All of the actions that were supposed to start in 2021 and 2022 as part of the European HRS4R* label have now been launched, with eight of them more than 70% completed and the plan as a whole 45% complete. This is a very encouraging overall result for the pilots and their teams, whose involvement is to be commended, as is that of the members of the monitoring committee.

Among the most advanced actions are the equality plan, the launch of a mentoring program, and the establishment at the beginning of this calendar year of the Ethics Committee and the Université Grenoble Alpes' Development Service Unit. The progress of the many actions carried out by the doctoral college is also noteworthy: Over the last two years, the doctoral college has successively set up internal regulations, revised the doctoral charter to integrate HRS4R requirements, and set up individual monitoring committees from the first year of the thesis. Actions underway are related to the recognition of extracurricular learning, as well as to measures aimed at reducing the insecurity of doctoral students.

Among other important actions, the steering committee initiated a working group to draft the UGA's "OTM-R" policy, i.e. "Open, Transparent and Merit-based" recruitment policy, which is one of the key elements of the HRS4R strategy. The representatives of the Human Resources Departments will work on a common framework document that will be presented at the Social Conference this winter.

Before spring 2023 an internal evaluation will be produced and submitted to the European Commission. It will examine the whole of the initial plan, make changes if necessary, and propose new developments and actions for the years 2023-2026. The "revised action plan" will have to be in line with the themes of the "European

Charter for Researchers" and the "Code of Conduct for the Recruitment of Researchers", namely:

• ethics and professional responsibility
• recruitment and selection
• working conditions
• training and professional development