====== The GENERA PAM Tool ====== [[pam|{{ wiki:pam_online.png?50|Return to the PAM Tool start}}]]\\ [[pam|{{:wiki:task.png?50|Return to select task }}]] -- [[pam|Find indicators to specify targets and to monitor change]] \\ [[i_select_target|{{:wiki:target1.png?50|Return to select 1st level target }}]] -- [[i_select_target|Address gender imbalances in decision making processes]]\\ [[i_select_target2|{{:wiki:target2.png?50|Return to select 2nd level target }}]] -- [[i_select_target2|Establish a gender fair selection process]] \\ {{:wiki:target3g.png?50:nolink|3rd level target }} -> select third level target ---- [[i_target2_2_1|{{:wiki:target.png?50:nolink|select 3nd level for ERA target 2 }}]] -- [[i_target2_2_1|Composition and gender fairness of selection committees]] [[i_target2_2_2|{{:wiki:target.png?50:nolink|select 3nd level for ERA target 2 }}]] -- [[i_target2_2_2|Gender-fair and transparent selection criteria]] [[i_target2_2_3|{{:wiki:target.png?50:nolink|select 3nd level for ERA target 2 }}]] -- [[i_target2_2_3|Gender-fair and transparent selection procedures]] **INDICATORS** ++++ The following indicators can be relevant to find out if selection processes in your institution are gender fair.| |**Indicator**| **Value** | **Description & Use** |**Source**| |Success rates of male and female applicants to positions|Success rates of male applicants\\ Success rates of female applicants|The share of applicants who got a position after applying. The indicator helps to find out if male and female applicants have the\\ same probability to be successful with their application, irrespective of the number of male and female applicants.\\ \\ The indicator is calculated by dividing the number of women/men recruited by the total number of women/men applying for a position.\\ \\ Success rate = # of successful applications / # of applications\\ \\ Differences in the success rates between men and women applicants may indicate a gender bias in the recruiting process. Therefore the indicator offers a starting point for further investigation and measures for equal career opportunities. However, it does not allow conclusions about the reasons for different success rates of men and women.|EFFORTI D3.3(( Kalpazidou Schmidt, Evanthia; Bührer, Susanne; Schraudner, Martina; Reidl, Sybille; Müller, Jörg; Palmen, Rachel; Haase, Sanne; Graversen, Ebbe Krogh; Holzinger, Florian; Striebing, Clemens; Groó, Dora; Klein, Saskia; Rigler, Dorottya; Høg Utoft, Ea. (2017). EFFORTI – Deliverable 3.3. A Conceptual Evaluation Framework for Promoting Gender Equality in Research and Innovation. A synthesis report https://efforti.eu/sites/default/files/2018-03/EFFORTI%20D3.3%20FINAL%2027032018.pdf ))\\ Science Europe(( Science Europe (2017). Practical Guide to Improving Gender Equality in Research Organizations http://eige.europa.eu/sites/default/files/se_gender_practical-guide.pdf ))| |Success rate of applications for\\ professorships of men and women|Success rate of men\\ Success rate of women|Success rate = successful applicants / all applicants|FESTA(( FESTA – Female Empowerment in Science and Technology Academia: FESTA Toolkit WP3.2. Towards Raising Organizational Awareness http://eige.europa.eu/sites/default/files/festa_toolkit_towards_raising_organizational_awareness.pdf ))| |Researchers hired informally (without formal recruitment process, e.g. by being\\ member in a network, a colleague,…)|Number by sex\\ Proportion %%(%)%% by sex| |JR(( Indicators defined or further developed by JOANNEUM RESEARCH ))| |//Indicators to reflect on recruitment processes//|||| |Transparency of recruitment policy\\ (communication or dissemination)|- The recruitment policy is not\\ communicated or disseminated at all\\ - The recruitment policy is irregularly communicated to some staff\\ - The recruitment policy is irregularly communicated to all relevant staff\\ - The recruitment policy is regularly communicated to some staff\\ - The recruitment policy is regularly communicated to all relevant staff| |GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))| |Is the recruitment policy gender\\ sensitive (which takes into account gender equality / equal opportunities for women and men)?|Yes/no/Do not know| |GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))| |Which system of recruitment does\\ the institution use?|- The decision is made by one\\ individual\\ - The decision is made by a panel (2 or more people)\\ - Other (please specify)\\ - Do not know| |GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))| |In case of panels: Is there a policy on\\ gender balance in recruitment panels?|Yes/No/Do not know| |GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))| |Do decision makers (individual, members of recruitment\\ groups/panels) receive training on gender bias?|- Yes, all of them receive training on gender bias\\ - Yes, some of them receive training on gender bias\\ - No, none of them receive training on gender bias\\ - Do not know| |GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))| |Is gender sensitive language used in\\ the recruitment documentation?|- Yes, all documentation has been\\ checked for gender sensitivity\\ - Yes, some documentation has been checked for gender sensitivity\\ - No, documentation has not been checked for gender sensitivity\\ - Do not know| |GENDER-NET(( Loke, Gary; Christoffersen, Ashlee; Dumétier, Vanessa; Toader, Alina (2016). Qualitative indicators on gender equality in research institutions. GENDER-NET Report. http://www.gender-net.eu/IMG/pdf/GENDER-NET_D4-15_Publish_first_joint_monitoring_report_on_gender_equality_indicators_MENESR_ECU_.pdf))| ++++ ++++Checklist for Institutions on Open, Transparent and Merit-based Recruitment of Researchers (OTM-R):| ^**Question**^**Value**^**Description & Use**\\ (Suggested form of measurement /What to evaluated in order to answer the question)^**Source**^ |**OTM-R system**| | | | |Have we published a version of our OTM-R policy online (in the national language and in English)?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we have an internal guide setting out clear OTM-R procedures and practices for all types of positions?|Yes completely/Yes substantially/Yes\\ partially/no|Ensure that is is sent to all staff|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Is everyone involved in the process\\ sufficiently trained in the area of OTM-R?|Yes completely/Yes substantially/Yes\\ partially/no|Existence of training programmes for OTM-R\\ Number of staff following training in OTM-R|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we make (sufficient) use of e-recruitment tools?|Yes completely/Yes substantially/Yes\\ partially/no|Web-based tool for (all) the stages in the recruitment process|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we have a quality control system for OTM-R in place?|Yes completely/Yes substantially/Yes partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Does our current OTM-R policy encourage external candidates to apply?|Yes completely/Yes substantially/Yes\\ partially/no|Trend in the share of applications from outside the institution|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Is our current OTM-R policy in line with policies to attract researchers from abroad?|Yes completely/Yes substantially/Yes\\ partially/no|Trend in the share of applicants from abroad|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Is our current OTM-R policy in line with policies to attract underrepresented groups?|Yes completely/Yes substantially/Yes\\ partially/no|Trend in the share of applicants among underrepresented\\ groups (frequently women)|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Is our current OTM-R policy in line with policies to provide attractive working conditions for researchers?|Yes completely/Yes substantially/Yes\\ partially/no|Trend in share of applicants from outside the institution|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we have means to monitor whether the most suitable researchers apply?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |**Advertising and application phase**| | | | |Do we have clear guidelines or templates (e.g., EURAXESS) for advertising positions?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we make use of EURAXESS to ensure our research vacancies reach a wider audience?|Yes completely/Yes substantially/Yes\\ partially/no|The share of job adverts posted on EURAXESS\\ Trend in the share of applicants recruited from outside the institution/abroad|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we make use of other job advertising tools?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we keep the administrative burden to a minimum for the candidate?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |**Selection and evaluation phase**| | | | |Do we have clear rules governing the appointment of selection committees?|Yes completely/Yes substantially/Yes\\ partially/no|Statistics on the composition of panels|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we have clear rules concerning the composition of selection committees?|Yes completely/Yes substantially/Yes\\ partially/no|Written guidelines|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Are the committees sufficiently gender-balanced?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we have clear guidelines for selection committees which help to judge 'merit' in a way that leads to the best candidate being selected?|Yes completely/Yes substantially/Yes\\ partially/no|Written guidelines|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |**Appointment phase**| | | | |Do we inform all applicants at the end of the selection process?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we provide adequate feedback to interviewees?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |Do we have an appropriate complaints mechanism in place?|Yes completely/Yes substantially/Yes\\ partially/no|Statistics on complaints|OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| |**Overall assessment**| | | | |Do we have a system in place to assess whether OTM-R delivers on its objectives?|Yes completely/Yes substantially/Yes\\ partially/no| |OTM-R(( European Union (2015). Open, Transparent and Merit-based Recruitment of Researchers – OTM-R Checklist for Institutions. EURAXESS – Researchers in Motion https://cdn5.euraxess.org/sites/default/files/policy_library/otm-r-checklist.pdf))| ++++ ---- {{:wiki:helpi.png?nolink|"Choose a third level target."}}Please click and have a look at the list of relevant indicators and its use?