Human Resources in Research

As part of its responsibilities to oversee the effective and efficient administration of research on campus, the OVPR has expanded the scope of its HR in Research to include immigration. The redesigned service aims to advance the Strategic Directions of Research Excellent and International as defined in Destination 2020.

Our Advisory Services to the Research Community

As one of the country’s leading research-intensive institutions, we are proud to be front-runners in offering this unique and innovative service to our research community.

  1. HR in Research

    We provide strategic and operational leadership in the planning, development, implementation and management of the human resources services and activities for the University’s Research Community.

    HR Strategies and Problem-Solving Expertise: Consults, analyzes and aligns HR strategies to meet the diverse needs and realities of researchers by interpreting and applying policies and procedures. Provides support in resolution of complex HR in Research matters.

  2. Immigration in Research

    We provide direction and expert advice with respect to immigration laws in Canada, ensuring the University’s adherence to the laws, regulations, guidelines and specifications relevant to immigration.

    Immigration Strategies and Problem-Solving Expertise: Consults, analyzes and aligns immigration strategies to meet the diverse needs and realities of researchers by interpreting and applying Canadian immigration Laws to uOttawa policies and procedures. Identifies problems and analyzes complex issues related to international recruitment, visas, study and work permits, labor market impact assessments and permanent residency.

  3. Needs Assessment and Training

    Identifies training needs and/or areas of concern through frequent consultations with stakeholders to develop training programs that addresses the areas of concerns in the Research Community.

  4. Information and Tools

    Informs researchers of their responsibilities in the areas of HR and immigration matters in research. Provides tools to facilitate the tasks of the researchers related to HR and immigration.

 

Other Roles and Responsibilities

Researchers, as grant and contract holders, determine human resource requirements for the effective conduct of their research programs, including determining the nature of the work to be performed, expertise, training and experience requirements for their staff, establishing performance requirements, supervision of staff, and assessing the performance of their team members.

The University, as the institution responsible for the administration of awards made to Researchers, provides an administrative framework through which research funds are managed including the employment conditions for research personnel.

Central HR, as the owners of the HR policy framework, establishes, in collaboration with stakeholders, policy and procedures applicable to all university staff, including research grant and contract-supported staff. In collaboration with HR services in the Faculties, ensures that the University’s employment conditions are respected in order to protect employees’ rights and maintain equity in the University workplace.

The Faculties (HR Services and/or Administrative Services), as the first point of contact, provides general HR advice, operationalizes the HR strategies previously developed for individual research projects, oversees recruitment processes and ensures they are conducted in a fair and equitable manner.

Bill 148 – New Process

Hiring a Student

To minimize the risk to the University, Human Resources created generic job descriptions for students supporting research projects that are not Research Assistants as defined in the CUPE2626 Collective Agreement. All researchers wanting to pay less than the rate of the Junior Technician (NR1) must use one the two job descriptions provided. Any increase in the minimum hourly rate ($14/hour) needs to be based on seniority (returning student-worker) and merit (years of experience) and justification must be documented.

NOTE: it is important to recognize that students who are hired to analyze, interpret or collect data for the purpose of research activities must be hired through the CUPE 2626 collective agreement process and paid as such.

 

Offering a Soft-Funded Research Bursary to Students

If the researcher determines that the student’s time will be used as a learning experience in research and if the researcher is willing to mentor the student during this learning experience, the researcher may offer a research bursary under the following conditions: 

  1. A learning plan is agreed upon between the researcher and the student and it is documented that the researcher will mentor the student.
    SFRB – Learning Plan
  2. The researcher agrees that they are not the students employer by reviewing and acknowledging that none of the statements below applies: 
    • You are responsible for planning the work to be done
    • You decide how the work is to be done
    • You decide the hours of work
    • You assign and supervise individual tasks
    • You decide on work location
    • You set standards of work and determines if work needs to be redone

 

If you are unsure of your status as an employer or mentor, you can refer to the RC4110 form from the Canadian Revenue Agency.

Human Resources Tools

Provides tools to help researchers and research administrators fulfill their Human resources management functions when appropriate (e.g. templates for preliminary offer letters, generic job descriptions, salary range information for job duties, etc.)

Determining Resource Needs

  • HR and Immigration Decision Tool - The tool is designed to support researchers to determine the status of the research personnel needed to support their research projects.

Working Conditions for Contractual Staff Non-unionized Employees

  • Policy 47 - The objective of this policy is to define working conditions and underlying principles for non-union contractual employees who are paid from trust funds and research funds and for non-union contractual employees in an operations role.
  • Administrative Procedure 18-47: Policy 47 must be read in conjunction with Administrative Procedure 18-47 on working conditions for contractual non-unionized employees (Research and Operations).

Generic Job Descriptions

The Generic Job Descriptions are an important tool in supporting salary equity as well as in fostering employee retention in the management of human resources in the research field.

Salary Scales for Research Positions

Human Resources Budgeting and Projection Tool

Need Help? Who to contact

Mélanie Miles, RCIC

HR Business Partner
Regulated Canadian Immigration Consultant
HR in Research: melanie.miles@uottawa.ca
Immigration: HRimmigration@uottawa.ca
613-562-5800 ext. 2359

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