HR Excellence in Research

1) Development of HR marketing – “The Job of Your Life”, new careers website, job fairs, Atmoskop, #LivingMUNI

• New career website and the “Job of Your Life” campaign launched, featuring authentic employee stories; enhanced communication on social and professional networks and participation in the Brno job fair. More information at Careers | Masaryk University
• Collaboration established with the Atmoskop platform; long-term #LivingMUNI campaign prepared.

2) Restructuring of the career website, candidate database and specialist HR network

• Update of the careers website, implementation of analytics, launch of a CV database – the opportunity to express active interest in employment at MUNI even when no vacancies are advertised
• Regular newsletter for job seekers.
• Active participation in at least specialist events (e.g. MUNI HR Day, HR Business Forum) +; involvement in the national PPRO project (equal pay, career system, performance appraisal, work-life balance). More information here
• MUNI HR Day (more info in Czech)
• HR Business Forum (more info in Czech)
• National PPRO project (more info in Czech)

3) Basic framework for well-being and career development tools

• A conceptual framework for well-being was presented (physical/mental health – psychological counselling, purpose and fulfilment, WLB, financial well-being, career changes); consideration is being given to Healthy Campus certification and strengthening the sabbatical scheme for non-academic staff as well
• Wellbeing Days event held; more info at Wellbeing days | RMU - Poradenské centrum - Psychologové
• A follow-up framework for working with evaluation outcomes and career/psychological counselling has been prepared.

4) Implementation of the new Selection Procedure Regulations (OTMR)

• Selection procedure regulations in accordance with OTMR principles effective from 2023; standardisation of processes and criteria, training of selection committees, integration into Jobs.MU, wider publication of vacancies including on subject-specific and international portals.
• Revision based on practice effective from 1 January 2026 (expansion of positions, knowledge security). More information at Regulations on Competitive Selection Procedures | Masaryk University

5) Development and updating of Jobs.MU

• Integration with Teamio (Jobs.cz) and Times Higher Education; expansion of notifications, e-training and assessment tables; updates for GDPR and knowledge security.
• Preparation for the digitisation of the “CV Bank” project with AI elements (implementation 2026).

6) Mandatory training for selection panel members (e-learning CZ/EN)

• Bilingual e-learning is available for members of selection panels at MU (interview objectives, structure, the STAR method for the behavioural part of the interview, red flags, rules for panel members).

7) Principles and recommendations for postdoc supervision

• Methodological sheet issued, effective from 1 January 2023
• seminar with Czexpats in Science
• the Postdoc Working Group introduced a new position – academic postdoc – the current career system thus allows for both paths – non-academic and academic
• link to PhD Days

8–10) Implementation of the MU career system / University-wide career regulations for academic and research staff (R1–R4) / University-wide career guidance system

• During 2025, a discussion was launched at Masaryk University on the creation of a university-wide framework for the career system, i.e. a set of systemic measures, following on from the career path methodologies and procedures already being developed at individual administrative units. The discussion focused primarily on harmonising approaches and identifying areas that should be addressed centrally.
• As the first part of the career system, a revised job catalogue was published on 1 January 2026, which significantly clarified the activities of MU academic staff. The conditions, requirements and transitions between individual positions were now more clearly defined, representing an important step towards the systematisation of career development.
• In the area of academic staff, the job descriptions for the positions of Lecturer III and Lecturer IV were further revised, thereby expanding the existing structure and providing a more precise distinction between teaching roles based on experience and qualifications. This brought the standardisation of career progression closer to a university-wide level.
• An analytical and discussion phase has therefore taken place, which is a prerequisite for the creation of further components of the university-wide career system, such as the establishment of a strategy for staff development and training, talent management, functional posts, and exit policies.
• The first part of the career system was also published (revision of the job catalogue, clarification of requirements, addition of Lecturer III and IV positions), which significantly supports the creation of a unified career system.
• A network of 13 Career Development Managers was established (active from January 2026). In 2025, a pilot training programme took place (competencies, coaching principles, methodologies + follow-ups); in June 2025, four online workshops were held to prepare the team for 1–2/2026, with services launching from 6/2026; a Guide to Counselling Interviews is being developed.
• More information on Strategy4MUNI (in Czech)

11) Revised Code of Ethics (July 2023)

Result/Status: published. Link: MU Code of Ethics | Masaryk University

12) Implementation of the Code of Ethics in practice (prevention, GEP, counselling)

• New e-course “Social Safety” (CZ/EN) available on the Internal information system of MUNI + communication campaign; 4 video clips from University of Ostrava (prevention of inappropriate behaviour).

13) Updating EVAK in line with CoARA and new teaching criteria

• Revision of methodology (qualitative emphasis in line with CoARA), new teaching evaluation standards, incorporation of feedback from the Ombudsman; preparation for implementation in the MU IS and simplification of phases.
• Launch of the “Employee Evaluation” e-course (CZ/EN) available in IS.
• More information on KompassMUNI project (in Czech)

14) Career development framework for researchers (R1–R4) according to ResearchComp

• Translation of ResearchComp 
• An internal tool for self-assessment of competencies (MS Forms) has been developed, with a pilot phase starting in September 2025 and subsequent implementation.

15) University-wide talent management policy

• Developed as part of the ‘MU Career System Framework’; work of a working group; the document is awaiting feedback/approval.

16) University-wide discussion on talent management + training

• The Talent Management Working Group has mapped out the current situation and key areas (workforce planning, onboarding, development, appraisal, career/succession, remuneration, retention, engagement, culture); workshops have been held with an external consultant
• More info at
  • Internal Portal on education
  • MUNI Employee Portal

17) Setting up the induction and exit processes for new/newly appointed roles

Process embedded in the Adaptation application (checklists for transfers, new hires, management, returns from parental leave); mentor/buddy roles; brochure on the Employee Portal; Welcome Day and other induction activities; sharing of best practice.

18) E-onboarding (On/Offboarding application, exit processes)

The Adaptation application standardises steps, collects data (IDP, questionnaires) and serves as a tool for the Exit policy.

19) Implementation of the Gender Equality Plan (GEP) 2022–2024

• Integration of principles into regulations and strategies; gender-balanced bodies; gender-sensitive language; WLB (flexibility, home working, children’s groups/clubs); fair recruitment (methodologies, e-learning, training for selection panels); education and awareness-raising; expansion of gender data collection (data warehouses); follow-up GEP 2025–2028 implementation launched as part of the KompassMUNI project.
• More information at Gender Equality at MU | Masaryk University

20) Further development of CERPEK / (from 7/2025) Centre for the Development of Pedagogical Competences

• Expansion of the programme (2023: 100 events / 1,400 participants; 2024: 120 events / 1,800 participants); expanded long-term programmes and new formats (e-course “Microskills in People Management” – completion 2026; updated catalogue and Seduo on line courses available).
• Cooperation with the Quality Department, Research Department, Personnel Management Office , Advisory Centre and Ombudsman.
• Focus on teacher development (≈90% of participants); leadership and personal development to be taken over by Personnel Management Office from 2025 (63 training days, 10 programmes, 23 workshops in the second half of 2025).
• More information:
  • Pedagogical Competence Development Centre | MUNI CERPEK
  • Personnel Management Office 

21) IT platform for staff development and training

• Pilot launch from 1/2026 (guaranteed by Personnel Management Office: unified range of events, registration including substitutes, automated communication, integration with internal systems; gradual integration of all providers.

See also

• Internal Portal on education 
• MUNI Employee Portal

General information

International excellence in doctoral studies

• Strong financial support for mobility (2024: 324 compulsory stays abroad; 2025: 391; plus cotutelle + virtual activities); extensive involvement of international external examiners and committee members (2024: 28/30; 2025: 65/40).
• Participation in EDUCII – virtual campus (2025: ~100 educational opportunities) 

Improving success rates and supporting outstanding students

• Awards from the Vice-Rector for Research and Doctoral Studies (2024: 36 graduates and 34 supervisors; award ceremony on 6 November 2025).

Enhancing the competencies of those involved in doctoral studies

• FRESHERS: Skills for Research Careers (including e-learning from 2024; nearly 300 participants in 2025); preparation of the Summer School of Research Skills.
• MUNI PhD Welcome Day (1st year 2023; 2nd year 22 September 2025), MUNI PhD Career Days (annually), To Postdoc Out!, PhD Day; a training system for supervisors currently being developed (in collaboration with the Quality Department and CERPEK).

Science communication

• Science communication course (from 2023, with OVV&M and CERPEK) + module in FRESHERS; online EDUC course ‘Introduction to Science Communication’.
  Result: systematic training of PhD students in science communication.

More information:

• Institute of Computer Science MU | MUNI ICS
• project Open Science II
• project European Open Science Cloud Czech Republic
• project EOSC UNITED

DMP+/Data Stewardship Wizard (DSW MUNI) + connection to INET/ISEP

Institutional DSW MUNI instance with updated templates (including The Czech Science Foundation (GACR), Ministry of education youth and sports), connection to the project register in INET (Economic and Administrative Information System of MUNI) , and ongoing OS support and training.

Synergies between open science and technology transfer (TTC + OS team)

Analysis of options and establishment of coordination principles completed; implementation of recommendations planned in conjunction with EOSC CZ

Integration of ORCID into the MU Information System

Pilot Q1 2025 → finalisation of the process → MU Directive 1/2025 effective from 1 October 2025 and full operation; support at faculties.

National open science initiatives (AKVŠ, CZARMA, EOSC CZ)

Active participation of the MU OS team, coordination and expert input into national positions and recommendations.

International membership and alliances (LIBER, OpenAIRE AMKE, EOSC Association, European Diamond Capacity Hub)

Active membership; membership of arXiv.org terminated following an assessment of benefits; institutional membership of the Open Science Framework under consideration.

Development of a data warehouse + pilot projects for advanced analytics

The data warehouse (DWH) enables the automatic collection of data from multiple different sources and the transformation of this data into data models, which are then used for analytical and reporting purposes. It is suitable for processing large volumes of data, which are available in the form of reports in Power BI. The service is available to MU staff. More information: Datový sklad na MU | IT services at MU

Development of the MU Staff Portal

The staff portal is used for internal communication and serves as a gateway to important information, tools and systems. It brings together key information from the university environment in a clear and organised manner. More information: Employee Portal | IT services at MU

MUNI Day and community events

First edition in May 2023; fourth edition planned for 2026 (sport/culture/education); regular MUNI Run and local (Good) Days and ‘Open Department Days’ (link to reports in Czech).

Reform of the rights protection system – university ombudsman

More information: Protection of rights | Masaryk University