NOMATEN’s Human Resources policy

NOMATEN has the ambition to become a world-class international Centre of Excellence in the field of multifunctional materials for industrial and medical applications.

Scientific excellence is the goal we want to achieve by many ways, such as by supporting:

• endless curiosity and development (scientific and personal),
• mindful leadership based on respect and trust,
• teamwork built on openness and understanding the autonomy of others,
• individuality creating joint projects,
• creating a safe work environment to share and collaborate,
• diversity is a powerful value and source of our innovation,
• honest feedback as a base of true development,
• building our community by understanding the needs and by the system of career development.

As part of NCBJ, NOMATEN CoE is following its implementation of the Human Resources Strategy for Researchers (HRS4R), taking up the 40 principles of the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers.

The HR strategy of NOMATEN CoE is based on these principles in every field of action. The HR strategy is based on not discriminating in any way on the basis of gender, age, ethnic, national or social origin or belief, sexual orientation, language, disability, political opinion, social and economic condition.

The HR policy is based on the highest international standards and best practices of the Advanced Partners. All staff categories (research and administrative) will be recruited through open international competitions to ensure a high share of foreign staff. Targeted support will be offered to foreigners in cross-cultural adaptation and accommodation in Poland. Regular staff evaluation will be implemented to ensure continuous staff development and increasing CoE competitiveness and a staff development programme will be defined to build staff competencies and satisfy CoE operation and development needs.

One essential key for NOMATEN CoE success is to attract and maintain the best talents in all staff categories (research and support). To reach this goal, the Centre of Excellence focuses his HR management strategy on four pillars:

1. attractiveness enhancement by providing:
   
   • outstanding research infrastructures,
   • a stimulating scientific community, with international mobility opportunities,
   • safe and modern working environment,
   • well-being conditions,
2. high standards of recruitment procedures ensuring:
   
   • a precise analysis of the CoE needs,
   • a rigorous and fast searching process,
   • fair and equal selection based on openness, transparency and merit,
3. benevolent evaluation and career management relying on:
   
   • periodic interviews with immediate supervisor and group discussions during “Career Days”,
   • an appraisal based on objective criteria and shared performance indicators,
   • individual career-building strategy,
4. knowledge enhancement focusing on:
   
   • scientific trainings, in adequacy with the CoE research agenda and involving the Advanced Partners,
   • acquisition of technical skills (computing, use of dedicated equipment and software…),
   • acquisition of soft skills (leadership, teamwork, communication…),
   • HR management skills and practice improvement, for research group leaders.

HR policy has to follow the development of NOMATEN CoE and the changes taking place in the environment. HR policy must develop. Our ambition is to be better and not stop at what is currently possible. We can describe our HR management plans for next 5 years as follow: