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.
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.
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.
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.
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.
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.)
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
Salary Scales for Research Positions
Human Resources Budgeting and Projection Tool
- Budgeting Tool for Students - Research Assistant: This table provides a summary for student remuneration.
- CUPE2626 Collective Agreement: The working conditions and the job description requirements (Article 30) for Research Assistants.
- Budgeting Tool for Generic Job Descriptions: This table provides a 5 year projection of contractual employees (Policy 47) taking into account the length of the contract, the benefits, and yearly salary increases.
- Postdoctoral appointments: The minimum level of funding for a postdoctoral stipend or fellowship is $34,000 per year.
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:
- 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
- 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.