Our Commitments

The European Human Resources Strategy for Researchers (HRS4R)

By adopting the HRS4R, the CNRS has joined an on-going improvement effort focused on better integration and assessment of recommendations for the European Charter and Code for Researchers.

On February 10, 2017, the European Commission granted the CNRS the label “HR Excellence in Research” for its commitment to HRS4R.

This label allows the institution to enhance its work environment and the quality of its HR management.

With its HRS4R action plan (2017-2020) the CNRS has made commitments to the five priority areas: scientific integrity and ethics, recruitment, quality of work life, non-discrimination and professional development.


Open, transparent recruitment

The improvement of recruitment methods for contract agents is a central component of the HRS4R action plan.

Developments were brought to the recruitment process with the aim of enhancing the visibility of job offers, standardising selection methods and strengthening the traceability of the recruitment process. A guide describing the recruitment process of contractual agents documents this work.

This guide complements the CNRS Fixed-Term Contract Charter by providing greater detail on the procedures to be followed in the different recruitment stages, from the writing and publication of job offers to the selection of successful applicants and the formulation of the recruitment request.

The guide was also created to assist the recruiter by providing bilingual job description models and proposing examples of the applicant evaluation grid.

The main recruitment process developments are:

  • Systematic publication of any job offer for contractual agents (length greater than three months) on the Job Portal recruitment platform
  • Automatic publication of scientist-post offers on the European Euraxess Jobs website.
  • Publication of offers for at least three weeks
  • Selection of applicants after an interview carried out by at least two people
  • Selection report for the successful applicant generated automatically on the Job Portal platform


Since it concerns public employees, the researcher placement competitions are systematically published on the European Euraxess Jobs website. The selection criteria for the sections is available on the National Committee website.


Revised Action Plan (2019-2021)

Two years after obtaining the "HR Excellence in Research" Label, the intermediate evaluation, conducted by the HRS4R Steering Committee, shows that most of the actions planned for 2017 and 2018 have been completed, even enriched for some.

The revised action plan (PDF) includes the actions from the initial plan, some of which, although completed, correspond to long-term mechanisms or policies. It also retraces the actions not initially included but completed in 2017 or 2018, as well as 15 new actions supporting the main strategic axes of the Establishment's policy.



Taking disabilities into account, based on common human values, is an important element in collective change since it forces us to reflect on work organisation, respecting the person and his/her singularity.

The CNRS defined its policy for the disabled based on past experience of work in the field with doctors of preventive medicine and social workers, in close connection with its laboratories and services, to develop a bond of trust with the employees concerned.

Since 2007, two action plans have made important advances in terms of employment opportunities, such as opening access on a contractual basis to researchers and creating a pool of young scientists who will later be able to join the laboratories, but also in terms of taking disabilities into account in work organisation.

The new CNRS action plan covering 2016-2019 has two vocations: to capitalise on the actions undertaken and open new fields in connection with the institution’s other policies. It is a question of consolidating what has begun, verifying that the practices of integration and support are established everywhere and considering at the same time the impacts of our property, digital and purchasing policies on the professional life of disabled staff and working collectives. 

Further information: http://handicap.cnrs.fr


Human resources policy

Maintaining skills at the highest level, professional development throughout a career, responsibility and proximity: the CNRS implements a human resources strategy in the service of science, encouraging creativity and job satisfaction.

Actors at local and national levels

Human Resources Department (DRH)

It ensures the expertise and monitoring of major HR fields and procedures: competitions, careers and professional development, mobility, training, social action, prospective employment and skills, workforce management and supervision. It manages the relationship with social partners and organises the network of HR actors.

Institute Departments

They define the main lines of scientific policy, in conjunction with the National Committee for Scientific Research. They convey them in the annual budget arbitrations, by anticipating the units’ needs in employment and skills.  

Regional delegation human resources services (SRH)

They support the staff and implement the HR strategy of the CNRS. They inform and advise the unit departments.

Unit Directors

They monitor the projects of laboratory teams and services, in conjunction with associated partners.

Further information

Human Resources Department: www.dgdr.cnrs.fr/drh


Conscious of the changes in society and with a desire to mobilize all energies in the service of research, in 2001 the CNRS initiated an innovative approach to improve professional equality and the balance between women and men by creating a "Mission for the place of women at the CNRS".

Four main lines of action

Act for professional equality
Promote the transversality of gender research
Promote scientific careers among young women
Develop French, European and international partnerships

Further information