HRS4R Label
The Human Resources Strategy for Researchers (HRS4R) label, awarded by the European Commission, aims to help research establishments and organisations improve their practices in terms of working conditions, recruitment and ethics, based on the 20 principles of the European Charter for Researchers and the Code of Conduct for Recruitment.
These objectives are fully in line with the policy of IMT, reinforcing the attractiveness and international influence of the establishment, as well as its active participation in the European research area.
With this in mind, IMT has officially embarked on the HRS4R labelling process.
A major asset for the attractiveness of research careers at IMT Technological Universities
This label represents a major asset for the attractiveness of research careers and for the ITM schools, by attracting researchers from all over Europe. It ensures equal treatment between the different schools and facilitates access to European research funding. These objectives are fully in line with the ITM’s policy of supporting research and those involved in it.
IMT's commitments
As part of its process to obtain the HR Excellence in Research label, IMT has completed the initial phase of the HRS4R process, which consisted of conducting a gap analysis (PDF) to assess existing practices within the IMT eight technological universities and general management in relation to the 20 principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. Based on this assessment, a multi-year HRS4R action plan (PDF) was developed to strengthen and structure IMT’s policies and practices in areas such as research ethics and integrity, working conditions, career development, open, transparent, and merit-based recruitment (OTM-R, PDF), and responsible research evaluation.
IMT’s application has now been submitted via the EURAXESS platform. Following this step, IMT will continue the process by implementing the action plan and monitoring its HRS4R strategy through the dedicated governance structure that has been put in place. The next review will be a self-assessment of the implementation of our HRS4R action plan, which must be carried out after two years. This step will precede the external evaluation, which will take place in 2031 and will decide on the eventual renewal of the label.
IMT's multi-year HRS4R action plan
Pillar 1
ETHICS, INTEGRITY, GENDER, AND OPEN SCIENCE
1. Make a MOOC on research integrity available within IMT (building on existing MOOCs) for all researchers and strongly encourage its completion, by supervisors and thesis directors
GAP Principle: Ethics and research integrity
Timing: Q2 – 2028
2. Establish national coordination to guarantee access to a Research Ethics Committee for every IMT researcher
GAP Principle: Ethics and research integrity
Timing: Q2 – 2030
3. Incorporate research-related provisions into IMT’s Code of Ethics and Professional Conduct, to safeguard freedom of research while ensuring respect for commitments entered into with partners, and by promoting the European Parliament Resolution of 17 January 2024 on the freedom of scientific research
GAP Principle: Freedom of scientific research
Timing: Q2 – 2027
4. Strengthen training and support for researchers in Open Science and roll out the Open Science Charter
GAP Principle: Open science
Timing: Q2 – 2029
5. Strengthen research data management within IMT
GAP Principle: Open science
Timing: Q2 – 2030
6. Assess and reduce gender pay gaps and guarantee equal access to staff categories and grades (Gender Equality Action Plan).
GAP Principle: Gender equality
Timing: Q2 – 2032
7. Implement the HVSSD action plan in relation to researchers
GAP Principle: Gender equality
Timing: Q2 – 2032
8. Integrate training on diversity and anti-discrimination into researchers’ career pathways
GAP Principle: Embracing diversity
Timing: Q2 – 2028
9. Increase the recruitment of researchers with disabilities
GAP Principle: Embracing diversity
Timing: Q2 – 2029
10. Improve dissemination and communication of the Guide for Academic Staff and of the Internal Regulations
GAP Principle: The Researcher
Timing: Q2 – 2027
11. Stimulate and support mobility for researchers
GAP Principle: Free circulation of researchers
Timing: Q2 – 2030
12. Adopt a green research charter, inspired by the Marie Skłodowska-Curie Green Charter, consolidating all measures aimed at minimising the environmental impact of research activities
GAP Principle: Sustainability of Research
Timing: Q2 – 2028
13. Develop indicators, integrated into IMT’s information systems, to assess the impact of research projects on the environment, society and the economy
GAP Principle: Sustainability of Research
Timing: Q2 – 2029
Pillar 2
EVALUATION, RECRUITMENT, AND CAREER PROGRESSION OF RESEARCHERS
14. Produce and disseminate a common researcher-assessment form that better reflects all activities carried out by researchers at IMT as well as their career paths
GAP Principles:
- Researchers’ assesment
- Free circulation of researchers et chercheuses
- Valuing diverse research careers
Timing: Q2 – 2030
15. Generalise the systematic review of job advertisements and researchers’ job descriptions published by IMT
GAP Principle: Recruitment
Timing: Q2 – 2030
16. Enhance the attractiveness of job advertisements published by IMT
GAP Principle: Recruitment
Timing: Q2 – 2030
17. Introduce an enhanced, IMT-specific evaluation grid for the recruitment of researchers
GAP Principle: Selection
Timing: Q2 – 2030
18. Produce a bilingual guidance document for external researchers (from academia or industry) serving on academic staff recruitment panels
GAP Principle: Selection
Timing: Q2 – 2029
19. Strengthen personalised support through deans and/or dedicated resources and promote diversified career paths (mobility, entrepreneurship, valorisation of results, etc.)
GAP Principles:
- Career progression
- Free circulation of researchers et chercheuses
- Valuing diverse research careers
- Carrer development and advice
Timing: Q2 – 2032
Pillar 3
WORKING CONDITIONS AND METHODS
20. Implement the Quality of Working Life action plan for researchers, based on the findings of the 2025 staff survey
GAP Principle: Working conditions, funding and salaries
Timing: Q2 – 2029
21. Consolidate the strategic role of managers in researchers’ career paths
GAP Principles:
- Working conditions, funding and salaries
- Researchers’ assesment
- Valuing diverse research careers
- Carrer development and advice
- Continuous professional development
Timing: Q2 – 2029
22. Strengthen support for R1 and R2 researchers, in particular regarding their career orientation
GAP Principles:
- Stability of employment
- Career progression
Timing: Q2 – 2030
23. Reinforce training for researchers on the opportunities and constraints linked to the exploitation of research results and the creation of spin-offs (the French PACTE Law)
GAP Principle: Contractual and legal obligations
Timing: Q2 – 2028
24. Deploy a Business Continuity / Disaster Recovery Plan (Plan de reprise d’activité, PRA) in the event of a cyber-security incident
GAP Principle: Contractual and legal obligations
Timing: Q2 – 2032
25. Strengthen training for researchers in digital security, including data protection, IT crisis management and good practice in maintaining confidentiality
GAP Principle: Contractual and legal obligations
Timing: Q2 – 2030
26. Strengthen training for researchers on the opportunities and constraints relating to Intellectual Property at IMT
GAP Principle: Dissemination and exploitation of results
Timing: Q2 – 2029
Pillar 4
DIVERSE SCIENTIFIC CARREERS
27. Improve, harmonise and enhance the dissemination of training catalogues
GAP Principle: Continuous professional development
Timing: Q2 – 2028
28. Develop a structured mentoring programme for early-career researchers (R1 and R2) at IMT
GAP Principle: Supervision and Mentoring
Timing: Q2 – 2032
29. Systematically integrate doctoral supervision training into researcher development pathways
GAP Principle: Supervision and Mentoring
Timing: Q2 – 2030
The video is in French, click on CC to display English subtitles
Key milestones of the process
Key figures from the consultation
Contacts & Committees
Project Management
- Myriam Mikhael, project manager,
- +33 1 75 31 40 72 – myriam.mikhael@imt.fr
Steering committee
- Yann Busnel, Scientific Director, IMT
- Magali Cesbron, Deputy Human Resources Manager
- Anna da Costa, Deputy Communications Director, IMT
- Marc Delage, Head of Europe and international R&D, IMT
- Olivier Epinette, International Director, IMT
- Vanessa Gancel, Recruitment and HR Development Manager, IMT
- Catherine Hellio, Associate Director , IMT Atlantique
- Myriam Mikhael, HRS4R project manager, IMT
- Samir Ould Ali, General Secretary, IMT
- Alain Schmitt, President, IMT Nord Europe
- Catherine Torricelli, Human Resources Director, IMT
Thematic working groups
- WG1: Ethics, integrity and open science
- WG2: Equality and diversity
- WG3: Researcher assessment, training and career development
- WG4: Recruitment
- WG5: Working conditions
Implementation committee
Presidents of each IMT Technological Universities
IMT’s HRS4R documents
- Gap analysis (PDF)
- Multi-year HRS4R action plan (PDF)
- OTM-R (PDF)
Documents, charters & commitments (in French)
- Council Recommendation of 18 December 2023 – European Charter for Researchers and Code of Conduct for the Recruitment of Researchers
- National Charter for Research Ethics and Professional Conduct (PDF, Hcéres)
- Recommendations for the Investigation of Research Misconduct (PDF)
- IMT Open Science Charter (PDF)
- IMT “CPas1Option” Charter Against Sexist and Sexual Violence
- IMT Action Plan Against Harassment, Sexist and Sexual Violence, and Discrimination (2024–2026) (PDF)
- IMT Erasmus Charter for Higher Education (ECHE) (PDF)
- IMT Gender Equality Plan (2024–2026) (PDF)
- Research Integrity at IMT
- IMT’s Commitment to a Sustainable Future (PDF)
- IMT Strategy 2023–2027
- Disability Action Plan (2026–2029) (PDF)
- Guide for Faculty Members (PDF)
- IMT Internal Regulations (PDF)
