The HR Strategy for Researchers helps institutions in adopting the Charter & Code principles. This makes institutions more attractive to researchers seeking employment or places to conduct their research. The European Commission gives the ‘HR Excellence in Research Award’ to institutions that align their HR policies with the Charter & Code’s 40 principles, using a bespoke action plan to encourage research excellence. The “Human Resources Excellence in Research” (HREiR) award, a component of the EURAXESS initiative, commends institutions that maintain fair recruitment and evaluation processes for researchers.

EURAXESS – Researchers in Motion is a free resource for those in research and innovation looking to move internationally. It offers tailored support, job listings, funding opportunities, career advice, and more. Spanning 43 European countries with 9 global hubs, it also has a Cypriot branch of Service Centres to help with all relocation aspects. In June 2022, The Cyprus Marine and Maritime Institute (CMMI) became an EURAXESS Services Centre, providing support exclusively within the institution.

The European Research Area (ERA) aims to create a unified research, innovation, and technology market within the EU. Launched in 2000 and revamped in 2018, it promotes collaboration between member countries by aligning research policies, boosting cross-border cooperation, and fostering EU-wide competition in research.

In the pursuit of excellence, as articulated in the 2021-2024 Strategic Plan, the organisation has formulated a CMMI HR Strategy 2023-2024 that aligns with the objectives outlined in the ‘People’ section of the plan. This reflects a strong commitment to prioritising the well-being and development of its most valuable resource – the workforce.

Recognising the pivotal role employees play in achieving strategic goals, the organisation is dedicated to crafting an all-encompassing HR strategy that not only mirrors organisational objectives but also strategically propels the overarching mission. This HR strategy is designed to be forward-looking, addressing both the immediate needs of staff and anticipating potential shifts in the future landscape. It will encompass various facets, including talent acquisition, professional growth and development, employee engagement, and retention strategies, all geared towards empowering the workforce and fostering a conducive work environment. By ensuring that the HR strategy aligns intricately with the ‘People’ section of the Strategic Plan, the organisation is positioned to cultivate a workforce that is not only well-equipped to navigate current challenges but also poised to shape the future successes of the CMMI.

For the development of the Action Plan, a committee was appointed based on their expertise within the Institute and their experience and knowledge, which could be considered valuable in conducting the Gap Analysis and formulating the Action Plan for CMMI’s HRS4R. Beyond this, a Working Group was comprised of additional members from different ranks (R1 to R4) who contributed to the process of applying and provided essential insights from a research and academic perspective during the process.

At CMMI, the institution is firmly committed to upholding the principles of open and transparent recruitment. Their dedication revolves around ensuring that the most qualified individuals are chosen for various positions, fostering equal opportunities for all candidates, encouraging international collaboration and mobility, and enhancing the attractiveness of research careers.

The institution’s policies and practices regarding Open, Transparent Merit Recruitment (OTM-R) are meticulously aligned with the European Charter for Researchers. These policies reflect the institution’s unwavering commitment to excellence in the recruitment process. They strive to maintain a selection process that is fair, inclusive, and based on merit for all applicants.

Within this section of the website, visitors will discover comprehensive information regarding the institution’s OTM-R policies and procedures.

OTM-R English Version 

OTM-R Greek Version 

Gender Equality Plan (GEP)

CMMI’s Gender Equality Plan represents a comprehensive strategic framework coupled with a series of targeted initiatives. Its mission is to champion and actualise gender equity and parity within the organisation. This encompassing plan includes a multifaceted approach, encompassing a spectrum of actions, policies, and practices meticulously crafted to combat gender-based disparities, foster inclusivity, and ensure that individuals of all gender identities enjoy equal opportunities, rights, and resource access.

The GEP serves as an instrumental tool in the eradication of gender discrimination, the active promotion of diversity and inclusion, and the cultivation of a work culture rooted in gender equality principles. These initiatives are not merely aspirations; they are the essential instruments through which positive transformation is driven, propelling the cause of gender equity forward within workplaces, institutions, and communities alike.

Employee Benefits

At CMMI, employee well-being takes precedence, and the institution offers a diverse range of enticing benefits. These encompass competitive salaries, a solid pension fund, various types of leaves, such as annual, additional, sick leave, and compassionate leave, as well as the flexibility to transfer annual leave. CMMI also accommodates flexible work arrangements and provides access to numerous training and personal development opportunities. For international hires, the institution extends relocation assistance to ensure a seamless transition into their roles.

Career Progression

CMMI holds its community in high regard as the cornerstone of its success and fervently promotes career advancement opportunities for all team members. The institution is dedicated to the ongoing refinement of policies and procedures that facilitate the progression of staff members at every level of the organization. Moreover, CMMI demonstrates its commitment to personal and professional development by funding both internal and external training opportunities for its team members.