Areas of work

These differences highlight the need for improvement in terms of collaborative work, recognition of of work and staff, and citizen engagement, as well as the importance of constant enrichment between research and teaching.

4 areas of work have therefore been defined in order to meet the community’s needs and reduce the differences :

• Principle of collaborative working – Promoting groups
• Interconnection or mutual enrichment Teaching/Research
• Relationship that the university has with its environment - Citizen university
• Recognition of work and staff

The different working groups that were organized with the academic and administrative community were then permitted to identify desirable actions. These have been presented and discussed during a public conference, before being analyzed and validated in the Steering committee.

27 actions have been identified in total. Each action is listed in one of the four areas of work, indicating what is to be achieved.

Leaders have been identified for each action, and their role has been defined with a statement of purpose, as follows:

• Coordinating implementation at the EPE [Etablissement Public Expérimental] UGA level, adhering to the deliverables and the schedule;
• Setting up and coordinating the working group(s) that are responsible for refining the adaptation of each action in an operational manner, ensuring that they are representative of all the departments
• Feeding back to the Monitoring committee on the state of progress of the implementation of the action.

Monitoring committee

A Monitoring committee consisting of researchers from the initial group project has been set up to ensure the progress of the actions.

Until the first self-evaluation is submitted to the European Commission in April 2023, the members of the Monitoring committee will form the link between the action leaders and the Steering committee. They are responsible for evaluating progress, proposing adjustments and warning of potential difficulties.
Current make-up of the Monitoring committee:

• Elise Belaïdi, Lecturer - HP2 Inserm Laboratory
• Thierry Bontems - CNRS Research Engineer, UMR Pacte - Institute of Political Studies
• Stéphanie Paradis, Post Doctoral Fellow, Hypoxia and Cardiovascular and Respiratory Physiopathologies Laboratory
• Christophe Picard - Lecturer, Grenoble INP - Jean Kuntzmann Laboratory
• Patricia Rigaud, HRS4R Project manager, DRH [Human Resources Management] Grenoble INP

The Plan’s 27 actions and their leaders

AREA 1: Principle of collaborative working - Promoting groups

• 1. Set up an Ethics and Deontology Committee
  Leader: François PAYSANT, Lecturer CERDAP
• 2. Review the Doctoral studies charter and the internal regulations of the Doctoral school, taking ethical factors into account
  Leaders: Denis JONGMANS, Director of the Doctoral school and Nathalie JANIN, Administrative director
• 3. Create an Evaluation Service Department
  Leader: Jérémy PRETET, Director, General Management delegate for "Research, innovation and evaluation"
• 4. Make information on research project funding clear and accessible
  Leader: Jérémy PRETET, Director, General Management delegate for "Research, innovation and evaluation"
• 5. Develop Psycho-social risk prevention
  Leaders: Carole KADA, General Director, delegate for Human Resources (HR), health awareness, quality of working life (QVT) and Cédric BUENERD Director, Social Environment Management (DES) DGDRH
• 6. Propose support, mentoring and reflection workshops to support career development (Leader: in progress)

AREA 2: Interconnection or mutual enrichment Teaching/Research

• 7.1 Propose careers interviews for university lecturers, professors and researchers
  Leader: Christophe RIBUOT Vice-President of "Human Resources" EPE UGA
• 7.2 Specify the roles of individual Monitoring committees from the 1st year of Doctoral studies
  Leaders: Denis JONGMANS, Director of the Doctoral school and Nathalie JANIN, Administrative director
• 8. Ensure that the members of the recruitment committees have the tools and awareness to carry out their job as a recruiter
  Leader: Beatrice CAILLAT-MIOUSSE Director, Competence Development Management (DEVCO) UGA
• 9. Create a website of career paths in research, covering all the aspects of recruitment, working conditions, career progression
  Leader: Sébastien MORA, Development Department Manager HR - DRH Grenoble INP)
• 10. Implement a Guichet Unique [Dedicated Student Information Center] to help with international exchanges
  Leader: Karine SAMUEL, Vice-President "International influence and relations" EPE UGA
• 11. Set up cultural awareness training and English classes for all staff Leader: Nelly GUILBAUD, Deputy Director of Competence Development - DRH UGA
• 12. Promote all the functions of the university lecturers, professors and researchers, particularly their involvement in teaching and group responsibilities
  Leader: Christophe RIBUOT Vice-President of "Human Resources" EPE UGA
• 13. Consolidate HR competences and knowledge on the career pathways of university lecturers, professors and researchers
  Leaders: Catherine DESPLANQUES General Director, deputy delegate for Human Resources (HR), health awareness, quality of working life (QVT) UGA and Nelly GUILBARD DGDRH, Deputy Director of competence development - DRH UGA
• 14. Support the career pathways of university lecturers, professors and researchers and PhD students
  Leader: Nelly GUILBAUD, Deputy Director of Competence Development - DRH UGA

AREA 3: Relationship that the university has with its environment - Citizen university

• 15. Set up an action plan for professional equality
  Leaders: Sophie LOUARGANT VP Gender Equality EPE UGA and Céline TERNON, person in charge of the “Gender Equality” mission Grenoble INP
• 16. Prepare a targeted strategy of “raising awareness” in relation to the scientific results favoring participation and public debate
  Leader: Hervé COURTOIS Vice-President "Research and innovation" EPE UGA
• 17. Publish job offers systematically on Euraxess Jobs
  Leader: Beatrice CAILLAT-MIOUSSE Director, Competence Development Management (DEVCO) UGA
• 18. Set up recommendations allowing for a good work-life balance
  Leader: Cédric BUENERD, Director, Social Environment Management (DES) DGDRH-UGA

AREA 4: Recognition of work and staff

• 19. Create indicators to measure the degree to which diversity of career pathways is taken into account during recruitment
  Leader: Sébastien MORA, Development Department Manager HR - DRH Grenoble INP
• 20. Improve transversality between the different departments that are involved in ensuring and protecting against discrimination and harassment
  Leader: Sophie LOUARGANT, Person in charge of the “Gender Equality” mission UGA
• 21. Encourage the collaborative dynamic in order to create a “Guide for good recruitment practice” and prepare job descriptions.
  Leader: Beatrice CAILLAT-MIOUSSE Director, Competence Development Management (DEVCO) UGA
• 22. Support staff for international and inter-sector mobility
  Leader: Karine SAMUEL, Vice-President "International influence and relations" EPE UGA
• 23. Begin reflecting on the recognition of extracurricular achievements of PhD students
  Leader: Denis JONGMANS, Director of the Doctoral School
• 24. Support and secure the pathways of contract researchers on the options for careers in France and abroad
  Leader: Nelly GUILBAUD, Deputy Director of Competence Development - DRH UGA
• 25. Begin a long-term process to develop pleasant, user-friendly common spaces
  Leader: Karine GUILLOT, Director of programs and property projects, Director of Heritage UGA
• 26. Reduce job insecurity for PhD students
  Leaders: Denis JONGMANS, Director of the Doctoral school and Nathalie JANIN, Administrative director
• 27. Reinforce and ensure good understanding of “non-discrimination” measures
  Leader: Ioannis PARISSIS, Vice-President of Human Resources Grenoble INP