The University initiated the steps to obtain the HRS4R label under the coordination of the Vice-Rector for Scientific Research, Development and Innovation and with the involvement of a Working Group (WG) consisting of seven people, before sending the Endorsement Letter. This team conducted a preliminary GAP analysis and evaluated the organizational characteristics of the University in order to identify potential actors in the HRS4R process.

The Letter of endorsement of the Charter and Code was signed by the Rector of Bucharest University of Economic Studies and submitted to the European Commission. The letter was accepted and the case number 2019RO360942 for HRS4R implementation at OUC was opened.

The Notification of commitment was sent by European Commission in 10 January 2019.

During the WG meetings and in the individual meetings between the WG members and the HRS4R action coordinator, the need to set up a Steering Committee was discussed. The structure of this committee was proposed in such a way as to ensure coordination and communication with all departments within the University, both at research level and at administrative level, taking into account the size of the University, the organizational characteristics and the number of faculties, research centres and departments.

The Steering Committee was appointed by Decision no. 3065/24.07.2019 of the University Rector, at the request of the Head of Research and Innovation Management Division, member of WG. The Vice-Rectors of the University in charge of the following activities are the members of the committee:

  • Vice-Rector for Education
  • Vice-Rector for Liaison with the Social and Business Environment, Cooperation with Students
  • Vice-Rector for Development of the IT Infrastructure and Logistics
  • Vice-Rector for International Relations
  • Vice-Rector for Economic and Financial Management
  • Director of the Council for Doctoral Studies

The members of the committee have the tasks of functional coordination of all administrative departments within BUES, but they are appointed from the teaching and research staff, benefiting from a position that allows both the supervision of the GAP analysis process and the support for the implementation of the administrative measures that involves the HRS4R process.

The stakeholders of the University have been involved in GAP-analysis in two ways: indirectly and directly. The GAP-analysis was carried out by the WG members, under the coordination of the Vice-Rector responsible for Scientific Research, Development and Innovation, in several stages.

Stage 1. Getting the WG members familiar with the contents of the Charter and Code and with the principles set out. At the end of this stage, each WG member was assigned eight principles to focus on in a preliminary GAP-analysis.

From the first stage, as well as during the process, the academic community and the researchers from BUES were informed and involved in the process of obtaining the HRS4R label by detailed presentations organized on the occasion of the Researcher's Day, by the creation and distribution of flyers and posters, by building the site, by the participation in focus groups and other meetings, by the distribution of questionnaires, etc. In addition, the WG has undertaken awareness-raising activities regarding the principles of the Charter and the Code by collegiate meetings with Deans, Vice-Deans, members of the Senate, etc.

Stage 2. The preliminary analysis of the degree of compliance with the principles was carried out by the WG members, who studied the national law, regulations and internal procedures of the University to determine to what extent they comply with the principles of the Charter and Code.

At this stage, an indirect consultation was conducted with the stakeholders of the University regarding the degree of compliance with the principles. This involved taking into consideration by the WG and incorporating in the preliminary analysis of the results of some surveys previously conducted at the University level in relation with the quality management in general, regarding:

  • The level of satisfaction of the employees regarding the working conditions;
  • The opinions of the teaching staff/researchers regarding present and future development of the University, the opinions of the students, the opinions of the Alumni, etc. analysed within BUES Strategy for 2020-2030;
  • The needs and expectations of the researchers from BUES

The direct consultations were carried out by the focus group instrument, through meetings with the different categories of stakeholders in which WG and / or SC members participated.

  • Representatives of the support departments within the University (Human Resources, Social Service, Academic Evaluation Office, Research and Innovation Management Division, Educational Management) attended the WG's regular meetings, who were notified of the University's intention to comply with the Charter and Code principles and the request to propose measures to increase compliance. Proposals made at subsequent meetings were incorporated into the GAP-analysis and Action Plan.
  • The consultation with the doctoral students was carried out in the framework of doctoral seminars, attended by WG members, along with doctoral students and PhD supervisors.
  • Annual meetings of the University management with researchers from each department were organised, during which issues relevant to the GAP-analysis were discussed.
  • The researchers involved in postdoctoral programs participated, together with researchers from the other categories, in events such as Researcher's Day.
  • The suggestions from the BUES Advisory Board were also taken into consideration.

Stage 3. Direct consultation of members of the academic community regarding their opinions about the degree of compliance with the Charter and Code principles through a questionnaire distributed in October 2019. Prior to distributing the questionnaire, WG members discussed with respondents, explained the process and the importance of their responses for calibration of the GAP-analysis and Action Plan.

The questionnaire included a total of 40 questions (one question corresponding to each principle). The questions were preceded by a presentation of the endeavour to be granted the label "Human Resources Excellence in Research" as part of the Europe 2020 Strategy. The respondents chose answers on a scale from 1 (total disagreement) to 5 (total agreement) which included also the variants "I do not know" and "I do not answer". One collected demographic data such as: didactic grade, holding of a management position, department, specialization, age, gender. The respondents had at their disposal a box of comments and suggestions. The questionnaire was distributed in printed format, in Romanian.

In addition, the process of obtaining the HRS4R label was brought to the notice of the University's academic and research staff through presentations at the Researcher's Day, by the distribution of flyers to all departments, as well as by the display of posters in the University.

The results of the preliminary analysis and of the direct and indirect consultations with the academic environment were debated, nuanced, modified, completed in the 17 sessions of the WG, held during the period June 21, 2018 – October 29, 2019:



Opening session of HRS4R process.

Information, setting goals and responsibilities.



Meeting with Alexandru Ioan Cuza University of Iaşi (UAIC) representatives for knowledge transfer.



Organizing activities to analyse the Charter and Code principles.



Analysis of the degree of compliance with the Charter and Code principles based on information from European, national and institutional regulations.

Identification of gaps based on the analysis and information resulting from the direct and indirect consultations with the academic environment.

Proposals for actions to be included in the Action Plan.

Proposals regarding the questions to be included in the questionnaire for consulting the academic community.









Review of questions to be included in the questionnaire.

Elaboration of the final form of the questionnaire.

Proposals, discussions and decision-making regarding data collection from the academic community.







Presentation of the documentation that must be elaborated, establishing the responsibilities regarding the drafting of documents.

Discussion of the first version of the documentation based on the information collected.





Analysis of the degree of completion of documents in June 2019.

Establish the necessary actions to elaborate the final version of the documentation.

·         Data/ information needs from the functional compartments for the elaboration of HRS4R documentation;

·         Correlation of the measures and actions proposed in the documentation;

·         Modifying the questionnaire so as to more accurately reflect the observance of HRS4R principles for BUES

·         Necessity of involving the managers of the functional compartments of BUES in the elaboration of the documentation by organizing periodic meetings and conducting semi-structured interviews.





Working session based on related documents, version 3.

Applying the questionnaire.

Collecting responses.





Incorporating the results of the questionnaire analysis into the final form of the documents.