Recommendation 2005/251 - European Charter for Researchers and on a Code of Conduct for the Recruitment of Researchers - Main contents
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Contents
official title
Commission Recommendation of 11 March 2005 on the European Charter for Researchers and on a Code of Conduct for the Recruitment of Researchers| Legal instrument | Recommendation |
|---|---|
| Number legal act | Recommendation 2005/251 |
| CELEX number i | 32005H0251 |
| Document | 11-03-2005 |
|---|---|
| Publication in Official Journal | 22-03-2005; OJ L 75 p. 67-77 |
| Effect | 11-03-2005; Entry into force Date of document |
| End of validity | 31-12-9999 |
22.3.2005 |
EN |
Official Journal of the European Union |
L 75/67 |
COMMISSION RECOMMENDATION
of 11 March 2005
on the European Charter for Researchers and on a Code of Conduct for the Recruitment of Researchers
(Text with EEA relevance)
(2005/251/EC)
THE COMMISSION OF THE EUROPEAN COMMUNITIES,
Having regard to the Treaty establishing the European Community, and in particular Article 165 thereof,
Whereas
(1) |
The Commission considered it necessary in January 2000 (1) to establish the European Research Area as the linchpin of the Community’s future action in this field with a view to consolidating and giving structure to a European research policy. |
(2) |
The Lisbon European Council set the Community the objective of becoming the most competitive and dynamic knowledge economy in the world by 2010. |
(3) |
The Council has addressed issues related to the profession and the career of researchers within the European Research Area in its Resolution of 10 November 2003 (2) and welcomed in particular the Commission’s intention to work towards the development of a European Researcher’s Charter and a Code of Conduct for the Recruitment of Researchers. |
(4) |
The identified potential shortage of researchers (3), particularly in certain key disciplines, will pose a serious threat to EU’s innovative strength, knowledge capacity and productivity growth in the near future and may hamper the attainment of the Lisbon and Barcelona objectives. Consequently, Europe must dramatically improve its attractiveness to researchers and strengthen the participation of women researchers by helping to create the necessary conditions for more sustainable and appealing careers for them in R&D (4). |
(5) |
Sufficient and well-developed human resources in R&D are the cornerstone of advancement in scientific knowledge, technological progress, enhancing the quality of life, ensuring the welfare of European citizens and contributing to Europe’s competitiveness. |
(6) |
New instruments for the career development of researchers should be introduced and implemented, thus contributing to the improvement of career prospects for researchers in Europe. |
(7) |
Enhanced and more visible career prospects also contribute to the building of a positive public attitude towards the researchers’ profession, and thereby encourage more young people to embark on careers in research. |
(8) |
The ultimate political goal of this recommendation is to contribute to the development of an attractive, open and sustainable European labour market for researchers, where the framework conditions allow for recruiting and retaining high quality researchers in environments conducive to effective performance and productivity. |
(9) |
Member States should endeavour to offer researchers sustainable career development systems at all career stages, regardless of their contractual situation and of the chosen R&D career path, and they should endeavour to ensure that researchers are treated as professionals and as an integral part of the institutions in which they work. |
(10) |
Even though Member States have made considerable efforts to overcome administrative and legal obstacles to geographical and intersectoral mobility, many of these obstacles still remain. |
(11) |
All forms of mobility should be encouraged as part of a comprehensive human resource policy in R&D at national, regional and institutional level. |
(12) |
The value of all forms of mobility needs to be fully recognised in the career appraisal and career advancement systems for researchers, thus guaranteeing that such an experience is conducive to their professional development. |
(13) |
The development of a consistent career... |
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