Qualified and motivated employees are crucial to success and quality in teaching and research. For this reason, Münster University of Applied Sciences seeks to continuously improve its research and working conditions. As als result of various measures Münster University of Applied Sciences received in 2015 as one of the first German universities the "Human Resources Excellence in Research" award. This clearly indicates that Münster University of Applied Sciences commits itself to the principles set out in the "European Charter for Researchers" and the "Code of Conduct for the Recruitment of Researchers". The Münster University of Applied Sciences offers researchers an excellent framework for their research projects, transparent and fair recruitment procedures, a positive and stimulating working environment as well as attractive offers for personal development.

Project Management

The Commission for Research and Transfer assumes the role of the User Committee for the HRS4R process. This commission represents the relevant researcher groups, and is composed of the Vice-President responsible, seven professors, three academic staff members, one member of the group of technical and administrative staff and three students. Important steps and measures are presented and discussed within the commission. This composition ensures that a range of views from many levels are heard and different perspectives are considered. The Steering Committee consists of the President of Münster University of Applied Sciences, the Vice-President for Knowledge Transfer and Partnerships as the user representative as well as supplier representatives from Human Resources. There is also an HRS4R Working Group, comprising three members of staff from Human Resources. The Project Coordinator of the HRS4R process operates in close exchange with those responsible for the measures, organisational units and stakeholders.

Involvement and Participation

Particular attention is paid to the involvement of different researcher groups, stakeholders and organisational units as well as a high degree of need orientation. In addition to the inclusion of the management, we consider these points to be key factors for the successful implementation of the measures and a sustainable cultural development.

The fundament is a monitoring tool - based on the existing Action Plan - in which, e. g. the current status of the measures and other steps are documented. Theme-related discussions with the main persons responsible for the individual measures and organisational units are a valuable source of information in this respect. Different kinds of surveys (individual interviews, survey of points following a workshop, in writing) play an important tool for analysing needs. Another instrument of participation is the presentation and discussion of concepts at workshops and events. Concepts are also developed in close consultation with internal bodies (e.g. Academic Staff Council, Equal Opportunities Officer, Disabilities Officer) and in some cases communicated directly to the researchers concerned at staff meetings.

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