The Marqués de Valdecilla Health Research Institute Foundation (IDIVAL) joined the European Human Resources Strategy for Researchers (HRS4R) in 2016 and obtained the “HR Excellence in Research” award in October 2018.
This quality recognition is a key criterion for the renewal of accreditation as a Health Research Institute by the Carlos III Health Institute (ISCIII), and it is an essential requirement for participation in calls under the Horizon Europe program. Therefore, maintaining this award is vital for IDIVAL, both for accessing European funding and for consolidating its position as a center of research excellence.
In this context, IDIVAL has carried out a review and update of its HRS4R Action Plan as part of the process to renew the award, aligning with recent strategic changes at both the national and European levels, including the entry into force of the new European Charter for Researchers. This update is based on the internal evaluation conducted in March 2024, three years after the intermediate assessment report approved in March 2021, and within the framework of continuous improvement of the HRS4R Strategy.
Key Achievements
1. Ethical and Professional Aspects
IDIVAL continues to strengthen its commitment to ethics and good research practices. In this regard, the 2022–2026 Strategic Plan has been consolidated, together with the Cooperative Scientific Plan, clearly defining the institute’s research priorities. Freedom of research is fully guaranteed within the existing legal and structural framework, under the supervision of the External Scientific Committee, and with the support of the Internal Scientific Committee.
Strategic Plan
The institution has reinforced its documentation in this area, providing a publicly accessible Good Research Practices Guide, an updated Biosafety Manual, Internal Regulations, and Project Management Instructions.
Internal Guidelines
Training in project management and funding, a key area for research staff, has been intensified, and internal communication has been improved through a weekly newsletter featuring relevant calls and updates. IDIVAL has also demonstrated a strong capacity to adapt to current legal frameworks, including the Science, Technology and Innovation Law of Cantabria (2022). In terms of employment, noteworthy progress includes the implementation of measures aimed at stabilizing research personnel.
2. Recruitment
Regarding recruitment and hiring, IDIVAL has made progress in applying the OTM-R principles (Open, Transparent, and Merit-Based Recruitment), with an updated OTM-R Policy regularly published on its website. A Code of Good Hiring Practices has been developed to establish clear and consistent criteria for both researchers and research support staff.
HRS4R Documentation
Job offers are systematically disseminated through the institutional website and the Euraxess platform, ensuring wide visibility and accessibility. Major improvements have been made in the transparency of selection processes, including more detailed evaluation criteria and the publication of final scores. The professional profiles of research staff are also publicly available on the IDIVAL Research Portal, contributing to greater visibility and recognition of researchers’ career paths.
Employment Portal
Euraxess Offers
3. Working Conditions
The institute has implemented several initiatives aimed at improving the work environment and professional development of research staff. These include programs such as research intensification grants, internationalization support, specific training for residents, and senior talent attraction initiatives—all focused on building strong and sustainable research careers.
Funding Portal
Since 2019, biosafety training has been permanently included in the official training catalog. In addition, access to appropriate infrastructure and necessary resources has been ensured through regulated allocation criteria.
A research portal provides access to key information about the various research groups and individual researchers.
Research Portal
Scientific collaboration has also been a central theme during this period, promoting active participation in research networks and European projects, and offering targeted training to enhance international outreach.
4. Training and Career Development
Continuous development of internal talent has been a priority for IDIVAL. In this regard, the role of supervisor has been formalized, supported by specific training to improve mentoring processes under the leadership of the Scientific Directorate and Area Heads. In parallel, regular “Progress Reports” sessions have been introduced for early-career researchers, allowing ongoing evaluation of project progress and promoting scientific improvement through dialogue with group leaders.
Progress Reports
The institute’s training plan has been consolidated as a key development tool, offering a comprehensive and systematic approach that spans from technical and scientific support to the strengthening of transversal skills.
Training Offer
As evidenced, the progress made since the 2021 interim evaluation reflects sustained and consistent improvement in the key areas of the HRS4R Strategy: ethics and professionalism, recruitment, working conditions, and training and development. The recent update of the Action Plan has reinforced this approach through a more operational planning aligned with new regulatory and strategic frameworks at both national and European levels.
