ERA Research Managers

Expected outcome

Excellent capacities in research management are essential for institutions and national R&I systems to capitalize on their R&I activities. ERA Research Managers aim to attract experienced research managers to universities, research organisations or research infrastructures in Widening countries, establishing or upgrading institutional capacities for research management, fostering brain circulation and creating pockets of excellence that enhance institutional culture and performance.

Research management capacities are crucial for research-performing institutions as they increase efficiency, competitiveness, and impact, thereby enhancing research excellence. Strong research management ensures effective grant acquisition, resource allocation, compliance with funding regulations, and strategic planning. It supports high-quality research by streamlining administrative processes, facilitating collaborations, and optimizing the use of research infrastructure.

The ERA Research Manager’s leadership and the establishment of a permanent, high-quality research management group will boost excellence, visibility, and integration within the ERA, improving competitiveness in research funding and promoting institutional reforms aligned with ERA priorities.

Projects are expected to contribute to some of the following outcomes:

At system level:

• Increased international, interdisciplinary, and intersectoral mobility of research management talent towards Widening countries;
• Institutional reforms in research institutions and national R&I systems;
• Strengthened human capital with more entrepreneurial and well-trained research managers;
• Better communication of R&I results to society;
• Enhanced research capacity, competitiveness, and economic growth.

At organisation level:

• Strengthened research management capacities;
• Increased attractiveness to top international research managers, and subsequently researchers;
• Establishment of a lasting, high-performing research management group with institutional benefits;
• Improving the institution’s global visibility and success in securing competitive funding;
• Promote best practices in agreed ERA priorities such as ethics, open science and data, gender equality, thus strengthening the institution’s overall research ecosystem:

Scope

Research organisations in Widening countries seeking to establish an ERA Research Manager should submit a proposal aimed at establishing or upgrading research management capacities in the institution and ensuring that the conditions are in place to foster excellent research management aligned with ERA priorities. The research institution will act as the sole applicant (mono-beneficiary), and the ERA Research Manager may be from any country but may not already have a contractual relationship with the research institution.

Proposals should include a Curriculum Vitae (CV) in Europass form of the prospective ERA Research Manager, detailing their proposed managerial and technical contributions to the coordinating institution. The CV should be uploaded as an Annex to the proposal.

Proposals should include a self-assessment of the beneficiary’s existing institutional capacities and its needs in research management and administration. An implementation strategy should be designed to enhance the existing institutional capacities, with targeted actions and trainings. This strategy may be continuously adapted throughout the project duration. This plan will include all necessary measures to introduce institutional changes in research management. These measures should be realistic and feasible within the duration of the project. Proposals should also describe any alternative/additional/other relevant investments in research management capacity building, projects, staffing, facilities and infrastructures and how those will be achieved.

ERA Research Managers should be excellent research managers with international experience. The ERA Research Manager will establish/expand a research management team fully integrated in the coordinator's institution to significantly improve its overall performance in research management and R&I. The team’s recruitment will be led by an international panel chaired by the ERA Research Manager and must follow an open, transparent and merit-based process. The ERA Research Manager should hold a position within the organisation, allowing resource allocation, supervision, and funding applications. Teaching duties may be included where appropriate.

The ERA Research Manager may relocate permanently or temporarily to the coordinating institution, with secondments, sabbaticals, or part-time arrangements also being possible. A minimum 50% full-time equivalent (FTE) commitment, including on-site presence, must be ensured, at least until the appointment of a research management leader on a permanent basis. A description of the transition phase between the research management leader and the ERA Research Manager should be provided in the proposal, explaining also their share of tasks and their role in the remaining years of the project, in case the appointed research management leader is not the ERA Research Manager. All contractual arrangements, time commitment and the timeline of the ERA Research Manager’s on-site presence at the coordinator should be indicated in the proposal, as well as the salary (gross amount), travel and daily allowances and/or other perks to be offered. If employment is the preferred option, contractual details must be provided.

The permanent leader of the newly created or reinforced research management group should be appointed on a permanent basis within the first three years through an open recruitment process monitored by the European Commission, and to which the ERA Research Manager may apply.

To ensure long-term sustainability, the ERA Research Managers team should be structured for continuity beyond Horizon Europe funding. The proposal should detail team composition, research management levels, salaries, and recruitment timelines. No more than 50% of the newly recruited team members should have any prior contractual links to the institution.

The grant covers the salaries of newly recruited research management team members, recruitment, travel and equipment, as well as administrative expenses related to the ERA Chair holder and research team. Proposed structural reforms to be driven by the ERA Research Manager should be outlined in the proposal, such as improving working conditions, career prospects, HR policies, research governance, grant management, knowledge transfer, and simplifying procedures like IPR. Gender equality should be addressed in alignment with ERA objectives and institutional commitments.

Proposals should quantify expected impacts, including institutional changes, increased research output (publications, IPR protection, knowledge valorisation), and improved research management. Additional relevant impact indicators are encouraged.

The expected duration of the actions is 5 years.

[1] https://europa.eu/europass/en/create-europass-cv

[2] Corresponding to advanved or expert level of reserach managers careers as set out in the “European Competence Framework for Research Managers” provided at RM Comp: The European Competence Framework for Research Managers - European Commission

[3] that can be considered under the category of "other goods, works and services