OsloMet Action Plan – The Human Resources Strategy for Researchers (HRS4R)

Action point 1

Action point: Ensure that all researchers and academic staff are familiar with the ethical standards and practices at OsloMet. Find efficient channels of communication.
GAP principle 7: Good practice in research.
Timing: Quarter 2, 2025.
Responsible unit: Pro-Rector for Research and Development, HR Director and Director of Communication.
Indicators/Target(s): Ensure that all researchers are following the research policies as expected by better communication and broader use of fora and channels to reach them.
Current Status: In progress.
Remarks: Since our last award phase, a comprehensive Research Project Guide has been completed and we have strengthened the EU team, but despite having extensive online information on research practice, we need to ensure that everyone is following the research policies as expected and we need to improve communication.

Action point: OsloMet needs to increase the number of academic staff holding a doctorate degree.
GAP principle 13: Recruitment (Code).
Timing: Quarter 1, 2024.
Responsible unit: Director of HR, Pro-Rector for Research and Development, Faculty Directors.
Indicators/Target(s): As OsloMet has a stronger research profile than before, the number of academic staff holding a PhD has increased since last award from 1309 in 2018 to 1747 in 2024, in total an academic staff of 63.44 percent.
Current Status: Completed.
Remarks: In addition, the number of post-docs has increased from 14 in 2018 to 27 in 2024.

Action point: Build services to accommodate to the mobility of researchers and make OsloMet an attractive place for them to develop their careers.
GAP principle 12: Recruitment.
Timing: Quarter 1, 2024.
Responsible unit: Director of HR, Pro-Rector for Research and Development, Faculty Directors.
Indicators/Target(s): A Euraxess Service Center, locally called the Office of OsloMet International Staff Services was established 1 June 2022 as a one-stop shop for all relocation and mobility needs, and is a key selling point in our recruitment strategy.
Current Status: Completed.
Remarks: Dual career services are included in the service offer for the Euraxess Service Center.

Action point: More study programs must be taught in English to attract highly competent researchers and academic staff in our fields from abroad.
GAP principle 24: Working conditions.
Timing: Quarter 3, 2025.
Responsible unit: Rectorate, Faculty Directors, Pro-Rector for Education.
Indicators/Target(s): The number of international master's programs have increased from five to nine, and increased to seven PhD programs, and the number of courses and study programs available in English has increased to 245 from 81 in 2015 upon the initial award.
Current Status: Completed.

Action point: All academic staff to be fully knowledgeable about IPR and follow the OsloMet IPR policy.
GAP principle 31: Intellectual Property Rights.
Timing: Quarter 4, 2025.
Responsible unit: Director of Research and Development, Pro-Rector for Research and Development.
Indicators/Target(s): Need to ensure that all international researchers are following the OsloMet IPR policy which is currently a challenge.
Current Status: In progress.

Action point: Strengthen research leadership through more qualitative use of work plans as a tool. Analyse the use of work plans as an effective tool for human resource planning and balancing different demands and ensure that language requirements are met for teaching and research staff.
GAP principle 3: Professional responsibility.
Timing: Quarter 1, 2025.
Responsible unit: Pro-Rector for Education, Pro-Rector for Research and Development, HR Director.
Indicators/Target(s): An improved work plan is in place and regulated in the OsloMet Employee Handbook. 600 hours will be set aside to complete Norwegian language practice and integrated in the work plan.
Current Status: In progress.
Remarks: New language requirements will likely be adopted, i.e. that all teaching and research personnel must document a B2 level of Norwegian upon appointment or within three years of taking up the position, and that all post-doctoral and PhD candidates must obtain an A2 level of Norwegian in the course of their employment. Integrating the language practise in the work plan will be important to reach the target. The progress will require management follow up.

Action point: A structure for career advice for PhD students, research fellows and academic staff that includes a career development program and advice on options both inside and outside academia.
GAP principle 30: Access to career advice.
Timing: Quarter 3, 2025.
Responsible unit: Pro-Rector for Research and Development, Research and Development Director, HR Director.
Indicators/Target(s): The OsloMet Academy has a portfolio of courses for researchers, but not all the courses are in English. A complete research career guidance program, digital tools and individual career counseling is needed.
Current Status: In progress.
Remarks: New national regulation has new requirements concerning career plans for post-doctoral and PhD candidates. Individual career plans must be prepared to specify the competence the candidate will obtain, and the university is given the responsibility to follow up on the plan and to give the candidate access to career advice.

Action point: Geo-political challenges of the world limits the freedom of research increases the need for stronger security measures to protect both the academic staff and the values of OsloMet.
GAP principle 1: Research freedom.
Timing: Quarter 1, 2026.
Responsible unit: Rectorate, HR Director, Pro-Rector for Research and Development.
Indicators/Target(s): Build a stronger security culture at OsloMet with guidelines protecting both academic freedom, the university values and staff rights.
Current Status: New.
Remarks: With the geo-political challenges of the world, we acknowledge that our employees can be vulnerable based on their research areas, nationality and the international collaborations they are involved with, and we are in the process of building a stronger security culture at the university.