South East Technological University (SETU) is committed to cultivating a research environment grounded in academic integrity, inclusivity and international best practice. Our approach is informed by the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers, which outline the standards required to support responsible research conduct, equitable recruitment and the development of sustainable research careers.
Engagement with the HR Strategy for Researchers (HRS4R) provides SETU with a structured mechanism for assessing and strengthening alignment with these principles, ensuring a coherent and continually improving research environment. Institutions demonstrating robust implementation of the Charter & Code are recognised by the European Commission with the HR Excellence in Research Award.
HRS4R at SETU
SETU’s first institutional HRS4R submission reflects the development of a unified research environment across its Waterford and Carlow campuses. This work builds on a strong legacy inherited from the former Waterford Institute of Technology (WIT), which held the HR Excellence in Research Award from 2014 until SETU’s establishment in 2022, having achieved:Initial Award (2014); Interim Assessment (2016) and Award Renewal (2020). This legacy provides a strong platform for SETU’s continued alignment with the Charter & Code. HRS4R is fully integrated within SETU’s strategic frameworks, including Connecting for Impact (2023–2028), Connecting Research to Impact (2025–2028), the Athena Swan Bronze Award (2025), and our institutional commitments to DORA, CoARA and open research.
The HRS4R Process
The HR Strategy for Researchers (HRS4R) provides a formal policy framework through which research-performing institutions demonstrate alignment with the principles of the Charter & Code. Within this framework, SETU undertakes structured evaluation of its policies, systems and research environment, supported by robust consultation with the researcher community and Research Managers and Administrators (RMAs). This analysis informs the development of a formally approved Action Plan, which is implemented through established University governance structures. Annual monitoring and periodic external review by the European Commission provide assurance of SETU’s sustained alignment with the framework.
Governance
HRS4R implementation at SETU is overseen by a senior Monitoring Group, established as a sub-group of the President’s Office and reporting through University executive structures. The Monitoring Group is supported by a cross-institutional Operational Group and coordinated by the HRS4R Lead, ensuring coherent delivery across campuses and alignment with European requirements.
Open, Transparent and Merit-Based Recruitment (OTM-R)
Open, Transparent and Merit-Based Recruitment (OTM-R) is a core component of SETU’s implementation of the European Charter & Code and underpins the University’s commitment to fair, consistent and high-quality recruitment practices. SETU operates a single institution-wide Recruitment and Selection Policy, which has been approved as the University’s formal OTM-R framework and applies to all staff appointments, including research roles.
The Policy ensures that:
- all research positions are openly and transparently advertised, including via EURAXESS;
- selection criteria are clearly defined, role-appropriate and merit-based;
- recruitment panels use structured, evidence-informed assessment processes;
- equality, diversity and inclusion obligations shape all recruitment activity;
- assessment approaches align with SETU’s commitments to responsible research assessment (DORA, CoARA).
To support consistent implementation, all recruitment panel members undertake formal training in fair and inclusive recruitment, unconscious bias, and responsible assessment. SETU also conducts periodic review of recruitment processes to ensure alignment with sectoral and European expectations.
Ongoing developments under the HRS4R Action Plan (2026–2029) include:
- strengthened induction for newly appointed researchers;
- enhanced visibility of appeals and mobility supports;
- further harmonisation of recruitment practice across campuses;
- integration of improved monitoring and reporting mechanisms.
→ SETU Recruitment & Selection Policy (in which the OTM-R policy is embedded).