Working conditions & career at the RCB- Human Resources Strategy for Researchers (HRS4R) - Euraxess

The RCB participates in the "Human Resources Strategy for Researchers (HRS4R). HRS4R is a process developed by the European Commission to support the implementation of the "European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers" and is available on the Euraxess portal. Through their implementation, the working conditions for researchers at all career levels are to be improved, e.g. through fair recruitment procedures, offers for personnel development, facilitation of transnational mobility, a commitment to equal opportunities and the assurance of scientific integrity. Furthermore, the core element of HRS4R is to ensure open, transparent and fair selection and recruitment procedures for researchers (OTM-R).

The RCB offers researchers and all other employees at every career level the best possible working environment.

We encourage the further development of each employee. We perceive the increasing internationalisation of our researchers as a great enrichment and we strive to reduce language barriers.

Excellent working conditions

In November 2018, the RCB started the European Commission's "HR Excellence in Research" certification process. Together with the Equal Opportunities Officer and a working group of researchers from different hierarchical levels, HR Management systematically analyses all work processes at the RCB and plans improvements in working conditions taking into account the European Charter for Researchers and the Code of Conduct for the Recruitment of Researchers. This analysis results in an action plan, the implementation of which is evaluated regularly.

The RCB has also been certified by the berufundfamilie audit since 2010 and has been successfully recertified for the fourth time. The audit includes various fields of action on reconciliation issues and working conditions, e.g. flexible working hours and flexible working location. In addition, RCB has its own daycare centre (Campus Kita), which offers flexible childcare for children between the ages of 9 weeks and 3 years. If required, the day care centre also takes care of children at scientific events. The Social Services Department at the RCB provides advice on these issues. The RCB values an open, communicative centre culture with flat hierarchies and open doors. It also offers its employees "social events" such as summer and Christmas parties.

Tenders and recruitment

All positions at the RCB are advertised sufficiently widely and are available to internal and external applicants alike. The desired qualifications and tasks are clearly stated in the advertisements. In addition, each job advertisement contains information about the period of employment.

Applicants are selected by an evaluation commission, which includes suitable researchers, managers, members of the works council, the equal opportunities officer and, if necessary, a member of the representative body for severely disabled persons. The application process is written down in a recruitment guideline, which is based on the "OTM-R criteria" of the Euraxess portal. In the case of budget posts in the area of scientific (junior) groups, there is a standardised and transparent tenure track procedure.. For further information, please contact our Human Resources Management or the respective department heads who are responsible for the vacancy.

International employees

We are pleased about the growing proportion of foreign scientists at our institute. To facilitate communication at the RCB, we train our staff in English and foreign scientists in German. Important documents and forms for working at the RCB are available in German and English. All courses of the doctoral programme are offered in English.

In case of cultural or linguistic problems in everyday life, our Foreigners' Representative is happy to assist and, together with the visiting researchers, takes care of necessary administrative procedures such as visa extension and residence registration.

Career promotion

Lifelong learning is important to maintain success and fun at work. That is why we offer all our employees the opportunity for continuous further training.

The RCB has a structured doctoral programme for the further education of doctoral students: the BBRS - Borstel Biomedical Research School

Postdocs determine their own further training needs. The Postdoc Initiative collects topics and ideas which are then planned and implemented together with the Board of Directors. Within the Leibniz Association, there is now an inter-institute network both at the level of doctoral students and post-docs.

Group leaders should receive at least one annual training course on changing aspects of their leadership activities.

In addition, all researchers of the Institute are encouraged to participate in external mentoring programmes and training courses. On an individual level, we provide financial and content-related support. Here too, the Leibniz Association offers inter-institute mentoring specifically for women, in which several female colleagues have already taken part.

Employees from the technical area and administration receive appropriate individual opportunities for further training within the scope of their tasks. In addition, they can take part in the in-house English course free of charge to facilitate communication with international colleagues.

In the annual performance review, individual career goals, employee wishes and measures to achieve them are discussed with the employee's supervisor. Topics relating to the compatibility of career and family and the working environment are also discussed here. The guidelines for the performance reviews are available to employees on the intranet.


For further information, please contact:

Tanja Schröter Ohrendorf
Tanja Schröter Ohrendorf
04537 / 188-3020
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Nina Grohmann
Nina Grohmann
04537 / 188-5807
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