Implementation of the OTMR policy

Open, Transparent and Merit-based Recruitment (OTM-R) is one of the pillars of the European Charter for Researchers and, in particular, of the Code of Conduct for the Recruitment of Researchers, launched in 2005. OTM-R ensures the hiring of teaching and research staff with the best profile for a given job and brings benefits to staff, institutions and, ultimately, to the teaching and research system as a whole. Specifically, OTM-R makes teaching and research careers more attractive, ensures equal opportunities for all candidates and facilitates mobility.

The EC working group on OTM-R prepared a report to provide support to research centers to implement OTM-R practices. This report can serve as a starting point for a review of their HR recruitment policies and procedures. The report contains the principles of what an OTM-R-like system should be and includes a checklist for institutions that serves as a self-assessment tool.

As a result of the internal review carried out by Fundación Progreso y Salud (FPS), in collaboration with professionals, the recruitment and selection procedures have been reviewed and a Guide to the Selection Process has been prepared.

In accordance with OTM-R principles, FPS publishes all its job offers through the dedicated service available on its website. There, you can find information about the open calls launched by Fundación Progreso y Salud to fill various positions, as well as consult and download the required qualifications for each profile sought and the deadlines for submitting applications.

The publication of the calls for selection processes is mandatory pursuant to Articles 70.1, 74.2.b), 77 and 78 of Law 9/2007, of 22 October, of the Administration of the Junta de Andalucía, which establish that the staff in the service of public business agencies, special regime agencies, commercial companies, consortia and foundations within the Andalusian public sector will be selected by public call in official media, based on the principles of equality, merit and ability.

It also appears in the successive budgetary laws of the Andalusian Autonomous Community. In addition, in accordance with the principle of transparency required by the consolidated text of the Law on the Basic Statute of Public Employees and Article 10, -letters j) and k), and Article 18, -Access to active advertising-, of Law 1/2014, of 24 June, from the Public Transparency Law of Andalusia to foundations of the Andalusian public sector will disseminate the public job offers or other similar instruments for managing staff needs and of the processes of selection of personnel through announcements in the Official Gazette of the Junta de Andalucía and the provision of complete information in the electronic offices, portals or websites of the entities and in the portal of the Junta de Andalucía.

Permanent contracts must be published on the website itself, on the portal of the Junta de Andalucía and in the Official Gazette of the Junta de Andalucía (BOJA). For the latter, you have to access through SIBOJA.

Only in cases of temporary recruitment to meet urgent and non-postponable needs and in order to facilitate the necessary diligence and speed of recruitment, will the selection process be publicized through the electronic offices, portals or websites of the entities and on the  the Junta de Andalucía portal (publication in the BOJA is not required).

Additionally, in the case of contracts established under Law 14/2011, of June 1, on Science, Technology and Innovation, this obligation is contained in Article 16: Criteria for the Selection of Research Personnel.

According to paragraph 7 of Joint Instruction 1/2018 of May 30, issued by the Directorate General of Planning and Evaluation and the Directorate General of Budgets, which establishes the general criteria and procedures for the hiring of temporary and permanent staff by entities of the Andalusian public sector, the fundamental aspects that must be contained in the publication of the selection processes are as follows:

1. The main characteristics of the recruitment or recruitments, which must in all cases indicate the job description, the group or category, the type of recruitment, the period in case of temporary recruitment, the remuneration and the preferred/usual place of work.
2. The requirements for applicants. Specifically, in addition to the requirement that candidates come from the Andalusian public sector in the case of hiring personnel from other entities, the announcement will specify the necessary degree qualifications and other functional requirements.
3. The merits to be evaluated. The call will also indicate the merits to be assessed in the selection process, which may include one of the following: education and qualifications, experience as well as the passing theoretical and practical tests in which the skills and capacities required for the position are accredited.
4. Means, locations, and deadline for submitting the application and the documentation that must be provided with it.
5. Description of the selection process and place of publication of the terms and conditions (website of the corresponding entity). In particular, the composition of the selection panel and the appointment of its members.

Fundación Progreso y Salud is committed to the principles of the European Charter for Researchers and the European Commission Code of Conduct for the Incorporation of Researchers. As part of the work included in its ACTION PLAN 2020-2024, it is reviewing its recruitment and selection process.