General conditions

  • The Marie Curie workprogram has precedence over national and local regulations.
  • The consortium is obliged to recruit at least 40% women. Each vacancy announcement must “seek and encourage female candidates in the publicity” and must include a clause which encourages women in particular to apply, to the extent this is allowed by national legislation.
  • Vacancies are for Marie Curie Early Stage Researcher (ESR) or Marie Curie Experienced Researcher (ER). These positions are not scholarships but involve full time employment. Researchers must not be contractually required to perform tasks that fall outside of the project (e.g. teaching). Furthermore there are contracts with Visiting Researchers (VS), which are normally based on a fixed fellowship, not a full employment contract.
  • All researchers not having a PhD are offered enrollment in a PhD program.
  • Tuition must not be charged to researchers for any training that CLARA offers to them. If tuition is required for other parts of a PhD program that a CLARA researcher takes, it can be charged to Cat. E, H or D (apparently in that order of preference).
  • Researchers will be given the opportunity for secondments if possible and relevant.
  • Selection must strictly take into account the eligibility criteria and equal opportunities as specified in Annex III. Note that research experience is counted in full-time equivalents. If a candidate has done research on a half-time basis during a seven year period, this counts only as three and a half years of experience.
  • Selection and employment must adhere to the European Charter for Researchers and the Code of Conduct for the recruitment of researchers.
  • The employment contract with the researcher must fully comply with all stipulations in the GA, in particular Annex III.4.
  • Researchers must be paid living, travel, mobility and career exploratory allowances as stipulated and taking into account the correction coefficients for Cat. A. Employers are allowed to top up the salary from their own funds. Training participation expenses (course and conference attendance etc.) may not be charged to Cat. A-C.
  • The applicable rates and correction coefficients are in the Work Programme 2008.
  • Employers’ contributions to taxes and social security payments are deducted where appropriate from the amounts that form the basis for allowances A-C. Taxation rules vary from country to country, but the EC provides the following advice: The travel, mobility and career exploratory allowances have been conceived as separate flat rate amounts and where national taxation allows, it is the intention that these amounts should not be subject to personal taxation or employers deductions. In some countries it may be advisable to pay actual travel and other mobility expenses directly through invoices rather than as taxable salary.
  • For the mobility allowance, see the requirement of transnational mobility within 12 months before the appointment (Annex III.8.1.b).
  • For the travel allowance, see also the special definition of Location of origin (Annex III.1.6).
  • Within twenty days of recruiting each researcher (also VS), a Declaration of conformity must be submitted to the EC by the employer.


  • Each partner institution drafts its own job announcements, taking into account the general conditions, allowances, job description and eligibility for CLARA as well as national and local rules. It is recommended to ask the coordinator and WP leader to check the job announcements.
  • Announcement on Euraxess is obligatory. The training coordinator can be asked to do this if you do not have a Euraxess account. The coordinator can announce on the CLARA website and through CLARIN. The partner institution and WP leader announce the job through additional channels, e.g.:


  • It is recommended that the partner and WP leader appoint at least two reviewers, preferably from partner institutions.
  • Selection is based on eligibility rules, qualifications for the job and the obligation to recruit at least 40% women.
  • A report on the selection process is kept at the employer and should also be sent to the coordinator. If the person selected for the position is not a woman, then it must be documented that efforts have been made to recruit and select a woman.


  • The employing organization writes a contract for full employment with the researchers, taking into account all conditions for ITNs (in particular those in Annex III). Note that the Personal Career Development Plan is an obligatory annex to the contract.
  • The employing organization checks documentation on qualifications, location of origin and family obligations, in order to verify eligibility and determine allowances.
  • Within twenty days after a researcher starting in the job, the employer submits a Declaration of Conformity and notifies the coordinator.
  • German templates for ESR/ER employments contracts.
  • UK templates for ESR/ER employment contracts.

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