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HR Excellence in Research
Join IDIBGI
Selection process - OTM-R
Reasons to work at IDIBGI
Scientific Career Path
Training and development
Equality Plan

HR Excellence in Research

On the 31st of March 2015 the Girona Biomedical Research Institute (IDIBGI) received the "HR Excellence in Research Award". This award and its logo reflect the IDIBGI’s commitment to continously improve its human resources policies and practices in line with the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (Charter & Code).

The Charter and Code is addressed to researchers as well as to employers and funders in both the public and private sectors. They are key elements in the European Union's policy to make research an attractive career, which is a vital feature of its strategy to stimulate economic and employment growth.

The Girona Biomedical Research Institute endorsed the Charter and Code in May 2011, and joined the Fourth Cohort of the Institutional Human Resources Strategy Group in 2012, attending the Kick-off meeting of the group project in Brussels. Thereon the IDIBGI started implementing their own Human Resources Strategy for Researchers (HRS4R).

The implementation process of the HRS4R Action Plan is the responsibility of the HRS4R Committee, an internal working group at IDIBGI which implements and follows up the actions, monitors the progress and evaluates the indicators of achievement according to the Plan approved by the EU. The Committee is made up of researchers with different expertise, background and affiliation in order to incorporate their views and opinions in the development of internal HR policies and practices. 

HRS4R Action Plan 2014-2018

During 2014, the IDIBGI carried out an internal gap analysis and completed an action plan for the next 5 years identifying a number of key areas for change and further development. This process was completely open, with the active involvement of an internal Working Group formed by representatives from all IDIBGI professional categories. 

IDIBGI Action Plan 2014-2018  aligned the HR institution strategy with the European Charter and Code principles. This plan was approved by the IDIBGI Board of Trustees on December 11th, 2014 and the by the European Commission on March 2015. 

On 2017 the IDIBGI Working Group updated the action plan after completing a self-assessment (see the Revised Action Plan 2014-2018 of March 2017). At the same time, the recruitment procedures and practices in place at IDIBGI were reviewed according to the European Research Area recruitment policy (OTM-R, Open, Transparent and Merit-based Recruitment of researchers) and the OTM-R Checklist was filled in for the first time. The Interim Assessment was reviewed and approved by the European Commission on October 2017.

HRS4R Action Plan 2020-2023

The HRS4R follows a cyclical approach of review, assessment and continuous progress towards improved quality. Therefore, on 2019, when the Action Plan 2014-2018 concluded, a new gap analysis and Action Plan for 2020-2023 was developed by the HRS4R Working Group. The OTM-R checklist was reviewed as well.

The same methodology of 2014 has been followed to develop the gap analysis with the aim to evaluate and compare the results and propose new actions to improve our human resources policies and practices in line with Charter & Code.

The Action Plan 2020-2023 was sent to the European Commission on November 2020and on October 2021 took place the Site-Visit with the external experts of the European Commission. As a result, the IDIBGI renewed the HR Excellence in Research Award for the next years.

During the Site-Visit we presented the impact of the actions performed in the framework of the HRS4R. After the assessment, the IDIBGI received the Consensus Report of the experts which included some recommendations to improve the HRS4R. The Action Plan 2020-2023 and the GAP Analyses were reviewed according to these recommendations.

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Selection process - OTM-R

The IDIBGI has a selection policy that guarantees open, transparent and merit-based recruitment (OTM-R) for all candidates and all phases of the process.

The IDIBGI obtained the "Human Resources Strategy for Researchers" (HRS4R) seal in 2014, in recognition of the quality of internal policies, aligned with the European Charter for Researchers, and the Code of Conduct for the Recruitment of Researchers, which set out principles to ensure optimal working conditions, development, selection, ethics and professionalism for the institution.

You can find more information about the seal and the marked action plans, HERE.

The stages of IDIBGI selection processes are detailed below:

Phase 1: Posting the job offer and submission of applications

  • All vacancies are posted on our website.
  • As a general rule, offers must be on display for at least 15 days, except in cases where an express selection process is defined.
  • All applications can be sent in using the form on each offer or via e-mail borsadetreball@idibgi.org. Applicants will receive an email confirming that their application has been successfully received, along with IDIBGI data protection information.
  • All CVs and documents are identified with the internal code of the offer and are stored in the IDIBGI system, complying with the control and security measures contemplated in EU regulation GRDP 2016/679 concerning personal data protection, until the deadline for submitting applications ends.

Phase 2: Staff evaluation and selection

  • The Selection Committee for each offer evaluates the applications submitted and determines whether they meet the requirements requested in the offer, which are established on the basis of job description.
  • A list is created with the shortlisted candidates and they are contacted to arrange an interview.
  • The process can include one or two interviews, where technical aspects and aptitudes and competences are evaluated.
  • The selection committee is the body in charge of conducting the interviews according to predefined points with the aim of objectively assessing the degree of performance and suitability of the candidates and resolving any doubts that may arise. In addition, if deemed necessary, other additional selective tests may be performed.
  • Under normal circumstances the interviews will be face-to-face. In the event that it is necessary due to mobility, time or health alert issues, the interviews may be conducted in a virtual format.
  • The interpretation of the evaluation criteria and the degree of adequacy of the candidates falls to the IDIBGI. The committee may declare the offer void if, in its opinion, the candidates do not meet the necessary conditions to gain access to the position.

Phase 3: Appointment

  • The selection process ends with the appointment of the selected person and the publication of the offer resolution on the IDIBGI website. The duration of the process depends on the position to be filled and the characteristics of the process.
  • The HR department contacts the selected candidate and informs them of the outcome of the process. The HR department verifies that the candidate accepts the conditions of the position and, if so, requests the necessary documentation to process the employment contract.
  • The HR department communicates the result of the process to the non-selected candidates by e-mail. Whenever possible, or in the case of an express request, the decision of the committee and the strengths and weaknesses of the candidacies will be argued.
  • The HR department takes the appropriate steps to process the employment affiliation and the employment contract.

Phase 4: Incorporation and reception

  • New hires are received by staff from the IDIBGI HR department and by the promoter.
  • The HR department explains and provides all the necessary documentation for new hires.
  • The promoter of the recruitment is the person responsible for ensuring the correct incorporation of the person into the workplace, the use of facilities and equipment, the presentation of the equipment, and to provide the necessary training for proper professional development.

Phase 5: Evaluation of the selection process

  • Once the selection and incorporation process has been completed, HR evaluates the development of the selection process, in accordance with the principles, recommendations and steps set out in this manual. The evaluation of the candidates consists of the assessment of the degree of performance and the suitability of the candidates for the job, according to the evaluation criteria defined in the job offer. In the same way, the selection process, tests and criteria used are evaluated.
  • People who apply for IDIBGI offers can contact HR at borsadetreball@idibgi.org if they want to ask about the status of the process during the selection process.

Questions, suggestions and feedback

According to the OTM-R principles, if you have any questions, suggestions or feedback / complaints about a IDIBGI selection processes, you can contact the HR department or send a letter addressed to Management, explaining the situation and the reasons for the disagreement.

All requests for feedback, suggestions or questions will be answered.  

At IDIBGI we work continuously to improve the experience of the candidates, we trust that their contributions will help us on the path to excellence.

Diversity and equal employment opportunities

IDIBGI implements an internal policy of equality in the selection processes, working conditions, creation of committees and research methodology. All applications are considered regardless of race, colour, religion, sex, sexual orientation, gender identity, national origin, age, disability or any other aspect other than the requirements stated in the offer that are explicitly required to carry out the job.

Data protection

The Human Resources Department manages the information and documentation sent to us by the candidates.

All information will be treated with due confidentiality and only for the purpose mentioned, and will be made available to the members of the evaluation committee to the extent necessary for the management of the process.

For more information on selection processes at the IDIBGI, refer to the RECRUITMENT MANUAL.

 

Reasons to work at IDIBGI

The Girona Biomedical Research Institute (IDIBGI) is a CERCA research center of the Generalitat de Catalunya whose purpose is to promote, develop, transfer, manage and disseminate biomedical research, scientific and technological knowledge, teaching and training in the areas of life and health sciences, mainly in the Girona area. IDIBGI is currently expanding and showing strong growth nationally and in Europe.

Becoming part of the IDIBGI means finding the opportunity to be part of a professional, qualified and multidisciplinary team.

IDIBGI offers a career path with growth opportunities. If you are a professional, innovative, dynamic person and you are motivated by the world of biomedical research, contact us.

IDIBGI is committed to ethics and professional aspects. For this reason, it has been developed internal policies in this direction and disseminates them to guarantee their application in all the corresponding areas:

More information about our institution here.

Benefits for IDIBGI staff

  • Time flexibility
  • Internal Teleworking Policy
  • Professional development and training
  • Specialized courses and seminars
  • Highly prepared facilities and offices
  • Discount in diapers, wipes and soaking pads (at Hospital dispensers)
  • Discount in the cafeteria (building M1)
  • Discounts at GEIEG
  • Special conditions at La Caixa/Banc Sabadell

Scientific Career Path

The main objectives of the Scientific Career Path at the IDIBGI are:

  • Informing researchers about what the different professional stages are and how to gain access to them in order to further their professional planning and development.
  • Acknowledging professional competencies, investigative experience and results obtained throughout every stage, in addition to any contributions towards the IDIBGI’s mission and objectives.
  • Defining an open, transparent assessment system that is based on professional merit.
  • Improving performance and quality while fostering a culture of ongoing improvements at the IDIBGI.

Research personnel wishing to progress from a scientific career stage to another and personnel with a stable links to the IDIBGI will need to undergo an internal assessment process. In this way, there will be 2 types of assessments based on the achievement of competencies and the requirements defined for each professional stage.

Personnel progression within a scientific career development path

For further information see the document of the Scientific Career Path at IDIBGI.

Description of the professional categories

As established by the European Commission’s four-stage research career model, four professional categories or stages may be distinguished according to the degree of independence achieved over the course of a research career. Each professional category has a series of professional competencies linked to it that may vary according to the work location’s or the research group’s characteristics.

Training and development

At the IDIBGI we encourage and prioritize the continuous training of our professionals.

Our HR and other Research Support departments schedule training and general or specific interest courses for staff to acquire new skills and further their knowledge.

We work transversally to detect, collect and strategically organize all improvements to the skills of the IDIBGI team.

The main objective is to facilitate the achievement of the institution’s goals with the contribution of the entire team, which is a well-trained team with the necessary knowledge to achieve success.

Here you can find the IDIBGI Training plan for the years 2022 and 2023.

 

Teaching

As a biomedical research centre located in the province of Girona, the aim of the IDIBGI is to generate and develop knowledge about important medical issues and to use this knowledge to contribute to the training of health professionals and those in the field of biomedicine. We want to stimulate synergies between entities in the area to promote interaction with research, assistance activity, the business sector and university teaching.

The IDIBGI is a research centre affiliated to the University of Girona (UdG). Part of our senior research team and the Leading Researchers teach at the UdG and other universities and/or centres in Catalonia.

Together with assistance and research, teaching is the third branch of activity at the Doctor Josep Trueta University Hospital of Girona. Each year more than 900 students pass through this centre (undergraduate and post-graduate, mostly in nursing and medicine, although there are students of other disciplines such as dietetics and nutrition, physiotherapy, pharmacy and students on training modules (laboratories, pathological anatomy, radiology, care techniques for nurses, etc.).

Placements and practical study periods


At the IDIBGI we aim to promote, develop, manage and disseminate biomedical and health research among the districts of the province of Girona. This is why the IDIBGI encourages hosting students so that they can complete their training through curricular or extra-curricular practical study periods, and have the option to closely understand biomedical research.
At the same time, the IDIBGI also collaborates by hosting placements in which professionals from other institutions come to our installations to collaborate or complete their research.

If you would like to apply, you can do so via the following questionnaire.

Equality Plan

The Girona Institute of Biomedical Research has an Equality Plan since 2014. In 2018 it was renewed to continue working against gender discrimination and guarantee maximum equality throughout the entire institution.

The Equality Committee periodically monitors the Plan of actions that follows from the Equality Plan, while collecting proposals and debating on aspects relevant to guaranteeing optimal working conditions, access, occupational health, reconciliation with family personal, etc.

Among other lines of action, emphasis is placed on training, sensitization, and awareness, not only for the members of the Equality Committee but on the whole research staff. However, it is important to have tools and protocols planned to prevent, combat and act in the face of possible situations of gender discrimination or violence.

 

Equal opportunities poster [CAT]Equal opportunities leaflet [CAT]Harassment triptych [CAT]Psychological, sexual and other harassment prevention protocol [CAT]

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