ForewordPreamble

Principles

Guideline 1: Commitment to the general principlesGuideline 2: Professional ethicsGuideline 3: Organisational responsibility of heads of research institutionsGuideline 4: Responsibility of the heads of research work unitsGuideline 5: Dimensions of performance and assessment criteriaGuideline 6: Ombudspersons

Research Process

Guideline 7: Cross-phase quality assuranceGuideline 8: Stakeholders, responsibilities and rolesGuideline 9: Research design

 

Guideline 10: Legal and ethical frameworks, usage rightsGuideline 11: Methods and standardsGuideline 12: DocumentationGuideline 13: Providing public access to research resultsGuideline 14: AuthorshipGuideline 15: Publication mediumGuideline 16: Confidentiality and neutrality of review processes and discussionsGuideline 17: Archiving

Non-Compliance with Good Research Practice, Procedures

Guideline 18: Complainants and respondentsGuideline 19: Procedures in cases of alleged research misconductImplementation of the Guidelines
ForewordPreamblePrinzipienGuideline 1: Commitment to the general principlesGuideline 2: Professional ethicsGuideline 3: Organisational responsibility of heads of research institutionsGuideline 4: Responsibility of the heads of research work unitsGuideline 5: Dimensions of performance and assessment criteriaGuideline 6: OmbudspersonsForschungsprozessGuideline 7: Cross-phase quality assuranceGuideline 8: Stakeholders, responsibilities and rolesGuideline 9: Research designGuideline 10: Legal and ethical frameworks, usage rightsGuideline 11: Methods and standardsGuideline 12: DocumentationGuideline 13: Providing public access to research resultsGuideline 14: AuthorshipGuideline 15: Publication mediumGuideline 16: Confidentiality and neutrality of review processes and discussionsGuideline 17: ArchivingNichtbeachtung guter wissenschaftlicher Praxis, VerfahrenGuideline 18: Complainants and respondentsGuideline 19: Procedures in cases of alleged research misconductImplementation of the Guidelines
Keyword Index
The Code of Conduct
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The following comment refers to this/these guideline(s)

Guideline 3

Organisational responsibility of heads of research institutions

The heads of HEIs and non-HEI research institutions create the basic framework for research. They are responsible for ensuring adherence to and the promotion of good practice, and for appropriate career support for all researchers. The heads of research institutions guarantee the necessary conditions to enable researchers to comply with legal and ethical standards. The basic framework includes clear written policies and procedures for staff selection and development as well as for the support of early career researchers and equal opportunities.

Explanations:

The head of each HEI and non-HEI research institution is responsible for ensuring that an appropriate organisational structure is in place at the in- stitution. He or she makes certain that the tasks of leadership, supervision, quality assurance and conflict management are clearly allocated in accordance with the size of individual research work units and suitably communicated to members and employees.

With regard to staff selection and development, due consideration is given to gender equality and diversity. The relevant processes are transparent and avoid implicit bias as much as possible. Suitable supervisory structures and policies are established for early career researchers. Honest career advice, training opportunities and mentoring are offered to researchers and research support staff.

Diversity, flexibility and permeability

Diversity, flexibility and permeability are well established in many ways and can be further promoted by means of various measures:

  • Employees lacking proficiency in German language skills are supported by means of language courses. There are contact persons for academics who are new to Germany, e.g. at welcome centres.
  • Both analogue and digital infrastructure is accessible to researchers with disabilities.
  • Various career paths are available that offer equal options and are equally well regarded. Phase models or permanent position schemes offering permeability and specialisation options (e.g. in research, teaching, research management) can be helpful here.
  • Higher education institutions and non-HEI research institutions facilitate transition and offer support in critical transition phases.
  • Support is provided for moves between employers, both within the academic system and outside it.
  • Different forms of mobility – regional, international, sectoral, virtual – are appropriately considered.
  • Time off for family reasons is also taken into account and does not hinder career progression.
  • Practical experience is enabled (e.g. through internships) and valued; after all, science and academia benefit from questions and insights drawn from other sectors. Alumni contribute valuable experience.
  • International experience and the intercultural skills it promotes are developed according to subject-specific needs. This provides a broader, enriching perspective that is important for personal development.

See also

Principles of Effective Career Support in Academia (DFG)

The comment belongs to the following categories:

GL3 (General)

Keywords:

equal opportunitiesearly career researchers

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