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CONTENT
CHARACTERISTICS OF THE INSTITUTION ........................................................................................2
WSF ACADEMIC POTENTIAL ........................................................................................................ 3
ORGANIZING CONFERENCES ....................................................................................................... 6
INTERNATIONAL COOPERATION AND MOBILITY ........................................................................ 9
METHODOLOGY .......................................................................................................................... 11
INTERNAL DOCUMENTS ANALYSIS ............................................................................................13
THE SURVEY ...............................................................................................................................13
GENERAL INTERNAL ANALYSIS RESULTS ....................................................................................16
DETAILED INTERNAL ANALYSIS RELATED TO THE CHARTER AND THE CODE ............................... 19
ACTION PLAN .............................................................................................................................. 68
THE SCOPE AND SCHEDULE FOR WSF HRS4R IMPLEMENTATION ACTIVITIES ..........................68
MONITORING OF THE EFFECTS..................................................................................................70
FINAL CONCLUSION ...................................................................................................................71
ACCEPTANCE ..............................................................................................................................72
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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CHARACTERISTICS OF THE INSTITUTION
Philological School of Higher Education in Wrocław (WSF) is a non-public institution, operating under
Higher Education Act of 27 July 2005 (Dziennik Ustaw 2012 Item 572, as amended) and the WSF
Statute. WSF was established under the Notary Act of 4 March 2002 following the approval of the
Minister of National Education No. DSW-3-0145/989/EKo/2001 of 18 October 2001 and his decision
of 14 March 20012, nr DSW-3-4001-z-459/JG/02, it was included in the Ministry of Science and
Higher Education registrar of non-public universities under the number 94. In 2011, due to the
introduction of a new electronic version of the register, the number has been changed into 234.
WSF constitutes one faculty – Neo-philology (Modern Language Studies), which is its major
organizational unit, the head of which is Prof. Norbert Morciniec. Within the faculty there are 1st
cycle and 2nd cycle programmes in departments of English, German, Spanish, Italian and American
language and literature studies. WSF got the official approval to start MA programmes by the
decision of the Minister of Science and Higher Education nr DSW-2-02-4003-7/07 form 11 May 2007.
Since then the second cycle studies have been offered in the field of English, German and Spanish
language and literature studies. Moreover, in 2013 the Faculty of Neo-philology was entitled to grant
doctor degrees in humanities in the discipline of linguistics.
As a result of the audit of the State Accreditation Committee, by the resolution of the State
Accreditation Committee Presidency from 2 June 2011 nr 394/2011 on the evaluation of the
education quality on the first and the second cycle of philological studies conducted by Neo-philology
(at present – Faculty of Neo-philology), Philological School of Higher Education in Wrocław received
positive opinion. It referred to the education provided in the area of English language studies (1st and
2nd cycles), American language studies (1st cycle), German language studies (1st and 2nd cycles),
Spanish language studies (1st and 2nd cycles) and Italian language studies (1st cycle). Besides, by the
resolution nr 1002/2011 of 14 November 2011, State Accreditation Committee Presidency awarded
WSF department of English language studies (1st and 2nd cycles) with the grade “outstanding”.
Philological School of Higher Education is internationally recognized. It has been granted three
prestigious European distinctions by European Commission:
1) Philological School of Higher Education in Wroclaw (WSF) , by the European Commission's
decision of 19 December 2012, was awarded with ECTS Label – an honorary European higher
education distinction, an internationally recognized certificate of quality in education. This way it
joined the prestigious circle of 40 other European Label Holders. The award is granted to higher
education institutions for excellence in implementation of ECTS (The European Credit Transfer
System), internationalization, transfer of credits, transparency of study programmes and
student-oriented study process.
2) WSF is the holder of Diploma Supplement Label granted by the European Commission on 18
December 2013. In the framework of the Lifelong Learning Programme, the European Commission
awards Labels to higher education institutions that demonstrate the correct implementation of ECTS
principles and/or the requirements of the Diploma Supplement. The Diploma Supplement is
a document accompanying a higher education diploma, providing a standardised description
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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of the studies completed by its holder. It is routinely issued to all WSF graduates in Polish and
English versions free of charge.
3) European Language Label, awarded to WSF by European Commission on 13 June 2014,
in appreciation of innovative initiatives in the field of teaching and learning languages, developing
new techniques in language teaching; dissemination and promoting good practice in this field.
WSF's Faculty of Modern Languages and Literature carries out research within six departments:
1) Department of Linguistic Semiotics and Communicology headed by Professor Zdzisław Wąsik;
2) Department of Lexicography and Translation Studies headed by Professor Tadeusz Piotrowski;
3) Department of Axiological Linguistics headed by Professor Michał Post;
4) Department of German Literary Studies headed by Professor Anna Stroka;
5) Department of Ibero-Romanic Cultures and Literatures headed by Professor Piotr Sawicki;
6) Department of Contact Linguistics and Discourse Anthropology headed by Professor Piotr
P. Chruszczewski.
ACADEMIC POTENTIAL OF THE INSTITUTION
Highly qualified academic staff contributes to the academic potential of WSF.
The academic staff consists of:
1) 17 persons with the title of professor, 11 of which are employed in WSF as a primary workplace,
according to the Article 2, Item 2, Tiret 33 of the Act of 27 July 2005, Higher Education Law
(i.e. Dziennik Ustaw 2012, Item 572, as amended);
2) 14 doctors with habilitation;
3) 55 doctors;
4) 59 MAs;
Main research departments
Research departments within the Faculty of Neophilology
Department/head Research area
Department of Linguistic
Semiotics and Communicology
Professor Zdzisław Wąsik
Reasearch on the meaning of words and communication
extended by interdisciplinary communicological aspects.
Professor Zdzisław Wąsik – a distinguished specialist in general
and comparative linguistics, methodology of linguistics and
semiotics.
Department of Lexicography
and Translation Studies
Professor Tadeusz Piotrowski
Research on methodology of creating dictionaries and
encyclopedias and translation studies.
Professor Tadeusz Piotrowski – a distinguished specialist in
corpus linguistics, translation, lexicography and application of
computers in humanities.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
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Philological School of Higher Education in Wrocław, Poland
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Department of Axiological
Linguistics
Professor Michał Post
Research focused on the language of values, emotions; different
forms of speech, the issue of grading and evaluation in language.
Professor Michał Post – a distinguished specialist dealing with
extensive analysis of relationships among syntax and semantics,
lexical semantics, kinds of speech as well as linguistic and
cognitive pragmatics.
Department of German Literary
Studies
Professor Anna Stroka
Research focused on literary works of German speaking
countries, theory and literary criticism in the field of German
literature studies.
Professor Anna Stroka - a distinguished specialist in German
literature, in particular, German literary works of Silesia as well
as Austrian literature from the turn of 19th and 20th centuries.
Department of Ibero-Romanic
Cultures and Literatures
Professor Piotr Sawicki
Research focused on culture and literature of Spanish speaking
countries.
Professor Piotr Sawicki – the founder of Spanish philology in
Wrocław; his main interests are Spanish history, civilization and
literature.
Department of Contact Linguistics
and Discourse Anthropology
Professor Piotr P. Chruszczewski.
Research focused on relationships between world languages and
cultures, writing systems and social diversity of discourse.
Professor Piotr P. Chruszczewski – a distinguished specialist
dealing with anthropological linguistics, contact linguistics and
studies on discourse.
Doctoral (post-graduate) Programme of WSF
By a decision of The Central Committee for Degrees and Titles of 25 February 2013, WSF was
accredited to grant a “doctor” degree in the discipline of linguistics (humanities). The thematic scope
of WSF PhD theses is both theoretical and applied linguistics or interdisciplinary linguistic studies.
The participants of the PhD programme are supervised by the recognized academics specialized
in various, respective fields of linguistics.
Doctor theses are presently realized at Philological School of Higher Education on seminars dedicated
to a particular linguistic area and they are supervised by the following WSF academics:
1) Professor Piotr P. Chruszczewski – seminar focused on anthropological linguistics;
2) Professor Zdzisław Wąsik – seminar focused on general linguistics and linguistic semiotics;
3) Professor Norbert Morciniec – seminar on general and applied linguistics;
4) Professor Tadeusz Piotrowski – seminar on corpus linguistics, lexicology and lexicography;
5) Professor Michał Post – seminar on axiological linguistics;
6) Professor Adam Wojtaszek – seminar focused on research on varieties of specialist language
in specific social and professional contexts as well as different ways of expressing and recognizing
meanings using verbal and non-verbal language-related techniques and psychological
mechanisms.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Philological School of Higher Education in Wrocław provides financial support for academic
research and development acivities in the areas as follows:
1) employment in academic research positions;
2) organizing international conferences;
3) supporting research from WSF own budget and EU funds;
4) reimbursement of subsistence and travel costs – participation of academic staff members in local
and international conferences, seminars etc.;
5) activities aiming at dissemination of academic information, e.g. by publishing;
6) reimbursement of subsistence and travel costs – guest lectures;
7) the activity of student academic circles;
8) participation of WSF students in academic events (conferences, workshops, seminars etc.)
All WSF academics are involved in academic research concentrating on academic development
of staff and specializations, improvement of didactic methods and enhancement of fields of
education at WSF. According to the policy of Faculty of Neophilology and its all departments, the
emphasis is placed on financial and organizational support for both collective and individual projects
and academic undertakings which ensure:
1) presentation and dissemination of the WSF and each member of the academic staff’s output
in communication with other staff members in a similar or different research fields, in local and
international university circles or in contacts with employers;
2) exploring research field topics by the WSF employees on diploma seminars (Bachelor and Master
studies), thematically related to courses’ contents defined by study programmes: general
linguistics (structural analysis of a text or social communication pragmatics), applied linguistics
(methodology of teaching and theory of translation), literary studies (philological and cultural
analysis of selected literary or feature texts with historical, cultural background);
3) improving integration of teaching process with the profile of the conducted research;
4) stimulating the dynamics of students’ initiatives; popularizing science among students, making
them engaged in academic research of a respective department, extending activities of student
academic circles and encouraging students to publish their research output;
5) strengthening the position of WSF as a well-functioning Polish institution of higher education,
which is also internationally recognized as a significant academic and intellectual centre;
intensifying the level of knowledge transfer, research output, good academic practice and
adapting European higher education standards;
6) providing students with models and patterns of academic research writing techniques, which
would help them develop such skills as criticism, reflectiveness or gift for observation. This way
they are stimulated to initiate and carry out their own research;
7) providing top teaching standards in terms of quality of teaching, constant update and
development of educational offer as well as modernized updated teaching facilities;
8) out of all WSF disciplines, linguistics has the strongest representation reflected in a biggest
number of research workers. Other major fields of humanities under systematic research are:
culture, literary studies and history.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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ORGANIZING CONFERENCES
WSF gets involved in intensive research in the field of humanities widely promoting its significance
and various research results. Frequently, annually organized by WSF international conferences give
academics from different countries an opportunity to gather and share their academic knowledge
and output.
The most important international conferences organized by WSF in the past five years (2010–2015)
in the area of linguistics, literary and cultural studies:
1) Active in Languages – inter-Active in Teaching (2015) – the purpose of the conference was
presentation of the latest developments in ICT solutions and tools to be used in education: from
kindergarten till university teaching and learning. Participation of international guests from
Norway, Sweden, Spain, Austria and Great Britain together with Polish teachers andICT
specialists gave way to the exchange of valuable experience and good practices in application of
e-methods and e-tools in foreign language teaching. During a conference there was presented
a potential of modern e-learning platforms as well as useful applications and programmes
supporting and enhancing traditional forms of teaching. The conference Active in Languages –
inter-Active in Teaching was the culmination of the WSF Norway Grants project and it, among
others, presented its results.
2) Ways to Religion (2015) – an international conference in linguistics co-organized by Department
of Contact Linguistics and Discourse Anthropology and Polish Academy of Sciences, Branch in
Wrocław and some other Polish academic centres. Interdisciplinary thematic scope of the
conference covered various aspects of language, cultural and historiacal contacts; extinguishing
languages; development of verbal and non-verbal forms of communication and religious
discourses. The intention of the conference organizers was to integrate young researchers and
postgraduate students who take their first steps in the world of science.
3) The 9th International Conference on Middle English ICOME (2015) – the conference was
dedicated to the period of the English language history from 11th to 15th century. The
participants gave presentations of different aspects of linguistic and literary studies focused on
the Middle English period. The speeches were delivered by c. 60 speakers from all over the
world, including: The United States of America, Japan, RSA, Austria, Belgium, Finland, Spain,
Germany, Norway, Russia, Switzerland, Ukraine, Great Britain, Italy and Poland.
4) Dalle Belle Lettere alla letteratura di massa (2015) – the international conference organized by
the department of Italian studies at Philological School of Higher Education in Wroclaw – about
20 participants from Poland, Italy, Germany and Czech Republic. The speakers presented
different aspect of mass culture: starting from children’s literature, through cartoons, to crime
stories and the adaptations of literature masterpieces for the use of mass public.
5) The Translator and the Computer (2014) – the conference concentrated on practical methods of
using computer and IT tools in education as well as problems resulting from that, also referring
to translator’s work. It consisted of thematically diversified sessions devoted to lexicography,
various aspects related to application of ICT or mobile bilingual dictionaries in the translator’s
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Human Resources Strategy for Researchers (HRS4R)
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work. During the conference, the room was also made for considerations about the future
of translation in relation to currently updated and developed modern technological solutions.
6) Languages in Contact 2014 (2014) – another edition of international conference, organised
jointly by the Department of Contact Linguistic and Anthropology of Discourse at WSF, the
Philological Sciences Commission PAN, the Institute of Linguistics at the University of Malta,
International Communicology Institute, Washington, DC, USA. The conference was devoted
mainly to the contact linguistic, the anthropological, general and comparative linguistics. Also,
the speeches about sociolinguistic, pragmatic linguistic, translation and communication
ethnography were presented. The speeches were given by over 60 speakers from Poland,
Germany, the Netherlands, Austria, USA, Romania, Croatia, Lithuania, and Switzerland.
7) Ways to Protolanguage 3 (2013) – the international linguistic conference, conducted thanks to
the collaboration of the Philological School of Higher Education in Wroclaw and the Department
of English Philology and CLS at Nicolaus Copernicus University in Toruń, the Wroclaw branch of
Polish Academy of Sciences. The interdisciplinary topics of the conference concentrated around
language evolution, from its beginnings and covers the following fields: anthropological
linguistic, general evolution theory, psychology of speech, contact linguistic, evolution of written
language, comparative psychology, neurobiology of a language, cognitive skills and animal
communication.
8) Abre los Ojos V (2013) – the 5th edition of the international conference of Spanish philology.
The purpose of the symposium was to take a closer look at the picture of woman in different
contexts: literature, media, cultural. The specialists from various academic centres in Poland,
Spain and Denmark discussed about the situation of the female gender in the world,
its connections to the man’s world, women’s literary and musical fascinations, and the women’s
influence on contemporary societies.
9) Languages in Contact 2012 (2012) – another edition of cyclical international conference, which
is a joint venture of Polish Academy of Sciences, Wroclaw Branch of PAN (the Commission of
Philological Sciences) and the Department of Linguistic Semiotics and Communicology of the
Philological School of Higher Education in Wroclaw. The conference dealt with contact
linguistics, speech communities of minority languages, endangered languages, and contact
languages, including pidgin and creole.
10) The Translator and the Computer (2012) – the conference was organized jointly by the
Philological School of Higher Education in Wroclaw and the Localisation Centre C&M.
Discussions undertaken by the participants covered the practical methods of the use of the
computer and IT tools in translator’s work. During the conference sessions guests shared their
experiences, presented innovative solutions useful in the translation work, debated about the
quality and future of translation in relation to gradually improved modern technological
solutions.
11) The Communicology Conference (2011) – the 5th Summer Symposium of International
Communicology Institute in Silesia in Poland gave the opportunity to gather leading representatives
of communicology from all over the world. The academics discussed directions of development
of this interdisciplinary research field. The topics presentations combined the issues the related
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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fields: linguistics, psychology and philosophy, which are interwoven in the innovative discipline
of communicology.
12) Languages in Contact 2011 (2011) – specialists from all over the world were discussing the origin
of languages, considering the issue of endangered or vanishing languages, and the essence
of mechanisms governing the ongoing changes in languages.
13) Abre los Ojos IV (2011) – the 4th edition of the international conference of the department
of Spanish philology. The words of Ryszard Kapuscinski, who in his journalistic work took up the
task of translating one culture into the other, were the motto of this conference. The participants
from Poland, Spain and Czech Republic, were giving presentations on culture, literature, art and
media, dealing with problems of translation and culture of a Spanish linguistic area.
14) Languages in Contact 2010 (2010) – the conference was devoted to the topic of diverse languages,
which were in contact with each other in particular moments in history, and, as a result of that they
had influence on their morphology, vocabulary and grammar. The conference was a unique
opportunity to share ideas and deliberate on contemporary linguistics and familiarize with the latest
achievements in this field.
15) Alternative Constructs in Language, Literature and Culture (2010) – the purpose of the conference
was the analysis of various ways of human perception, understanding and interpretation of reality;
the study of linguistic, literary and cultural alternative constructs, which question, expand and
update the dominant ways of perception in the area of those three semiotic fields.
16) Abre los Ojos III (2010) – the 3rd national conference of Spanish studies specialists, during which
lectures and workshops focus on the term hispanismo. It includes various issues concerning
history, culture, literature and art of the Spanish-speaking countries.
17) Schlesien in der germanistischen Forschung und Lehre (2010) – the scientific conference for
German studies specialists, organized jointly with German cultural and educational association
Haus Schlesien, under the patronage of General Consulate of Federal Republic of Germany
in Wroclaw. The purpose of the symposium was the share of experiences research centres in
Lower and Upper Silesia, Zielona Góra, and Opole Silesia. Conference discussions and
presentations regarded historical, literary and linguistic research. Participants also dealt with
problems of contemporary Silesia, the role of the region, which plays a role of a bridge that brings
closer and connects Poland, Germany, and Czech Republic; the meaning of German heritage for
contemporary citizens of Silesia and possible forms and methods of including the Silesian topics
in teaching programmes and extracurricular classes.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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INTERNATIONAL COOPERATION AND MOBILITY
Internationalization and modernization are goals to be accomplished as a part of WSF development
strategy and mission. The institution contributes to European Area of Higher Education and it makes
its presence felt in the world academic circles through common international research, publications,
conferences and guest lectures.
International cooperation of Philological School of Higher Education covers the following:
1) Projects and research works carried out in collaboration with academic centres abroad;
2) Common academic initiatives (conferences, symposia, workshops etc.);
3) Individual contacts of academic Staff with higher education institutions in other countries (study
visits, guest lectures, visiting professors);
4) Academic staff mobility with partner institutions, mainly within Erasmus+ Program.
Thematic scope of research and research works conducted by WSF in cooperation with international
centres:
1) Semiotics of city discourse, language and culture; cooperation: Philological School of Higher
Education in Wroclaw, International Communicology Institute, Washington (US); International Centre
of City Studies, Technische Universität Berlin (Germany); Latvian Academy of Culture in Riga (Latvia);
2) Semiotic universals in human communication; cooperation: Philological School of Higher Education
in Wroclaw, Roman Association of Semiotics at University of Iasi, University Bacău (Romania), New
Bulgarian University, Sofia (Bulgaria), South-European Association of Semiotic studies in Bulgaria,
Hungarian Association of Semiotic studies in Hungary, International Communicology Institute,
Washington (US);
3) Anthropological discourse; cooperation: Philological School of Higher Education in Wroclaw, Stanford
University (USA); Polish Academy of Sciences (PAN), Branch in Wrocław;
4) English literature; cooperation: Philological School of Higher Education in Wroclaw, University of
Wrocław, Pennsylvania State University (USA);
5) Methodology of teaching languages, glottodidactics; cooperation: Philological School of Higher
Education in Wroclaw, University of Wrocław, Polish Association of Neophilology (PTN), Pennsylvania
State University (USA), University of Hradec Králové (Czechy);
6) Silesia in didactics and reasearch; cooperation: Philological School of Higher Education in Wroclaw,
University of Silesia, Opole University, German cultural and educational institution – Haus Schlesien,
Bonn (Germany);
7) Spanish and ibero-American Literature studies and translatology; cooperation: Philological School
of Higher Education in Wroclaw, University Miguel Hernandez in Elche, University in Alicante,
University of Murcia (Spain).
Staff mobility with partner universities within Erasmus+ program bilateral agreements.
Internationally oriented WSF aims at creating multilingual and intercultural academic environment is
an active participant of Erasmus+ Program. At present the institution has 39 European partner
universities – the most of all Polish Higher Education Institutions of philological profile:
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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1) Pädagogische Hochschule Steiermark (Graz, Austria)
2) Pädagogische Hochschule Wien (Wien, Austria),
3) New Bulgarian University (Sofia, Bulgaria),
4) University of Hradec Králové (Hradec Králové, Czech Republic),
5) University of Ostrava (Ostrava, Czech Republic),
6) University of Tartu (Tartu, Estonia),
7) Université de Poitiers (Poitiers, France),
8) Universidad de Alicante (Alicante,Spain),
9) Universidad de Granada (Ceuta, Spain),
10) Universidad Castilla-la Mancha (Ciudad-Real, Spain),
11) Universidad Miguel Hernandez (Elche, Spain),
12) Universidad Complutense de Madrid (Madryt, Spain),
13) Universidad de Málaga (Malaga, Spain),
14) Universidad de Navarra (Pampeluna, Spain),
15) University of Iceland (Reykjavík, Island),
16) Latvijas Kulturas Akademija (Ryga,Latvia),
17) University of Malta (Msida, Malta),
18) Technische Universität Berlin (Berlin, Germany),
19) Universität Leipzig (Leipzig, Germany),
20) Hochschule Zittau/Görlitz (Görlitz, Germany)
21) University College of Southeast Norway (Porsgrunn, Norway)
22) Sogn og Fjordane University College (Sogndal, Norway),
23) Universidade da Beira Inferior (Covilha, Portugal)
24) Universidade de Lisboa (Lisboa, Portugal)
25) Universidade de Porto (Porto, Portugal),
26) Universitatea din Bacău (Bacău, Romania),
27) Universitea Danubius Galati (Galati, Rumania),
28) Alexandru Joan Cuza University (Iasi, Rumania),
29) Matej Bel University (Banská Bystrica, Slovakia)
30) Mittuniversitetet Härnösand (Härnösand, Sweden),
31) Ege University (Izmir, Turkey),
32) Yeni Yuzyil University (Stambuł, Turkey),
33) Károli Gáspár University (Budapest, Hungary),
34) University of Miskolc (Miskolc, Hungary),
35) Havering College of Further and Higher Education (London, UK),
36) Scuola Superiore per Mediatori Linguistici “Academy School” (Naples, Italy)
37) Universita Degli Studi di Pavia (Pavia, Italy),
38) Universita degli studi Roma Tre (Rome, Italy),
39) Universita Degli Studi di Torino (Rome, Italy).
Owing to internationalization in the understanding of European policy, WSF stimulates its
development, raises quality of research and enhances process of education and study programmes.
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Philological School of Higher Education in Wrocław, Poland
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As stated in the evaluation report by the State Accreditation Committee (2011), the level of WSF
international activity is really impressive. The main emphasis is put on involvement of WSF
employees in international research projects, high standards of WSF Publishing House as well as
remarkable research output of academic staff members.
Major WSF achievements in the international area:
1) Strengthened position of the institution as an internationally recognized academic and intellectual
centre conducting research and projects with academic institutions abroad;
2) Organization and co-organization of international conferences and symposia, incl. cyclical conferences
i.e. International Conference of Middle English ICOME, Languages in Contact or Abre los ojos.
3) Exchange of experience, knowledge and outcomes of the conducted studies with other academic
centres abroad;
4) A remarkable number of international staff employed at WSF;
5) High international standards of WSF publishing activities;
6) Permanently increasing number of WSF student and staff mobility; from the year 2011 till 2016 the
number of mobility participants in Erasmus/Erasmus+ Program has grown by 52%, and the amount of
the granted funding for Erasmus/Erasmus+ Program student/staff mobility has increased by 38%.
METHODOLOGY
According to the Policy and the development strategy of Wyższa Szkoła Filologiczna in Wroclaw
by 2025 and in accordance with its mission and vision, the School aims at maintaining the highest
possible research standards, among other things by providing its researchers with the best and most
friendly conditions for conducting research, including international cooperation, as well as publishing
and distributing research results.
Due to the above, Wyższa Szkoła Filologiczna in Wroclaw expressed its support to the European
Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (hereinafter: the
Charter and the Code) and the WSF Rector, prof. dr hab. Norbert Morciniec signed the Charter and
Code Support Declaration in May 2015.
At the same time a decision was made to carry out an internal analysis at WSF, which would enable
the evaluation of the degree in which the functioning of the School is consistent with the Charter and
the Code. Subsequently, according to the requirements of the European Union and in relation to the
results of the analysis, some areas for improvement were indicated, the persons responsible for the
particular improvement tasks were appointed and the deadlines for the tasks were established.
To this end, a EUROPEAN CHARTER FOR RESEARCHERS AND CODE IMPLEMENTATION TEAM
(hereinafter: CCIT) was created, which includes:
1) Dr. Marek Adamski, Deputy Dean of the Faculty of Modern Languages and Literature
2) Prof. Irena Światłowska-Prędota, representative of WSF researchers and teachers
3) Dr. Anna Pol, representative of WSF researchers and teachers, Head of WSF Foreign Language
Teacher Training Center
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4) Beata Opala, General Director, Head of the Teaching Office at WSF
5) Anna Zasłona, Head of the International Office at WSF
6) Magdalena Opala, Specialist at the Teaching Office at WSF
7) Magdalena Nowak, Specialist at the International Cooperation Office at WSF
8) Monika Kucharska, Human Resources Officer at WSF.
The key tasks for the CCIT were defined as follows:
1) performing preparatory tasks and creating a schedule of works on the implementation of the Charter
and the Code at WSF;
2) internal analysis of the School’s documents related to the requirements of the Charter and the Code;
3) preparing and performing the survey among the researchers and teachers of WSF and analyzing the
survey results;
4) defining the areas that require action, appointing the responsible persons and the deadlines for the
corrective actions;
5) monitoring of the performing and the results of the corrective actions;
6) informing the employees on the already functioning and the currently implemented employment
regulations and on the working conditions of the WSF researchers as related to the requirements and
standards of the European Charter for Researchers and the Code of Conduct for the Recruitment
of Researchers.
CCIT’s work schedule:
1) May 2016, presentation of the implementation concept prepared by CCIT, allocation of the
responsibilities during the implementation process, including the responsibilities related
to the internal documents analysis; discussion of good practices related to the implementation
process of the Chart’s and Code’s rules in other centers/institutions/schools in Poland and abroad;
2) July 2016, presentation and discussion of the conclusions from the analysis of internal documents;
discussion of the concept for the survey at WSF (schedule, form, methods for carrying out the survey
and analyzing the results); plan of the information activities about the survey among WSF employees;
approval of the contents and form of the survey; carrying out the information campaign among the
employees;
3) August 2016, carrying out the survey among WSF employees (3-21.08.2016); analysis of the survey
results;
4) August/September 2016, preparation of the results of internal documents analysis and of the survey;
preparation of conclusions and of gap analysis as well as of the action plan for full implementation
of the Charter/Code rules at WSF;
5) September 2016, approval of the application by the Rector of WSF, submission of the application for
the HR Excellence in Research award and logo to EU.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 13 of 72
INTERNAL DOCUMENTS ANALYSIS
Between May and June 2016, members of the CCIT team, in accordance with the allocated
responsibilities, performed internal analysis of the School’s documents from the perspective of its
compliance with the provisions of the Charter and the Code, at the same time verifying the documents’
correlation with the provisions of Polish and European legislation on the recruitment and employment
of researchers and on the evaluation of their work.
The analysis was performed for the provisions of internal WSF documents, in particular for:
1) WSF Statute;
2) WSF Employment Regulations;
3) Remuneration Regulations for the Employees of WSF;
4) Employment Regulations for Researchers and Teachers at WSF;
5) WSF Organizational Regulations;
6) Document Flow and Storage Instruction at WSF;
7) The policy for personal data processing security at WSF together with the Instruction on the
management and protection methods for the IT systems used in personal data processing at WSF;
8) Regulations on the management of copyrights and related rights and on the commercialization
of research results and development works performed by WSF employees;
9) Regulations on using the research infrastructure at WSF;
10) Ethical Code of WSF Academic Staff;
11) Policy and the strategy of development of WSF till 2025;
12) Documents, procedures, regulations of the WSF Internal Quality Assurance System, including inter
alia Regulation of the WSF Rector on the rules for performing interim evaluation of academic
teachers and of the professionals who teach at Wyższa Szkoła Filologiczna in Wroclaw.
THE SURVEY
Between August 3 and 21, an anonymous survey was carried out among the researchers and teachers
of WSF, preceded by an information campaign on the implementation of the Charter and Code rules at
WSF. The survey was prepared and carried out using on-line tools – the invitation along with the link to
the survey was sent to the employees via e-mail; due to the holiday period, to ensure high completion
rate of the survey a reminder was sent the staff along with a request to pass on the invitation to those
employees who did not yet take part in the survey. The respondents were asked to fill out an on-line
survey, which contained statements related to the 40 criteria that must be satisfied when applying for the
HR Excellence in Research. The statements related to the criteria are given below, along with the survey
results related to each of the criteria. The employees who took part in the survey evaluated the degree in
which WSF meets each of the criteria by giving points on a numerical scale. The scale was as follows:
5 – “definitely yes”; 4 – “rather yes”; 3 – “rather not”, 2 – “definitely not”, 1 – “don’t know”. Although the
“don’t know” option de facto is not related to the evaluation of the implementation level of a given
criterion, it was included in the survey purposefully, as one of the important objectives of the study was
to acquire information on the employees’ knowledge and awareness about the already existent and
currently implemented procedures of recruitment, employment and research conditions at WSF.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 14 of 72
The link to the survey together with the invitation to complete it was sent to 142 WSF researchers and
teachers employed on the basis of employment contracts, civil law contracts and self-employment,
including 17 professors, 14 habilitated doctors, 55 doctors and 56 master’s degree holders.
When preparing the concept for the implementation of the Charter and Code rules at WSF, an obvious
fact was frequently raised that persons holding master’s degree are not strictly speaking researchers,
whose needs and working conditions are the special object of interest in the Charter and the Code.
An important fact must be stressed at this point, however, that a significant percentage of the master’s
degree holders are young people, between 31 and 45 years old, who engage themselves in the research
works and projects, thus gaining valuable experience which in the future will allow them to make
a decision about pursuing academic career and preparing a doctoral dissertation.
It must be clearly stressed that persons holding master’s degree are a considerable group of the School’s
employees and not taking their remarks into consideration in the evaluation of the working conditions of
WSF researchers might distort the survey results. Therefore a decision was made to include master’s
degree holders into the surveyed group and consider their opinions in the general results of the survey
and of the internal analysis.
In response to the invitation, 80 persons completed the survey, which translates into a 56%
representation of the researchers and teachers employed at WSF.
Respondents by academic title or professional/academic degree
The data show that researchers with doctoral degree were the largest group that took part in the survey
(50%), followed by master’s degree holders (27.5%) and professors (15%). Habilitated doctors were the
least represented group in the survey (7.5%).
0,00%
5,00%
10,00%
15,00%
20,00%
25,00%
30,00%
35,00%
40,00%
45,00%
50,00%
MA PhD PhD withhabilitation
Professor None
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 15 of 72
Respondents by research and didactic position
Assistant professors (18.4%) and associate professors (13.2%) were the two large groups that took part
in the survey, followed by teaching assistants (7.9%). Professors were the least represented group in the
survey (6.6%). The greatest part of the respondents indicated to be employed in “other” position, which
may be explained by the above mentioned fact, i.e. the participation in the survey of 56 master’s degree
holders, who generally occupy teaching only positions and as they did not find any non-research
positions, they indicated the “other” option.
Respondents by age and sex
The vast majority of the respondents are people between 31 and 45 years of age. Groups of people aged
46–55 and 56–65 were smaller in number but had equal distribution of 16.7%. People aged 65 plus were
the smallest group in the survey (14.1%). Sexes were evenly distributed among the respondents – the
survey was completed by 60.3% of women and 39.7% of men.
0,00%
10,00%
20,00%
30,00%
40,00%
50,00%
60,00%
Assistant Assistantprofessor
Visitingprofessor
Associateprofessor
Fullprofessor
Other
0,00%
10,00%
20,00%
30,00%
40,00%
50,00%
60,00%
Under30
31-45 46-55 56-65 Over 65 0,00%
10,00%
20,00%
30,00%
40,00%
50,00%
60,00%
70,00%
Male Female
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 16 of 72
GENERAL INTERNAL ANALYSIS RESULTS
Compliance analysis of the WSF internal documents, in particular of the regulations indicated in point 2.2,
showed that hte internal rules and regulations are compliant with the recommendations of the Charter
and the Code. According to the commentary issued by the CCIT, the particularly desired actions include:
1) providing the researchers and teachers with information about the regulations and procedures on the
recruitment, employment and evaluation of WSF employees;
and
2) systematically placing internal documents in the School’s repository of rules and regulations, made
available on-line for WSF researchers and teachers;
3) systematically updating and completing the School’s documents related to new and changed Polish
and European regulations regarding the recruitment and employment of employees, including those
applicable to the Charter and the Code.
Results of the survey
As indicated above, the completion of the survey by WSF researchers and teachers consisted in the
evaluation of the degree to which the School implemented the procedures resulting from the 40 criteria
of the Charter and the Code. WSF employees evaluated statements related to each of the 40 criteria
by choosing grades on the scale of 5-1, with grade 1 indicating no knowledge in the area.
The general results of the survey indicate that the researchers and teachers gave the School a very high
grade. Expressed as percentage, none of the 40 criteria was evaluated negatively, i.e. in the case of each
criterion, positive options (“definitely yes” and “rather yes” combined) exceeded 50%. Moreover,
negative results (“definitely not” and “rather not” combined) did not exceed 20% in relation to any of the
criteria.
Criteria with the highest score – strongest points of WSF as regards HRS4R:
(the parentheses show the number of positive grades as a percentage)
1) Freedom of scientific research (96.2%)
2) Ethical principles (96.3%)
3) Professional responsibility (93.7%)
4) Contractual and legal obligations (96.2%)
5) Good practice in research (93.7%)
6) Non-discrimination (97.5%)
7) Seniority (91.2%)
8) Recognition of the profession (93.6%)
9) Working conditions (92.4%)
10) Gender balance (92.5%)
11) Intellectual property rights (92.4%)
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 17 of 72
Criteria with the lowest score – weakest points of WSF as regards HRS4R:
Caution! The criteria with the lowest score are those with the greatest share of negative answers from the
respondents. A provision should be made at this point that the criterion with the lowest score received
16.4% of negative answers (the parentheses show the number of negative grades as a percentage).
1) Professional attitude (11.6%)
2) Stability and permanence of employment (11.7%)
3) Funding and salaries (13.0%)
4) Career development (16.4%)
5) Access to career advice (11.4%)
6) Teaching (13.4%)
7) Complaints/appeals (10.4%)
8) Continuing professional development (10.2%)
9) Access to research training and continuous development (10.3%)
In the case of the criteria with the lowest score, a “thematic group” should be distinguished, which
includes: Career development, Access to career advice, Continuing professional development, Access
to research training and continuous development. The above group allows a conclusion that one of the
necessary steps would involve improving and extending the consequent application of the already
functioning procedures as well as developing, implementing and promoting new solutions in the area.
Adequate recommendations have been provided in the Action Plan presented below.
A high percentage of the “don’t know” answers should also raise concern, however, as it an indication
that WSF employees have little knowledge and/or awareness on the School’s recruitment/employment
rules and procedures (this applies also to the criteria with the highest share of negative answers).
Changing this situation will be one of the priorities in the process of implementing the Charter and Code
rules at WSF, after the completion of internal analysis.
The table below presents, in the numerical form, the data obtained from the survey. Red color indicates
the criterion, which received more than 25% of the “don’t know” answers.
The format for the table has been taken from a document titled HR STRATEGY FOR RESEARCHERS (HRS4R) Implementation of the rules of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers at Wroclaw University of Science and Technology.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 18 of 72
includes a total of “definitely yes” and “rather yes”; includes a total of “rather not” and “definitely not”;
GENERAL RESULT OF THE SURVEY, AS A PERCENTAGE
Scale: 5 – “definitely yes”; 4 – “rather yes”; 3 – “rather not”; 2 – “definitely not”; 1 – “don’t know”;
Area Question 5 4 3 2 1 Positive Result Negative
Neutral
Eth
ical
an
d p
rofe
ssio
na
l asp
ect
s
1. 82.30% 13.90% 0.00% 0.00% 3.80% 96.20% > 0.00% 3.80%
2. 72.20% 24.10% 2.50% 0.00% 1.30% 96.30% > 2.50% 1.30%
3. 86.10% 7.60% 0.00% 0.00% 6.30% 93.70% > 0.00% 6.30%
4. 42.30% 41.00% 10.30% 1.30% 5.10% 83.30% > 11.60% 5.10%
5. 74.70% 21.50% 2.50% 0.00% 1.30% 96.20% > 2.50% 1.30%
6. 55.80% 26.00% 2.60% 1.30% 14.30% 81.80% > 3.90% 14.30%
7. 78.50% 15.20% 2.50% 1.30% 2.50% 93.70% > 3.80% 2.50%
8. 68.40% 20.30% 5.10% 1.30% 5.10% 88.70% > 6.40% 5.10%
9. 48.10% 38.00% 2.50% 0.00% 11.40% 86.10% > 2.50% 11.40%
10. 87.20% 10.30% 0.00% 1.30% 1.30% 97.50% > 1.30% 1.30%
11. 66.70% 16.70% 9.00% 0.00% 7.70% 83.40% > 9.00% 7.70%
Re
cru
itm
en
t
12. 47.40% 30.80% 6.40% 2.60% 12.80% 78.20% > 9.00% 12.80%
13. 43.60% 37.20% 3.80% 3.80% 11.50% 80.80% > 7.60% 11.50%
14. 48.70% 26.90% 3.80% 0.00% 20.50% 75.60% > 3.80% 20.50%
15. 46.20% 26.90% 2.60% 2.60% 21.80% 73.10% > 5.20% 21.80%
16. 60.30% 21.80% 3.80% 2.60% 11.50% 82.10% > 6.40% 11.50%
17. 58.40% 20.80% 3.90% 0.00% 16.90% 79.20% > 3.90% 16.90%
18. 62.80% 23.10% 5.10% 0.00% 9.00% 85.90% > 5.10% 9.00%
19. 62.30% 24.70% 2.60% 0.00% 10.40% 87.00% > 2.60% 10.40%
20. 67.10% 24.10% 3.80% 0.00% 5.10% 91.20% > 3.80% 5.10%
21. 49.40% 21.50% 2.50% 6.30% 20.30% 70.90% > 8.80% 20.30%
Wo
rkin
g co
nd
itio
ns
and
so
cial
se
curi
ty
22. 79.50% 14.10% 3.80% 0.00% 2.60% 93.60% > 3.80% 2.60%
23. 68.40% 21.50% 5.10% 1.30% 3.80% 89.90% > 6.40% 3.80%
24. 78.50% 13.90% 1.30% 0.00% 6.30% 92.40% > 1.30% 6.30%
25. 50.60% 27.30% 9.10% 2.60% 10.40% 77.90% > 11.70% 10.40%
26. 44.20% 39.00% 7.80% 5.20% 3.90% 83.20% > 13.00% 3.90%
27. 72.20% 20.30% 1.30% 1.30% 5.10% 92.50% > 2.60% 5.10%
28. 38.00% 32.90% 10.10% 6.30% 12.70% 70.90% > 16.40% 12.70%
29. 64.90% 20.80% 2.60% 1.30% 10.40% 85.70% > 3.90% 10.40%
30. 53.20% 31.60% 10.10% 1.30% 3.80% 84.80% > 11.40% 3.80%
31. 77.20% 15.20% 2.50% 0.00% 5.10% 92.40% > 2.50% 5.10%
32. 61.50% 25.60% 0.00% 0.00% 12.80% 87.10% > 0.00% 12.80%
33. 46.70% 36.00% 10.70% 2.70% 4.00% 82.70% > 13.40% 4.00%
34. 39.00% 22.10% 5.20% 5.20% 28.60% 61.10% > 10.40% 28.60%
35. 51.30% 24.40% 6.40% 1.30% 16.70% 75.70% > 7.70% 16.70%
Pro
fess
ion
al
trai
nin
g
36. 53.20% 19.50% 6.50% 0.00% 20.80% 72.70% > 6.50% 20.80%
37. 61.00% 23.40% 2.60% 2.60% 10.40% 84.40% > 5.20% 10.40%
38. 64.60% 24.10% 8.90% 1.30% 1.30% 88.70% > 10.20% 1.30%
39. 57.70% 29.50% 9.00% 1.30% 2.60% 87.20% > 10.30% 2.60%
40. 53.80% 24.40% 5.10% 2.60% 14.10% 78.20% > 7.70% 14.10%
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 19 of 72
DETAILED INTERNAL ANALYSIS RELATED TO THE CRITERIA STATED IN THE CHARTER AND IN THE CODE
The table below covers in detail each of the Charter’s and the Code’s 40 criteria that are related to
the conditions of the recruitment and employment of WSF researchers and teachers. The description
for each criterion covers: the original form of the criterion taken from the Charter or from the Code;
a paraphrase/statement based on the criterion and included in the survey for WSF employees; the
result – presented as percentage – of the answers, as related to each criterion; CCIT commentary to
the survey results in the context of the analysis of WSF internal documents and procedures; in some
cases the description also includes recommendations for corrective actions to be implemented.
The analogies among some of the criteria, similar percentage representations of the answers, as well
as correlated solutions and procedures followed at the School allowed some of the criteria to be
given joint commentary from CCIT. This applies to the following criteria: Recognition of mobility
experience / Value of mobility; Career development / Access to career advice; Supervision and
managerial duties / Supervision; Continuing professional development / Access to research training
and continuous development.
Ethical and professional aspects
1) Research freedom, average of the answers given=4.17
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
Conducting research at Philological School of Higher Education in Wroclaw, the researchers may be
led by the freedom of thought and expression, and define methods of solving problems according
to respected principles and ethical practices.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 20 of 72
Graphic representation of the answers provided by researchers and teachers of WSF:
Giving answers to the question, the vast majority of respondents ticked the “definitely yes” option
(82.3%), every seventh person chose “rather yes” option (13.9%). 3.8% of persons declared the lack of
knowledge in this area. The negative assessments, i. e. “definitely not” and “rather not” were not chosen
by any respondents.
Commentary:
According to the higher education law, The Higher Education Act of 27 July 2005 (Dziennik Ustaw 2005
No. 164 Item 1365, as amended), Polish higher education institutions are autonomous in all areas of their
activity under principles defined by the law, including, inter alia, freedom of research. At Philological
School of Higher Education in Wroclaw this criterion is fully respected, which is confirmed by the
academic staff’s assessment proved by results of the survey. All the researchers employed at WSF are
guaranteed freedom of thought and expression as well as the freedom to identify methods by which
problems are solved, on condition they adhere to recognised ethical principles and practices, and any
other defined research standards.
Actions required: Maintaining and developing/broadening the current solutions.
2) Ethical principles, average of the answers given=4.65
The definition of the category in the Charter:
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, sectorial or institutional Codes of Ethics.
The category defined on the basis of the Charter in the WSF survey:
At WSF all fundamental ethical norms, principles and practices are fully respected.
0,00%
10,00%
20,00%
30,00%
40,00%
50,00%
60,00%
70,00%
80,00%
90,00%
Definitely yes Rather yes Rather not Definitely not Don`t know
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 21 of 72
Graphic representation of the answers provided by researchers and teachers of WSF:
In reply to the given question 72.2% of respondents chose the “definitely yes” option, and 24.10% chose
“rather yes” option. The “rather not” option was marked by 2.5% of respondents, the “definitely not”
option was not chosen by any respondent. 1.3% of the survey subjects replied “don’t know”.
Commentary:
At Philological School of Higher Education in Wroclaw fundamental ethical norms and practices are
adhered in accordance with the indication of the preamble of the Kodeks Etyki Pracownika
Naukowego/ Ethical Code of Academic Staff (Komisja ds. etyki w nauce PAN, MNiSW,2012): “ethical
values, standards of science reliability, and good practices in science define social and ethical
responsibility of researches.” Due to that fact, WSF academics must apply to the law of Ethical Code
of WSF Academic Staff, accepted by the WSF Senate on Kodeks, respecting recommendations
of MNiSW, was prepared on the basis of Kodeks Etyki Pracownika Naukowego Komisji ds. etyki
w nauce (2012) and the European document, i. e. The European Code of Conduct for Research
Integrity, which was announced collectively by European Science Foundation (ESF) and All European
Academies (2010). Ethical Code of WSF Academic Staff mainly presents universal principles
and ethical values to be applied in academic work, good practices in research, as well as the
proceedings to identify unreliability in research.
Actions required: Maintaining and developing/broadening the current solutions.
3) Professional responsibility, average of the answers given=4.67
The definition of the category in the Charter:
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
0,00%
10,00%
20,00%
30,00%
40,00%
50,00%
60,00%
70,00%
80,00%
Definitely yes Rather yes Rather not Definitely not Don`t know
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 22 of 72
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.
The category defined on the basis of the Charter in the WSF survey:
WSF is strongly against plagiarism and it clamps down on it, and in case of collaborative research the
rules of respecting the intellectual property and communal data ownership have are obeyed.
Graphic representation of the answers provided by researchers and teachers of WSF:
In reply to the question 86.10% of respondents chose “definitely yes” option, 7.60% of people chose
“rather yes” option. The negative assessment, i. e. “definitely not” and “rather not” were not chosen by
any respondent. 6.3% of the subjects chose “don’t know” option.
Commentary:
Under both WSF internal regulations and the state law, academics have a duty to take professional
obligation, understood as making efforts in order to make the research significant for the society and not
duplicate the one previously conducted elsewhere. The respective WSF documents: The WSF Statute,
Ethical Code of WSF Academic Staff, Regulations on the management of copyrights and related rights and
on the commercialization of research results and development works performed by WSF employees. The
above principles is also governed by state regulations, primarily: The Copyrights and Connected Laws Act,
The Higher Education Law Act, as well as the document entitled: The reliability of research and respect of
intellectual property, formulated by The Good Academic Practices Panel at the Ministry of Science and
Higher Education, 2012. All job contracts prepared by the School and signed by academic staff contain a
section describing employee’s duty to follow the aforementioned regulations and, in particular, respect
intellectual property law. The answers given by the respondents illustrate and prove that in WSF
demonstrates high standards in terms of researchers’ responsibility and respect of intellectual property.
Actions required: Maintaining and developing/broadening the current solutions.
0,00%
10,00%
20,00%
30,00%
40,00%
50,00%
60,00%
70,00%
80,00%
90,00%
Definitely yes Rather yes Rather not Definitely not Don`t know
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 23 of 72
4) Professional attitude, average of the answers given=4.14
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
The WSF academic workers are familiar with the strategic goals of the research environment and
funding mechanisms.
Graphic representation of the answers provided by researchers and teachers of WSF:
Giving answers to this question, more than 80% of respondents chose the positive answer (42.3% chose
the “definitely yes” option, 41.0% chose the “rather yes” option). The negative assessment, i.e. the
“rather not” and “definitely not” options chose 11.6% of respondents in total (10.3% and 1.3% of subjects
accordingly). The “don’t know” option chose 5.10% of employees.
Commentary:
According to The Policy and the strategy of development of WSF till 2025, the development and
improvement of quality of research and enhancing the activity of the school as an academic center is
one of the main goals of school development. The information about strategic goals connected with
conducting research in the school is formulated and currently transferred to WSF workers in the form
of easily accessible documents and email correspondence managed by representatives of the
authority. This Issue, if necessary, is individually discussed with members of the academic during
their annual appointments with the Chancellor and the Rector, which concern, i.a., research progress.
0,00%
5,00%
10,00%
15,00%
20,00%
25,00%
30,00%
35,00%
40,00%
45,00%
Definitely yes Rather yes Rather not Definitely not Don`t know
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 24 of 72
Additionally, to motivate and support academic staff and improve the quality of the research, WSF
undertakes actions and provides financial resources. The information and support in the area of learning
about the strategic goals governing the research environment, planning, executing and financing of the
research projects are given to the academic workers complementary and in many different ways. On the
scientific level, with regard to planning projects in the context of specific strategic goals of the research
environment and scientific value, and the value of planned research, consultations and support are
offered by heads of departments and scientific project coordinators; the organizational support, i.a., the
possibility to apply for scientific grants and consistency with the assumptions of national and European
legislation are provided by the Teaching Department, whereas, the major administrative support in
preparation of projects, including planning budgets and schedule, is provided by the project team,
consisting of experienced Teaching Department and WSF International Office.
Actions required: Maintaining and developing/broadening the current solutions.
5) Contractual and legal obligations, average of the answers given=4.69
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
The regulations concerning the conditions of training schemes and work incl. copyright, intellectual
property right and the employer’s demands specified in the contract of work or another similar
document.
Graphic representation of the answers provided by researchers and teachers of WSF:
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40,00%
50,00%
60,00%
70,00%
80,00%
Definitely yes Rather yes Rather not Definitely not Don`t know
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With reference to the above criterion, the employees highly estimated applied in the institution’s
standards and principles. In reply to this questions 96% respondents gave a positive reply i.e. 74.4%
marked the option “definitely yes”, 21.5% decided on “rather yes”. A negative opinion – “rather not” was
given by 2.5% of the subjects. 1.3% declared lack of knowledge in this concern.
Commentary:
WSF academics are given access to national, sectoral or institutional regulations governing training and/or
working conditions. The documents are placed in dedicated sections of the WSF intranet (e-Dziekanat).
Moreover, Teaching Department, International Office and project team offer current support informing
about specific up-to-date regulations, incl. any modifications, updates and legal interpretations.
In accordance with internal rules, all agreements are prepared in a transparent and explicit way precisely
defining conditions of work and covering the issues of intellectual property rights. This aspect of WSF
activity is highly evaluated by its employees, which is reflected in the survey’s results.
Actions required: Maintaining and developing/broadening the current solutions.
6) Accountability, average of the answers given=4.08
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
In WSF all members of academic community must adhere to the principles of clear, transparent and
efficient financial management as regards research funding.
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Philological School of Higher Education in Wrocław, Poland
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Graphic representation of the answers provided by researchers and teachers of WSF:
With reference to the above criterion, the employees also highly assessed the institution procedures.
More than 80% of respondents gave a positive answer, including 55.8% who chose a “definitely yes”
option, 26.0% of respondents chose a “rather yes” option. A slightly negative assessment in the form
of “rather not” option was chosen by 2.60% of the subjects, and in the form of “definitely not” option –
only by 1.30% of the subjects. A big number of “don’t know” option was noted, i. e. 14.30%.
Commentary:
The principles of carrying out research projects are governed by the relevant Rector’s regulation providing
detailed guidelines as regards preparation of projects in WSF. Moreover, the academics conducting
research are offered considerable administrative and financial support. The intention of the WSF policy
is to minimize researchers’ technical and administrative work connected with the project preparation.
Owning to this solution, WSF academics have a possibility to concentrate on research and, eventually,
obtain more satisfactory results. Moreover, great importance is attached to efficient utilization of the
funds granted for doing research. The regular internal monitoring and verification of the grants’
management is conducted by the Project Team in close collaboration with the academic workers. Besides,
in WSF there are external audits to assess accuracy and effectiveness of managing national subsidies
or other provided funds organized by grant donor institutions (e.g. The National Center for Research and
Development), inspection institutions (e.g. The Tax Control Office), or external audit companies. The
workers are obliged, with the administrative support of the Project Team, to archive and store the project
documentation complying with current guidelines and, if necessary, make it available for inspection
of audit authorities.
Actions required: Maintaining and developing/broadening the current solutions.
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30,00%
40,00%
50,00%
60,00%
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7) Good practice in research. The average of the answers given=4.66
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
Safety rules at work are adopted in WSF and fully respected. They refer to health and safety at work,
data protection, confidentiality protection and recovery of the data that had been lost due to IT
failure.
Graphic representation of the answers provided by researchers and teachers of WSF:
Giving answers to the above question, the respondents replied in the following way: 93.7% of them chose
the positive answers, i. e. 78.5% of the respondents chose the “definitely yes” option, and 15.2% – the
“rather yes” option. The negative answer was given by 3.8% of workers, including 2.5% of workers chose
the “rather not” option, and 1.3% of them chose the “definitely not” option. The “don’t know” option was
chosen by 2.5% of the subjects.
Commentary:
WSF complies with the requirements imposed on employers by national legislation, in particular the
Labour Code, relating to health and safety rules at work. Each new employee undergoes the Health
and Safety training, and later on like other the other employees, he or she attends regular brief
instruction courses. Moreover, the health and safety interactive training material is published on the
WSF e-learning platform. It is systematically updated and supplemented with reference to changing
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regulations. A competent and experienced health and safety specialist cooperates with the
institution and plays a role of an advisor and an expert. The issue of protection and proceedings with
the personal data is regulated by The policy for personal data processing security at WSF together
with the Instruction on the management and protection methods for the IT systems used in personal
data processing at WSF. Moreover, national regulations on the protection of personal data are
published on an ongoing basis and provide researchers a permanent access to the documentation,
which regulates training and/or work conditions, which is included in relevant sections of the WSF
extranet “e-dziekanat”, and all lecturers are obliged to adhere to those rules in their work.
Actions required: Maintaining and developing/broadening the current solutions.
8) Dissemination, exploitation of the results, average of the answers given=4.46
The definition of the category in the Charter:
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, commercialised. 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.
The category defined on the basis of the Charter in the WSF survey:
In WSF researches are expected to disseminate and the widely exploit the results of conducted research.
Graphic representation of the answers provided by researchers and teachers of WSF:
The workers gave the following answers: 68.4% of them chose the “definitely yes” option, 20.3% - the
“rather yes” option, the negative answer was given by 6.4% of workers in total, including 5.1% of workers,
who chose the “rather not” option, and 1.3% – the “definitely not” option; the “don’t know” option chose
5.1% of the subjects.
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60,00%
70,00%
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Commentary:
According to the Mission and WSF strategic goals, promoting education, disseminating its role in the
functioning of the society based on knowledge, and improving standards of conducted research is one
of the school priorities as regards the academic research. As a consequence, the school takes actions
in order to disseminate research works, and motivate its workers to exploit and disseminate the results
of their research to the greatest extent. The school supports its workers in the dissemination of the
results of their research, fulfilling this goal in full by its own publishing activity. WSF Publishing House
publishes articles, post-conference materials, monographs, and collective works from the area
of philological sciences and associated social sciences.
The works are published in the following publication series and magazines:
a) Philologica Wratislaviensia: From Grammar to Discourse. Peter Lang. Internationaler Verlag
der Wissenschaften, series editor: Zdzisław Wąsik;
b) Philologica Wratislaviensia: Acta et Studia. WSF Publishing, series editor: Zdzisław Wąsik;
c) Philologica Wratislaviensia: Studia Iberica et Latinoamericana. WSF Publishing, series editors:
Zdzisław Wąsik, Piotr Sawicki;
d) Philologica Wratislaviensia: Series Didactica. WSF Publishing, series editor: Zdzisław Wąsik;
e) Languages in Contact. WSF Publishing, The Commision of Philological Sciences PAN, Wroclaw
branch, International Communicology Institute, series editor: Piotr P. Chruszczewski;
f) Dissertationes Philologicae Wratislavienses: Seminar works of WSF students. WSF Publishing,
series editor: Zdzisław Wąsik;
g) Ibero-American Library. WSF Publishing, series editor: Piotr Sawicki;
h) „Academic Journal of Modern Philology”. WSF Publishing, The Commision of Philological Sciences
PAN, Wroclaw branch, editor-in-chief: Piotr P. Chruszczewski.
New series and magazines are currently being launched (with the collected contributions):
a) Acta Communicologica. An International Series on Human Discourse in Language and Culture.
Peter Lang. Internationaler Verlag der Wissenschaften, series editors: Richard L. La-nigan
(International Communicology Institute, Washington, D.C.), Zdzisław Wąsik;
b) Cuadernos Iberorrománicos. WSF publishing, editors: Piotr Sawicki, Małgorzata Kolankowska,
Teresa Jaromin;
c) Philologica Wratislaviensia: Studia Italica et Mediterranea. WSF Publishing, series editors:
Zdzisław Wąsik, Mirosław Loba;
d) Philologica Wratislaviensia: Studia Teutonica et Scandinavica. WSF Publishing, series editors:
Zdzisław Wąsik, Krzysztof Janikowski.
The series which deserves special attention is: Dissertationes Philologicae Wratislavienses: Seminar works
of WSF students, which was created in response to the need for broad presentation of research
programs, which students of the first and second degree of studies are dealing with in seminars.
The school builds and enhances the awareness of the research policy adopted by the school, the
uniformity of its research and its alignment with the strategic goals governing the research environment
in both seminarians and their academic supervisors. This series is not only a part of promoting
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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the research conducted in WSF, in which students are involved, but also a highly motivating form
of presenting the first attempts of conducting research by the talented WSF seminarians.
Moreover, numerous and cyclic scientific conferences organised by WSF promote the results
of conducted research. The participants are WSF lecturers and students presenting the WSF reaserch
outcomes; representatives of other local and international universities as well as experts from
professional socio-economic environment related to the field of study.
The school presents the research projects, which are conducted and popularizes their results by the
information placed on the website: www.wsf.edu.pl, which is constantly updated. The WSF academic
workers are ready to share their knowledge and experience as the experts in projects implemented in
collaboration with other scientific and cultural institutions, and in the employers’ sector.
Actions required: On the basis of the mission and WSF strategic goals, the activity, which popularises and
disseminates the results of the research conducted by WSF, will be constantly developed, incl.
collaboration with the subjects of the institution socio-economic environment, with the extensive use
of ICT tools.
9) Public engagement, use of the results, average of the answers given=4.11
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
The research activities conducted in WSF and their results are popularised and made known to the
general public.
The answers given by the WSF academics are shown in the diagram below:
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Giving answers to the above question, the respondents were choosing answers in the following way: the
“definitely yes” option was chosen by 48.1% of the subjects, the “rather yes” option – by 38.0%,
the “rather not” option chose 2.5% of the subjects, the “definitely not” option was not chosen by any
respondent, the “Don’t know” option was declared by 11.4% of the subjects.
Commentary:
WSF participates in popularising science among non-scientific communities very actively, with the
use of the scientific and didactic potential and the educational training profile. The school builds
relationships and cooperation with the society very efficiently, actively participating in numerous
cultural and educational initiatives dedicated to learning foreign languages, interculturalism, and
communication, including multilingual communication.
The most important WSF projects, which contribute to dissemination and better understanding
of science among non-scientific communities are:
a) The most popular in a region of Lower Silesia language competitions (English, German and
French), organized in cooperation with Education Board of Lower Silesia and Lower Silesian
Teacher Training Centre, for primary schools and gimnazjum students known as: zDolny
Ślązaczek and zDolny Ślązak Gimnazjalista. The purpose of those language competitions is not
only to popularise the cultural and language knowledge, but also motivate students to improve
foreign languages skills and broaden their horizons, thanks to effective communication in the
international environment. The WSF researchers substantially support the organisation
of competitions acting, in particular, as professional experts and reviewers od the competition
tests.
b) Organization of language and cultural workshops for gimnazjum and high school students from
all around the country, in Lower Silesian Voivodeship in particular. The Lower Silesian region is
one of the most culturally and historically varied areas in Poland, in which cultural and language
influences continuously merge. Understanding and analysing the intercultural communication
issues, thanks to the practical and interesting workshops in collaboration with WSF researchers,
exploring the meaning of the communication in culturally diverse environment constitute an
interesting academic event, for both students, who take part in the workshops, and their
teachers. The content of workshops accessible and comprehensible and it is meant to inspire
young people to further exploration and reflection.
c) Open lectures and workshop for anybody interested in language and cultural issues. As a part of
cyclic meetings (usually 2 meeting in a month), the WSF academic workers invite highly-regarded
local and international specialists to share their knowledge and experience with all the interested
guests. To introduce research and its results in an accessible and comprehensible form for
non-specialists, to workshops there are also invited non-scientists, who use the research results
in practice such as: translators, journalists, literary critics, etc.
Actions required: Like in point 8, WSF popularizing activity - introducing the subject of the research
conducted at WSF and its results to non-specialists will be consistently continued and extended by other
projects, especially in collaboration with the subjects of cultural, educational and academic sectors.
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10) Non discrimination, average of the answers given=4.81
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
WSF academic workers are not discriminated 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.
The answers given by the WSF academics are shown in the diagram below:
Giving answers to the question, the respondents highly assessed the institution on the basis of the above
criterion. 97.5% of the workers gave the positive answers: 87.2% chose the “definitely yes” option, and
10.3% – the “rather yes” option. Only 1,3% of the subjects chose the “rather not” option, and 1.3% – the
“don’t know” option. The “definitely not” option was nots elected.
Commentary:
The non discrimination principle is fully respected, which is clearly and explicitly confirmed by the
researchers’ assessment in the WSF survey. The non discrimination principle is based on the external
regulations, on the Labour Code and the Higher Education Act in particular, and also on the WSF
internal work regulations.
Actions required: Maintaining and developing/broadening the current solutions.
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60,00%
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80,00%
90,00%
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11) Evaluation/ appraisal systems, average of the answers given=4.35
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
The regular assessment of researchers and the results of their research is executed in a transparent
way.
Graphic representation of the answers provided by researchers and teachers of WSF:
The subjects provided answers in the following way: 66.7% of the subject chose the “definitely yes”
option, 16.7% – the “rather yes” option. The negative answer in the form of the “rather not” option
was chosen by 9% of the respondents, none of whom chose the “definitely not” option. 7.7% of the
employees chose the “don’t know” option.
Commentary:
The periodic assessment of the academic staff is regulated by the WSF Internal Quality Assurance System
and the respective Rector’s order on principles of conducting periodic assessments of academic
researchers, lecturers and other WSF staff members. According to this document assessments
of academic workers in WSF are obligatory and they are carried out biannually, each time by the decision
of Rector or Dean of the Department of Neophilology. However, the evaluation of academics with the
title of professor, who are employed on the basis of appointment, are made approx. every four years.
Rector or Dean establishes the detailed evaluation procedures of the staff in each academic year, on the
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60,00%
70,00%
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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basis of a separate order. It specifies resposibilities, dates and a manner of conducting a periodic
evaluation. The assessment of academic workers is comprehensive and it is made with the use of the
Electronic Card of Academic Worker Evaluation (EKON), which enables the assessment of a worker within
scientific, didactic and organizational tasks.
The coordination and preparation of documents regarding periodic assessment of academic researchers
and lecturers, who represent professional environment, fall within the competence of the Academic
Workers Evaluation Committee, appointed by Rector, which cooperates with the The WSF Team for the
Quality Assurance in Education.
Actions required: Maintaining and developing/broadening the current solutions.
12) Recruitment, average of the answers given=3.97
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
The clearly specified entry and admission standards for researchers are applied in WSF.
Graphic representation of the answers provided by researchers and teachers of WSF:
The respondents were providing answers in the following way: 47.4% of them chose the “definitely yes”
option, the “rather yes” option was chosen by 30.8% of the respondents, the “rather not” option was
chosen by 6.4%, the “definitely not” option chose 2.6% of the respondents. The “don’t know” option
was chosen by 12.8% of the subjects.
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Commentary:
The recruitment, employment and appointment of academic staff at WSF is conducted in compliance
with national legal regulations, i. e. the Labour Code, the Higher Education Act, the MPiPS Regulation
on terms and conditions of issuing work permits for foreigners, and according to WSF Statute, the
Policy and Strategy of Development of Philological School of Higher Education in Wroclaw, which will
be valid by the year 2025, and the Employment Regulations for Researchers and Teachers at WSF.
The procedures applied in WSF ensure careful selection of academic workers with respect to their
scientific background, experience, and achievements in academic teaching.
Actions required: In terms of fulfilling the criterion, the required procedures are applied at WSF,
which was also reflected in a high assessment in this criterion by the employees in the survey (78.2%
of them positively assessed this aspect of school activity). Particular attention was paid to the high
proportion of the respondents, who chose the “don’t know” option. It means, that it is necessary to
introduce informative actions, in order to present the legal documents, rules and procedures to the
researchers, on the basis of which the recruitment and admission is conducted at WSF. The deadline
for execution – currently, starting with the year 2016.
Actions required: Maintaining and developing/broadening the current solutions.
13) Recruitment (Code). The average of the answers given= 3.97
The definition of the category in the 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.
The category defined on the basis of the Code in the WSF survey:
The recruitment procedures applied in WSF are open, transparent, and tailored to the type of
positions advertised, and also internationally comparable.
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Graphic representation of the answers provided by researchers and teachers of WSF:
The respondents replied in the following way: 43.6% – the “definitely yes” option, 37.2% – the “rather
yes” option; the negative answer in the form of the “rather not” option was provided by 3.8% of the
respondents, the “definitely not” option was chosen by the same number of respondents. 11.5% of the
workers chose the “don’t know” option.
Commentary:
According to the WSF Statute and WSF Employment Regulations for Researchers and Teachers,
the recruitment is conducted by the selection board, appointed by the Senate or Rector to the
request of the Dean. The selection board ensures that presented employment offers are transparent
and that time span between publishing job advertisement and an expected deadline for submission
of applications is realistic. The description of the job includes: the name of the position, place of
work, requirements (expected qualifications, experience and skills), necessary documents,
the deadline for submitting applications. The school uses different announcement distribution
channels, which, among others, are based, on: the Internet network, WSF website, accordingly
dedicated national and European websites, and the network of national and international contacts
between schools, related to the fields and disciplines of WSF research projects.
Actions required: The same as in case of point 12.
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15,00%
20,00%
25,00%
30,00%
35,00%
40,00%
45,00%
Definitely yes Rather yes Rather not Definitely not Don`t know
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14) Selection (Code), average of the answers given=3.83
The definition of the category in the 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 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.
The category defined on the basis of the Code in the WSF survey:
Selection committees are competent and diverse, i. e. they represent diverse expertise,
competences and relevant experience to assess the candidate.
Graphic representation of the answers provided by researchers and teachers of WSF:
Giving answers to the question, the respondents replied in the following way: 48.7% of the
respondents chose the “definitely yes” option, the “rather yes” option was chosen by 26.9%, the
“rather not” option chose 3.8% of the respondents, the “definitely not” option was not chosen.
The “don’t know” option was chosen by 20.5% of the subjects.
Commentary:
According to the WSF Statute (Chapter 5, Paragraph 32) in order to prepare an opinion on the candidate
for an academic teacher position, the selection committee is appointed by WSF Senate or Rector.
The selection committee sets specific conditions, which candidates for a particular position should fulfil,
and then, verifies the degree of the compliance in terms of their qualifications and competences to the
specific requirements. The committee is each time composed of at least 3 persons, who are academic or
didactic workers, including at least one independent academic worker, who is the chairman of the
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25,00%
30,00%
35,00%
40,00%
45,00%
50,00%
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Philological School of Higher Education in Wrocław, Poland
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committee. The Committee makes decisions by voting, in case of the equal number of votes, the decision
is made by the chairman’s vote. The school is trying, if feasible, to appoint for members of the committee
persons who represent experiences and qualifications, which allow to evaluate the competences and
qualifications of the candidate objectively and professionally. While appointing the members of the
committee, the concern for appointing the team and adequate gender balance is maintained. In terms
of the committee’s work, its members are obliged to maintain confidentiality. According to the WSF
human recourses policy, academic workers appointed to the committee, are given support in
organizing recruitment (internal and external training and financial support).
Actions required: Similarly to the points 12 and 13, the fulfilment of this criterion received top
assessment, the positive assessment of this aspect was given by 75,6% of the subjects in total. Particular
attention was drawn to the high percentage of persons, who chose the “I don’t know” option. It means,
that it is necessary to implement informational actions to make all the principles and procedures easily
accessible to the WSF employees. The deadline for execution – currently, starting with the year 2016.
15) Transparency (Code), average of the answers given=3.73
The definition of the category in the 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.
The category defined on the basis of the Code in the WSF survey:
WSF informs the candidates about the recruitment process, the selection criteria, the career
development prospects, and the strengths and weaknesses of their applications.
Graphic representation of the answers provided by researchers and teachers of WSF:
The worker’s answers: the “definitely yes” option – 46.2%, the “rather yes” option – 26.9%, the “rather
not” option – 2.6%, the “definitely not” option – 2.6%, the “don’t know” option – 21.8%.
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Philological School of Higher Education in Wrocław, Poland
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Commentary:
According to the WSF Statute and the regulations concerning employing persons at research and didactic
positions at WSF, the candidates are informed about available positions and opportunities
of career development during the recruitment process. Each job offer states clearly the recruitment
rules. When the documentation of the recruitment process is not comprehensive enough, candidates are
given clarification by the Teaching Department or the selection board, indicated by the Senate
or WSF Rector. After the completion of the selection process, candidates are receive feedback
information on the recruitment results. They usually cover both strengths and weaknesses of the
applications, and, if that is the case, the possibility of employment at WSF.
Actions required: The same as in case of point 12, 13, 14.
16) Judging merit (Code), average of the answers given=4.17
The definition of the category in the 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.
The category defined on the basis of the Code in the WSF survey:
In the selection process, WSF performs a complementary evaluation of merits, both quantitatively
and qualitatively, taking into consideration the whole range of experience the candidates gained
during their diversified academic career.
Graphic representation of the answers provided by researchers and teachers of WSF:
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Referring to the above criterion, the employees evaluated the procedures followed at WSF as very good.
Above 80% of the respondents gave a positive answer: 60.3% selected the “definitely yes” option and
21.8% selected the “rather yes” option. Negative opinion in the form of “rather not” option was given
by 3.8% of the respondents, and only 2.60% of them selected the “definitely not” option. The “don’t
know” option was selected by 11.5% respondents.
Commentary:
According to the Employment Regulations for Researchers and Teachers at WSF, the candidate’s scientific
background and experience are subjected to both historic and complementary evaluation. The evaluation
covers academic, didactic and organizational achievements, with special attention paid to the catalog
of actions covered by each of the mentioned criteria and the weight of each of the criteria. When
considering a candidate for employment, the balanced evaluation covers his/her academic merits (the
bibliometric indicator) as well as achievements and experience in other areas of activity, e.g. didactic,
including supervision of dissertations, organization of events, communication of science etc.)
Holistic evaluation of the candidates is one of the priorities during the recruitment procedures at WSF and
that fact is reflected in high rating given by the respondents.
Actions required: As part of an attempt to ensure the highest possible transparency and at the same time
complementary evaluation of candidates, the Employment Regulations (...) will be verified to broaden
and particularize the catalog of competences and qualifications as related to academic, organizational and
didactic activities which should not be overlooked and may influence the general evaluation
of a candidate.
Deadline: December 2016.
17) Variations in the chronological order of researcher CVs (Code), average of the answers given=4.04
The definition of the category in the Code:
Career breaks or variations in the chronological order of CVs should not be penalized, 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.
The category defined on the basis of the Code in the WSF survey:
During the recruitment process, WSF enables the candidates to present evidence reflecting their
accomplishments and qualifications that are of importance at the position offered, regardless of
career breaks and variations in the chronological order of the CV.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Graphic representation of the answers provided by researchers and teachers of WSF:
Answers of the respondents: 58.4% “definitely yes,” 20.8% “rather yes,” 3.9% “rather not,” nobody
selected the “definitely not” option, 16.9% selected the “don’t know” option.
Commentary:
Breaks in academic career due to other activity, especially due to activity related to research works and
projects, are interpreted as broadening the researcher’s professional horizons and making efforts to use
theoretical knowledge in practice, including in cooperation with stakeholders or in the communication
of science. Thus, a multidimensional career path is not only accepted, but also considered an advantage in
the recruitment process and is highly valued, especially in relation to the complementary evaluation
of experience and professional achievements. The School also accepts career breaks due to maternity
leaves, parental leaves, leaves for caring duties, or sick leaves.
Actions required: Maintaining and developing/broadening the current solutions
18) Recognition of mobility experience (Code), average of the answers given=4.31
The definition of the category in the 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.
The category defined on the basis of the Code in the WSF survey:
Any experience related to mobility – geographical, interdisciplinary (change of academic discipline)
or virtual (distance cooperation over electronic networks) – is considered at WSF to be an important
contribution to the researcher’s professional development.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Graphic representation of the answers provided by researchers and teachers of WSF:
Answers of the respondents: 62.8% “definitely yes,” 23.1% “rather yes,” 5.1% “rather not,” nobody
selected the “definitely not” option, 9% selected the “don’t know” option.
Value of mobility, average of the answers given=4.26
The definition of the category in the Charter:
Employers and/or funders must recognize the value of geographical, intersectoral, 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.
The category defined on the basis of the Charter in the WSF survey:
WSF recognizes the value of mobility as an important method for gaining knowledge and supporting
researchers’ professional development; the School also fully recognizes the mobility-related
experiences in the evaluation of employees’ careers.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Graphic representation of the answers provided by researchers and teachers of WSF:
Answers of the respondents: 64.9% – “definitely yes,” 20.8% – “rather yes,” 2.6% – “rather not,”
1.3% – “definitely not,” 10.4% selected the “don’t know” option.
Commentary:
The development of mobility constitutes one of the most important goals in WSF development strategy.
This goal is accomplished inter alia by multidimensional motivating and supporting the efforts of WSF
researchers and academic teachers in geographic, interdisciplinary and virtual mobility. Mobility
experience is considered a crucial contribution to the researcher’s career development. According to the
Human resource policies implemented at WSF, researchers are granted full and complementary support
in the organization and, if applicable, refunding of mobility, especially via the Teaching Office,
International Cooperation Office and the School’s project team, also including external sources – EU,
Norway Grants, Erasmus+ program, national and local funds. The fact that mobility is given priority by the
School is reflected in the survey, in which over 85% of the employees admitted that mobility experience is
treated as an important contribution to the development of the researcher’s professional career.
Compare also part INTERNATIONAL COOPERATION AND MOBILITY.
Actions required: Maintaining and developing/broadening the current solutions.
19) Recognition of qualifications (Code), average of the answers given=4.29
The definition of the category in the Charter:
Employers and/or funders should provide for appropriate assessment and evaluation of the
academic and professional qualifications, 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 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.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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The category defined on the basis of the Charter in the WSF survey:
WSF provides appropriate assessment and evaluation of the academic and professional
qualifications, including non-formal qualifications, in particular as related to international and
professional mobility.
Graphic representation of the answers provided by researchers and teachers of WSF:
62.3% of the respondents selected the “definitely yes” option and 24.7% selected the “rather yes”
option. The “rather not” option was selected by 2.6% of the respondents, and the “definitely not”
option was not selected. 10.4% of the respondents selected the “don’t know” option.
Commentary:
Qualifications are recognized at the School according to European and national law, inter alia:
Act on Higher Education, Act on Academic Degrees and the Academic Title, and Degrees and Title in the
Field of Art, MNiSW Regulation on the criteria for the evaluation of the scientific background of
a candidate for the academic title of doctor habilitatus, MNiSW Regulation on the on the conditions and
modalities for the procedures in doctor, doctor habilitatus and professor degree, documents of the
International Exchange Department at MNiSW – http://www.nauka.gov.pl/uznawanie-wyksztalcenia/dla-
uczelni.html; http://www.nauka.gov.pl/uznawanie-kwalifikacji-zawodowych/ as well as WSF internal
regulations, among others: the School’s Statute, Employment Regulations for Researchers and Teachers
at WSF. Diligent analysis of qualifications, including geographical, interdisciplinary, professional and virtual
mobility, is performed by an appointed competition committee. Moreover, as far as the legal aspects
of qualification recognition are concerned, the committee is supported by appointed employees from the
Teaching Office, International Office and the School’s development project team.
Actions required: Maintaining and developing/broadening the current solutions.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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20) Seniority (Code), average of the answers given=4.48
The definition of the category in the 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 lifelong professional development should also be recognized.
The category defined on the basis of the Code in the WSF survey:
WSF describes the level of basic qualifications that satisfy the requirements for a given position and
evaluates the candidate’s qualifications based on his\her full career path.
Graphic representation of the answers provided by researchers and teachers of WSF:
67.1% of the respondents selected the “definitely yes” option and 24.1% selected the “rather yes”
option. The “rather not” option was selected by 3.8% of the respondents, and the “definitely not”
option was not selected. 5.1% of the respondents selected the “don’t know” option.
Commentary:
The competition committee, which is responsible for the recruitment process and the evaluation
of the candidate’s competences, qualifications and experience, provides a complementary evaluation of
the candidate’s academic background, giving consideration to each stage in the researcher’s career path
and to the precisely stated qualifications required for a particular position (compare points 16, 17, 18).
The implementation of these procedures is confirmed by a very high result in the survey, in which a total
of 91.2% respondents pointed to the fact that the School meets this criterion of the Code.
Actions required: Maintaining and developing/broadening the current solutions.
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The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 46 of 72
21) Postdoctoral appointments (Code), average of the answers given=3.73
The definition of the category in the 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.
The category defined on the basis of the Code in the WSF survey:
WSF has clear rules regarding the recruitment and appointment of postdoctoral researchers,
including the responsibilities and the maximum duration.
Graphic representation of the answers provided by researchers and teachers of WSF:
49.4% of the respondents selected the “definitely yes” option and 21.5% selected the “rather yes”
option. The “rather not” option was selected by 2.5% of the respondents, and the “definitely not”
option was not selected. 20.3% of the respondents selected the “don’t know” option.
Commentary:
At WSF, the rules regarding the recruitment and appointment of postdoctoral researchers are
provided in the School’s Statute. The transparent regulations are related inter alia to the
responsibilities and the maximum duration. In accordance with the national and internal regulations,
the School appoints postdoctoral researchers to the positions of:
a) Assistant Professor;
b) Associate professor or visiting professor, if the candidate has significant and creative achievements
in academic, professional or artistic career, proven by publications, and has a positive opinion issued
by the Senate;
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The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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c) Associate professor or visiting professor, if the candidate has a doctoral degree awarded in Poland
or abroad and has independently supervised a research team abroad for at least five years and have
a significant academic background.
The Act on Higher Education and the Statute of WSF define a maximum duration for an Assistant
Professor, for a person that does not have a doctor habilitatus degree, to be up to 8 years. During the
term of the contract the School offers, motivates and supports postdoctoral employees to undertake
activities aimed at professional development of the researcher and obtaining the doctor habilitatus
degree.
Actions required: Despite a very high percentage of respondents who selected positive options (a total of
“definitely yes” and “rather yes” = 70.90%), attention must be paid to the high percentage of those who
declared “don’t know”). This fact means a challenge for the School and the need to inform postdoctoral
researchers more effectively about employment opportunities at WSF and about the professional
development opportunities for a research career in the context of long-term career prospects.
Deadline – ongoing, starting year 2016.
22) Recognition of the profession, average of the answers given=4.68
The definition of the category in the Charter:
All researchers engaged in a research career should be recognised 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).
The category defined on the basis of the Charter in the WSF survey:
All researchers employed at WSF are recognized as professionals at each stage of their academic
careers and are treated accordingly since the beginning of their careers.
Graphic representation of the answers provided by researchers and teachers of WSF:
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Referring to the above criterion, the employees evaluated the procedures followed at WSF as very good.
Above 90% of the respondents gave a positive answer: 79.5% selected the “definitely yes” option and
14.1% selected the “rather yes” option. Negative opinion in the form of the “rather not” option was given
by 3.8%, and nobody selected the “definitely not” option. The “don’t know” option was selected only
by 2.6% respondents.
Commentary:
By implementing consistent employment policies, and by implementing a support system for the research
and teaching staff, the School motivates and supports all employees at all stages of their professional
careers, starting with the participants of the doctoral program at WSF. Researchers employed at WSF are
considered professionals and outstanding specialists in the academic disciplines they represent, and
as contributors to the European and global academic community. The researchers are given extensive
administrative and organizational support in planning, implementation and, if applicable, funding of the
grants, research projects etc. In the cases when research works are carried out in cooperation with
centers from abroad, administrative and legal support is granted by the International Office.
Actions required: Maintaining and developing/broadening the current solutions.
23) Research environment, average of the answers given=4.49
The definition of the category in the Charter:
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 program.
The category defined on the basis of the Charter in the WSF survey:
WSF creates a stimulating research and research training environment, ensures appropriate
equipment, facilities and opportunities, including for maintaining contacts and remote collaboration
over research networks.
Graphic representation of the answers provided by researchers and teachers of WSF:
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The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Answers from respondents: 68.4% – “definitely yes,” 21.5% – “rather yes,” 5.1% – “rather not,” 1.3%
– “definitely not,” 3.8% selected the “don’t know” option.
Commentary:
WSF is consequent about pursuing the goal of constant raising the standards and the quality of the
projects and of the research carried out at the School. Researchers are given extensive support by being
offered supervision from higher rank researchers on the one hand and complementary administrative
and organizational help on the other hand.
Creating optimal research conditions and a stimulating research environment is carried out inter alia by:
a) developing the research infrastructure, especially by extending the library collection and access
options to specialized online databases, libraries, journals etc;
b) providing professional and extensive support related to research training and the management
of research and development projects;
c) providing support related to starting cooperation, also international cooperation, partnerships,
research teams and research consortiums;
d) acquiring funds from external sources and carrying out of development and investment projects,
including projects co-financed from UE funds, which support the development of research
infrastructure;
e) aiding the organization of meetings, working visits by research teams, workshops etc. by offering
organizational support and the premises;
f) supporting continuous professional development of researchers and stimulating them to develop
their research potential, also under the supervision of experienced researchers – employees
of the School.
Actions required: Maintaining and developing/broadening the current solutions.
24) Working conditions, average of the answers given=4.58
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
WSF provides flexible working conditions for researchers including for disabled researchers in order
to support their professional careers, in accordance with the binding rules and regulations.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 78.5% – “definitely yes,” 13.9% – “rather yes,” 1.3% – “rather not,”
nobody selected the “definitely not” option, 6.3% selected the “don’t know” option.
Commentary:
Concerned about obtaining best research and teaching results, as well as about motivating researchers
to undertake such research and teaching efforts, WSF provides its employees with comfortable working
and employment conditions. Research and teaching staff carry out their duties as part of the agreed
workload, regulated by the provisions in the Statute of the School and in employment contracts. Due to
the research carried out at the School, WSF follows flexible working time, inter alia by lowering the
teaching workload. Moreover, as the School is rather small-scale and hence offers the researchers
a possibility to frequently consult their problems and discuss the needs regarding their duties, the
School adopts flexible and individually agreed solutions, e.g. planning timetables, absence dates,
conferences, trainings, or assigning additional research duties in the light of their actual workload,
etc. The highly efficient and effective internal communication electronic system and other ICT solutions
used to organize the School’s functioning greatly enhance the organization and communication
between WSF employees, inter alia by allowing remote work as part of official duties. Knowing its
employees and their needs, the School cares for such organization of work, which does not collide with
the employees’ private and family life.
Actions required: Maintaining and developing/broadening the current solutions.
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Philological School of Higher Education in Wrocław, Poland
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25) Stability and permanence of employment, average of the answers given=4.10
The definition of the category in the Charter:
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 Council Directive on permanent employment.
The category defined on the basis of the Charter in the WSF survey:
WSF ensures the stability of employment conditions for researchers, including researchers on fixed-
term contracts, assuring the same development conditions and access to resources and possibilities
related thereto, as in the case of employees on permanent contracts.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 50,6% – “definitely yes,” 27,3% – “rather yes,” 9,1% – “rather not,” 2,6%
– “definitely not”, 6.3% selected the “don’t know” option.
Commentary:
Providing researchers with the best, stable employment conditions is the School’s concern and best
interest. According to Polish law and internal regulations, the School employs teachers and researchers on
the basis of both fixed time and permanent employment contracts. As a rule, contracts are permanent.
Fixed-term contracts can be usually accounted for by conducting research within some fixed time-frame,
or by fixed-term participation in working groups etc. At the same time WSF ensures that both fixed-term
and permanent contract employees are offered the same development conditions and access
to resources and possibilities related thereto. The above fact is one of the most fundamental and strictly
obeyed employment policies at the School. Moreover, when the employee’s a fixed-term contract is
about to expire, the School supports the researcher in planning, undertaking and carrying out of new
research works and projects, using contacts and researcher networks within the discipline, thus creating
a basis for prolonging the contract with the researcher.
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Philological School of Higher Education in Wrocław, Poland
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Actions required: Maintaining and developing/broadening the current solutions.
26) Funding and salaries, average of the answers given=4.14
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
WSF ensures that researchers receive attractive funding and/or salaries according to clear rules, and
also that they receive adequate social security provisions in accordance with existing legislation.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 44,2% – “definitely yes,” 39,0% – “rather yes,” 7,8% – “rather not,” 5,2%
– “definitely not”, 3,9% selected the “don’t know” option.
Commentary:
WSF employs and provides funding and/or salaries to researchers and teachers on the basis of currently
binding UE directives, national legislation and internal documents, especially on the basis of Employment
Regulations and Remuneration Regulations for the employees of Wyższa Szkoła Filologiczna in Wrocław.
The School ensures that remuneration is paid and that all social charges, inter alia social security, parental
leaves, social benefits etc., are regulated properly. Remuneration is adequate and proportional to the
researcher’s legal status, scope of duties, engagement and work results. These conditions are satisfied by
the researchers at each stage of their careers. Moreover, the School motivates and supports its
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45,00%
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researchers in acquiring research grants and thus obtaining additional remuneration funded from
external sources.
It must be stressed that according to the School’s employment policy, WSF cares to pay the highest
possible salaries to its employees. The survey results confirm these efforts: as much as 83.2% of the
respondents have high opinion of remuneration policy at WSF.
Actions required: Maintaining and developing/broadening the current solutions.
27) Gender balance, average of the answers given=4.53
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
WSF implements the equal opportunities policy, including gender balance, at the recruitment stage
and at subsequent career stages, aiming at a representative gender balance at each career stage.
Graphic representation of the answers provided by researchers and teachers of WSF:
72.2% of the respondents answered by selecting the “definitely yes” option and 20.3% selected the
“rather yes” option. The negative options – “rather not” and “definitely not” were selected by a total
of 2.6%of the respondents (1.3% and 1.3%, respectively). 5.1% of the respondents selected the
“don’t know” option.
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Philological School of Higher Education in Wrocław, Poland
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Commentary:
WSF ensures that employees are treated equally and with respect to the gender balance policy at the
stage of both the recruitment process and all subsequent professional career stages, as well as in
respect of the access to perform organizational and administrative functions. Each time during those
processes, the employees are evaluated on the basis of their competences, qualifications, experience
and academic background, which are the key criteria, regardless of gender. 92.5% of the respondents
indicated that the School follows the gender balance policy.
Actions required: Maintaining and developing/broadening the current solutions.
28) Career development, average of the answers given=3.77
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
A specific career development strategy exists for WSF researchers at all stages of their careers and
at all positions.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 38% – “definitely yes,” 32.9% – “rather yes,” 10.10% – “rather not,” 6.3%
– “definitely not,” 12.7% selected the “don’t know” option.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Access to career advice, average of the answers given=4.29
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
WSF provides its researchers at all stages of their careers and regardless of the type of employment
contract with support in the development of their careers.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 53.2% – “definitely yes,” 31.6% – “rather yes,” 10.10% – “rather not,”
1.3% – “definitely not,” 3.8% selected the “don’t know” option.
Commentary:
Career development for academic researchers, teacher-researchers and teachers is precisely defined
in Polish legal regulations: Labor Code, Act on Higher Education, Act on Academic Degrees and the
Academic Title, and Degrees and Title in the Field of Art and in the Statute of WSF. The above regulations
apply in particular to the researcher’s career path and to obtaining academic titles and degrees, to the
possibilities for the employment of researchers, teacher-researchers and teachers at WSF, and to the
maximum employment contract lengths at particular positions. The regulations are equal for both fixed-
term and permanent employment contracts. As part of the human resources policy at WSF, experienced
academic staff (especially heads of research departments and heads to younger researchers) are regularly
supervising young researchers, supporting their planning processes and career development, while
observing legal regulations.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Actions required: According to the UE recommendation included in the European Charter for
Researchers, the School will develop a human resources model strategy of career development for
researchers at each stage of their careers. The document will include a collected and systematized set of
the related legal regulations, the available means for academic support / mentoring in preparing career
plans, the forms of administrative and organizational help in professional career development and the
available forms of career guidance for academic researchers and teachers at WSF. The planned contents
of the document will be moreover supplemented by the results of consultations with the School’s
academic researchers and teachers that represent both young researchers and employees with long and
successful careers.
Implementation period: Preparing and carrying out the consultations: October–December 2016;
preparation of the strategy January–June 2017.
29) Intellectual property rights, average of the answers given=4.59
The definition of the category in the Charter:
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 industrial organizations, as possibly provided for under specific collaboration
agreements or other types of agreement.
The category defined on the basis of the Charter in the WSF survey:
WSF ensures that intellectual property rights, including copyrights, are properly protected, and
provides regulations for potential reaping by researchers the benefits of the exploitation of their
research results.
Graphic representation of the answers provided by researchers and teachers of WSF:
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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77.2% of the respondents answered by selecting the “definitely yes” option and 15.2% selected the
“rather yes” option. The negative options – “rather not” and “definitely not” were selected by a total
of 2.5% of the respondents (nobody selected the “definitely not” option), 5.1% selected the “don’t
know” option).
Commentary:
The WSF Team for the Quality Assurance in Education is the body responsible for the policy of respecting
copyrights, preventing plagiarism and commercialization of research results. The main internal document
that regulates this issue is the Internal Regulation of the Chancellor of WSF in Wrocław on the
introduction of Rules and Regulations for the management of copyrights and the related rights and
industrial property rights as well as the on introduction of the rules for commercialization at WSF, which
have been prepared in accordance with international and national laws, especially with Act on Higher
Education, Act on Industrial Property Rights, Act on Copyrights and Related Rights and with the MNiSW
document titled Reliability in Research and Respecting Intellectual Property (MNiSW, 2012). The School
respects intellectual property rights and expects these rights to be fully respected; the School
considers/evaluates this aspect in relation to both academic research and teaching processes carried
out at WSF.
Actions to be implemented: none.
30) Co-authorship, average of the answers given=4.23
The definition of the category in the Charter:
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 recognized 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).
The category defined on the basis of the Charter in the WSF survey:
WSF follows practices that ensure that researchers, including young researchers have the right to be
recognized as co-authors of academic works and to publish the results of their research
independently from their supervisors.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Graphic representation of the answers provided by researchers and teachers of WSF:
The respondents selected only positive options, a total of 87.1%; (61.5% selected the “definitely yes”
option and 25.6% selected the “rather yes” option). The negative options, i.e. “definitely not” and “rather
not” were not selected. 12.8% of the respondents selected the “don’t know” option.
Commentary:
Researchers employed at WSF are encouraged to get involved in research teams and groups, which aids
building relations and researcher networks, exchanging experiences and multilateral evaluation
of progress in research. In this context, reliable co-authorship is considered especially precious and helpful
in multilateral development of competences, both in regard to the researcher’s knowledge and ethical
attitudes. Due to the above, according to the regulations on respect for intellectual property and human
resources policies binding at WSF, researchers undertaking and carrying out works as co-authors are fully
informed about the rules for recognizing and remunerating their contribution, which is given particular
care in the case of cooperation between young researchers and experienced leaders of research
teams/groups. The above presented survey results confirm that the School boasts a high level of respect
for work and intellectual property in the context of co-authorship.
Actions required: Maintaining and developing/broadening the current solutions.
31) Teaching, average of the answers given=4.19
The definition of the category in the Charter:
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
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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.
The category defined on the basis of the Charter in the WSF survey:
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
is counted as part of their teaching commitment.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 46.7% – “definitely yes,” 36% – “rather yes,” 10.7% – “rather not,”
2.7% – “definitely not,” 4.0% selected the “don’t know” option.
Commentary:
Teaching activities at WSF are carried out on the basis of Polish legal regulations and internal documents,
especially on the basis of the Act on Higher Education, the Act on Academic Degrees and the Academic
Title, and Degrees and Title in the Field of Art and of the Statute of WSF and the Employment Regulations
at WSF. Planning of the teaching process, including the assignment of classes and preparation
of timetables is performed with consideration to the workload of employees who currently perform
research and/or participate in research teams. The planning process is carried out in a way to ensure that
the employees may best organize their work and maximize their research and teaching effectiveness. The
maximum number of teaching hours (the teaching workload) is defined in the School’s Statute, while the
rules of remuneration for teaching are included in the Remuneration Regulations for the employees
of Wyższa Szkoła Filologiczna in Wrocław.
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Human Resources Strategy for Researchers (HRS4R)
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Teaching quality at the School is regularly evaluated, and the primary elements of the evaluation are class
inspections and student surveys. The results are annually presented to and discussed in detail with each
of the teachers by WSF Chancellor or by a representative of the WSF Team for the Quality Assurance in
Education appointed by the Chancellor. The evaluation of researchers and teachers includes the criterion
of engagement and supervision over early stage researchers who just begin their professional
development and careers. All teachers, and especially, although not only younger teachers with limited
professional experience , are offered assistance related to improving their teaching techniques and
methodological preparation, inter alia from experienced experts from the WSF Foreign Language Teacher
Training Center.
Actions required: Apart from maintaining and perfecting the current solutions, it is recommended to
appoint seminar working groups from among the experienced researchers; the goal for the groups
would be to: standardize postgraduate and doctoral seminars, establish a uniform standard for
conducting, documenting and preparing the results of first research works created as part of the
seminars, enable regular and effective consultations between the researchers and as a result to
prepare two catalogs of good practices regarding research and organizational issues related to
teaching seminars, academic tutoring, and promoting first research dissertations written by the
participants of the diploma (1) and doctoral (2) seminars.
32) Complaints/appeals, average of the answers given=3.38
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
WSF established the rules and regulations for dealing with complaints of researchers, including also
conflicts between supervisors and early-stage researchers. The goal of these regulations is to
promote fair and equitable treatment within the institution and improving the overall quality of the
working environment.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 39.0% – “definitely yes,” 22.1% – “rather yes,” 5.2% – “rather not,” 5.2%
– “definitely not,” 28.6% selected the “don’t know” option.
Commentary:
The School’s authorities and academic community undertake efforts at fair and equitable treatment
of the employees within the institution and at the highest quality of the working environment. Wyższa
Szkoła Filologiczna, as a small-scale school with only one faculty, aims at providing the best possible
communication between its employees, offers open approach to settling conflicts and ensures that each
of the employees is granted the possibility to present his/her postulates and arguments, if disputes occur.
Actions required: The survey showed clearly that the solution based on open communication in the case
of conflicts/disputes/complaints is not positively viewed by the employees; moreover, 28.6% of the
“don’t know” option seems to suggest that the employees have insufficient knowledge of the matter or
that at the same time they are not confident about how to present their arguments/attitudes/ demands
in the case of complaints/appeals/conflicts. Therefore, the Rector of WSF will appoint an ombudsman,
who will be selected from among the candidates presented by the Senate and who will be
a reliable and impartial source of help in conflict situations. In the case when the situation reveals general
irregularities in the functioning of the School’s procedures, the ombudsman will address his/her remarks
to the applicable bodies of the School.
Deadline: Starting with academic year 2016/17;
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33) Participation in decision-making bodies, average of the answers given=3.92
The definition of the category in the Charter:
Employers and/or funders of researchers should recognise 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.
The category defined on the basis of the Charter in the WSF survey:
WSF recognizes that researchers are entitled to be represented in the relevant bodies of the School
to promote and protect their individual and collective interests as professionals and to actively
contribute to the workings of the School.
Graphic representation of the answers provided by researchers and teachers of WSF:
51.3% of the respondents answered by selecting the “definitely yes” option and 24.4% selected the
“rather yes” option; “rather not” – 6.4%, “definitely not” – 1.3%. 16.7% of the respondents selected
the “don’t know” option.
Commentary:
The representation of WSF employees in the decision-making bodies of the School is based on Polish legal
regulations – Act on Higher Education – and on the School’s internal regulations. According to WSF
Statute, the collegial bodies of the School include representatives of researchers and teachers, whose
tasks in those bodies is of advisory, consultation, opinion-forming character and who diligently
and independently represent the interests of the researchers and teachers.
Actions required: As in the case of points 12–15.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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34) Relation with supervisors, average of the answers given=3.84
The definition of the category in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
WSF follows the established rules and forms of the relationship between early stage researchers or
participants of the doctoral program and their supervisors and faculty representatives.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers given: 53.2% of the respondents answered by selecting the “definitely yes” option and 19.5%
selected the “rather yes” option; “rather not” – 6.5%, “definitely not” – 0%. 20.8% of the respondents
selected the “don’t know” option.
Commentary:
Regular consultations, as well as the rules, forms of contact and cooperation between early stage
researchers and experienced supervisors are arranged and respected at the School. Consultation
schedules and timetables for the doctoral program are arranged for each current semester of the
academic year. Aware of the importance of the relationship with the supervisor, WSF motivates their
experienced researchers to commit to and diligently perform supervision functions, and at the same time
encourages early stage researchers to take advantage of these relationships and academic contacts.
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Human Resources Strategy for Researchers (HRS4R)
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Actions required: As part of human resources policies at WSF and in relation to the above criterion,
the planned model strategy of career development for WSF researchers (compare point 28) will include
the aspect of the relationship with research supervisors and suggestions about the preferred forms
of organizing and maintaining contacts with supervisors and/or representatives of the faculty, as well as
the rules of the cooperation between researchers in the student-master and master-student relationship.
35) Supervision and managerial duties, average of the answers given =4.22
The definition of the categories in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
Experienced WSF researchers perform various functions as supervisors, mentors, leaders, project
coordinators, or science communicators and handle these tasks to the highest professional
standards, creating constructive and positive relationships with early stage researchers.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers of the respondents: 61.0% of the respondents answered by selecting the “definitely yes” option
and 23.4% selected the “rather yes” option; “rather not” – 2.6%, “definitely not” – 2.6%. 10.4% of the
respondents selected the “don’t know” option.
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Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
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Supervision, average of the answers given=4.01
The definition of the categories in the Charter:
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.
The category defined on the basis of the Charter in the WSF survey:
Supervisors appointed at WSF have expertise and commitment and support research trainees in
areas related to performing their professional duties.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers of the respondents: 53.8% of the respondents answered by selecting the “definitely yes”
option and 24.4% selected the “rather yes” option; “rather not” – 5.1%, “definitely not” – 2.6%.
14.1% of the respondents selected the “don’t know” option.
Commentary:
The expertise and competences of the experienced researchers and teachers at WSF are highly valued
and effectively used in the research and didactic activities undertaken by the School. WSF researchers
with successful careers perform various research-related functions at the School, e.g. as supervisors,
mentors, leaders and project coordinators or science communicators, as well organizational functions,
e.g. heads of the faculty’s research departments. The representatives of the experienced staff also
participate in collegial decision-making bodies of the School, offering their experience to the benefit
of the whole academic community of WSF. In cases when an experienced researcher is engaged
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in organizational activities or performs the above mentioned research-related functions – as a supervisor/
mentor, his/her teaching workload is lowered adequately to his/her commitment, so that on the one
hand best possible work conditions and on the other hand the best quality work results can be ensured.
Actions required: Maintaining and developing/broadening the current solutions.
36) Continuing professional development, average of the answers given=4.50
The definitions of the categories in the Charter:
Researchers at all career stages should seek to continually improve themselves by regularly updating
and expanding their skills and competences. This may be achieved by a variety of means including,
but not restricted to, formal training, workshops, conferences and e-learning.
The category defined on the basis of the Charter in the WSF survey:
WSF supports researchers at any stage of their career in continuous development of skills and
professional competences, inter alia by enabling them to participate in conferences, trainings and
other forms of education, including ICT-based forms.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 64.4% – “definitely yes,” 24.1% – “rather yes,” 8.9% – “rather not,” 1.3%
– “definitely not,” 1.3% selected the “don’t know” option.
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Philological School of Higher Education in Wrocław, Poland
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Access to research training and continuous development, average of the answers given=4.38
The definition of the categories in the European Charter for Researchers:
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 competences. Such measures should be regularly assessed for their accessibility, take-up and
effectiveness in improving competences, skills and employability.
The category defined on the basis of the Charter in the WSF survey:
WSF supports its researchers at any stage of their career, regardless of their contractual situation,
by offering advice and access to measures for the continuing development of skills and
competences.
Graphic representation of the answers provided by researchers and teachers of WSF:
Answers from respondents: 57.7% – “definitely yes,” 29.5% – “rather yes,” 9.0% – “rather not,” 1.3%
– “definitely not,” 2.6% selected the “don’t know” option.
Commentary:
WSF provides its researchers at all stages of their careers and regardless of the type of employment
contract with support in the development of their careers. WSF offers access to and participation
in trainings, seminars and workshops, either those devoted to practical aspects of planning and managing
research projects and the exchange of their experience in this area, or those dedicated
to academic/research/didactic aspects of the discipline/area of their research. The task of the
administration of the School, especially of Teaching Office, International Office and the School’s project
team is to regularly/continuously evaluate and update the available offers of training for employees,
especially to assess the relevance and attractiveness of trainings dedicated to researchers and teachers.
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Each year, the School dedicates financial resources to subsidy the participation of its employees in various
forms of development, and supports research and professional development inter alia by granting
financial support to the participation in conferences, to the preparation of publications, to preparatory
works, e.g. visits and working meetings aimed at establishing contacts and winning research grants,
also in international cooperation.
Actions required: Maintaining and developing/broadening the current solutions.
ACTION PLAN
THE SCOPE AND SCHEDULE FOR WSF HRS4R IMPLEMENTATION ACTIVITIES
According to the planned schedule of CCIT activities, the results of internal documents analysis and of the
survey were prepared in the period between the appointment of the Team and filing the application
to the European Union, i.e. August/September 2016. These results served to prepare gap analysis and
to formulate an action plan that serves full implementation and maintenance of the Charter/Code rules
at WSF starting September 2016. It should be stated that the indicated completion time refers to the
moment of reaching a certain goal (short-term goals, i.e. within 12 months, mid-term goals, i.e. 6-12
months, in the long-term, i.e. above 12 months) and at the same time to the moment when the School
starts functioning – within a certain scope – in accordance with the new procedures in the long-term
perspective.
Action plan
Area Planned action Deadline Person(s)
responsible
Eth
ical
an
d p
rofe
ssio
nal
asp
ects
Dissemination Intensifying the communication and
popularization of the research carried out at the
School, including in cooperation with the
businesses/institutions representing in the
broad sense the socio-economic environment of
the School, with the entities representing the
sector of culture, education and science, and
using a variety of tools offered by information-
communication technologies.
Ongoing, beginning
on 3.10.2016
(short term)
Director-General,
Dean of the Faculty of
Modern Languages
and Literature,
Heads of the
Academic Research
Departments,
Specialist for the
cooperation with
WSF’s socio-
economic
environment
Public engagement
Rec
ruit
men
t
Recruitment (Charter) Implementation of informative activities aimed
at the popularization of the legal documents as
well as the rules and procedures that serve as
the basis for the recruitment and employment
at WSF; systemization of the documents and
issuing guidance on the availability of the
repository of internal documents, inter alia
regarding the regulations on the recruitment
and employment of researchers and teachers at
WSF.
Ongoing, beginning
on 3.10.2016
(short term)
Director-General,
Chancellor, Human
Resources Officer
reporting to the
Chancellor
Recruitment (Code)
Selection (Code)
Transparency (Code)
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 69 of 72
Judging merit
Verification of the Employment Regulations for
WSF researchers and teachers with a view to
broaden and particularize the catalog of
competences and qualifications as related to
academic, organizational and didactic activities
which should not be overlooked in the
recruitment process and may influence the
general evaluation of a candidate.
31.12.2016
(short term)
Director-General,
Chancellor, Human
Resources Officer
reporting to the
Chancellor, Dean of
the Faculty of
Modern Languages
and Literature
Postdoctoral
appointments
Implementation of informative activities aimed
at the popularization of the legal documents as
well as the rules and procedures that serve as
the basis for the recruitment and employment
at WSF and that define the long-time
perspectives for academic career development
of employees with doctoral degree;
systemization of the documents and issuing
guidance on the availability of the repository of
internal documents regarding this area.
Ongoing, beginning
on 3.10. 2016
(short term)
Director-General,
Chancellor, Human
Resources Officer
reporting to the
Chancellor
Wo
rkin
g co
nd
itio
ns
and
so
cial
sec
uri
ty
Career development
Developing a model strategy of professional
career development for WSF researchers at any
stage of their career, with consideration to the
results of consultations carried out in this area
with the representatives of WSF researchers and
teachers; dissemination of the document among
the employees.
Consultations
3.10–31.12.2016
Preparation of the
document
until 30.06.2017
(middle term)
Rector, Chancellor,
Director-General,
Dean of the Faculty of
Modern Languages
and Literature, Heads
of the
Academic Research
Departments
Access to career advice
Teaching
Appointing working groups on postgraduate
seminars; preparing a catalog of good practices
regarding research and organizational issues
related to teaching seminar groups, academic
tutoring and promoting the seminar
participants’ dissertations.
Consultations
3.10–31.12.2016
Preparation of the
documents
until 30.09.2017
(middle term)
Implementation of
the rules until
2.10.2017
(long term)
Dean of the Faculty of
Modern Languages
and Literature,
Deputy Dean of the
Faculty of Modern
Languages and
Literature,
Heads of the
Academic Research
Departments,
Researchers teaching
master’s and doctoral
degree seminars,
recommended by the
Dean of the Faculty of
Modern Languages
and Literature
Appointing working groups on doctoral
seminars; preparing a catalog of good practices
regarding research and organizational issues
related to teaching seminar groups, academic
tutoring and promoting the seminar
participants’ dissertations.
Complaints/appeals
Appointing a “spokesman”/”ombudsman” from
among independent candidates recommended
by the Senate, who will be a reliable and
impartial source of help in conflict situations and
whose tasks will include dealing with
researchers’ complaints and solving conflicts
between researchers.
31.12.2016
(short term)
Rector, Chancellor,
Director-General,
Dean of the Faculty of
Modern Languages
and Literature, Heads
of the Academic
Research
Departments
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 70 of 72
MONITORING OF THE EFFECTS
In accordance with the defined scope of competences of the European Charter for Researchers and Code
Implementation Team at WSF, after completing the internal analysis, and formulating the action plan and
filing the application documents to the European Union in order to acquire the HR Excellence in Research
award, the members of CCIT and supporting persons appointed by the Rector’s approval will have the
duty to coordinate works and supervise the implementation of the corrective actions recommended
in the plan, according to the schedule presented in the table.
As was indicated above, the moment indicated in the table as the time of obtaining the goal, i.e.
developing a solution, should be interpreted as “starting point” for the consistent implementation of the
HRS4R procedures. Therefore, after obtaining the results according to dates established in the action
plan, it is still within CCIT’s competences to:
1) monitor the consistent implementation and following of the solutions;
2) constant verification of the procedures and solutions already functioning at the School, in relation to
all criteria of the Charter and the Code, from the perspective of their validity and adequacy
to changing legal and organizational regulations both in Polish and European areas of higher
education and academic environment;
3) defining the desired current improvement actions and submitting related recommendations to the
appropriate organs of the School.
The reports – covering the data on the progress of both corrective and improvement actions described in
the action plan, as well as on the results of the monitoring and evaluation of the implemented actions and
of the recommended new actions – will be prepared in six-month cycles and presented to the WSF Rector
for approval.
Participation in
decision-making bodies
Implementation of informative activities aimed
at the popularization of the rights and
possibilities for representing the interests of
researchers and teachers in the decision-making
bodies of the School; systemization of the
documents and issuing guidance on the
availability of the repository of internal
documents regarding this area.
Ongoing, beginning
on 3.10. 2016
(short term)
Director-General,
Chancellor, Human
Resources Officer
reporting to the
Chancellor, Dean of
the Faculty of
Modern Languages
and Literature
Relation with
supervisors
Preparing, as part of the model strategy of
career development for researchers at any stage
of their careers, information on the possibilities
and the preferred forms of using and organizing
contacts with supervisors and/or
representatives of the faculty, as well as the
rules of the cooperation between researchers in
the student-master and master-student
relationship.
30.06.2017
(short term)
Rector, Chancellor,
Director-General,
Dean of the Faculty of
Modern Languages
and Literature, Heads
of the Academic
Research
Departments
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 71 of 72
FINAL CONCLUSIONS
Philological School of Higher Education in Wrocław consequently follows Policy and the strategy
of development of WSF till 2025, and aims at creating a stimulating and open academic environment
for its researchers and teachers to work in, among other things by employing an increasing number
of foreign researchers. The School also has as its goal creating and maintaining the highest standards
of research in humanities, especially in linguistics, literature studies and cultural studies. Many awards for
the quality of teaching, the degree of internationalization and research results confirm the effectiveness
of the actions undertaken, procedures followed and solutions implemented in the areas of both
organization of didactic activities and carrying out of research projects and works.
High scores in the survey conducted as part of the preparation of HR Excellence in Research application
confirm that WSF is indeed a good place to work in, and provides its researchers with comfortable
conditions and with perfect base – in terms of human capital and infrastructure – for the development
of their academic careers.
The fact that the School is small-scale and very specialized remains certainly of huge importance here.
Being a one-faculty school, WSF currently employs almost 150 researchers and teachers, who perform
research in six departments. This fact allows very good communication between the employees,
exchange of experience, and support in planning and performing research, including among other things
obtaining research grants. Very high level of internationalization, close contacts with many research
centers in Europe and worldwide as well as joint research undertakings result not only in significant
research achievements but also in the possibilities to learn about the best practices related to the
conditions of research in foreign partner institutions of higher education and to use these practices
at WSF.
The survey results also indicate, however, that despite the small-scale of the School as well as good
communication and direct contact between the School’s authorities and employees and between the
researchers, the area requiring the most active intervention remains the dissemination of information
about WSF regulations, rules and procedures, especially the rules of recruitment for and employment at
research and teaching positions and the information about the possibilities for academic career
development at the School and the researchers’ rights, e.g. those related to the representation of the
employees’ interests in the decision-making bodies of the School. Therefore, the actions aimed at the
popularization of and facilitating the access to the systematized set of documents and regulations
constitute the greatest challenge and at the same time one of the key actions within the intended action
plan.
It is an action that requires systematic and diligent approach, one can assume, however, that performing
it properly as well as consequently implementing the European Charter for Researchers and the Code of
Conduct for the Recruitment of Researchers will result not only in further receiving high grades from the
WSF researchers (as concluded on the basis of the internal analysis), but also in extended knowledge of
the working conditions at WSF and hence will allow the researchers to consciously consider the School an
attractive and reliable employer in both Polish and European academic environment.
The European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers
Human Resources Strategy for Researchers (HRS4R)
Philological School of Higher Education in Wrocław, Poland
Page 72 of 72
ACCEPTANCE
Rector of Philological School of Higher Education in Wrocław, prof. Norbert Morciniec, accepts
the prepared WSF Human Resources Strategy for Researchers (HRS4R) with the Action plan for the
implementation of the European Charter for Researchers and the Code of Conduct for the Recruitment
of Researchers at WSF in Wrocław, Poland.
Prof. Norbert Morciniec
Rector of Philological School of Higher Education
in Wrocław, Poland
Wrocław, 15.09.2016