Career Development Rules for Researchers of NIMH

1.      Introductory provisions

(1)   The National Institute of Mental Health issues these Career Development Rules in accordance with the European Charter for Researchers, the Code for the Recruitment of Researchers, and the Strategy for the Development of Human Resources. The Career Development rules regulate the position of university-educated researchers in employment with the NIMH (including those employees during their relevant university studies) and the conditions and opportunities for career development and career advancement of these employees.

(2)   Career development planning of researchers working at the NIMH is one of the tools of human resources management aimed at the development of the organisation and its sustainable competitiveness. The aim of the Career Development Rules is to support the continuous development of skills and abilities of researchers and to create conditions for it systematically.

(3)   The principles formulated in these Career Development Rules are based on the requirement of equal opportunities and their application must not discriminate (e.g., in terms of gender, age, race, language, origin, nationality, religion or belief, etc.).

 

2.          Qualification grades classification

2.1       Qualification grades

(1)    The proposal for a European Framework for Research Careers, hereinafter "the Framework", links sectoral, national, and institutional approaches to the categorisation of scientific careers and facilitates career planning and education.

(2)   The researchers are at the NIMH classified according to the fulfilment of the prescribed requirements into the qualification grades defined below. The setting of qualification grades considers the possible concurrence of the employee's research activities with the performance of the work of a doctor or clinical psychologist of the Clinic of the NIMH.

 

Qualification grade

Designation

Education requirements

Undergraduate student

R0

student   of a bachelor's or master's degree program at university

First stage Researcher

R1

completed   bachelor's or master's degree program at university (without Ph.D. study or a Ph.D. student)

Recognised Researcher

R2

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

Established Researcher

R3

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

Leading Researcher

R4

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

First stage Researcher + Doctor

R1 + D

completed   bachelor's or master's degree program at university (without Ph.D. study or a Ph.D. student)

First stage Researcher + Psychologist

R1 + P

completed   bachelor's or master's degree program at university (without Ph.D. study or a Ph.D. student)

Recognised Researcher + Doctor

R2 + D

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

Recognised Researcher + Psychologist

R2 + P

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

Established Researcher + Doctor

R3 + D

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

Established Researcher + Psychologist

R3 + P

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

Leading Researcher + Doctor

R4 + D

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

Leading Researcher + Psychologis

R4 + P

Ph.D.   holder or equivalent (completed university studies in a doctoral study   program)

(3)   Assignment to the qualification grades of new employees is performed by the HR department based on the submitted documents according to the highest achieved education of the employee and in the case of senior employees according to the systematisation of the job position.

(4)   In the case of circumstances worthy a special consideration and after the approval of the Personnel commission, the position of a senior employee (head of the working group or head of the RP) may be also filled by an employee with the education level corresponding to qualification grade R1 (i.e., university degree without completed Ph.D.) in the case of an excellent employee and generally respected professional in the relevant field. The date for completing the relevant education is set and after completing the required education, the employee is reassigned to the appropriate qualification grade.

 

2.2       Change of qualification grade

(1)   A change from qualification grade R0 to R1 and from qualification grade R1 to R2 is requested by an employee or employee's superior at the HR department. The change is proved by submitting the relevant document (diploma) proving the achievement of the relevant level of higher education. The same procedure applies for changes from the lower qualification level to the higher qualification level R1+D/ R1 +P, R2+/R2+P. The documented change in the career grade and the related change in salary classification will be made by the HR Department from the following calendar month.

(2)   In the event of a change in the qualification level due to the extension of employee's activities to the activities of a doctor or clinical psychologist within the Clinic (e.g., from R1 to R1 + D), the HR department makes the change at the same time as the employee's job description is changed with the approval of the relevant superior. A similar procedure is applied when restricting the employee's activities (e.g., from R1 + D to R1).

(3)   In the event that an employee classified in qualification grade R2 (or R2+D or R2+P) receives a grant under which may be assigned to a higher qualification level R3, the researcher's superior requests a change in the qualification grade in the form of an Internal communication to the Personnel commission, while the change of the qualification grade will be made on the day of commencement of the implementation of the relevant project specified in accordance with the grant application in the Internal communication.

 

3.      Remuneration

(1)   Salary remuneration of employees in science and research is at the NIMH regulated by the Internal salary regulation, in which salary grades are for individual qualification grades defined in Chapter no. 3 of these Rules according to Act No. 262/2006 Coll., the Labour Code and Government Regulation no. 341/2017 Coll., on the salary conditions of employees in public services and administration, as amended, according to the most demanding work that the employee manages or performs according to the scope of work.

(2)   According to the period of creditable practice, the employee is also classified within the relevant grade into the salary step in accordance with the provisions of act No. 262/2006 Coll., the Labour Code and Government Regulation no. 341/2017 Coll., on the salaries of employees in public services and administration, as amended.

(3)   In the case of qualification grades for employees with the concurrence of scientific research activities and the activities of a doctor or clinical psychologist of the Clinic of NIMH, the employee is classified into a salary grade corresponding to the activities of a doctor or clinical psychologist according to the achieved level of professional specialisation.

(4)   An employee who achieves exceptionally good work results in the long run or performs a larger range of work tasks than other employees may be granted a personal bonus, up to 50% of the salary rate of the highest salary step in the salary grade in which the employee is classified. An employee who is an excellent, generally recognised professional and performs work classified in the tenth to sixteenth salary grade may be granted a personal bonus of up to 100% of the salary rate of the highest salary step in the salary grade in which the employee is classified.

(5)   Senior employees are entitled to management bonus according to the degree of management and the complexity of leadership work and further according to the conditions of Section 124 of the Labour Code. In the case of qualification grade R3 (head of the working group), the amount of the management bonus may be 5-30 % of the salary rate of the highest salary step in the salary grade in which the senior employee is classified. For qualification grade R4, the amount of the management bonus may be 20-50 % of the salary rate of the highest salary step in the salary grade in which the senior employee is classified.

(6)   The amount of personal bonus and management bonus is proposed by the superior employee based on the described work results, the scope of work tasks and the intensity of managerial work in the form of an Internal communication to the Personnel commission. The proposal is decided in accordance with the Statue of Personnel commission.

(7)   The amount of remuneration for agreements on work performed outside the employment relationship is agreed in the agreement to perform work or in the agreement to complete a job in compliance with the principles defined in Section 110 of the Labour Code.

(8)   Remuneration for successful completion of an extraordinary or particularly important work task may be proposed by the superior employee in the form of an Internal communication to the Personnel commission, remuneration paid from grant funds is proposed by the relevant grant solver in the same manner. The proposal is decided in accordance with the Statute of the Personnel commission.

(9)   In the case of several concurrent employment relationships of the same employee, each of them is assessed separately.

 

4.      Career development and evaluation of employees

(1)   A prerequisite for the career development and professional growth of employees of the NIMH is their systematic effort to increase their own professional competencies and qualifications in the relevant field of work. The obligation for improvement of qualifications to perform the agreed work is generally imposed on employees by Section 230 of the Labour Code.

(2)   NIMH systematically creates preconditions and conditions for professional growth of its employees, especially in accordance with the Human Resources Development Strategy supports and creates conditions for obtaining or completing doctoral studies, professional internships of researchers, including foreign internships, participation in professional conferences and seminars, language training and other similar activities within the framework of professional development according to the operational and financial possibilities of the NIMH and takes care of the high quality of activities implemented with the aim of supporting the professional growth of employees.

(3)   As part of the professional development of researchers, the NIMH also strives for systematic involvement of these employees in solving grant projects and their project teams and provides researchers with professional administrative support in preparing applications and implementing projects within the activities of other departments according to the Organisational rules of NIMH.

(4)   Career development, work performance and achieved work results of an employee of the NIMH are regularly evaluated in the form of a personal interview with the employee's direct superior, at annual intervals, or considering other circumstances in other terms according to Guideline no. S/11/2021.

(5)   A part of the regular internal evaluation of employees is also the creation of a personal development plan and an individual educational plan of employees and the evaluation of their fulfilment.

(6)   The results of the internal evaluation of employees, which is carried out in accordance with defined principles (transparency, proportionality, complexity, objectivity, openness, evidence, and equal access), are considered, inter alia, when deciding on proposals to extend employment contracts and deciding on proposals for salary adjustments.

(7)   An employee whose overall work performance is assessed in the regular annual evaluation as "unsatisfactory" cannot be approved a proposal to extend the employment contract, to increase the salary in the part of personal evaluation or career advancement to a higher management position.

(8)   Consulting and advisory activities in matters of professional and career growth are provided by the direct superior employee, HR department, or mentor within the mentoring program.

 


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