Both Organic Law 2/2003 of 22nd March on the University System (LOSU) and Act 14/2011 of 1^st June on Science, Technology and Innovation, amended by Act 17/2002 of 5^th September, set out that public universities may recruit research staff and research, innovation and transfer support technical staff to undertake their  I+D+I research structures.

Hiring staff is a key strategic component to attain the university’s institutional mission in the area of research, innovation and transfer. There is a direct link between support and institutional recognition for research staff and the quality and quantity of the research undertaken. In turn, and in accordance with the UIB policy to recognise and incentivise research activity and the policy linked to HRS4R recognition, Regulatory Agreement 14540/2022 of 15^th June calls on the Executive Council to set out a minimum salary table for contracted research staff.

In light of the above, the Executive Council has approved Executive Agreement 15602/2024 of 4^th September the salaries of research staff, as well as technical or operational research staff affiliated to projects, competitive grants for recruiting staff,  I+D+I research structures, chairs, agreements and contracts under Article 60 in which this university participates. (FOU no. 576 of 20^th September)

Salaries for Recruited Staff and Working Hours

a) Staff recruited outside the remit of national or European public programmes to recruit human resources for research and innovation

Where applicable, the salary and working hours for contracts shall be set out in appendices to the corresponding public recruitment offers made by the UIB.

Staff who are recruited under projects, I+D+I Research Structures, chairs, research agreements and contracts, included within the scope of this regulation, shall receive the minimum equivalent full-time salary set out in the following table, in accordance with the required professional category and academic qualifications, notwithstanding the proportional reductions that may apply as per the working hours for said employees.

Minimum annual salary for full-time commitment and qualifications required for the professional recruitment category.

The maximum salary in each professional category is 33% higher than the minimum salary for the category that is immediately above it. The categories for senior researcher and senior technician (category A) do not have a set maximum salary. This notwithstanding, the job offers in these categories that offer salaries above 50% of the established minimum must be approved by the Executive Council, which may propose reformulating the scope of the offer or lowering the salary.

Salaries for research staff in training recruited under projects, I+D+I research structures, chairs, research agreements or contracts must be in line with the salaries set out in point b.i).

Salaries for distinguished researchers shall be set individually in each instance. Nevertheless, annual salaries may not be below the benchmark set for the Beatriz Galindo grants in the senior category (74,402.64 euro in the 2023 call) or equivalent standard fixed by the person holding the vice-rector's office in research competences.

Contracts for less than half a full-time working day shall not be permitted where the tasks subject to recruitment or the corresponding addenda exceed a 12-month term.

Supervising researchers who propose these contracts must have an allocation of funds that enables them to cover possible salary rises recognised for public sector workers, assuming an annual increase of 2.5%.

b) Staff recruited under national or European public programmes to recruit human resources for research and innovation

i) Research Staff in Training (Article 21 of the LCTI)

The EPIF links the minimum salary for these contracts to the regularly updated Single Collective Bargaining Agreement for Non-civil Service Staff of the General National Administration (AGE). In the case of contracts concluded under specific calls for hiring researchers in training, the minimum remuneration is also linked to these. Furthermore, these contracts are subject to the provisions of AE14892/2023, of April 9^th, recognizing salary increases for those hired in charge of chapter 6 in the field of research.

Additionally, personal help is proposed for the installation of research staff in training, which responds to the contribution and effort of the UIB to promote research and improve competitiveness in attracting predoctoral staff. This aid is intended to contribute to the expenses associated with access to housing, temporary accommodation, transportation or other costs related to the start of your predoctoral stage in the Balearic Islands.

This aid can be made effective in a single payment within the first six months of the contract and will be conditional on the provision of a registration certificate in a municipality in the Balearic Islands, indicating the age of the last registry variations. The intensity of the aid will depend on the age of registration according to the following table:

Criteria for calculating the intensity of aid for the installation of predoctoral contracts.

The Investigative Evaluation Commission of the Research Area, which may raise extraordinary cases to the Investigative Commission, is the body authorized to resolve possible doubts arising from the application of these criteria and to resolve singular cases.

The Executive Council, at the request of the person holding the vice-rectorate with investigative powers, will set the amount of these grants annually, and will remain conditioned on budgetary availability.

ii) Grants from the national Programme to develop, attract and retain talent

With the aim of improving the ability to attract and retain talent and the competitiveness of the UIB in its research environment, the personnel hired under aid within the framework of the state program to develop, attract and retain talent in which the UIB participates as beneficiary entity, will generally receive higher remuneration than the minimum established in the calls or the corresponding regulatory regulations, provided that this is in accordance with the regulations governing aid and adequate and sufficient credit is available to finance the corresponding institutional competitiveness complements.

The calls for aid for the hiring of personnel within the framework of the state Program to develop, attract and retain talent, of the state scientific, technical and innovation research Plan 2021-2023, such as the Ramón y Cajal, Beatriz Galindo, Juan de La Cierva or technical support staff, establish the minimum remuneration to be received and have two different types depending on the intensity of the aid:

1. Aid that covers minimum remuneration (such as Ramón y Cajal or Juan de la Cierva aid): it is proposed to establish an institutional competitiveness complement for the recruitment and retention of talent of 16% of the minimum remuneration established by the call.
2. Aid that does not cover minimum remuneration (such as aid for Beatriz Galindo or for technical support personnel): it is proposed to establish an institutional competitiveness complement for the recruitment and retention of talent of 5% of the established minimum remuneration. This complement is added to the additional credit that the institution has to contribute to cover the minimum remunerations set by the call.

I+D+I structures, departments and university research institutes may provide the necessary financing so that type ii.2 aid meets the requirement for type ii.1 aid, provided that adequate and sufficient credit is available for all parties involved. This mechanism will have to be requested at the time of formalizing the external aid in writing addressed to the competent vice-rector and will have to be accompanied by a credit reserve proposal signed by those responsible for the corresponding organic items.

iii) Other Grants

In the case of aid for the hiring of personnel that fixes the remuneration of the contract, these conditions will be respected, regardless of what is established in the previous points.

As for other grants, and on the motion of the relevant Office of the Pro-Vice-Chancellor for Research, the Executive Council may set a complementary payment for institutional competitiveness in line with what is set out in point ii) above, preferably matching the salary tables set out herein.

The minimum salaries established in section b) above shall be conditional on the availability of adequate and sufficient allocation of funds in the corresponding sub-programme of the Research and Innovation Promotion Programme from the relevant Office of the Pro-Vice-Chancellor for Research. Where sufficient or adequate allocations are not available, the Executive Council shall establish priority criteria as per the following order: contracts, calls and annual payments, in this hierarchical order. Likewise, these salaries may be supplemented with funds provided by departments, institutes,  I+D+I Research Structures or individual researchers. Nevertheless, proposed complementary payments that exceed the established minimum salary by 33% must be approved by the Executive Council.

Salary increases

The contracts of research staff, technical staff or research managers are subject to the provisions of EXECUTIVE AGREEMENT 14892/2023, of April 19^th, on the recognition of salary increases in contracts under Chapter 6 in the field. of the investigation of this university (FOU no. 552, of April 28^th).