In order to support scientists within this report, there is useful information that provides financial and organisational support. Below, you will find information about various sides, useful if you want to go abroad. Of course, this information is not exhaustive, but specified to physics.
Title | Notes | Link |
---|---|---|
Euraxess | • information and support services regarding scientists' mobility, career development, and scientific collaboration • search tool for job adverts; indications: current position / request • further information and links to various topics | https://euraxess.ec.europa.eu |
Funding search | • research tool for funding / fellowships • indicators: kind of support, funding, field of science | https://euraxess.ec.europa.eu/funding/search |
Charter and Code | • charter: comprises general principles and requirements, responsibilities, rights of scientists as well as of research and funding institutions • code of conduct: secures equal treatment of all scientists in Europe and transparent recruitment | https://euraxess.ec.europa.eu/jobs/charter |
Scientific Visa | • facilitates the procedure for the purpose of scientific research • referred to non-European countries in order to stay for more than 3 months or for entry of less than 3 months | https://euraxess.ec.europa.eu/information/content/europe/scientific-visa-what-it-and-who-can-benefit-it |
Marie Skłodowska-Curie schemes | • generous research funding for scientists (all stages of their career) • various funding schemes and requirements • further information about possibilities to go abroad | https://ec.europa.eu/research/mariecurieactions |
Research office | • fellowships and mobility funding • for PhDs, Postdocs and for short-term opportunities | https://research-office.epfl.ch/fellowship-mobility-funding |
Marie Sklodowska- Curie Actions Individual Fellowship | • guide for applicants • overview about individual fellowships | http://ec.europa.eu/research/participants/data/ref/h2020/other/guides_for_applicants/h2020-guide-appl-msca-if_en.pdf |
Cern - Fellowship programme | • addressed to graduates from universities or higher technical institutes • fellowships for different career levels | http://jobs.web.cern.ch/join-us/fellowship-programme |
Job resources | • useful links for diverse job resources in the field of physics | http://mpowir.org/resources/job-resources/ |
Met-jobs Meteorological and related jobs | • regular (free) mailings of job adverts in diverse fields of physics • advertise job openings | https://www.lists.rdg.ac.uk/mailman/listinfo/met-jobs |
As stated above, there have to be measures and programmes, which are specifically customized for physicists who want to go abroad. On the one hand, there have to be opportunities for outgoing scientists. On the other hand, there have to be services for hosts. What they have in common: they have to be tailored to the specific needs of the scientist.
Below, there are current information from GENERA partners and associates, which provide proven measures and programmes in various research organizations. Additionally, there is information about national and organizational obligations. In some countries and organizations there are agreements or similar to foster mobility in the research area.
Legal obligations in Switzerland: no
Not applicable, e.g. CERN is an intergovernmental organisation and by definition they recruit scientists from its 22 member states.
CERN European Organization for Nuclear Research
Organizational obligations CERN: no
Not applicable - except for some EU projects for doctoral students.
From a mobility perspective, CERN provides support to geographical relocation as well as parenthood, which can become complicated for families expatriated far from their social and family environment.
Support to parenthood
Support to geographical relocation
Support to social life
(outside CERN) to create social networks.
Further information on the above is available, respectively, at:
Organizational obligations UNIGE: no
In response to very few women employed at UniGE taking maternity leave the UniGE Gender Equality
Plan proposes the following actions:
UniGe Gender Equality Plan contains the following policies in place to welcome researchers changing career path or returning from a break as well as those in dual careers:
Organizational obligations SNSF: no
The SNSF views mobility as an essential element of an academic career. There are mobility requirements for most career instruments except PRIMA, the career funding scheme for excellent women researchers. SNSF mobility grants specifically foster mobility.
SNSF mobility grants: Doc.Mobility, EarlyPostdoc.Mobility, Postdoc.Mobility
Supplementary measures:
For further information on gender equality in research funding at the SNSF see: http://www.snf.ch/en/funding/directaccess/gender-equality/Pages/default.aspx
Legal obligations in Germany: no, not in this regard. There are lot of laws relating with internationality and migration.
The German Residence Act (Aufenthaltsgesetz) provides for three ways in which scientists from third countries can obtain a legal residence title in Germany while carrying out their research. If you wish to work at a German research organisation only, you may be able to be issued with a residence title for research purposes. This also applies if you will be researching in other EU Member States as well as at the German organisation, but will be spending most of your overall EU residence period in Germany.
Should most of your residence period be spent in another EU Member State, you will need to apply for a residence title there under Directive 2016/801/EU. This residence title will permit you to research at a German research organisation for a specific period (You will find details further below at “Short-term mobility”, as well as at “Residence permits for mobile researchers”).
Further information for scientists: http://www.bamf.de/EN/Migration/Arbeiten/BuergerDrittstaat/Forscher/forscher-node.html
Summing up, there are no general obligations for international mobility in Germany. But some international master programs and Graduate schools ask their students to go abroad for some time.
Speaking about Germany in general, there are many public organizations and programs which support the international mobility of scientists.
Organizational obligations KIT: no
To provide support for outgoing scientists as well as service for hosts here are detailed information on following websites:
Organizational obligations DESY: no
At DESY, there is a DUAL CAREER SERVICE, where (only!) leading scientists and their partners get support when moving to DESY.
DESY offers its leading scientists a Dual Career service. The accompanying partner can make use of this Service during appointment or after moving to DESY. DESY cares for its employees and would like to make sure that the partner's career does not suffer because of the move. The Dual Career Team supports the partner in looking for suitable career opportunities in the Hamburg metropolitan area. The Dual Career Office of DESY is part of a Dual Career Network in the Hamburg area, which provides further opportunities for entering the job market. Further information: http://www.desy.de/about_desy/career/employer_desy/dual_career/index_eng.html
DESY has a welcome service including an International Office. The DESY Welcome Service is the central contact point for all German and foreign visitors, be it a guest scientist, a participant for a conference or a summer student. Assistance comprises information on foreign law, reservation of guestrooms, house hunting, language courses and cultural events. Their aim is to simplify the lives of DESY scientists and their families and to enable them to do first steps in Germany independently. Further information: https://welcome-services.desy.de/index_eng.html , https://welcome-services.desy.de/international_office/index_eng.html
Organizational obligations MPG: no
The Max Planck Society has developed various service activities to support mobility:
In addition to these service activities, there are also internationalization measures and strategies to promote the internationalization of science and mobility.
Legal obligations in Italy: no
Organizational obligations INFN: no
International mobility programs LNGS might provide support to non-Italian students and researchers through specific mobility programs.
Further information: https://www.lngs.infn.it/en/international-mobility-programs
INFN has one year (Fellowship Programme offering positions for research activity in Experimental and Theoretical Physics.
Further information for experimental physics: http://www.ac.infn.it/personale/exp_fellowships/ and for theoretical physics: http://www.ac.infn.it/personale/theo_fellowships/
Family support:
Organizational obligations CNR: no
The Short Term Mobility (STM) Program enables Italian scholars to carry out research activities in cooperation with foreign Universities and Research Institutions of clear international standing.
It also enables highly qualified foreign scientists, belonging to foreign Universities and Research Institutions of clear international standing, to be invited to carry out research in cooperation with CNR Institutes so that Italian research can benefit from international activity and research taking place in our country.
CNR does therefore finance short - term stays of 21 days of Italian researchers and 10 days of foreign researchers engaged in international research projects of mutual interest.
The Programme has been implemented with success since 1995, in the framework of the initiatives for the development of international scientific cooperation. In particular, it has allowed the setting up and continuation of many cooperation activities which have brought about high - quality and important joint research results and the creation and implementation of highly specialized techniques in many different fields.
Further information: https://www.cnr.it/en/short-term-mobility
Legal obligations in France: no
Organizational obligations CNRS: no
The CNRS Gender Equality Plan includes the following measures:
Mobility:
Accompany parenthood:
Child- and dependent-care support:
Favour aids to child- and dependent-care:
Housing support:
Organizational obligations CEA: no, but internal agreement called “convention de travail du CEA”
Measures to support permanent scientists (lasting 1 or 2 years max) making mobility:
Expenses covered at the beginning of mobility:
Expenses covered during the mobility:
Financial support:
Family support:
Legal obligations: Yes
REGULATION OF THE MINISTER OF LEARNING AND HIGHER EDUCATION of October 12, 2006 on the conditions of directing persons abroad for scientific, didactic and training purposes as well as special rights of those persons.
REGULATION OF THE MINISTER OF LABOR AND SOCIAL POLICY of 29 January 2013 on claims owed to an employee employed in a state or local government unit of the budget sphere on a business trip.
Organizational obligations JU: Yes
The JU International Students Mobility Office
The ISO's main responsibilities include:
Further information: http://www.dmws.uj.edu.pl/en_GB/start
The JU International Visitors' Office
The IVO's main responsibilities include:
Further information: http://www.international.iro.uj.edu.pl/en_GB/about/about-welcome-centre
Additionally, the JU supports mobility by offering rooms at its guesthouse to incoming scientists at affordable prices.
The International Cooperation Section of the International Relations Office
Among others the section is responsible for coordinating and registering ERASMUS+ agreements (KA1
Mobility for learners and staff) and administrative-financial assistance to staff mobility, in particular:
Further information: http://www.dwm.uj.edu.pl/en_GB/o-dziale/zadania
HOMING (programme of the Foundation for Polish Science; one of the Polish RFOs)
The programme aims at financing for projects designed as postdoctoral fellowships, carried out by young doctors (postdocs) coming to Poland from abroad.
Eligible applicants:
Projects lasting up to 24 months will be financed under the programme. For the duration of the project, the project manager (principal investigator; PI) shall be employed at the unit, with a commitment of at least 60% of a full-time employment for the purposes of project realisation. The Foundation does not determine in any way the maximum amount of the project budget that can be claimed with the competition application, however, for the purpose of estimation, the average budget of the HOMING project is approximately PLN 800,000 for the project lasting 24 months.
Further information: https://www.fnp.org.pl/en/oferta/homing/
Legal obligations in the Netherlands: no
Organizational obligations NWO: no
Rubicon aims to encourage talented scientists at Dutch universities and research institutes run by
KNAW and NWO to dedicate themselves to a career in postdoctoral research.
With a Rubicon grant scientists can conduct research for a period up to 24 months at a foreign research institute. The size of the grant depends on the destination chosen and the length of stay. NWO is able to fund around 60 young scientists through Rubicon every year (for a total sum of 7 million euros, spread over three rounds). For many scientists, experience abroad is an important step in their career.
Further information: https://www.nwo.nl/en/funding/our-funding-instruments/nwo/rubicon/index.html
NWO uses various instruments to encourage the influx and promotion of female talent in Dutch science: Funding instruments specifically aimed at women: Aspasia, Athena, Westerdijk Talent Scheme and NWO Physics/f grants.
Programmes:
Within NWO, agreements have been made for the procedures of awarding funding in order for women - and men who want to combine work and care - not be put at a disadvantage due to inflexible requirements or unintentional stereotypes.
Work-Life balance:
NWO-I has several favourable employment conditions that must contribute to a positive work -life balance. For example, NWO-I has good facilities such as paid and unpaid parental leave and the possibility of part-time work is offered. A temporary employment agreement of a PhD researcher can be extended under certain conditions, for example due to pregnancy, parental leave or part-time working. Further NWO-I has a regulation for care and calamity leave. A specific regulation provides the possibility of childcare during business trips. Also the general conditions for teleworking, the possibility to purchase and sell holiday leave, and if needs be flexible work times are a stimulus for both women and men to combine their private and working lives as well as possible.
Legal obligations in Spain: no
Organizational obligations IAC: yes
There is an agreement adopted by the Governing Council of the IAC in 2001 regarding mobility of scientists who may want to access a full time position:
“Applicants who prepared their thesis at the IAC have to present accreditations of Complementary Training at other research centres, as stated under point 2 of the official announcement (this period should be either 1 continuous year or 18 accumulated months)”
PhD students and scientists in Spain can apply for different public calls and programmes of mobilit y for financial support. The IAC offers specific facilities for postdoc positions in terms of relocation allowance for the selected candidate: the cost of the flight ticket (booked and issued by the IAC), temporary accommodation for up to two weeks (organised by the IAC) and per diem rate up to two weeks. The maximum IAC will reimburse is 2,000 Euros.
Legal obligations in Israel: no
Organizational obligations Weizmann Institute of Science: no
Post-doctoral training abroad for 2-5 years is a necessary requirement of most research universities in Israel in order to receive a permanent staff position.
In order to increase the number of women who go abroad for post-doctoral training, the Institute offers a series of grants and programs for young female students and scientists, from all STEM fields.
Encouraging postdoctoral training overseas
Legal obligations in Romania: no
Organizational obligations IFIN-HH: no
According to mobility support, IFIN-HH has no specific measures/best practice for mobility and this is for the simple reason that in IFIN-HH exists a certain balance (in terms of number of female scientists) and a highly professional quality at both individual and work-team level. Therefore, good mobility is a direct consequence, IFIN-HH being fully compliant with the political, scientific and managerial requirements prevailing in the EU space on this aspect.
IFIN-HH web-site for cooperation and partnerships: http://www.nipne.ro/international/cooperations/