HR Excellence in Research

To enhance our support for researchers in their professional development, we should adapt, test, and refine the template for the annual appraisal talk.

This template should be customized to encompass both teaching and research, better fulfilling the needs of researchers, aligning with BTH's and the department's objectives, as well as its work environment and culture. It should consider perspectives on mobility, collaborations, public engagement, research training, and continuous competence development.

At the same time, we need to secure that all researchers including PhD students have the opportunity for an annual appraisal talk.

The action has been complited:

The new templates for Development Dialogues were published on BTH’s internal website in 2024. Suggestions for improvements are gathered and addressed on an ongoing basis. BTH offer every employee a Development Dialogues on a yearly basis.

Responsible:

Head of the Human Resources Office

BTH already has a strong tradition of mobility and cross‑sectoral collaboration, but aims to further increase the visibility of different types of mobility, including geographical, cross‑sectoral, and interdisciplinary mobility. A communication platform will be developed to share good examples and inspiring experiences from researchers across the organisation.

The action has been complited:

This action has been implemented by BTH through the sharing of stories and experiences from staff members who have participated in international exchanges and other forms of mobility on this websites:

International BTH and International Development Oportunities.

In addition, this action has led to BTH becoming significantly more active in sharing information about its international projects and mobility initiatives on LinkedIn, External link, opens in new window. thereby reaching a broader audience and further increasing awareness and visibility of international collaboration.

Responsible:

Head of the Student Affairs Office

To enhance career guidance for researchers at research level 2 (Postdoctoral Researcher and Associate Senior Lecturer), our plan is to establish a framework for mentorship programs tailored to this group. Initially, we aim to assess mentorship programs available at other higher education institutions for benchmarking purposes. Subsequently, our objective is to design and introduce our own mentorship program, exploring the option of involving external mentors.

Implementation:

This action has been rescheduled but remains a priority for BTH. Preparatory work is ongoing, including discussions on offering mentorship to researchers at R2 level, although a formal decision has not yet been made.

A decision will be made for Heads of Department to identify mentees, and once we have a sufficient number of participants to start the structured programme, it will be launched.

Responsible:

Dean of the Faculty of Computing
Dean of the Faculty of Engineering
 

In Sweden, researchers already have strong rights regarding intellectual property, but BTH aims to clarify and highlight these rights further. This measure includes integrating IPR guidelines more clearly into contract management and making information about internal and external resources, such as the Swedish Patent and Registration Office (PRV), more accessible. Introductory courses for doctoral students and supervisor training will be updated with IPR content. The goal is to provide researchers with consistent and easily accessible support regarding their intellectual property rights.

The action has been implemented:

This action has been implemented by restructuring and updating internal webpages on Intellectual Property Rights (IPR) Opens in new window.. The information is now organised into key areas, including an introduction to IPR for researchers, guidance on IPR in research agreements, and practical applications. The updated webpages provide clear, accessible guidance and examples, supporting researchers in understanding and managing IPR throughout the research process.

Responsible:

Head of the Vice-Chancellor’s Office
 

BTH will ensure that new researchers receive an introduction to the university’s resources and knowledge in research ethics and good research practice. Furthermore, departments are encouraged to integrate ethical discussions in the form of seminars. The goal is to create a stronger and more accessible ethical infrastructure for all researchers.

The action has been implemented:

This action has been further developed through the restructuring and updating of internal webpages on research ethics External link, opens in new window.. The information is now organised into key areas such as good research practice, researcher responsibilities, ethical review, ethical advice, informed consent, and research misconduct. The webpages provide accessible guidance, including references to local ethics experts, training materials, and practical tools, supporting researchers throughout the research process.

Responsible:

Dean of the Faculty of Computing
Dean of the Faculty of Engineering

Develop internal communication strategies focused on promoting and enhancing popular science communication. This will entail collaborative efforts to organise events such as popular scientific talks, science cafes, and similar initiatives.

The action has been implemented:

To further enhance researchers’ ability to reach a broader audience, BTH Library actively contributes by offering support and facilities for popular science presentations and events. By offering the library as a meeting place, natural opportunities are created for science cafés, open lectures, and dialogue with the public. This work is carried out in collaboration between the library, researchers, and other relevant units, with the aim of increasing the visibility of BTH’s research and promoting societal engagement.

Responsible:

Head of the BTH library
 

Provide support in writing popular science texts, i.e. texts aimed at people outside the research community. The support includes e.g. creating templates, making presentation materials, and giving training in communication on social media.

The action has been implemented:

This has been implemented through the development of support materials by the Communications Office to assist researchers in disseminating their research through social media. In addition, the Communications Office at BTH offers personalised support on the first Wednesday of every month by being available for questions in the cafeteria of Building H.

Responsible:

Head of the Communication Office

Develop the contact and counselling services provided by the HR office by creating a dedicated career webpage and establishing a dedicated email address (career@bth.se) to handle inquiries from all interested parties, including international contacts.

Actions from the OTM-R checklist

• Develop a training programme for new Recruitment Committee (RC) members and other employees involved in the recruitment process.
• Enhance visibility by creating films, images, and written content for advertising purposes.

Implementation:

The dedicated email address has been developed and established. The website will be further improved to more clearly explain the wide range of career opportunities at BTH. As this work is ongoing, continued development and refinement of the website content are required.

Training for recruiters has been developed to ensure that all involved possess fundamental knowledge of open, transparent, and merit-based recruitment.

Communication highlighting BTH as an attractive employer offering strong career opportunities will be further expanded.

Responsible:

Head of the Human Resources Office
 

The publishing guidelines for researchers at BTH will be revised to include recommendations emphasising the fundamental principle that all individuals listed as authors of a scientific work must meet the requirements for authorship.

The revised guidelines will be circulated for consultation during the coming week. The consultation period is set to three weeks. The registration office is currently awaiting the completion of other ongoing consultations before initiating this process.

The action has been implemented:

The revised guidelines were finalised following feedback received during the internal review process. They have since been formally approved and implemented.

Responsible:

Head of the BTH Library

Investigate the current departmental guidelines regarding the allocation of research time for researchers, and propose and decide on clarified university‑wide guidelines for the allocation of research time.

The action has been implemented:

In 2024, a decision was taken on overarching principles for workload planning at BTH. These principles aim to provide common guidelines that ensure a good working environment for academic staff and equal working conditions, regardless of where in the organisation they are based.

Responsible:

Head of the Human Resources Office

Compile information on available courses and networking opportunities for R1 and R2 researchers and ensure comprehensive visibility on a shared platform. In addition, proactively explore potential collaborations with other higher education institutions in order to expand the range of available courses and networks.

The action has been implemented:

BTH has explored and established more collaboration opportunities with several universities, including the exchange of doctoral students. R1 researchers from other universities participate in PhD courses offered at BTH, and BTH R1 researchers attend courses at partner institutions. To ensure visibility and accessibility, BTH has developed dedicated webpages presenting available PhD courses, including courses offered at other universities:

- https://www.bth.se/english/research/research-studies/phd-courses Opens in new window.
- https://www.bth.se/english/research/research-studies/phd-courses/phd-courses-at-other-universities Opens in new window.

An internal webpage for all researchers has also been developed to provide information about various courses available to support their competence development. This includes, for example, information on the ResearchComp self-assessment tool: ResearchComp Self-Assessment Tool.

Responsible:

Pro Dean of the Faculty of Computing

BTH applies a structured and systematic approach to gender equality and equal opportunities through two action plans:

• one action plan for BTH as an employer, and
• one action plan for BTH as an education provider

Implementation:

These action plans are actively implemented during the period 2025–2026 and will be updated for the period 2027–2028.

Responsible:

HR Department
Coordinator for Gender Equality and Equal Opportunities

The measure aims to increase clarity and understanding of when and why security screening is required in certain research projects.

Implementation:

By providing researchers with clearer and more transparent information on security clearance requirements, BTH aims to reduce uncertainty, enhance understanding of the applicable requirements, and prevent misunderstandings regarding security clearance processes and their implications for research activities.

Responsible:

Security Coordinator at the University Administration
University Director

Develop an implementation plan for BTH's commitments within the Coalition for Advancing Research Assessment (CoARA).

Implementation:

Develop and adopt a CoARA implementation plan that defines objectives, priorities, responsibilities, timelines, and follow-up mechanisms, with the aim of improving the quality, fairness, transparency, and diversity of research assessment and researcher evaluation across all career stages.

Responsible:

Chair of the Recruitment Committee
Educational Developer

This measure aims to develop a strategy for sustainable and resilient research careers, with a particular focus on preventive measures addressing work environment factors that may affect resilience, well-being, and long-term quality in research careers.

Implementation

The strategy should include preventive actions that promote health, balance, and recovery at all stages of the research career (R1–R4).

Responsible for the measure:

HR Department
in collaborations with the Employee Representatives (Labour Unions)

Building on existing structures for internationalisation, this measure aims to further develop an updated model aligned with BTH’s vision and strategy.

A key objective is to strengthen both physical and virtual mobility as an integrated part of career development for researchers (R2–R4) and teaching staff.

Implementation:

Updated and clearly structured information on international partnerships, collaboration opportunities, and mobility pathways for researchers (R2–R4).

Responsible:

Vice-Rektor for Internationalisation
Head of University Office

This measure aims to strengthen mobility opportunities for early career researchers (R1) through BTH’s participation in the European university alliance BAUHAUS4EU.

The alliance provides a structured framework for collaboration in education and institutional cooperation. Within this context, BTH prioritises supporting early career researchers in developing international perspectives and building professional networks through different forms of mobility.

This includes participation in staff exchanges between partner universities within the alliance, as well as other forms of physical and virtual mobility. Activities are funded through both internal resources and external programmes, such as Erasmus+, providing R1 researchers with opportunities to gain international experience and strengthen their professional development.

Implementation:

Number of researchers (R1–R4) participating in international mobility activities, such as staff exchanges within the BAUHAUS4EU alliance and related funding programmes (e.g. Erasmus+), per year.

Responsible:

International Advisor
EU Project Coordinator (BAUHAUS4EU)

This measure aims to establish clear and effective procedures for reporting secondary employment in accordance with applicable regulations and good research practice.

Secondary employment can contribute positively to collaboration and societal engagement, but requires clear guidelines to avoid conflicts of interest and to ensure compliance with legal and ethical requirements.

Implementation:

Review and, where necessary, update guidelines and procedures for reporting secondary employment.

Responsible for the measure:

Analyst at the University Office
HR Partner

Remote work can provide flexibility and support the development of knowledge and skills, regardless of where the work is performed, while also contributing to a better work–life balance.

At the same time, it requires clear frameworks to ensure compliance with legal, tax, occupational health and safety, and social security regulations. BTH therefore needs to review and develop procedures for situations in which employees work from another country, either within or outside the EU, during their employment.

Implementation:

Review procedures and update information, guidelines, and agreements for remote work abroad.

Responsible:

HR Department
Finance Department

This measure aims to develop a structured onboarding module for new employees and researchers at BTH, while ensuring personal contact and individual support throughout the onboarding process.

A well-functioning onboarding process is essential for early integration, well-being, and a positive start to a research career.

Implementation:

An implemented onboarding module containing structured content and reminders for contact persons.

Responsible:

HR Department

BTH will adapt its recruitment procedures to comply with the requirements of the EU Pay Transparency Directive (from June 2026).

This means, among other things, that recruiting staff will be informed that they may not ask candidates about their current or previous salary, and that candidates must be provided with salary information during the recruitment process.

Other parts of the directive will be followed up and implemented as national legislation and guidance from the Swedish Agency for Government Employers (AGV) become available.

Implementation:

Update the recruitment process and the website with published salary statistics.

Responsible for the measure:

HR Department