes in procedures related with clinical trial and post-authorization

observational studies of medicines and health products. Preamble and Articles 5-

8.

train health professionals in the methodological, ethical and legal aspects of

clinical research (GCP Course for Investigators 2016).

Training Plan


19

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Resolution of 16 July 2009, from the Ministry of Health, approving the contract

template approved that has to be signed between the management of a health

center, the promoter and researchers for conducting a clinical research

observational authorization post-drug and medical testing or studies in

organizations health services of Valencia. Annex I. 2.4. ethical and legal

standards.

Law 15/1999, of December 13, on Protection of Personal Data (LOPD)

Royal Decree 1720/2007, of December 21, by which the Regulation of the LOPD

is developed.

3. Professional responsibility

Researchers should make every effort to ensure that their research is relevant to society and does not duplicate research previously carried out elsewhere. They

must avoid plagiarism of any kind and abide by the principle of intellectual property and joint data ownership in the case of research carried out in collaboration

with a supervisor(s) and/or other researchers. The need to validate new observations by showing that experiments are reproducible should not be interpreted

as plagiarism, provided that the data to be confirmed are explicitly quoted. Researchers should ensure, if any aspect of their work is delegated, that the person

to whom it is delegated has the competence to carry it out.




Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 14

Rights of researchers. Article 15 Duties of research staff.

Royal Legislative Decree 1/1996 of 12 April, approving the revised text of the

Law on Intellectual Property, regularizing, clarifying and harmonizing the existing

legislation on the subject. Articles 7 and 32 quotes and reviews and illustration

for teaching or scientific research (and in particular paragraph 1)

Law 11/1986 of 20 March on Patents. Article 10, 14 15, 17, 19 y 20.

Royal Decree 1090/2015, of 4 December, by which clinical trials with

medications are regulated, the Committees for Research Ethics medication and

Spanish Trials Register. Article 41.

Order SAS / 3470/2009 of 16 December, establishing the guidelines on

observational post-authorization studies for medicinal products for human use

Strategic Plan 2015-2019. Mission: To promote, coordinate and implement

quality-oriented translational research of health problems, integrating basic and

clinical aspects in order to improve the health and quality of life.






20

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

are published. Article 5 Ethical considerations and Article 6 identification of those

in head and which elements must contain the study protocol

4. Professional attitude

Researchers should be familiar with the strategic goals governing their research environment and funding mechanisms, and should seek all necessary approvals before starting

their research or accessing the resources provided. They should inform their employers, funders or supervisor when their research project is delayed, redefined or completed, or

give notice if it is to be terminated earlier or suspended for whatever reason


(permitting or impeding the implementation of this principle) Existing Institutional rules and/or practices

Law 14/2007 of 3 July, on Biomedical Research. Article 15 Duties of research staff

Royal Decree 63/2006 of 27 January, approving the Statute of research personnel in

training. Article 6. Duties of research personnel in training.

Royal Decree 1716/2011, of November 18, by which the basic requirements for

authorization and operation of biobanks for biomedical research and treatment of

biological samples of human origin are established, and the operation and organization

of regulating National registry of Biobanks for biomedical research.

Royal Decree 2132/2004, of 29 October, establishing the requirements and procedures

for requesting the development of research projects with stem cells obtained from

remaining pre-embryos.

Royal Decree 1090/2015, of 4 December, by which clinical trials with medications are

regulated, the Committees for Research Ethics medication and Spanish Trials Register.

Order SAS / 3470/2009 of 16 December, establishing the guidelines on observational

post-authorization studies for medicinal products for human use.

Strategic Plan 2015-2019

Scientific Cooperative Plan 2015-2019

Integration Plan 2015

Assessment Report of Plan of Support for Emerging Groups (2014-2015)

Investigator's Manual. 3. Institutional Information.

PR-EG-Difu 2 Dissemination of calls and events

Management Manual EGI INCLIVA

PR-EG-SPro v1 Monitoring Projects

PR-EG-HR Human Resources v4

PR-EG-PPro 3 Presentation of projects

INCLIVA bases of support:

- Call for scholarships for training INCLIVA stays at prestigious 2016. Articles 10

and 12

- I Call for Aid for preparatory activities for Coordinated projects between REDIT

Technological Institutes and Researchers and Professionals Health Research

Institute

INCLIVA. Articles, 8 to 14.

- Program VLC-Bioclinic 2016. Articles 8 to 13.


21

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

5.Contractual and legal obligations

Researchers at all levels must be familiar with the national, sectoral or institutional regulations governing training and/or working conditions. This includes

Intellectual Property Rights regulations, and the requirements and conditions of any sponsor or funders, independently of the nature of their contract.

Researchers should adhere to such regulations by delivering the required results (e.g. thesis, publications, patents, reports, new products development, etc.) as

set out in the terms and conditions of the contract or equivalent document.





Spanish Committee for Research Ethics.

Law 14/2007 of 3 July, on Biomedical Research. Title II

Royal Decree 63/2006 of 27 January, approving the Statute of research

personnel in training. Arts. 4, 6 y 7.

Royal Decree 2/2015 of 23 October, approving the revised text of the Law of

the Statute of workers, Art 4-5. Title I, Chapter I, Section IV, Art.10-13.

Law 11/1986, of 20 March, on Patents. Art. 15, 17 y 19.

Royal Decree 55/2002 of 18 January, on exploitation and transfer of inventions

made in public research bodies, in accordance with the provisions of art. 20 of

Law 11/1986 of 20 March Patents.

Organic Law 6/2001 of 21 December, of Universities. Article 40, Title IX, Chapter

I Section I, Art. 48-55.

F-EG-RRHH v4 Human Resources

F-EG-RRHH-12 v1: Information Work Regulatory

Private agreements of contracts

Investigator's Manual

INCLIVA Training Plan 2016

INCLIVA bases of aids:

- Call for INCLIVA scholarships for training stays at prestigious centres 2016.

Articles 10 and 12



Institute INCLIVA. Articles, 8 to 14.


6.Accountability

Researchers need to be aware that they are accountable towards their employers, funders or other related public or private bodies as well as, on more ethical

grounds, towards society as a whole. In particular, researchers funded by public funds are also accountable for the efficient use of taxpayers' money.

consequently, they should adhere to the principles of sound, transparent and efficient financial management and cooperate with any authorised audits of their

research, whether undertaken by their employers/funders or by ethics committees.

Methods of collection and analysis, the outputs and, where applicable, details of the data should be open to internal and external scrutiny, whenever necessary

and as requested by the appropriate authorities





22

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Law 38/2003 of 17 November, General Grants. Article 5. Legal status of grants.

Article 6. Legal framework of subsidies financed from E.U. funds. Article 9.

Requirements for the granting of subsidies. Article 14. Obligations of the

beneficiaries. Article 22. Award procedure. Article 30. Justification of public

subsidies. Article 32. Checking subsidies. Article 46. Duty to cooperate

Law 2/2015, of April 2, Transparency, Good Governance and Citizen

Participation of the Valencian Community. Article 4 General principles.


3. Duties of technical service staff of the Public Research Bodies of the State

General Administration. Chapter II. Funding agents. Article 45. Financing agents

under the Ministry of Science and Innovation. Eleventh Additional Provision.

Point 3.


Law 11/1986 of 20 March on Patents. Art. 15, 17 y 19.

Resolution of 16 July 2009, from the Ministry of Health, approving the contract

template approved that has to be signed between the management of a health

center, the promoter and researchers for conducting a clinical research

observational authorization post-drug and medical testing or studies in

organizations health services of the Valencian Community

Strategic Plan 2015-2019. 3.2 Mission, Vision and Values for research. Corporate

values: [...] Orientation to excellence in managing biomedical research. The

commitment to transparency society, environment and sustainability.

Agreement for the Conduct of External Practices of the University of Valencia.

Educational Cooperation Agreement for the Conduct of External Practices of

the Polytechnic University of Valencia.

PR-EG-Esta Stays Research and Practice

PR-EG-Just Justification

INCLIVA bases of support:

- Call for scholarships for training INCLIVA stays at prestigious centres 2016.

Articles 10 and 12



Institute

INCLIVA. Articles, 8 to 14.


7. Good practice in research

Researchers should at all times adopt safe working practices, in line with national legislation, including taking the necessary precautions for health and safety

and for recovery from information technology disasters, e.g. by preparing proper back-up strategies. They should also be familiar with the current national legal

requirements regarding data protection and confidentiality protection requirements, and undertake the necessary steps to fulfil them at all times




Spanish constitution. Article 40.2. The public authorities shall ensure health and

safety at work.

Law 31/1995 of 8 November on Prevention of Occupational Risks. Article 38.

Committee on Safety and Health.

Strategic Plan 2015-2020. Strategic line 25.

Investigator’s manual

F-EG-RRHH v4 Human Resources

F-EG-RRHH-12 v1: Information Work Regulatory

Private agreements of contracts


23

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


Spanish Committee for Research Ethics. Ninth Additional Provision. Personal data

protection.

Law 15/1999, of December 13, on Protection of Personal Data.


6.2. Self-Protection Plan INCLIVA

8. Dissemination, exploitation of results

All researchers should ensure, in compliance with their contractual arrangements, that the results of their research are disseminated and exploited, e.g.

communicated, transferred into other research settings or, if appropriate, commercialized. Senior researchers, in particular, are expected to take a lead in

ensuring that research is fruitful and that results are either exploited commercially or made accessible to the public (or both) whenever the opportunity arises.




Law 14/2011, of 1 June, of the Science, Technology and Innovation. Chapter II.

Transfer and dissemination of results of research activity, development and

innovation and scientific, technological and innovative culture. Art. 33.f, 35 y 37.

Law 14/2007 of 3 July, on Biomedical Research

Royal Decree 55/2002 of 18 January, exploitation and transfer of inventions

made in public research bodies, in accordance with the provisions of art. 20 of

Law 11/1986 of 20 March Patents

Strategic Plan 2015-2019. Mission: To promote, promote, coordinate and

implement quality-oriented translational research of health problems,

integrating basic and clinical aspects in order to improve the health and quality

of life.

Strategic Plan 2015-2019. Vision: To act as a reference center at a national and

international level in clinical and translational research, recognized for its

capacity for health innovation and its excellence in management.





Strategic Plan 2015-2019. Strategic axis 3 Innovation


PR-UAI-Prot v1 Protection

PR-UAI-Tran v1 Transfer

Training Plan 2016

Communication Plan 2015-2019


24

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

9. Public engagement

Researchers should ensure that their research activities are made known to society at large in such a way that they can be understood by non-specialists, thereby

improving the public's understanding of science. Direct engagement with the public will help researchers to better understand public interest in priorities for

science and technology and also the public's concerns.




Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 33.,

34, 35 y 37.


Law 2/2011 of 4 March, on Sustainable Economy. Art. 37-39 on public

procurement and Public Private Partnership and Social Responsibility of the

Company. Art. 53-59 on the transfer, development and promotion of results. Art.

66 on the internationalization of companies.

Strategic Plan 2015-2019. Mission: To promote, promote, coordinate and

implement quality-oriented translational research of health problems,

integrating basic and clinical aspects in order to improve the health and quality

of life.

Strategic Plan 2015-2019. Vision: Perform as a reference centre at national and

international level in clinical and translational research, recognized for its

healthcare innovation ability and excellence in management.

Strategic Plan 2015-2019. Corporate values Search for solutions to the major

health problems of society; [...] Orientation to innovation and to the transfer of

results [...]

Strategic Plan 2015-2019. Strategic axis 3: Innovation




Training Plan 2016

Communication Plan 2015-2019

10. Non discrimination


25

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Employers and/or funders of researchers will not discriminate against researchers in any way on the basis of gender, age, ethnic, national or social origin, religion

or belief, sexual orientation, language, disability, political opinion, social or economic condition.




Spanish constitution. Article 14 CE. Spanish people are equal before the law,

there may be no discrimination on grounds of birth, race, sex, religion, opinion

or any other condition or personal or social circumstance. EC Article 9.2, Article

35.1 EC.


the Statute of workers Chapter II, Section 2: Rights and obligations under the

contract, Art. 17: No discrimination in labour relations. Art. 4.2.c)

Royal Decree 5/2015, of 30 October, approving the revised text of the Basic

Statute of Public Employees. Title III, Chapter I, Article 14: Individual Rights. 14.i)

A non-discrimination on grounds of birth, racial or ethnic origin, gender, sex or

sexual orientation, religion or belief, opinion, disability, age or any other

condition or personal or social circumstance.

Royal Legislative Decree 1/2013 of 29 November, approving the revised text of

the General Law on rights of persons with disabilities and their social inclusion.

Organic Law 3/2007, of 22 March, for effective equality of women and men.

Equality Plan Commitment 2016-2019

11. Evaluation/ appraisal systems

Employers and/or funders should introduce for all researchers, including senior researchers, evaluation/appraisal systems for assessing their professional

performance on a regular basis and in a transparent manner by an independent (and, in the case of senior researchers, preferably international) committee.




Law 38/2003 of 17 November, General Subsidies Art. 22.

Royal Decree 887/2006 of 21 July, by which regulation of Law 38/2003 of 17

November, approving General Grants, is approved. Title I. Art.60.

Integration Plan of INCLIVA


26

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


Statute of Public Employees. Title III, Chapter II: Right to career and internal

promotion, Art. 20: Performance evaluation.

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 5.16

and 25.5 and disp. Trans. 5th performance evaluation systems.

Law 11/2015 of 29 December on the Government Budgets for Fiscal Year 2016.

II. Recruitment

12. Recruitment

Employers and/or funders should ensure that the entry and admission standards for researchers, particularly at the beginning at their careers, are clearly

specified and should also facilitate access for disadvantaged groups or for researchers returning to a research career, including teachers (of any level) returning

to a research career. Employers and/or funders of researchers should adhere to the principles set out in the Code of Conduct for the Recruitment of Researchers

when appointing or recruiting researchers.





Statute of Public Employees. Title IV, Chapter I access to public employment and

acquisition of the service relationship, Art. 61: Selective Systems.


Criteria for selecting research staff. Article 25. career of research staff.


personnel in training. Article 8. Recruitment of research personnel in training.


Twenty-first.



Article 42.

Integration Plan

Communication Plan 2016

PR-EG-HR v4 Human Resources

PR-EG-Esta 2 Research and practices stays

Call for INCLIVA Formative Scholarships Stays at Prestige Centres 2016


27

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

13. Recruitment (Code)

Employers and/or funders should establish recruitment procedures which are open, efficient, transparent, supportive and internationally comparable, as well as

tailored to the type of positions advertised. Advertisements should give a broad description of knowledge and competencies required, and should not be so

specialised as to discourage suitable applicants. Employers should include a description of the working conditions and entitlements, including career development

prospects. Moreover, the time allowed between the advertisement of the vacancy or the call for applications and the deadline for reply should be realistic.





Statute of Public Employees. Title IV Acquisition and loss of the service

relationship. Chapter I Access to public employment and acquisition of the

service relationship. Article 55.2 b) Guiding Principles. Article 61. selective

systems.


the Statute of workers. Art 8.5, 11.1 y ss.

Royal Decree 68/2011 of 27 May, of the Consell, by which the Regulation of

Foundations of the Valencian Community is approved.

Article 22 Organic Law 6/2001 of 21 December, of Universities. Article 40 y ss.

Law 14/2011, of 1 June, of the Science, Technology and Innovation. 2nd section.

Article 20. contractual arrangements


F-EG-RRHH-16 Sign up form

F-EG-RRHH-2 Model for job Calls

PR-EG-Esta 2 Research and practices Stay


14. Selection (Code)

Selection committees should bring together diverse expertise and competences and should have an adequate gender balance and, where appropriate and

feasible, include members from different sectors (public and private) and disciplines, including from other countries and with relevant experience to assess the


28

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

candidate. Whenever possible, a wide range of selection practices should be used, such as external expert assessment and face-to-face interviews. Members of

selection panels should be adequately trained should be realistic.





Statute of Public Employees.Art.60 Selection bodies

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 5.2 y

Art.15.

Income General Regulations of staff working for the General State

Administration and the provision of jobs and career advancement of civil

servants of the General State Administration (Cap. III) (Royal Decree 364/95, of

10 March )





Call for INCLIVA Formative Scholarships Stays at Prestige Centers 2016

15. Transparency (Code)

Candidates should be informed, prior to the selection, about the recruitment process and the selection criteria, the number of available positions and the career

development prospects. They should also be informed after the selection process about the strengths and weaknesses of their applications.




Royal Decree 5/2015, of October 30, on the Basic Statute of Public Employees.

Title IV Acquisition and loss of the service relationship. Chapter I Access to public

employment and acquisition of the service relationship. Article 55.2 b) Guiding

Principles


The assessment in the allocation of public resources. Article 16. Selection criteria

of research staff.

Law 38/2003 of 17 November, General Subsidies. Article 8. General Principles.

Article 9. Requirements for the granting of subsidies. Article 17. Regulatory bases

for granting subsidies. Article 23. Initiation of the grant procedure in competitive

basis






29

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

16. Judging merit (Code)

The selection process should take into consideration the whole range of experience of the candidates. While focusing on their overall potential as researchers,

their creativity and level of independence should also be considered. This means that merit should be judged qualitatively as well as quantitatively, focusing on

outstanding results within a diversified career path and not only on the number of publications. Consequently, the importance of bibliometric indices should be

properly balanced within a wider range of evaluation criteria, such as teaching, supervision, teamwork, knowledge transfer, management of research and

innovation and public awareness activities. For candidates from an industrial background, particular attention should be paid to any contributions to patents,

development or inventions.




Spanish constitution de 1978. Article 44.2 Article 149. 1. 15ª.


Access to public employment and internal promotion.

Law 38/2003 of 17 November, General Subsidies. Article 23. Initiation. Article

24. Instruction.

Royal Decree 887/2006 of 21 July, by which regulation of Law 38/2003 of 17

November, approving General Grants, is approved. Article 60. 1. Assessment

criteria

Law 30/1992 of 26 November on the Legal Regime of Public Administration and

Administrative Common Procedure Article 54. 2. Motivation




17. Variations in the chronological order of CVs (Code)


30

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Career breaks or variations in the chronological order of CVs should not be penalised, but regarded as an evolution of a career, and consequently, as a potentially

valuable contribution to the professional development of researchers towards a multidimensional career track. Candidates should therefore be allowed to submit

evidence-based CVs, reflecting a representative array of achievements and qualifications appropriate to the post for which application is being made.




Law 14/2011, of 1 June, of the Science, Technology and Innovation. Title II.

Chapter I. Section II. Recruitment of Research Staff with labour character.

Chapter II. Article 26. Access to public employment and internal promotion.


the Statute of workers Art. 11. Training contracts




18. Recognition of mobility experience (Code)

Any mobility experience, e.g. a stay in another country/region or in another research setting (public or private) or a change from one discipline or sector to

another, whether as part of the initial research training or at a later stage of the research career, or virtual mobility experience, should be considered as a valuable

contribution to the professional development of a researcher.




Law 14/2007 of 3 July, on Biomedical ResearchArt.86.

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art.16.

Mobility of researchers. Article 37, Section 3. Internationalization of the Spanish

Science and Technology system.


the Statute of workers. Art. 12. Part-time contract and replacement contract.

Art. 15. Contract period.

Organic Law 6/2001 of 21 December, of Universities. Articles 40 y 41. Article 76

Bis 2. Training and mobility. Article 88.3. Teachings and titles and student

mobility






19. Recognition of qualifications (Code)

Employers and/or funders should provide for appropriate assessment and evaluation of the academic and professional qualificat ions, including non-formal

qualifications, of all researchers, in particular within the context of international and professional mobility. They should inform themselves and gain a full


31

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

understanding of rules, procedures and standards governing the recognition of such qualifications and, consequently, explore existing national law, conventions

and specific rules on the recognition of these qualifications through all available channels.




Law 14/2007, July 3, Biomedical Research. Art.10.2 Quality of Biomedical

Research.

Law 55/2003, of December 16 of the Statute framework of statutory staff of

Health Services. Art. 17.1


personnel in training.Art.1.2 Object. Art.8.2.

Order CIN / 2657/2008 of 18 September, which regulates the administrative

procedure for the evaluation of research activity.

Royal Decree 1393/2007, of October 29, Management of official university

studies. Art. 6, 13. Chapter V: Ph.D. Lessons

Royal Decree 1837/2008, of 8 November, by which are incorporated into

Spanish law the Directive 2005/36 / EC of the European Parliament and of the

Council of 7 September 2005 and the Directive 2006/100 / EC of Council of 20

November. 2006 concerning the recognition of professional qualifications.

Royal Decree 459/2010, of April 16, by which the conditions for recognition for

professional purposes of foreign degrees in Health Sc. Specialist, obtained in non

EU members are regulated.

INCLIVA Institutional Strategic Plan 2015-2019





20. Seniority (Code)

The levels of qualifications required should be in line with the needs of the position and not be set as a barrier to entry. Recognition and evaluation of

qualifications should focus on judging the achievements of the person rather than his/her circumstances or the reputation of the institution where the

qualifications were gained. As professional qualifications may be gained at an early stage of a long career, the pattern of l ifelong professional development

should also be recognised.




Law 14/2007 of 3 July, on Biomedical ResearchArt.10.2 Quality of Biomedical

Research.




32

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Law 55/2003, of December 16 of the Statute framework of statutory staff of

Health Services. Art. 17: Individual rights


personnel in training. Art. 1.2 y Art. 8.2

CIN Order 2657/2008, of 18 September, establishing the administrative

procedure for the evaluation of research activity.

Royal Decree 1393/2007, of October 29, Management of official university

studies. Art. 6, 13. Chapter V: Ph.D. Lessons

Royal Decree 1837/2008, of 8 November, by which are incorporated into

Spanish law the Directive 2005/36 / EC of the European Parliament and of the

Council of 7 September 2005, and the Directive 2006/100 / EC, the Council of 20

November 2006 on the recognition of professional qualifications, as well as

certain aspects of the exercise of the legal profession.

Royal Decree 459/2010, of April 16, by which the conditions for the recognition

of foreign qualifications professional effects specialist Health Sciences, obtained

in non-Member States of the European Union are regulated.



21. Postdoctoral appointments (Code)

Clear rules and explicit guidelines for the recruitment and appointment of postdoctoral researchers, including the maximum duration and the objectives of such

appointments, should be established by the institutions appointing postdoctoral researchers. Such guidelines should take into account time spent in prior

postdoctoral appointments at other institutions and take into consideration that the postdoctoral status should be transitional, with the primary purpose of

providing additional professional development opportunities for a research career in the context of long-term career prospects.




Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art.20, 21 y

22.


personnel in training. Sixth Additional Provision support programs for doctors

research.


Twenty-first arrangement.

INCLIVA Institutional Strategic Plan 2015-2019. Axis 2, People.

Support Plan for Emerging Groups




33

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


34

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

III. Working conditions and social security.

22. Recognition of the profession

All researchers engaged in a research career should be recognized as professionals and be treated accordingly. This should commence at the beginning of their

careers, namely at postgraduate level, and should include all levels, regardless of their classification at national level (e.g. employee, postgraduate student,

doctoral candidate, postdoctoral fellow, civil servants).





research staff. Article 14. Rights of researchers.

Law 2/2009 of 14 April, of the Generalitat, Valencia System Coordination of

Scientific Research and Technological Development. Article 6 Human Resources

Research

23. Research environment

Employers and/or funders of researchers should ensure that the most stimulating research or research training environment is created which offers appropriate

equipment, facilities and opportunities, including for remote collaboration over research networks, and that the national or sectoral regulations concerning

health and safety in research are observed. Funders should ensure that adequate resources are provided in support of the agreed work programme.





Rights of researchers.

Law 2/2009 of 14 April, of the Generalitat, Valencia System Coordination of

Scientific Research and Technological Development. Article 6 Human Resources

Research, Article 7 Provision, maintenance and use of equipment and scientific

and technological instrumentation. Article 8 Public funding of research projects.


personnel in training. Article 5 Rights of research personnel in training.



INCLIVA Self-Protection Plan


F-EG-RRHH-8 V1 Registration information submitted

Signing agreements personnel practices

Training Plan INCLIVA

Call for aid for stays in centres of excellence.


35

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


the Statute of workers.

Law 31/1995 of 8 November on Prevention of Occupational Risks.

Law 14/2007 of 3 July, on Biomedical Research Art. 85 researchers Activities in

the centres of the National Health System. Art. 86 Mobility of researchers.

Art.88. Institutes and research networks.

Royal Decree 339/2004 on Accreditation of Health Research Institutes.

Royal Decree 279/2016, of June 24, on accreditation of institutes of biomedical

or health research.

SCO Order 1245/2006 of 18 April, which develops Royal Decree 339/2004 on

Accreditation of Health Research Institutes.

Law 16/2003 of 28 May, of cohesion and quality of the National Health System.

Article 51. Cooperative research networks.


Art.6 management principles. Art. 7. limited nature of credits

24. Working conditions

Employers and/or funders should ensure that the working conditions for researchers, including for disabled researchers, provide where appropriate the flexibility

deemed essential for successful research performance in accordance with existing national legislation and with national or sectoral collective-bargaining

agreements. They should aim to provide working conditions which allow both women and men researchers to combine family and work, children and career.

Particular attention should be paid, inter alia, to flexible working hours, part-time working, tele-working and sabbatical leave, as well as to the necessary financial

and administrative provisions governing such arrangements.




Organic Law 3/2007 of 22 March for effective equality of women and men.

Chapter II. Equality and reconciliation. Art. 44, 51 and 56

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 14.j

Decree 38/2016 of 8 April, of the Consell, by which, the Decree 137/2003 of 18

July, the day and working hours, permits, licenses and regulates vacations service

of health institutions dependent Government of the health Department, is

modified.



36

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


the Statute of workers Article 37 weekly rest, holidays and leave


Statute of Public Employees. Title III, Chapter I, Article 14: Individual Rights. 14.i)

A non-discrimination on grounds of birth, racial or ethnic origin, gender, sex or

sexual orientation, religion or belief, opinion, disability, age or any other

condition or personal or social circumstance.



Article 40. Measures to prevent or compensate for disadvantages linked to

disability as ensuring full equality at work.

Law 9/2003, of 2 April, of the Generalitat Valenciana, for Equality between

Women and Men. Chapter III Equality in the workplace. Title III Equality and

Public Administration

25. Stability and permanence of employment

Employers and/or funders should ensure that the performance of researchers is not undermined by instability of employment contracts, and should therefore

commit themselves as far as possible to improving the stability of employment conditions for researchers, thus implementing and abiding by the principles and

terms laid down in the EU Directive on Fixed-Term Work.




Directive 1999/70 / EC of 28 June 1999 on the framework agreement of ETUC,

UNICE and CEEP on fixed-term work.

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Section II.

Research Staff recruitment of labour character. Article 20. Contractual

Modalities. Article 25. Professional career of the research staff.

Law 1/2015, of February 6, the Generalitat, of Public Finance, Instrumentation

of Public Sector and Grants. Article 4. the basic economic and budgetary

arrangements in the public sector of the Generalitat (the chapter on personnel

costs is restrictive and binding for the total amount). Article 54 Budgetary

Amendments (The amendments affecting staff costs shall be the responsibility of

Training Plan

Training Portal: http://www.incliva.es/formacion-incliva

Investigator’s Manual

Transparency Portal INCLIVA: http://www.incliva.es/portal-de-transparencia

Grants: http://www.incliva.es/ayudas-a-la-investigacion

Equality Plan Commitment 2016-2019: http://www.incliva.es/igualdad-de-

oportunidades

http://www.incliva.es/formacion-incliva

http://www.incliva.es/portal-de-transparencia

http://www.incliva.es/ayudas-a-la-investigacion

http://www.incliva.es/igualdad-de-oportunidades

http://www.incliva.es/igualdad-de-oportunidades


37

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

the Department to which they are attached or which depend functionally

favourable report of the Regional Ministry with responsibility for finance)

Law 11/2015, of 29 December, of Budgets of the Generalitat for the year 2016.

Article 32 of the public job or similar management tool providing staffing

requirements, Title III staff costs, additional provision twenty-first Recruitment

of commercial companies of the Generalitat of public business entities of the

Generalitat, foundations public sector of the Generalitat and attached to the

Generalitat consortia provided that their actions are directly or indirectly subject

the power of decision of the Generalitat in 2016.

Decree 52/2016, of 29 April, of the Consell, by which the supply of public

employment of non-university teachers under the Ministry of Education,

Research, Culture and Sports of the Government for 2016 is approved

26. Funding and salaries

Employers and/or funders of researchers should ensure that researchers enjoy fair and attractive conditions of funding and/or salaries with adequate and

equitable social security provisions (including sickness and parental benefits, pension rights and unemployment benefits) in accordance with existing national

legislation and with national or sectoral collective bargaining agreements. This must include researchers at all career stages including early-stage researchers,

commensurate with their legal status, performance and level of qualifications and/or responsibilities

.





personnel in training. Article 5. Rights of research personnel in training. First

additional provision of the Social Security of the research personnel in training.


the Statute of workers. Art 11. Training contracts Chapter II. Content of the

employment contract Section 4. Wage and salary guarantees. Art. 26. wage. Art.

37. Weekly rest, holidays and leave.


the General Social Security Law. Art. 165. Conditions of the entitlement to

PR-EG-RRHH Human Resources

F-EG-RRHH-12 v1 Labour Regulatory Information


F-EG-RRHH-8 V1 information submitted log


38

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

benefits. Title III. Unemployment protection. Art. 264 and 265. Title II, Chapter

VI. Maternity (Art.177-182)


Title II, Chapter I: General rules of management. Art. 23 Delimitation of the

subjective realm. Art. 28 Remuneration of the staff serving healthcare

institutions. Art. 29 Remuneration of the temporary staff. Provision eighth: Of

the financial institutions.

27. Gender balance

Employers and/or funders should aim for a representative gender balance at all levels of staff, including at supervisory and managerial level. This should be

achieved on the basis of an equal opportunity policy at recruitment and at the subsequent career stages without, however, taking precedence over quality and

competence criteria. To ensure equal treatment, selection and evaluation committees should have an adequate gender balance.




Spanish constitution de 1978. Art. 14.

Organic Law 3/2007 of 22 March for effective equality of women and men.

Article 5. Equal treatment and equal opportunities in access to employment,

training and career advancement, and working conditions. Title V. The principle

of equality in public employment. Chapter I. Performance criteria of public

administrations. Article 51. Criteria for action of public authorities. Chapter II The

principle of balanced presence in the General State Administration and public

bodies linked or dependent on it. Article 52. Holders of governing bodies. Article

53. Selection bodies and evaluation committees. Article 54. Appointment of

representatives of AGE

Law 9/2003, of 2 April, of the Generalitat Valenciana, for Equality between

Women and Men. Chapter III Equality in the workplace. Title III Equality and

Public Administration


28. Career development


39

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Employers and/or funders of researchers should draw up, preferably within the framework of their human resources management, a specific career development

strategy for researchers at all stages of their career, regardless of their contractual situation, including for researchers on fixed-term contracts. It should include

the availability of mentors involved in providing support and guidance for the personal and professional development of researchers, thus motivating them and

contributing to reducing any insecurity in their professional future. All researchers should be made familiar with such provisions and arrangements.




Law 14/2011, of 1 June, of the Science, Technology and Innovation

Art.6, 12, 13, 14 y 25.


the Basic Statute of Public Employees is approved. Right to career and internal

promotion. Performance evaluation.

Law 14/2007, July 3, Biomedical Research. Art.10.2 Quality of Biomedical

Research.


INCLIVA Training Plan 2016

Plan of Support for Emerging Groups

Integration Plan

PR-EG-SatC Customer satisfaction

PR-IN-MeCo Continuous improvement

29. Value of mobility

Employers and/or funders must recognize the value of geographical, intersectorial, inter- and trans-disciplinary and virtual mobility as well as mobility between

the public and private sector as an important means of enhancing scientific knowledge and professional development at any stage of a researcher’s career.

Consequently, they should build such options into the specific career development strategy and fully value and acknowledge any mobility experience within

their career progression/appraisal system. This also requires that the necessary administrative instruments be put in place to allow the portability of both grants

and social security provisions, in accordance with national legislation.




Law 14/2007 of 3 July, on Biomedical Research. Article 86.1. Mobility of

researchers.


Mobility of researchers.


PR-EG-RRHH Human Resources



Call for INCLIVA Formative Scholarships Stays at Prestige Centers 2016



40

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

30. Access to career advice

Employers and/or funders should ensure that career advice and job placement assistance, either in the institutions concerned, or through collaboration with

other structures, is offered to researchers at all stages of their careers, regardless of their contractual situation.




Management Manual EGI INCLIVA



PR-EG-Difu 2 Dissemination of calls and events

PR-EG-PPro 3 Presentation of projects

PR-EG-SPro v1 Monitoring Projects

PR-UAI-AVia_Feasebility analisys



Statistical Analysis Application

Methodological Support Request

Translation request Article

31. Intellectual Property Rights

Employers and/or funders should ensure that researchers at all career stages reap the benefits of the exploitation (if any) of their R&D results through legal

protection and, in particular, through appropriate protection of Intellectual Property Rights, including copyrights. Policies and practices should specify what rights

belong to researchers and/or, where applicable, to their employers or other parties, including external commercial or industr ial organisations, as possibly

provided for under specific collaboration agreements or other types of agreement.






legislation on the subject (Book I. Art.5, 6, and Art.10).

Law 14/2011, of 1 June, of the Science, Technology and Innovation. Art. 14.i),

15.b), Art.35.


Investigator’s Manual(in Upgrading)

PR-UAI-Idea v1 Detection of innovative ideas

PR-UAI-AVia_ Feasebility analisys




41

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Law 11/86 of 20 March Patents Art.1,2,3,4,5. Adit.Disp. 1st,2nd and Unique

T.Disp.

Law 10/2002, 29 April by which Patent Law is modified to incorporate the

European Directive on the legal protection of biotechnological inventions

Art.1,2,3,4.

Law 20/2003 of 7 July, on Legal Protection of Industrial Design and its

implementing regulation.

Royal Decree 55/2002 of 18 January on the exploitation and transfer of

inventions made in public research bodies.

INCLIVA Innovation Portal: http://www.incliva.es/innovacion/apoyo-al-

investigador

Cooperation agreement between the INCLIVA Foundation and the University of

Valencia.

Training Plan

32. Co-authorship

Co-authorship should be viewed positively by institutions when evaluating staff, as evidence of a constructive approach to the conduct of research. Employers

and/or funders should therefore develop strategies, practices and procedures to provide researchers, including those at the beginning of their research careers,

with the necessary framework conditions so that they can enjoy the right to be recognised and listed and/or quoted, in the context of their actual contributions,

as co-authors of papers, patents, etc., or to publish their own research results independently from their supervisor(s).




Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 14.c)



legislation on the subject (Book I. Art.7, 8, and Art.9).

Law 11/86 of 20 March, on Patents



http://www.incliva.es/innovacion/apoyo-al-investigador

http://www.incliva.es/innovacion/apoyo-al-investigador


42

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

33. Teaching

Teaching is an essential means for the structuring and dissemination of knowledge and should therefore be considered a valuable option within the researchers’

career paths. However, teaching responsibilities should not be excessive and should not prevent researchers, particularly at the beginning of their careers, from

carrying out their research activities. Employers and/or funders should ensure that teaching duties are adequately remunerated and taken into account in the

evaluation/appraisal systems, and that time devoted by senior members of staff to the training of early stage researchers should be counted as part of their

teaching commitment. Suitable training should be provided for teaching and coaching activities as part of the professional development of researchers.





Access contract to the Spanish Science, Technology and Innovation e). Article 31.

Access to university faculties of public universities.


Title I, Chapter II: Management of non-university teaching budgets (Art. 10-13)

and Chapter III: Managing university budgets (Art. 14-16)


Training Plan INCLIVA

Integration Plan INCLIVA

Regulation of the rules governing the remuneration of teachers in the formation

of the foundation INCLIVA

34. Complains/ appeals

Employers and/or funders of researchers should establish, in compliance with national rules and regulations, appropriate procedures, possibly in the form of an

impartial (ombudsman-type) person to deal with complaints/appeals of researchers, including those concerning conflicts between supervisor(s) and early-stage

researchers. Such procedures should provide all research staff with confidential and informal assistance in resolving work-related conflicts, disputes and

grievances, with the aim of promoting fair and equitable treatment within the institution and improving the overall quality of the working environment.




INCLIVA Management Manual



INCLIVA suggestions mailbox: http://www.incliva.es/intranet


43

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

35. Participation in decision-making bodies

Employers and/or funders of researchers should recognize it as wholly legitimate, and indeed desirable, that researchers be represented in the relevant

information, consultation and decision-making bodies of the institutions for which they work, so as to protect and promote their individual and collective

interests as professionals and to actively contribute to the workings of the institution.




Law 14/2011, of 1 June, of the Science, Technology and InnovationArt.8, 9, 10.

Article 15. Duties of research staff.

INCLIVA Foundation statutes. Article 18. Choice of Governing Board. Article 23 Of

the scientific committees. Article 25 The Scientific Director

R-EG-CCI Internal Scientific Committee

PR-EG-SatC Customer Satisfaction

PR-IN-MeCo Continuous Improvement

Strategic Plan 2015-2019. 7 Evaluation, Monitoring and Reformulation Plan

Training Plan. 2.1 Detection of needs. 3.1 Structure


44

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

IV. Training

36. Relation with supervisors

Researchers in their training phase should establish a structured and regular relationship with their supervisor(s) and faculty/departmental representative(s) so

as to take full advantage of their relationship with them. This includes keeping records of all work progress and research findings, obtaining feedback by means

of reports and seminars, applying such feedback and working in accordance with agreed schedules, milestones, deliverables and/or research outputs.




Law 14/2011, of 1 June, of the Science, Technology and Innovation. Article 14.e)


personnel in training.Art.7 6th additional disposal

Strategic Plan 2015-2019. OE6 Attract talent to the organization.

Training Plan

Support Plan for Emerging Groups (under review)



37. Supervision and managerial duties

Senior researchers should devote particular attention to their multi-faceted role as supervisors, mentors, career advisors, leaders, project coordinators, managers

or science communicators. They should perform these tasks to the highest professional standards. With regard to their role as supervisors or mentors of

researchers, senior researchers should build up a constructive and positive relationship with the early-stage researchers, in order to set the conditions for efficient

transfer of knowledge and for the further successful development of the researchers' careers.





Training Plan


Investigator’s Manual (in Upgrading)



45

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

38. Continuing Professional Development

Researchers at all career stages should seek to continually improve themselves by regularly updating and expanding their skills and competencies. This may be

achieved by a variety of means including, but not restricted to, formal training, workshops, conferences and e-learning.




Royal Decree 5/2015, of October 30 on the Basic Statute of Public Employees.

Art. 14.1.g

Law 14/2011, of 1 June, of the Science, Technology and InnovationArt.14.1.k.

Royal Decree 63/2006 of 27 January, by which the statute of research staff in

training is approved Art. 4 and 5


Training Plan







39. Access to research training and continuous development

Employers and/or funders should ensure that all researchers at any stage of their career, regardless of their contractual situation, are given the opportunity for

professional development and for improving their employability through access to measures for the continuing development of skills and competencies. Such

measures should be regularly assessed for their accessibility, take up and effectiveness in improving competencies, skills and employability.




Law 14/2011, of 1 June, of the Science, Technology and InnovationArt.14.1.k. y

Art. 14.1.l.

Royal Decree 63/2006 of 27 January, by which the statute of research staff in

training is approved Art. 4 and 5




Training Plan




46

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

40. Supervision

Employers and/or funders should ensure that a person is clearly identified to whom early-stage researchers can refer for the performance of their professional

duties, and should inform the researchers accordingly. Such arrangements should clearly define that the proposed supervisors are sufficiently expert in

supervising research, have the time, knowledge, experience, expertise and commitment to be able to offer the research trainee appropriate support and provide

for the necessary progress and review procedures, as well as the necessary feedback mechanisms.







47

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Annex II: Action Plan

Affected blocks Actions Who? When? Indicator Milestone /Deliverable

10, 14, 15, 16, 18, 19, 20, 21, 22, 25, 27, 28, 29, 30, 32,

33, 39

Evaluation and assessment system of staff

performance. Career development in the

INCLIVA.

Scientific Direction, Economic Direction

June 2017

Performance evaluation

system. Designed

career.

11, 14, 15, 16, 18, 19, 20, 25, 27, 29,

30, 33, 39

Develop a procedure for the evaluation and

assessment of the performance of the groups

that make up the Institute

Direction, Scientific Subdirector, Head of

Innovation Unit

December 2016 Approval by governing bodies

Evaluation system for

INCLIVA groups

1,2,4,5,14, 13, 15-19, 23, 25, 29,

30, 33

Improvement of the procedures related to

recruitment. Review calls for additional

employment. Arbitrate procedures to give feedback

applicants for jobs and subsidies of INCLIVA.

Head of HR Unit March 2017

Modified procedures

9 Forums with companies in the industry that will

make it possible to detect opportunities for

collaboration to develop products and/or

services that respond to the needs of the

population

Innovation Unit March 2017 Number of participating

companies / year

22, 24, 25, 26, 27, 30, 33

A collective bargaining agreement for the

INCLIVA

General Director, Economic Director, Head of HR Unit

December 2017

Collective agreement

21, 25, 26 Arbitrate a specific policy for post-doctoral

recruiting under the INCLIVA internal

regulations.

Scientific Direction, Scientific Subdirector

December 2017 Approval by governing bodies

Postdoctoral researchers recruitment

policy


48

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


4, 14, 15, 16, 33 Review clauses of INCLIVA grant

announcements. A single announcement will

be generated with enough time for researchers

to known grants they can solicited. Arbitrate

procedures for INCLIVA grants applicants

feedback.

Scientific Direction, Economic Direction, Legal Department

March 2017

Announcements revised

31, 32 Availability of the internal regulations in the

area of intellectual and industrial property

(including profit shares and company creation).

Scientific Direction, Economic Direction,

Legal Department, Head of Innovation Area

March 2017 Approval by governing bodies

Internal regulations

4, 14, 12, 15, 16, 29, 33, 36, 37

Develop a Welcome manual for the new staff

of the INCLIVA.

Update the researcher manual

Scientific Direction, Communication Unit, HR

Unit

December 2017 (annual revision)

Welcome manual

updated and disseminated

1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 22, 28, 32, 36,

37, 40

Prepare INCLIVA Code of Ethics and Best

Practices

Scientific Direction, Scientific Subdirector, Head of Innovation, Clinical Trial Management Unit, Head of

Training Unit, Project Management Unit,

Transversal and International Programs Unit

March 2017 Approval by governing bodies

Code of Ethics and Best Practices

4 Personalized attention for calls for aid and

follow-up.

Scientific Subdirector, Transversal and

International Programs Unit, Project Management

Unit

Implementation in January 2017

(continue)

Number of guides forwarded to IP / number of project

granted

Code of Ethics and Best Practices of INCLIVA

spread


49

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


10, 28, 29, 30, 32, 34, 36, 37, 40

Establish the figure of the “Researcher

Defender” and the procedure for handling and

tracking issues

Scientific Subdirector, Quality and Planning Unit

June 2017 Appointment Researcher Defender’ SOPs

2, 3, 13, 14, 16, 17, 19, 20,31, 36,37, 38

Modification of the Training Plan, including training actions in BSP, Internationalization, intellectual and industrial property. Actions in team management and evaluation processes for group leaders and platforms. INCLIVA active participation in the organization

of master's degrees from the University of

Valencia.

Training Events Unit, Scientific Subdirector, Head

of Innovation Unit

Scientific Direction and Economic Direction

Scientific Direction

September 2017 Approval by governing bodies

Training Plan

12, 14, 15, 16, 18, 19, 20, 28, 29, 30,

32, 33

Criteria or standards to be fulfilled by

researchers who would like to form part of

INCLIVA (personnel of associated entities).

Scientific Direction, Scientific Subdirector, Head

of Innovation Unit

June 2017 Approval by governing bodies

Internal Operating regulations

9 Agreements with patient associations for the

development of forums that allow civil society

to express its needs and concerns to the

researchers of INCLIVA.

UCCi, Communication Unit, Head of Innovation Unit

December 2017 Number of attendants to the forum / year


50

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


13 Provide on-line methods for the submission of

candidate applications

Head of Bioinformatics, Economic Direction

May 2018 Number of applications received

by on-line media / total

Submission System available

9 Establish and publicize a procedure for the

implementation of news aimed at civil society

that facilitates the involvement of researchers

in the institutions, allowing greater

communication of the institution’s activities

and results.

General Secretariat, Communication Unit

September 2016 Number of published news

Reformulated Plan

35, 39 Development of an annual satisfaction survey

aimed at INCLIVA staff to assess the level of

satisfaction with INCLIVA’s Human Resource

Strategy for Researchers.

Commission for Following the HRS4R Strategy, Quality

and Planning Unit

Annual Satisfaction degree of the INCLIVA collectives

7 Analysis and review of all forms for gathering

personal information that could be subject to

the Personal Information Protection Act.

Economic Direction, Legal Department

Annual Number of revised forms / total

18,29,32 Specific inclusion of mobility as a merit to be

evaluated in calls for subsidy applications and

in evaluation and selection processes.

Incorporate co-authorship (requirements

should be proportionate to the type of position

offered).

Scientific Direction, HR Unit March 2017

Revised SOPs

9 Agreements with educational centres to

develop open-house days.

UCCI and Communication September 2018

Number of agreements signed

10, 14, 24, 25, 27 Equality Plan Commitment Equality Commission September 2016 Approval Equality Plan released


51

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8


30, 36, 37, 38, 40 “Mentoring” Plan, including: the description of

the ongoing evaluation process and the

procedure for measuring the satisfaction of the

staff in training

Scientific Direction, Scientific Subdirector

June 2018 Approval by governing bodies

Mentoring Plan released

12,14, 15, 32 Arbitrate open selection processes to attract

candidates for HR grants. Advertising on high-

impact websites (preferably in the EURAXESS

portal). I.e. Open announcement for pre-

selection of candidates for aid Sara Borrell calls

Head of Innovation Unit, Scientific Subdirector

Starts in March 2018 (continued)

Number of resolved processes / year

Number of candidates

/ number of candidates funded

For the proper development and implementation of the HR Strategy for INCLIVA Research, the following transversal actions will be implemented:

Transversal Actions Who? When? Flags Documents/ Facts

Inte

rnat

ion

al s

cop

e

Transformation of the INCLIVA website into a multi-lingual website, adding at least English

Communication Economic Direction

March 2017

Website revised

INCLIVA intranet in multi-lingual format Economic Direction September 2018 Intranet

updated

Incorporation of a specific space for HRS4R in the INCLIVA website in multi-lingual format

Economic Direction November 2016 Website revised

Ceremony for the presentation of INCLIVA’s HRS4R Plan of Action Intended to be attended by all INCLIVA personnel

Director, Communication November 2016 Number of

participants / Number

of staff at the INCLIVA


52

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Transversal Actions Who? When? Flags Documents/

Facts D

iffu

sio

n a

nd

tra

inin

g

Incorporation of a talk on INCLIVA’s human resource strategy for research, and its progress, into the Institute’s Scientific Conferences. Training activities and conferences organized by INCLIVA are enhanced as a formula for mutual knowledge between the INCLIVA groups, especially with the HCUV

Director, UCCi, Transversal and

International programs Unit, Communication

June 2017 (annual) Number of

participants / Number

of staff at the INCLIVA

Program

modified

Training actions on INCLIVA’s code of ethics and best scientific practices. Programming of an online training course for all personnel that incorporates INCLIVA on INCLIVA’s Code of Ethics and BSPs. If deemed necessary, a classroom format may be used, holding at least two sessions per year.

Head of Training Events Unit, Head of Economic

Unit

December 2017 (annual)

Number of places

available / number of

places covered

Creation of the Monitoring Committee of INCLIVA’s Human Resource Strategy for Research Appointment and generation of the Committee’s operational regulations.

Direction

Monitoring Committee

November 2016 Appointment Number of annual

meetings

Qu

alit

y an

d m

on

ito

rin

g

To arbitrate coordination of HR strategies of the institutions that comprise the Institute: Create an independent Coordination Committee to make it possible to jointly undertake the actions involved in this or other HR strategies, permitting at least the following: - Be aware of progress in the area of HR made by the institutions that form part of the Institute - Share best practices This committee will discuss among other issues the way of easing the INCLIVA's staff the access to teaching at the University of Valencia. It may also be a good forum for possible transfer of training initiatives in collaborations with the Hospital (I.e. accreditation of specialties)

Scientific Direction December 2017 (annual)

Appointment

Number of meetings celebrated / meetings

planned

Annual monitoring of the level of satisfaction of INCLIVA staff with respect to the Strategy Satisfaction survey sent to all personnel, allowing identification of the focus group of the subjects surveyed. Analysis of the Plan by the Monitoring Committee Implementation of improvements

Monitoring Committee December 2017 (annual)

Number of meetings celebrated / meetings

planned Level of satisfaction

Number of improvement actions developed/ planned


53

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Annex III: Concordance between identified weaknesses and proposed actions

Imp

rove

d in

tern

al p

roce

du

res

to

sup

po

rt a

nd

pro

mo

te k

no

wle

dge

,

en

suri

ng

the

ad

he

ren

ce a

nd

com

pli

ance

wit

h e

thic

al p

rin

cip

les

and

be

st s

cie

nti

fic

pra

ctic

es

by

all

me

mb

ers

of

INC

LIV

A.

Insu

ffic

ien

t m

ech

anis

ms

to

reco

gnis

e t

he

act

ivit

y o

f IN

CLI

VA

’s

staf

f an

d r

ese

arch

gro

up

s, a

nd

de

velo

p a

str

ate

gy a

bil

ity

to a

ttra

ct

pe

rso

nn

el,

ad

apte

d t

o t

he

app

lica

ble

lega

l re

gula

tio

ns.

Ne

ed

to

pro

mo

te t

he

de

velo

pm

en

t

of

futu

re IN

CLI

VA

re

sear

che

rs.

Lack

of

a co

lle

ctiv

e b

arga

inin

g

agre

em

en

t.

Re

visi

on

an

d im

pro

vem

en

t o

f

sele

ctio

n p

roce

du

res

and

inte

rnal

com

mu

nic

atio

n.

Enh

anci

ng

com

mu

nic

atio

n a

nd

inte

ract

ion

wit

h s

oci

ety

.

Evaluation and assessment system of staff performance. Career development in the INCLIVA.

It should be consider the possibility of establish target-based subsidies, specially focus on

researchers working in European projects, insofar as law permits. The best approach to develop

this bonus system will be defined during the analysis of the INCLIVA researchers’ professional

career. This professional researchers development framework will establish as far as possible, job

categories similar to international standards, specially in case of postdoctoral researchers.

Develop a procedure for the evaluation and assessment of the performance of the groups that

make up the Institute

Improvement of the procedures related to recruitment. Review calls for additional employment.

Arbitrate procedures to give feedback applicants for jobs and subsidies of INCLIVA.

Forums with companies in the industry that will make it possible to detect opportunities for

collaboration to develop products and/or services that respond to the needs of the population

A collective bargaining agreement for the INCLIVA

Arbitrate a specific policy for post-doctoral recruiting under the INCLIVA internal regulations.

Review clauses of INCLIVA grant announcements. A single announcement will be generated with

enough time for researchers to known grants they can solicited. Arbitrate procedures for INCLIVA

grants applicants feedback.


54

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Imp

rove

d in

tern

al p

roce

du

res

to

sup

po

rt a

nd

pro

mo

te k

no

wle

dge

,

en

suri

ng

the

ad

he

ren

ce a

nd

com

pli

ance

wit

h e

thic

al p

rin

cip

les

and

be

st s

cie

nti

fic

pra

ctic

es

by

all

me

mb

ers

of

INC

LIV

A.

Insu

ffic

ien

t m

ech

anis

ms

to

reco

gnis

e t

he

act

ivit

y o

f IN

CLI

VA

’s

staf

f an

d r

ese

arch

gro

up

s, a

nd

de

velo

p a

str

ate

gy a

bil

ity

to a

ttra

ct

pe

rso

nn

el,

ad

apte

d t

o t

he

app

lica

ble

lega

l re

gula

tio

ns.

Ne

ed

to

pro

mo

te t

he

de

velo

pm

en

t

of

futu

re IN

CLI

VA

re

sear

che

rs.

Lack

of

a co

lle

ctiv

e b

arga

inin

g

agre

em

en

t.

Re

visi

on

an

d im

pro

vem

en

t o

f

sele

ctio

n p

roce

du

res

and

inte

rnal

com

mu

nic

atio

n.

Enh

anci

ng

com

mu

nic

atio

n a

nd

inte

ract

ion

wit

h s

oci

ety

.

Availability of the internal regulations in the area of intellectual and industrial property (including

profit shares and company creation).

Develop a Welcome manual for the new staff of the INCLIVA. HH.RR. Communication

Update the researcher manual

Prepare INCLIVA Code of Ethics and Best Practices

Generate specific assistance guidelines for each project granted and distribute them to financed

researchers, changing the necessary SOPs.

Establish the figure of the “Researcher Defender” and the procedure for handling and tracking

issues


55

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Imp

rove

d in

tern

al p

roce

du

res

to

sup

po

rt a

nd

pro

mo

te k

no

wle

dge

,

en

suri

ng

the

ad

he

ren

ce a

nd

com

pli

ance

wit

h e

thic

al p

rin

cip

les

and

be

st s

cie

nti

fic

pra

ctic

es

by

all

me

mb

ers

of

INC

LIV

A.

Insu

ffic

ien

t m

ech

anis

ms

to

reco

gnis

e t

he

act

ivit

y o

f IN

CLI

VA

’s

staf

f an

d r

ese

arch

gro

up

s, a

nd

de

velo

p a

str

ate

gy a

bil

ity

to a

ttra

ct

pe

rso

nn

el,

ad

apte

d t

o t

he

app

lica

ble

lega

l re

gula

tio

ns.

Ne

ed

to

pro

mo

te t

he

de

velo

pm

en

t

of

futu

re IN

CLI

VA

re

sear

che

rs.

Lack

of

a co

lle

ctiv

e b

arga

inin

g

agre

em

en

t.

Re

visi

on

an

d im

pro

vem

en

t o

f

sele

ctio

n p

roce

du

res

and

inte

rnal

com

mu

nic

atio

n.

Enh

anci

ng

com

mu

nic

atio

n a

nd

inte

ract

ion

wit

h s

oci

ety

.

Modification of the Training Plan, including training actions in BSP, Internationalization, intellectual

and industrial property.

Actions in team management and evaluation processes for group leaders and platforms.

INCLIVA active participation in the organization of master's degrees from the University of Valencia.

Criteria or standards to be fulfilled by researchers who would like to form part of INCLIVA

(personnel of associated entities).

Agreements with patient associations for the development of forums that allow civil society to

express its needs and concerns to the researchers of INCLIVA.

Provide on-line methods for the submission of candidate applications


56

Inst

itu

to d

e In

vest

iga

ció

n S

an

ita

ria

INC

LIV

A, A

vda

. Men

énd

ez P

ela

yo 4

acc

. 46

01

0 V

ale

nci

a.-

Ges

tió

n

Cie

ntí

fica

: &3

4 9

61

97

39

76

G

esti

ón

Eco

nó

mic

a: &

34

96

1 9

7 3

9 7

8

Imp

rove

d in

tern

al p

roce

du

res

to

sup

po

rt a

nd

pro

mo

te k

no

wle

dge

,

en

suri

ng

the

ad

he

ren

ce a

nd

com

pli

ance

wit

h e

thic

al p

rin

cip

les

and

be

st s

cie

nti

fic

pra

ctic

es

by

all

me

mb

ers

of

INC

LIV

A.

Insu

ffic

ien

t m

ech

anis

ms

to

reco

gnis

e t

he

act

ivit

y o

f IN

CLI

VA

’s

staf

f an

d r

ese

arch

gro

up

s, a

nd

de

velo

p a

str

ate

gy a

bil

ity

to a

ttra

ct

pe

rso

nn

el,

ad

apte

d t

o t

he

app

lica

ble

lega

l re

gula

tio

ns.

Ne

ed

to

pro

mo

te t

he

de

velo

pm

en

t

of

futu

re IN

CLI

VA

re

sear

che

rs.

Lack

of

a co

lle

ctiv

e b

arga

inin

g

agre

em

en

t.

Re

visi

on

an

d im

pro

vem

en

t o

f

sele

ctio

n p

roce

du

res

and

inte

rnal

com

mu

nic

atio

n.

Enh

anci

ng

com

mu

nic

atio

n a

nd

inte

ract

ion

wit

h s

oci

ety

.

Establish and publicize a procedure for the implementation of news aimed at civil society that

facilitates the involvement of researchers in the institutions, allowing greater communication of

the institution’s activities and results.

Development of an annual satisfaction survey aimed at INCLIVA staff to assess the level of

satisfaction with INCLIVA’s Human Resource Strategy for Researchers.

Analysis and review of all forms for gathering personal information that could be subject to the

Personal Information Protection Act.

Specific inclusion of mobility as a merit to be evaluated in calls for subsidy applications and in

evaluation and selection processes. Incorporate co-authorship (requirements should be

proportionate to the type of position offered).

Agreements with educational centers to develop open-house days.

INCLIVA equality plan.

“Mentoring” Plan, including: the description of the ongoing evaluation process and the procedure

for measuring the satisfaction of the staff in training.

Arbitrate open selection processes to attract candidates for HR grants. Advertising on high-impact

websites (preferably in the EURAXESS portal). I.e. Open announcement for pre-selection of

candidates for aid Sara Borrell calls.