THE PEOPLE WHO MAKE THE URVPDI- I TRAINING AT THE URV RESEARCH AND INNOVATION THIRD MISSION EFFICACY...

THE PEOPLE WHOMAKE THE URV

REPORT 2016(Governing Council, 23 February 2017)

Rector's TechnicalBureau

Rector's Office

URV.A07.01.02

Communication and External Relations Office

Human ResourcesService

Office ofthe General Manager

2TRAINING AT THE URV RESEARCH AND INNOVATION THIRD MISSION EFFICACY AND EFFICIENCY IN THE USEOF RESOURCES

THE PEOPLE WHO MAKE THE URV

Index

Introduction

1. People

2. PDI

3. PAS

4. The URV Foundation

5. People-oriented policies

6. Ranking

3

4

6

12

16

18

25

NOTE: This report presents data on URV staff active as of 31st December 2016.

3

IntroductionTo provide the university community and society at large with a comprehensive overview of the URV's activities, in this report we focus on our most important asset – the people who make the URV. This is one of a series of docu-ments that structure the URV’s accountability – sectorial and presented at numerous meetings of the Governing Council – before the university community and society in general. Together, these documents make up the Rector’s annual report to the University Senate.

Divided into six sections, the report analyses numerous aspects that provide relevant data on the characteristics of the University’s workforce – our PDI (teaching and research staff), our PAS (administration and services staff), and the personnel of the URV Foundation. The reference date for these data is 31st December 2016.

The first section deals with the number of people who have an employment link with either the URV or the FURV. The second and third sections deal with our PDI and PAS, respectively. Here we include a series of data – normally presented in terms of full-time equivalents – on the evolution of our workforce, employment structure, distri-bution by campus, and average remuneration. The fourth section deals with the staff of the URV Foundation and the collaborations generated by the Foundation's activities. In a new addition to this year’s report, the fifth section reviews the main people-oriented policies conducted by the University. Finally, the sixth section shows the URV's ranking within the Catalan public university system.

With this report we aim to demonstrate the robustness of the University through the people who construct it on a daily basis. We show that, despite the budgetary restric-tions and the limitations on contracting new staff that still affect us, the URV has managed to preserve staff at a level that enables it to continue conducting its teaching, research and knowledge-transfer missions from a posi-tion of strength and in a way that enables it to uphold its commitment to society.

Josep Anton Ferré Vidal

Rector

TRAINING AT THE URV RESEARCH AND INNOVATION THIRD MISSION EFFICACY AND EFFICIENCY IN THE USEOF RESOURCES


THE PEOPLE WHO MAKE THE URVPeople

1

5

People



02 The people who make the URV, by area of residence. 2016 01 The people who make the URV. 2016

Under 10

From 10 to 100

From101 to 500

Over 500

LEGEND

(*) FTE = Full-Time Equivalents.The FTE of teaching and research staff is the ratio between assigned teaching credits and the number of credits assigned to full-time lecturers (24) or university school lecturers (36). Calculations of FTE for research staff are based on their employment commitment.Calculations of FTE for administration and services staff are based on the number of weekly hours worked bearing in mind that the duration of the full-time working week is 37.5 hours.

People FTE (*)

LEGEND

1,997

166 94.5

1,136.6

PDI FURVPAS PDIPDI

705.0732

THE PEOPLE WHO MAKE THE URVPDI

2

7

PDI- I



10.000 20.000 30.000 40.000 50.000 60.000 80.00070.000

02 Teaching and research staff (in FTE) by category and legal regime. 2016

03 Average remuneration of teaching and research staff (PDI). 2016

01 Evolution of teaching and research staff (in FTE)

TOTAL

1,136.6 FTE

AcronymsCU: professor CC: contracted professorCEU: university school full professorTU: senior lecturerTEU: university school senior lecturerCOM. SERVEIS: lecturers on secondment PIPF: pre-doctoral research staff in training PI: research staff

PDI PIPF

LEGEND

1,008.2 1,007.6 1,003.7 1,003.1

93.194.781.975.4

2012 2013 2014 2015

997.1

87.0

2016

1,171.6 1,167.5 1,163.6 1,154.0 1,136.6

88.0 78.0 65.2 57.8 52.5

PI

PDI: teaching and research staffPIPF: Research staff in training PI: Research staff

TU/CEU/TEU/PROF. AGREGAT/COM.SERVEIS

PROF. LECTOR/PROF. COL·LABORADORPROF.

EMÈRITPIPIPFPROF.

ASSOCIAT

PROF.VISITANT CU/CC

23.5VISITING LECTURER

TEMPORARY LECTURER44.0

PIPF52.5

PI87.0

CU89.9

CEU/TU/TEUSECONDMENT

309.6

University contracted 64%

Publiclycontracted

36%

390.4 ADJUNCT LECTURER

SENIOR LECTURER126.0

CC5.0

EMERITUS PROFESSOR8.7

LEGEND

Women

Men

CEU/TU/TEU/COM. SERVEISCU EMERITUS

PROFESSOR CC TENURE -TRACK 2

ADJUNCTLECTURER

TENURE -TRACK 1/COLLABORATING

LECTURER

VISITINGLECTURER PIPF PI

596.7 FTE539.9 FTE

48% 52%

184.1206.3

64.1

177.9

5.5 4.0

60.0

17.0 13.5 24.346.3

25.8

131.7

3.2 1.0

66.0

27.010.0

28.240.7

04 Teaching and research staff (in FTE) by category and gender. 2016



PDI- II

9

PDI- III

TRAINING AT THE URV RESEARCH AND INNOVATION THIRD MISSION THE PEOPLE WHO MAKE THE URV EFFICACY AND EFFICIENCY IN THE USEOF RESOURCES

05 Evolution of research staff in training (PIPF) 06 Evolution of research staff (PI)

PIPF Doctoral studentsX

LEGEND

363 325 279 2402012 2013 2014 2015

2172016

Internally financed

102Externally financed

112Co-financed

3

1,0321,114

1,2011,2511,216

07 Teaching and research staff (in FTE), by age, gender and employment status. 2016

91 93 106 108 982012 2013 2014 2015 2016

Internally financed

35Externally financed

58Co-financed

5

539.9FTE

>=60024681012 0 2 4 6 8 10 12

≥ 60

55-59

50-54

45-49

40-44

35-39

30-34

< 30

5%

5%

8%

8%

7%

6%

5%

4%

7%

7%

10%

11%

7%

5%

3%

2% Permanent Temporary

LEGEND

596.7FTE

PDI- IV



08 Teaching and research staff (in FTE) by gender and field of knowledge. 2016

10 Reconeixement de l’activitat del personal docent i investigador: trams vius

09 Evolution of active researchers by gender (*)

2012 2013 2014 2015

3102016

308324320305 (*) Active researchers are those who during a certain period of time obtain results for which they merit a positive evaluation of their research according to the standards of their field of knowledge.

136AutonomousCommunity

164

28

511

AutonomousCommunity

501

Spain

342

Spain

367

AutonomousCommunity

LEGEND

Achieved in 2016 (*)

Achieved before 2016

TEACHING RESEARCH MANAGEMENT

418 425

83 86

278 302

64 65

(*) Provisional data

222 232 242 228

TOTAL

1,136.6 FTE

LEGEND

Women

Men

Arts andHumanities Sciences Health

SciencesSocial and

Legal SciencesEngineeringArchitecture

87.8

73.471.862.0 96.1 162.8 202.3

178.4

154.048.0161.2

133.8

274.5316.8

250.3LEGEND

Women

Men

222

527552 566

538 530

The URV has created the category of distinguished professor as another means of recognising the work of its teaching and research staff. This distinction is awarded to full-time professors who meet certain quality indicators in recognition for their outstanding contribution to the University. The URV currently has 35 distinguished professors.

PDI- V



13 PAS-PDI at the URV. 2016

12 Distribution of teaching and research staff by campus. 2016

95

666

54Campus Vila-seca

452Campus Catalunya

700Campus Sescelades

Campus Bellissens

Campus Terres de l’Ebre

30Seu del

Baix Penedès

11 Academic positions. 2016

PositionRector 1Vice-Rector and General Secretary 8Rector’s Delegate 4Campus Director and Subdirector 2

Vice-Dean and Subdirector of Faculty/School 19Dean and Director of Faculty/School 13

Secretary of Faculty/School 12Director of Department 23Secretary of Department 24Degree Coordinator 33Master’s Coordinator 46Doctorate Programmes Coordinator 23Executive Council 1Total 209

People

The URV has

PAS62

for every

PDI100

THE PEOPLE WHO MAKE THE URVPAS

3

PAS- I



01 Evolution of Administration and Services staff (PAS) (in FTE)

03 Average remuneration of administration and services staff (PAS). 2016

20.00010.000 30.000 40.000 50.000 60.000 80.00070.000

A1

EventualI

IIIC2

C1

IV

E

A2

II

2012 2013 2014 2015

665.72016

705.0671.9695.5703.5

Externally financed

28.9 EJC

Co-financed

36.6 EJC

In 2016 the URV contracted 29 unemployed workers under 30 years of age as part of the Europe-wide Youth Guarantee programme aimed at reducing youth unemployment.

02 Administration and Services Staff (in FTE) by category and legal regime. 2016

TOTAL

705,0 FTE

IV9.0

EV17.0

E19.0

Publicly contracted48.8%

Temporary2.4%

University-contracted48.8%

146.3I

84.5II

104.2III

86.0C2157.0

C1

77.0A2

5.0A1

PAS- II



04 Administration and Services Staff (in FTE) by category and gender. 2016

LEGEND

Women

Men

62.2

84.1

3.013.0

23.09.0 7.0

45.9 48.1

5.7 9.02.0

64.0

134.0

77.0

12.0

38.656.1

3.3 8.0

A1 A2 C1 C2 E I II III IV EV

225.9 FTE479.1 FTE

68% 32%

PAS- III



05 Administration and services staff (in FTE) by age, gender and legal regime. 2016

06 Distribution of administration and services staff by campus. 2016

1717/0

Campus Vila-seca Rectorate

10799/8

Campus Bellissens

Campus Terres de l’Ebre

Seu del Baix Penedès

1515/0

Campus Catalunya

19897/101

610/61

44/0

Campus Sescelades

330199/131

Total PAS

PAS whose tasks are directly related tocentral services

PAS amb tasques directamentrelacionades amb els serveis centrals

Publiclycontracted

University-contracted

LEGEND

Temporary

16 14 10 2 046812

>60

55-59

50-54

45-49

40-44

35-39

30-34

<30

0 2 6 14 16121084

2%

5%

10%

15%

16%

11%

6%

3%

1%

3%

5%

8%

6%

4%

2%

3%

PUBLICLY CONTRACTED

344.0 FTE

UNIVERSITYCONTRACTED

344.0 FTE

LEGAL REGIME

TEMPORARY

17.0 FTE

479.1FTE

225.9FTE

THE PEOPLE WHO MAKE THE URVThe URV Foundation

4

Grants URV ExternalURV External

9

FURV staff Contracted staff

Grants

162

113

17

265

410

10525

URV Foundation



LifelongLearning Centre

Technology Transfer and Innovation Centre

01 FURV STAFF. 2016

171Grants

TOTAL

166People

36FURV staff

130Contracted staff

FURV staff Contracted staff

1719

805Collaborations

FURVstaff

COLLABORATIONS GRANTS COLLABORATIONS GRANTS

THE PEOPLE WHO MAKE THE URVPeople-oriented policies

5

19

People-oriented policies



01 Overview

Commitmentagreement

Promotion Training

Mobility

Equality

Work-lifebalance

Support forthe disabled

Occupationalrisk

prevention

Health andsport

IMPROVING INDIVIDUALABILITIES ANDREINFORCING

THE UNIVERSITY’SMISSION

SUPPORT INGPEOPLE AND DIVERSITY

PROMOTING PHYSICALAND OCCUPATIONAL

HEALTH

OmbudsOffice

The main people-oriented policies at the URV are divided into three core action areas.

PDI PAS

01 Commitment agreement

02 Promotion

What is it?

Results

The commitment agreement regulates the overall dedication of the URV’s full-time teaching and research staff and allocates the University’s entire teaching, research, third mission and management activities. The process considers people as assets of the URV and recognises, assesses and evaluates the work conducted at the University both individually and collectively. It is therefore an instrument for planning and for enhancing accountability that provides a starting point for improving the various areas of university activity.

According to the evaluations obtained on fulfilment of the commitment agreement for the 2015-16 academic year, which were completed by 582 members of the URV’s teaching and research staff (17 of whom did so voluntarily), the average commitment of the URV’s academic staff is as follows:

0.3%Training

34.1%Tuition

12.0%Management

46.2%Research

6.6%Third mission

AVERAGE COMMITMENT OF TEACHING STAFF BY AREA OF ACTIVITY 2015-16

0.8% Others

TOTAL

582 PDI

43% 57%

The Governing Council has approved criteria for inviting applications for eight TU (senior lecturers) or CEU (university school full professors). Meanwhile, the following actions are still being implemented:

• Consolidation of tenure-track 2 positions within the framework of the Serra Húnter Plan.• Transformation of tenure-track 1 positions with a commitment to continuity into interim tenure-track 2 positions.• Promotion of TEU (university school senior lecturer) positions with accredited PhD to the position of TU (senior lecturer).• Transformation of permanent collaborating lecturer positions to tenure-track 2 positions.

In 2016 numerous administrative units were restructured. This revision of administration and services staff positions has led to the modification of 23 positions and the promotion of 21 staff members.



Improving individual abilities and reinforcing the university’s mission - I

03 Training

04 Mobility

The URV enhances the knowledge and skills of all its employ-ees by providing training programmes that increase the expertise of their PDI and PAS and improve their professional development.

PDI (2015-16)

152Trainingactivities

1,716Participants

PAS (2016)

174Trainingactivities

1,361Participants

Programme Participants Description ERASMUS +

Short stays for training in companies or at institutions of countries participating in the Erasmus+ programme.12Erasmus Staff Mobility for Training

(STT) (PDI/PAS)

Stays for teaching at higher education institutions of countries participating in the Erasmus+ programme.17Erasmus Staff Mobility for Teaching

(STA) (PDI)

Participation in internationalisation activities offered by internation-al education networks of which the URV is a member.6I-Networks (PDI/PAS)

I-NETWORKS

DRAC

Stays for teaching in Catalan at universities of the Xarxa Vives network.2DRAC (PDI)

Short stays at services, offices or laboratories and attendance at or organisation of job-related meetings or conferences at universities of the Xarxa Vives network.

4DRAC (PAS)

MOBILITY PROGRAMMES. 2016.

URV staff have many opportunities for conducting international stays, which aid the development of the participating groups while also boosting the University’s international dimension.

STAYS CONDUCTEDBY URV PERSONNEL

StaysPDI 355PAS 19Total 374

Group

75% of research stays by PDI at overseas institutions last less than three months, while 18% last from three months to a year.



Improving individual abilities and reinforcing the university’s mission - II

01 Equality

02 Work-life balance

Girl’s Day (5th edition)

M. Antònia Ferrer i Bosch award (9th edition)

Equality Week (9th edition)

Equal Pay Day

International Day for the Elimination of Violence against Women

2015 Calendar: Women and Psychology

The URV promotes actions to advance equality between men and women within the framework of the plans in force at the University since 2007. It also works in collaboration with the other Catalan universities via the Women and Science Committee of the Catalan Inter-university Council.

GENDER EQUALITY PLAN

ACADEMICYEAR 2015-16

Tipus

310children

29monitors

Summer Camp andSeptember Camp

2016

(data up to 31st October)

22%Illness

16%Personal leave

(to be made up)

7%Others

1.870 REQUESTS

Others: trade union meetings, exams, unavoidable duties, house-moving and non-remunerated permissions.

27%Medical visits

The URV promotes actions aimed at enhancing the work-life balance of its employees.In the case of PAS, these actions comprise a series of measures intended to introduce flexibility into the working day, including:• Self-regulation of the working timetable, with an increase in the _..flexitime time slot plus a five-hour slot during which the presence of _..employees is obligatory. • Established periods of shorter working days and compact timetabling.

28%Family matters

OTHER FLEXIBLE WORK PRACTICES FOR PAS 2016

Women

Workday reductions 136Leave of absence and work-life balancepermissions 4

258Total

Maternity and paternity leave 118

PDI AND PAS WORK-LIFE BALANCE. 2016

40% of the participants are children of URV employees.

Men

14

3

83

66Total

150

7

341

184

75% 25%



Supporting people and diversity - I

2012 2013 2014 2015

822016

87826762

62 75 76 88 85

124142

158170 172

LEGEND

Women

Men



Supporting people and diversity - II

03 Support for the disabled

The URV has implemented a support plan for the disabled for 2015–18. This Plan includes commitments to:

• construct an accessible University.• guarantee equal opportunity for every member of the URV community (students, __PDI and PAS).• reinforce our pledge to society and respect for diversity

Normalisation

No discrimination

Equal opportunity

Participation and inclusion

Accessibility and design for allVALU

ES

URV GUIDEBOOK FORSTUDENTS WITH DISABILITY

NUMBER OF DISABLED PERSONS BY GENDER (STUDENTS, PDI and PAS)

04 Ombuds Office

SUPPORT FOR THE DISABLED

The Ombuds Office is the body charged with defending the rights of every member of the University community (students, PDI and PAS).

It admits requests or complaints about possible violations of rights and undertakes actions needed to find a solution to conflicts.

PDI

Support and guidance 5Total 7

Complaints 2PAS

11

0Total

68

2Type of intervention

OMBUDS OFFICE INTERVENTIONS (PDI and PAS).ACADEMIC YEAR 2015-16

OCCUPATIONAL RISK PREVENTION PLAN

The URV is committed to incorporating occupational risk prevention into every activity and to monitoring potential risks caused by any work-related activity to the safety and security of persons carrying out that activity or present in the area. To do so, it has established both an occupational risk prevention plan and a prevention management system.

Risk prevention activityHealth surveillance 738Risk evaluations for buildings, experimental spaces and workplaces 101Training 65Monitoring of working conditions and requests for risk assessment 54

Emergency simulations and drills 11Preventive measures with cross-curricular implications 18

Hygienic sampling and preventive cleansing of the work environment 9Meetings of the Health and Safety Committee and the Risk PreventionCommittee

6

Number

ACTIVITIES COORDINATED BY THE OFFICE OF OCCUPATIONAL RISKPREVENTION. 2016

The URV has established a protocol for dealing with possible cases of harassment of members of theUniversity community.

01 Occupational risk prevention



Promoting physical and occupational health

02 Health and sport

ESPORTS URV

Esports URV promotes physical activity, sport and healthy lifestyle habits for its employees and every

member of the University community.

588MEMBERS

18% PAS andPDI

76participants

Sports coursesand leisure

activities

1presentation

Presentationson healthy habits 5

activities

125participants

Physical activityand health

programmefor PAS/PDI

GUIDANCE AND AWARENESS ACTIVITIES. 2015-16.

THE PEOPLE WHO MAKE THE URVRanking

6

≥ 6055-5950-5445-4940-4435-3930-34

4%

11%

8%

4%

14%13%

16%14%

18%17%

16% 16%

11%

14%

10%

14%

<30 ≥ 6055-5950-5445-4940-4435-3930-34

22%20%

<30

4%

7%6%

3%

20%

13%

18%

21%

16%

20%

6%

12%

4%

8%

45,8 44,0PASAverage agePDI

47,5URV

SUPC 46,7

26

Ranking



01 The URV in the Catalan public university system (CPUS). 2015

02 Employees of the Catalan public university system (CPUS) by age. 2015

UB

UdL

UAB

UdG

URV

UPF

UABUPC

UB

8.4%

7.3%32.3%

20.5%20.4%

UdL

TOTAL ACADEMIC STAFF (FTE)

82.2% 77.6% 77.5% 75.7%87.0%UdL UBUdG UAB

67.6% 67.5%URV UPFUPC UdL UB

% PERMANENT PDI (FTE)

28.8%

22.0%18.2%

8.7%

8.6%

7.0%6.7%

UPC

URV

UPF

UdG

PAS

6.2% 4.9%

PDI PAS

THE PEOPLE WHO MAKE THE URVPDI- I TRAINING AT THE URV RESEARCH AND INNOVATION THIRD MISSION EFFICACY...

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