Human Resources Strategy for Researchers (HRS4R)/ HR Award

Palacký University Olomouc was awarded the HR Excellence in Research Award (HR Award) in the second half of 2021. The European Commission grants the HR Excellence in Research Award (HR Award) to institutions that implement the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers (hereinafter the Charter and Code) in their human resources policies and practices. This process is primarily based on an approved Action Plan / HRS4R.

Ethics and Good Research Practice

A new Code of Ethics and principles of good research practice

The Code of Ethics for Employees and Students of Palacký University Olomouc, which came into force in January 2023, was updated primarily to incorporate the principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, and also to clarify rules that had complicated the decision-making of the University’s Ethics Committee in practice. The new version focuses more clearly on situations related to teaching and creative activity and no longer addresses personal or employment disputes that do not affect these areas. At the same time, it elaborates in much greater detail on issues of abuse of power, abuse of influence, and sexual harassment in relation to students, so that these matters can be addressed in a clearer and more comprehensible way.

Read the interview with the Chancellor of Palacký University Martinem Tomáškem, co-author of the new code: New UP Code of Ethics focuses on work and teaching activities, as well as questions of abuse of power

The Guide to Good Research Practice at Palacký University Olomouc, which builds on the University’s Code of Ethics, sets out the basic principles of high-quality and responsible research and serves as a practical guide for employees and students involved in the creation, proper management and interpretation of research data, as well as in other scholarly activities. Its aim is to promote a culture of integrity, ethical conduct and transparency in research, to prevent misconduct, and to provide guidance in situations that may arise in research practice.

Open and Responsible Research

Over the past year, the University has significantly strengthened its support for open and responsible research. It has built on the adoption of a policy on research data management and revived and updated the website of the Olomouc Open Science Community (OSCO), the first initiative of its kind in the Czech Republic to guide students, researchers and research support staff through the principles of open science. OSCO also organises events such as the OSCO Talks series. At the same time, the University has expanded support for open access publishing by introducing an Open Access Fund, which makes it possible to cover the costs of high-quality open access publishing, including retrospectively through reimbursement.

Recruitment and Selection

At Palacký University Olomouc, the recruitment and selection of new researchers is guided by the principles of Open, Transparent and Merit-based Recruitment. The aim is to ensure that recruitment is open, transparent, and based on an assessment of applicants’ achievements, particularly their experience, competences, and professional potential.

The specific conditions for the recruitment of academic and research staff are set out in detail in the Academic Staff Recruitment Policy of Palacký University Olomouc and the Code of Conduct for the Recruitment of Researchers, which also establish the rules for announcing and conducting selection procedures.

The conditions and rules of the selection process are summarised for applicants in the Guide to the Recruitment Process at Palacký University Olomouc. All currently advertised vacancies are available at https://pracuj.upol.cz/en/.

Fair Working Conditions

Palacký University Olomouc promotes a fair and inclusive environment based on the principles of non-discrimination and equal opportunities. The University applies a zero-tolerance approach to harassment, discrimination, aggression and bullying, and supports a healthy balance between work, study and personal life.

The University has introduced a university-wide ombudsperson service, which strengthens a culture of safety, respect and openness. In February 2026, Jaroslav Šotola became the University’s first ombudsman. The ombudsman provides an independent and confidential space for addressing difficult or sensitive situations and contributes both to conflict prevention and to the development of a fair academic environment. Information on how staff and students can contact the ombudsman, and what matters they can bring forward, is available at www.upol.cz/ombudsman.

The University has also adopted the Declaration on Supporting the Reconciliation of Private and Working Life, which emphasises flexible working arrangements, support for parents and carers, and the further development of employee benefits. In this area, Palacký University Olomouc has been cited by the Government Office as an example of good practice.

All information relating to the Fair University initiative – including a concise visual guide to addressing inappropriate behaviour and the methodology guide How to Use Gender-Sensitive Communication in an Institution – is available at www.upol.cz/ferova/.

Education and Career Development

Career development at Palacký University Olomouc is managed and supported in accordance with the Career Code, which provides a framework for equal opportunities, motivation, and the systematic professional development of University employees. For academic and research staff, it primarily supports the development of teaching, creative and scholarly activities; for other staff, it focuses on the continuous enhancement of qualifications and competences.

An important role is also played by the Career Centre, which offers counselling, coaching and development programmes for students and employees, as well as by the Doctoral SPace platform, which supports doctoral candidates through educational activities, community-building events and expert guidance.

Systematic training for managers in managerial competences also forms part of staff development. This includes, for example, training in induction, recruitment and selection, performance evaluation, and career mentoring, so that managers are well equipped to support the professional growth of their teams.

At the same time, the University provides a wide range of grant opportunities to support research and professional development. These include the UP Endowment Fund, the KaMos return grants intended for researchers returning after a career break, with the aim of facilitating their reintegration into the research environment, and the prestigious Young Researcher Grant Competition, which support early-career researchers up to the age of 37 in establishing new research groups and preparing international projects within the Horizon Europe programme.

• A competitive position in securing research funding from European and national research support programmes.
• Increased attractiveness of the institution when recruiting researchers.
• A long-term commitment to an open, international and transparent working environment.
• Continuous improvement in the quality of human resources management.
• Support for the professional development of researchers.
• Integration into a Europe-wide network of research organisations that have received the HR Award.
• Ongoing updating, standardisation and transparency of HR processes within the European Research Area.