On 26 February 2021, the seminar to present the HRS4R strategy took place at the University of Salamanca (USAL), as part of the commitment to the promotion and communication of tools and actions linked to the Human Resources Excellence in Research seal. This implementation follows on the commitment to the Charter for European Researchers and the Code of Conduct for the Recruitment of Researchers (C&C) sent by the USAL in 2018 to the European Commission.

The Vice-Rector for Research of the USAL, Susana Pérez, was in charge of opening the seminar: ‘The USAL’, she said, ‘shows with the implementation of the HRS4R, its commitment to the improvement of the career and working conditions of research staff’. He also stressed the fundamental and necessary involvement of the university community in this process.

María José Gil, from the International Projects technician of the International Projects Office (OPI) of the USAL, presented the Action Plan designed: 15 actions grouped into institutional commitment, improvement of working conditions, training and development and ethical aspects.

In addition, the consultancy Effectia participated in the seminar presenting the European Research Area, a framework in which the C&C linked to the HRS4R, among others, are located.

Finally, a round table was held with the participation of experts from different universities, who shared their experiences on the LOGO HRS4R. In all cases, they referred to its implementation as a process of continuous improvement in which collaboration and interaction between the different groups of the institution is essential. All this translates into a stimulating environment for the development of research careers and the attraction of talent. Among the challenges in this field, the need for accreditation to go beyond the sphere of management and permeate all strata of the university community was highlighted.

In July 2021 a survey was carried out among all the research staff of the University of Salamanca to assess the degree of knowledge of the Human Resources Strategy in Research of the University of Salamanca. In the following link you can find the results of the survey:

During the period 2023-2024, numerous actions have been carried out to reinforce the knowledge of the principles of the Charter and the Code for researchers at the University of Salamanca.

In 2024, due to the change of the Governing Team of the University of Salamanca, the HRS4R Working Group has been renewed. The new members are:

• Steering Committee: Rosario Arévalo Arévalo Vicerrectora de Ordenación Académica y Profesorado y José Miguel Mateos Roco, Vicerrector de Investigación
• Working group:
  • R4 Full professor: Federico Bueno de Mata y María Teresa Escribano Bailón
  • R3 Senior Lecturer: Mario Amado Montero y María Begoña García Cenador
  • R2 Postdoctoral Researcher, Lecturer, Assistant Professor, Researcher funded by research project, Ramón y Cajal Researcher, Juan de la Cierva Researcher, MSCA Postdoctoral Fellow: José Manuel Caridad Hernández y Luz Marina Arias Montes-López
  • R1 Predoctoral fellows: Cristina Almaraz López y Paloma García Blázquez
• Working group OTM-R:
  • AGI: Inmaculada Pechero Arroyo
  • PDI: Juan María Caballero Jimeno
  • OTC y Oficina de Proyectos Nacionales (OPN): Óscar Lorenzo Sánchez
  • OPI: Mª José Gil Ingelmo

In October 2024 a survey has been sent to all the research staff of the University of Salamanca to assess the degree of knowledge of the Human Resources Strategy in Research of the University of Salamanca. In the following link you can find the results of the survey:

The USAL Research Portal has been continuously updated throughout the process of implementing the Human Resources Strategy in Research, to include new documents and sections that are directly related to this strategy.

A new Innovation and Intellectual Property Protection Unit was created in October 2024 to deal with all queries or issues relating to intellectual and industrial property (copyright, patents, utility models, plant protection products, plant varieties, trademarks and design) as well as industrial secrecy. It is thus offered as a single interlocutor that will also serve as a link with other services of the University of Salamanca.

The International Projects Office (OPI), under the Vice-Rectorate for Research, is responsible for disseminating and promoting European and international funding opportunities, as well as showcasing the scientific and technological capabilities of the University of Salamanca’s (USAL) research groups. It also offers technical support in preparing proposals, finding partners, and managing international consortia—key aspects of many of these calls. Furthermore, it provides assistance with administrative management and financial reporting for some funded projects and coordinates applications for institutional projects. Its website, accessible at https://proyectosinternacionales.usal.es, was updated in April 2026.

This redesign reflects the University’s new institutional image and incorporates content of particular interest to the research community, including:

• Up-to-date information on the main European funding programs.

• Notifications of open calls for proposals.

• News about webinars, workshops, and conferences on European projects, organized by the OPI and other bodies (FECYT, European Commission, etc.).

• List of projects awarded to the University of Salamanca (USAL), with links to their respective websites.

• Reference documents for preparing and submitting proposals.

The University of Salamanca has prepared a welcome manual for researchers who have recently joined the University of Salamanca. The main objective of this manual is to facilitate their fast integration and to show the values that support us as an organisation, its structure, the support services offered by the institution and the most common internal operating procedures.

In the following link you can access this document:

Videos have also been disseminated to inform potential newcomers to the USAL about relevant issues for their integration into their new workspace.

The human resources strategy of the University of Salamanca has been consistently promoted at the welcome fairs for students and researchers between 2021 and 2026.

The University of Salamanca has drawn up a Manual of Good Practices in Research. This document is intended to promote research with integrity, honesty and responsibility within the University of Salamanca. It is a complementary instrument to the current legislation, which includes rules, recommendations and commitments to promote excellence in research and the ethical behaviour of the research staff of our institution.

The following link provides access to this document:

The following informative video on Manual of Goos Practices in Research has also been produced.

The Bioethics Committee changed its name to ‘Research Ethics Committee’, covering all fields of study, in March 2022. Since then, it has played a fundamental role in all USAL research projects and its role is recognised at institutional level and among the university community. The Regulations were approved at the Governing Council Session of 31 March 2022. It can be consulted at the following link:

Up-to-date information on the members of the Research Ethics Committee can be found on its website

In addition, the manual for the submission of research projects for assessment by the Committee has been published on the Committee’s website in English. The document ‘Guidelines on how to apply for ethical review of a research project’ is available at:

The University of Salamanca has continuously opted for recruitment processes that take into account merit, that are open and transparent in all phases of the different calls for applications, respecting the guarantees of applicants in terms of equality, non-discrimination or the possibility of appealing the actions, and that comply with certain standards of action. For this reason, it has implemented a series of actions aimed at improving recruitment procedures and bringing them into line with the guidelines of the Code of Conduct for the Recruitment of Researchers.

The University of Salamanca has continuously opted for recruitment processes that take into account merit, that are open and transparent at all stages of the different calls for applications, respecting the guarantees of applicants in terms of equality, non-discrimination or the possibility of appealing the actions, and that comply with certain standards of action. This is why it is necessary to have a document that embodies our OTM-R policies, whose objective is to guarantee fairness and equal opportunities during the recruitment process of researchers at the University of Salamanca.

For this reason, the ‘General guidelines for the recruitment and selection of research staff at the USAL based on OTMR criteria’ have been drawn up with the aim of serving as a guide for those responsible for the selection and recruitment procedures of researchers in the framework of projects, grants and research and knowledge transfer agreements, including all aspects that must be taken into account for a correct procedure and in accordance with the principles of the European Code of Conduct for the recruitment of researchers

The following informative video on OTMR procedures has also been produced.

The University of Salamanca is committed to supporting the professional and career development of postdoctoral researchers. In this context, in 2021, it launched the pilot MentoR² mentoring programme for R2 researchers.

The initiative paired 10 researchers with experienced mentors who provided personalised guidance and support in strategically reflecting on their future career paths. The programme encouraged participants to explore both academic careers and opportunities in other sectors, enhancing their employability through access to practical knowledge and professional networks.

Embedded within the HRS4R strategy, MentoR² contributed to researchers’ career planning and transition towards more stable roles, while also laying the design for the development of the USAL4EXCELLENCE Mentoring Programme.

Within the framework of the COFUND USAL4EXCELLENCE project (Grant Agreement No. 101034371), which supported the recruitment of 39 postdoctoral researchers (R2) at the University of Salamanca through two open calls, a mentoring programme was launched to broaden their training and enhance their career and employment prospects.

The initiative connected these researchers with experienced professionals from the public and private sectors, both within and beyond academia, who provided guidance on different career paths based on their professional experience.

The programme was implemented in two editions between February 2024 and July 2025, involving a total of 39 mentees and 23 mentors. It included six one-to-one meetings for each researcher, as well as three cross-cutting workshops focusing on teamwork, leadership and decision-making, and science communication. The programme concluded with a closing event held on 7 July 2025.

Career development in research involves moving towards a fully independent position as researchers. Young researchers who start their profesional careers need to focus on a career development plan they want to achieve. For this reason, detailed career planning is vital to achieve professional goals.

The University of Salamanca wants to support this process and for this reason a Career Options Manual and Research Career Development Plan at USAL have been developed.

In addition, several courses have been organised with the aim of contributing to the development of the professional career of researchers at our University.

Through its Library Service, the University of Salamanca provides specialised training to support researchers’ career development, covering areas such as bibliometrics, scientific publishing, open access, research assessment, accreditation (ANECA R3) and digital identity. These activities contribute to strengthening researchers’ skills, visibility and professional positioning, while supporting the effective planning of their career paths.

As part of its commitment to professional development and the continuous enhancement of researchers’ skills, the University of Salamanca offers, through its micro-credential programme, opportunities for specialised, flexible training focused on the acquisition and updating of competences. These short courses enable researchers to complement their academic and professional development careers with specific knowledge and skills, supporting both the development of transferable skills and specialisation in areas related to research, innovation, management and other professional profiles.

At the moment, teleworking is not regulated at the University of Salamanca. However, our institution recognises that many of the tasks of a researcher do not require presence in the usual workspace for their correct performance. Consequently, support is given to professionals who decide to carry out these tasks at home or at the desired location, thereby achieving personal, family and work conciliation, as well as flexibility and reducing the carbon footprint associated with travel.

Resources

The recent needs due to the health recommendations associated with the outbreak of the Covid-19 pandemic have led to a renewal of the tools available to the USAL to enable the development of numerous tasks associated with research work. These tools include videoconferencing software and services, collaborative editing, and access to computer equipment, bibliographic resources, and editorial subscriptions through the institutional virtual private network (VPN).

You can find out more about the options available by following these links.

The University of Salamanca has considered it of great importance to equalise the salaries of pre- and postdoctoral researchers funded by different programmes. Thus, on 20 June 2019, by means of a rectoral resolution, the University of Salamanca decided that the salaries of Juan de la Cierva Incorporación would be competitively equalised with other regional government postdoctoral contracts.

Likewise, on 16 March 2019, Royal Decree 103/2019 of 1 March 2019 was published in the BOE (Official State Gazette), approving the Statute of pre-doctoral research staff in training, with which pre-doctoral salaries (FPU, FPI and own programmes) were equalised.

The DOCENTIA-USAL Program is the official framework for evaluating teaching activity at the University of Salamanca, designed under the guidelines of ANECA and ACSUCYL to structure quality within the educational environment. This system is cyclical in nature; it is voluntary when applying for incentives or awards, but mandatory at least every three academic years for faculty members who have not been previously evaluated. Its methodology is based on three key information sources: a self-report by the professor, evaluations from academic heads, and objective data collected by the institution.

To determine the final score, the model analyzes four essential dimensions: the planning and organization of teaching guides, the practical development of classes and tutorials, the results obtained—which include student performance rates and satisfaction surveys—and, finally, the professor’s commitment to continuous improvement through innovation projects and the university’s Lifelong Learning Service.

On the other hand, the quality assurance system for USAL’s research staff combines national regulations with internal criteria to evaluate and ensure scientific progress. For senior levels (R3 and R4), the system aligns with the national standards required by ANECA, relying strictly on research “sexenios” (six-year activity periods) to validate high-impact scientific production. Meanwhile, for the intermediate stage (R2 researchers), the university applies its own monitoring model integrated into the Research Boost Program (IIA), which evaluates the researcher’s potential and trajectory every three years using specific indicators. This process is backed by a specific Evaluation Committee that guarantees the rigor and transparency of the validations. The impact of achieving a positive evaluation is directly reflected in formal recognition within the Recognized Research Groups (GIR), ensuring that both membership and funding for these teams are strictly linked to proven results of excellence and quality.

In line with this pursuit of excellence, USAL is adapting its processes to new international standards following ANECA’s adherence to the DORA and CoARA declarations. This commitment marks a progressive transition toward more qualitative evaluation models based on peer review, where quantitative indicators are used responsibly to recognize the diversity of scientific practices. In this regard, the University of Salamanca’s Library Service offers various courses and support to researchers, aiming to provide them with the necessary information to design and present their curricula in accordance with these qualitative evaluation models.

In line with USAL’s commitment to the continuous training of researchers in the initial stages of their careers, the training offer organized by different services and aimed at this group (R1 and R2) has continued to increase:

In the last five years (2021-2025), the University Institute of Education Sciences (IUCE) has organised a total of 122 courses aimed at researchers, with nearly 1,000 hours of training, and the participation of more than 1,300 R1 and R2 researchers.

Within the framework of its annual teacher training plans, which can be consulted at this link, the Initial Training Plans for Teaching and Research Staff (FIPU) are of particular interest for this groups; these are aimed at new teachers (R1 and R2), and have incorporated a Mentoring programme in several editions.

Following the entry into force of the Law on the Organisation of the University System (LOSU, 2023) in April 2023, this programme is now coordinated jointly with the other public universities of Castilla y León, under the name “Initial Training Programme of the Public Universities of Castile and León’ (FIPU-CyL).

Another notable change from the 2024-2025 academic year onwards is the switch to the Universitas XXI platform, which improves the pre-enrolment and course allocation processes, as well as the subsequent management of these processes, and enables, amongst other things, researchers to apply for, access and obtain certificates for their courses from a single platform, where their record of participation across the various academic years is also stored.

In addition to the training offered by the IUCE, since the 2020–2021 academic year there has been a free, cross-disciplinary training programme organised directly by the Doctoral School for R1 researchers.

It is currently structured around five thematic blocks consistent with the minimum competencies that a doctoral student must acquire, as set out in Royal Decree 99/2011 and Royal Decree 576/2023, and which include: the conduct of doctoral studies, research methodology, document and bibliographic management, oral and written scientific communication, and the management of research, knowledge transfer and innovation.

Cross-disciplinary training activities are mainly delivered via distance learning (courses, webinars, MOOCs, SPOCs, etc.). Only in exceptional cases are they delivered face-to-face (courses, workshops, seminars, conferences, etc.) or in a hybrid format, to facilitate the participation of R1 researchers who do not reside in Salamanca or who may be undertaking research placements at different times.

A supervision agreement has been drafted and approved for R2 research staff and/or technical support staff working on research tasks funded by a project, agreement, or research contract, which began implementation in June 2026. This agreement stipulates that the hired researcher must prepare a final report on the activities carried out at the end of the contract, summarizing the work completed throughout its entire duration, even in the case of early termination.

Regarding R1 researchers, upon enrollment in the doctoral program, they sign the Supervision Agreement (https://doctorado.usal.es/es/impresos), a binding contract entered into by the doctoral student, their supervisor, and the leadership of the Doctoral School. This document legally regulates the academic relationship between all parties, comprehensively detailing their rights and duties, guidelines for scheduling monitoring meetings, and official procedures in the event of a conflict. For the management and monitoring of R1 researchers, USAL utilizes the RAPI digital platform (https://rapi.usal.es/), a web-based portfolio where the researcher in training centralizes their entire academic record. Through this system, doctoral students are required to log their initial research plan—as well as subsequent updates—and compile their completed training activities, such as publications, conferences, and research stays. RAPI serves as the official tool for the mandatory annual evaluation, enabling supervisors and the Academic Committee to review progress, issue the corresponding endorsement reports, and digitally authorize the student’s continuation in the program.

In March 2025, the II Equality Plan of the University of Salamanca (2025–2029) was approved, establishing a comprehensive strategic framework designed to mainstream the gender perspective across institutional culture, teaching, research, and university management. This plan was implemented alongside a revised Protocol for the Prevention of and Response to Sexual Harassment and Gender-Based Harassment, which optimizes reporting channels, streamlines intervention procedures, and reinforces protection and support measures for victims within the university community. Both key documents guide the institution’s social responsibility policy and can be consulted in detail on the Equality Unit’s website.

In line with this commitment to equity, the institution is currently developing its new Diversity and Inclusion Plan, which is in an active participatory phase to ensure it reflects the needs and contributions of all groups within the university community.

As the central coordinating body of this ecosystem, the University of Salamanca’s Equality Unit continuously oversees a comprehensive programme of awareness-raising events and science outreach activities aimed at eliminating gender bias and fostering equitable and safe working and learning environments. These initiatives can be found in the Activities section.

The University of Salamanca has carried out a campaign to disseminate the OTMR policy. For this reason, in June 2023, a course was organised on these policies in which aspects related to the implementation of open, transparent and merit-based recruitment criteria (OTM-R) were addressed, through specific actions that have an impact on the recruitment processes of research staff.

Within the framework of the HRS4R Logo, on 7 June 2023, the University of Salamanca oraganized a webinar about OTM-R (open, transparent and merit-based). This webinar was about the OTM-Rprocurement criteria and the benefits of the HRS4R Logo at USAL. It addressed aspects related to the implementation of the Logo of Excellence in the USAL and how this Logo promotes the implementation of open, transparent and merit-based recruitment criteria, through specific actions that impact on the recruitment processes of research personnel. To this end, the Vice-Rector for Research, José Miguel Mateos Roco, explained the current situation of the USAL in relation to the Logo and the actions that have been carried out so far and the actions which are planned to be carried out in terms of OTM-R. Lorena Muñoz, founding partner of Effectia Innovation Consulting and European Logo evaluator, explained general aspects of the HRS4R Logo and how its implementation generates benefits not only for the institution, but also for researchers. Finally, the director of the CERCA (Centres (Research Centres of Catalonia), Lluis Rovira Pato, who is also an evaluator of the European Commission for the Logo and has extensive experience working with European organisations, addressed cases of good practices and mistakes learned for a correct implementation of the OTM-R.

On October 1, 2025, the OTM-R working group met with the Electronic Office (Sede Electrónica) staff to coordinate the launch of the new procedure: “Calls for research personnel and/or technical support staff in research and transfer activities” The main novelty of this process is that it allows the participation of researchers of any nationality who do not have a NIE (Foreigner Identification Number) or a recognized digital certificate. Additionally, a user manual has been prepared and is available in both Spanish and English. The procedure was officially implemented on January 1, 2026.

On 10 April 2024 the USAL International Projects Office organised the course ‘Project Management for Researchers’, as part of the training programme for researchers. It was delivered online by the British company VITAE: Realising the potential of researchers and scheduled in an intensive 3-hour format. This workshop gave participating researchers the opportunity to discover tools and techniques to develop their research project management skills.

In the framework of the mentoring programme of the USAL4EXCELLENCE programme, a course on Leadership was organised to address issues related to improving the supervisory skills of researchers.

Moreover, on November 20th, 2024 the Vicerrectorate for Research organised a seminar entitled ‘Supervisory skills in research teams and their conflicts’ given by Francisco José Medina Díaz, Professor of Social and Organisational Psychology at the University of Seville. This seminar addressed the most common causes of conflicts in research teams, analysed ways to prevent them and the guidelines for dealing with them effectively. The seminar sought to provide tools to manage these dynamics and strengthen teamwork in contexts where it is necessary to collaborate and compete simultaneously. The seminar was open to all university research staff, although it was aimed primarily at R3 researchers. The seminar was attended by 65 participants, of which 23 were R3. The presentation is available here:

Furthermore, during the 2021–2025 period, the IUCE has organised a number of courses on topics that help to improve the supervisory skills of R3 researchers: Leading teams with emotional intelligence, Stress prevention and management, Resilience and overcoming difficulties, Time management and effective meetings, Leading project and research teams, and Conflict prevention and management within teams, amongst others.

In total, this amounts to over 130 hours of training during this period, with approximately 70 participants who were R3 researchers at the time of attending. The course was also open to researchers at other stages (R1–R2, R4), with a particularly high level of participation from R2 researchers (>100 participants); this will help them reach R3 status with a higher level of supervisory preparation than their predecessors, thereby also improving the supervisory capabilities of USAL’s R3 researchers in the medium term.

The University has had an Occupational Health and Safety Plan in place since 2006, which was updated in 2013 and remains in force today. It can be viewed via the following link:

In June 2022, a Welcome Manual for new employees was published, which informs new members of the Teaching and Research Staff (PDI), Technical, Management, Administration and Services Staff (PTGAS) and Research Staff and equivalent categories of their rights and obligations regarding health and safety at work. It is available via the MiUSAL login page on the Occupational Health and Safety Office’s website, at the following link:

Furthermore, the Occupational Health and Safety Office encourages employees to undergo annual medical check-ups, particularly those exposed to chemical, physical or biological agents. These check-ups are voluntary, except in the cases specified in the regulations.  During the period 2021–2025, a total of 3,127 medical check-ups were carried out.

Seventeen workplace adaptations have also been carried out for people who required them for health reasons, and 23 new first-aid kits have been installed since 2021, in addition to a total of 210 restocks of first-aid kits that were already in place prior to that date.

Furthermore, each academic year, the Occupational Health and Safety Office (OPRL) offers a wide range of courses and workshops for researchers aimed at improving the health and wellbeing of staff. Between 2021 and 2025, nearly 1,000 staff members took part in the OPRL’s training courses.  The full range of training courses can be viewed via the following link:

During the 2021–2025 period, the IUCE has also organised a number of courses on topics related to health promotion for the University’s research staff, including the Back Health Course, First Aid, and Stress Prevention and Management, amongst others. The full range of training courses is available at:

Furthermore, the Social Affairs Service provides support services relating to diversity and inclusion; information and advice on mental and emotional health; psychological and psychiatric support for the university community; information and guidance on affective-sexual diversity and gender identity; mediation regarding changes to commonly used names based on gender identity; and so on. The service charter can be viewed via the following link:

To further improve communication with the research community, a dedicated contact channel has been established for questions, queries and suggestions related to HRS4R. A contact form is available on the HRS4R website, allowing researchers and other members of the university community to submit their questions, comments or suggestions directly.

This new communication channel will facilitate interaction with the HRS4R team, provide researchers with an accessible means of obtaining information, and help identify issues or suggestions that may contribute to the continuous improvement of the HRS4R Strategy and Action Plan

Given the importance of publishing in open access and of understanding the conditions and tools available to USAL through the Library Service, a new initiative was introduced in 2025 to inform and train researchers at levels R1 to R4 on these matters.

To this end, various initiatives have been launched in recent months, most of which have been managed by the USAL Library Service, which has a Unit for Open Science, Bibliometrics and Research Support. The following initiatives are particularly noteworthy:

Training on Open Science and open access to data: this service organises courses aimed at training researchers in the principles of Open Science promoted by the European Union: Open Science, Open Access; how to draw up a data management plan; the University of Salamanca’s Scientific Output Portal; research data management; amongst others. The full training programme can be found in the IUCE Teaching Training Plan and via the following link:

This is in addition to the initiatives to promote Open Science that have been underway at the University for several years:

USAL has an Open Science Policy, an essential document that sets out the guidelines and principles for promoting transparency, accessibility and collaboration in academic research. Its aim is to encourage the free availability of research results, facilitating access to data, publications and other academic resources. This initiative reflects our commitment to the democratisation of knowledge and to improving the quality and impact of research. It can be viewed via this link:

Furthermore, it offers specialised services, tools and staff to support researchers in adopting the principles and objectives of open science:

The GREDOS institutional repository preserves and disseminates the scientific and academic output of the university community. Its collection includes articles, books and book chapters, conference papers, Open Educational Resources (OER), research data, digitised historical collections… in a variety of formats. It is interoperable, generates unique identifiers (Handle/DOI) and facilitates the collection and indexing of its metadata by scientific aggregators such as RECOLECTA and EUROPEANA.

Agreements with scientific publishers that enable existing journal subscriptions to be converted into new subscriptions – which, in addition to access to the journals, include the article processing charges (APCs) that authors would otherwise pay to publish in open access – represent an opportunity to comply with open access publication mandates and thereby promote free access to scientific information.

Finally, the Scientific Output Portal is a digital platform designed to improve the visibility and accessibility of the university’s scientific research. It enables users to view the scientific output of its researchers, research groups, departments and institutes. The Portal provides up-to-date information on publications, doctoral theses and research projects, and is integrated with databases such as Dialnet, Scopus and Web of Science (WOS).

It is constantly being updated and improved, and during the first half of 2026 it has incorporated a new expert search tool (in beta version), which compiles the contact details of researchers who have expressed a wish to be contacted by the media.

With this new action, the dissemination strategy for the Action Plan will be reinforced across each of the faculties, centres and departments. In addition to targeted emails, social media platforms are being used, as they are particularly effective in reaching younger researchers. Increasing the presence of HRS4R updates on USAL’s social media accounts could make the information more accessible and appealing.

Furthermore, expanding the coverage of HRS4R activities in the University’s official newsletter (BIIUSAL) and ensuring that they are regularly mentioned at departmental and research council meetings would help to reach researchers at all career stages.

New flyers and posters have been distributed to all faculties during the 2026–2027 academic year. In addition, short reel-style videos will be produced to increase the visibility of the HRS4R logo and actions through social media.

It has been noted that researchers continue to face difficulties when submitting a research project or activity for assessment by the Research Ethics Committee. Consequently, this new initiative has been proposed with the aim of training researchers in the process of applying for the assessment of their projects. As a first step, a video tutorial has been produced, which can be viewed below, and will soon be available on the Research Ethics Committee’s and on the International Projects Office websites.