Our mission is to study properties of fluids and solids, their complex motions and interactions and processes occurring in them under thermal and/or mechanical loading. As a multidisciplinary research organization, we also study complex dynamics of mechanical systems, electromechanical energy conversions and their control using power electronic devices, and develop applications of thermal plasma. To fulfill our mission, we create mathematical models and algorithms, diagnostic and measurement methods and scientific sensors and instruments. Besides curiosity-driven research, which is at the heart of our purpose, we transfer our knowledge to society by educating future scientists, promoting public awareness of science and applying our research findings in industrial settings and the public sector to initiate innovations in various fields of technology. To achieve the best results, we foster enthusiasm, motivation and confidence of our staff by implementing the principles of the European Charter for Researchers and constantly enriching our Human Resource Strategy for Researchers (HRS4R).

The Institute is governed in particular by the following Czech laws:

• Act No. 341/2005 Coll. on Public Research Institutions
• Act No. 130/2002 Coll. on the Support of Research and Development from Public Funds amended by Act No. 50/2020 Coll. and Ac tNo. 215/2004 Coll.
• Act No. 262/2006 Coll. (Labour Code)
• Act No. 134/2016 Coll. on Public Procurement
• Act No. 340/2015 Coll. on the Register of Contracts
• Act No. 207/2000 Coll. on the Protection of Industrial Designs
• Act No. 106/1999 Coll. on Free Access to Information

More information about our mission can be found in the Institute's Foundation Charter.

Recruitment

Calls for applications for vacancies are announced by the Institute director and published at least 3 weeks before the deadline for applications in the Career section of the Institute website and using other channels (e.g. Career on the CAS website, Euraxess, ResearchJobs). The job advert contains the following basic information:

• position title
• employee grade*
• required degree/eligibility criteria
• essential and desired requirements/skills
• type of contract
• location of work and department
• application deadline
• envisaged starting date
• description of the selection process and required application documents
• composition of the selection committee
• instructions for submitting applications

*The Career Development Rules of the CAS Employees with a University Degree define the following employee grades for researchers:

V1 - Research assistant - first-stage researchers with a university degree doing research under supervision

V2 - PhD student - doctoral candidates doing research under the supervision of a PhD thesis supervisor or co-supervisor. Note: The Institute is a non-university public research institution and does not offer PhD programmes. Candidates for PhD student positions must be enrolled in a PhD progamme at a university and they can by employed by the Institute as first-stage researchers (usually on a part-time contract).

V3 - Postdoctoral research fellow - doctorate (PhD or equivalent) degree holders doing research under the supervision of senior researchers or with some degree of independence and publishing papers as lead authors or co-authors. The maximum duration of a postdoctoral appointment is limited to 5 years after the award of the PhD degree.

V4 - Associate scientist - doctorate (PhD or equivalent) degree holders who have not been appointed to the employee grade V5 or V6 after 5 years after the award of the PhD degree.

V5 - Research scientist - doctorate (PhD or equivalent) degree holders doing research independently, solving complex research problems in their field. Research scientists regularly publish in peer-reviewed journals and are usually lead investigators of research grants.

V6 - Senior research scientist - V5s who are leading researchers significantly contributing to the development of their research field on the international scale.

Selection

The Institute director appoints a selection committee consisting of a minimum of 3 members. Most selection processes will include the following steps:

1. The selection committee checks the completeness of applications and the eligibility of candidates. Candidates are requested to submit missing documents. Incomplete applications and ineligible candidates are not considered for selection.
2. The candidates are rated against the job requirements and shortlisted for interviews.
3. The shortlisted candidates are invited for an interview (presence-based or online).
4. The selection committee determines the order of interviewed candidates and recommends the best candidates to the Institute director for review.
5. The Institute director decides about the winning candidate and determines the employee grade and terms of contract.

A job offer e-mail is sent to the winning candidate detailing the remuneration terms and employee benefits. In case the winning candidate does not respond or rejects the offer, the job offer is sent to the next candidate determined by the Institute director.

Candidates are informed about the selection result by e-mail.

Remuneration

The wages are defined by the wage regulation and are comparable with those in other public research institutions in the Czech Republic. The wage is determined by the Institute director based on the quality of the winning candidate and with respect to the available budget or project funding rules. The wage consists of a fixed and a variable performance-based component. Bonuses are awarded at the discretion of the Institute director who takes into account recommendations of the research department head. Additional bonuses are awarded for publishing in journal papers with an impact factor.

Privacy Notice for Job Applicants

You can find the principles for protecting the personal data of job applicants in accordance with the General Data Protection Regulation (GDPR) here.

Links:

Procedures for recruitment and selection of researchers

Open positions on the Institute website

Open positions in the Czech Academy of Sciences

Euraxess Czech Republic

Career Development Rules of the CAS Employees with a University Degree

Statutes of the Czech Academy of Sciences (especially Article 23 of Appendix B)

Human Resource Strategy for Researchers (HRS4R) of the Institute of Thermomechanics of the CAS

Privacy Notice for Job Applicants

Employee benefits

• You can find more information on the employee benefits here.
• Once a year, usually in the summer, the Institute organizes an informal staff party. In addition, research departments hold their staff Christmas parties.
• If you need to open a bank account, Raiffeisenbank has a special offer for multi-currency accounts for our employees. You will need your employment contract when visiting the bank branch.

Working hours

Weekly working time is 40 hours. Standard working hours are as follows: Monday–Friday: 8:00–16:30 (including 0.5 hour lunch break or rest)

Employees may, in agreement with their supervisor, use flexible working time arrangements. In such a case, employees must be present at the workplace during normal working hours from 9:30 to 14:30. The employee must also be present at the workplace between 7:00 and 9:30 or between 14:30 and 19:00 so that the weekly working hours (40 hours) are observed and the length of the work shift does not exceed 12 hours.

Ombudsperson

The Institute has its own ombudsperson, aiming to prevent conflicts in interpersonal relationships, improve the company culture and increase employee satisfaction and safety. The ombudsperson deals with the following issues:

• equal opportunities
• discrimination
• sexual harassment
• bullying (incl. mobbing and bossing)
• workplace conflicts

How to contact the institutional Ombudsperson

Gender Equality

As a research organization, we strive to achieve scientific excellence. In the increasingly competitive research environment, this is only possible by unlocking the full potential of all our employees – both the research and support staff. In order to achieve this, we must ensure that everyone, regardless of gender, age, race, nationality, religion, etc., receives equal treatment and is presented with equal opportunities for professional growth. We stand behind the values of non-discrimination, equality, and respect for diversity.

The Institute's Gender Equality Plan expresses the Institute's ambition to foster gender equality throughout our organization via improving our internal processes and company culture, removing obstacles to gender equality, identifying and correcting gender bias, and addressing gender imbalances.

Links:
Human Resource Strategy for Researchers (HRS4R) of the Institute of Thermomechanics of the CAS
Ombudsperson of the Institute of Thermomechanics
Gender Equality Plan
Mental Health Resources

For details on the performance evaluation of researchers, visit our Researcher Evaluation Rules and Guidelines page.

The conduct of the institute's researchers is governed by two fundamental codes:

1. The Code of Ethics for Researchers of the Czech Academy of Sciences, which defines binding rules and moral principles for research and development activities within the Czech Academy of Sciences (CAS), emphasizing integrity, quality, and responsibility:

• General moral and academic principles, freedom of inquiry, and the rejection of scientific dishonesty.
• Rules for responsible research conduct, data protection, and environmentally sustainable activities.
• Principles of proper dissemination of findings, correct citation, and fair attribution of authorship.
• Principles of fair treatment of colleagues, support for career growth, and rejection of discrimination or bullying.
• Requirements for objectivity, confidentiality, and avoidance of conflicts of interest in peer review and expert activities.
• Procedures and mechanisms for addressing potential violations of ethical rules at CAS institutes

2. The Code of Conduct of the Czech Academy of Sciences, which defines ethical standards to ensure a safe, fair, and dignified working environment:

• Respect and dignified treatment of all persons regardless of their status or personal characteristics.
• Consistent application of the principle of non-discrimination and equal access to opportunities.
• Zero tolerance for any forms of violence, harassment, bullying, and cyberbullying in the workplace.
• A clear stance against gender-based violence and a commitment to protecting victims and whistleblowers.
• Requirement for professional integrity, transparency in decision-making processes, and prevention of conflicts of interest.
• Special responsibility of managers for fair team leadership and the prevention of the abuse of power.

Links:
Code of Ethics for Researchers of the Czech Academy of Sciences
Code of Conduct of the Czech Academy of Sciences
Scientific Integrity Committee of the Czech Academy of Sciences
European Charter for Researchers
Human Resource Strategy for Researchers of the Institute of Thermomechanics of the CAS

Relationshs between researchers and students are regulated by the Code of Ethics for Researchers of the Czech Academy of Sciences.

Committee for PhD students

The Committee for PhD students is appointed by the Institute director to deal with the admission and evaluation of PhD students. The Committee is an advisory body to the Institute director and usually meets twice a year to:

• Assess applications of new PhD students and recommend to the Institute director their appointment. PhD students are usually employed on part-time contract, which can be increased by the student's participation in research projects.
• Annually evaluate PhD students whose PhD thesis is supervised or co-supervised by a researcher from the Institute.
• Recommend to the Institute director an increase of workload for the best PhD students.
• Organize an annual Seminar for PhD Students (mandatory at least once during the study for PhD students whose PhD thesis is supervised or co-supervised by a researcher from the Institute; the student's participation is preferred at the end of the second year of study). The seminar provides PhD students with the opportunity to present their results and obtain feedback from colleagues.

Committee members:

• Chairman: H. Seiner
• Secretary: K. Jurčáková
• Members: Š. Nosek, J. Hrubý, L. Pešek, D. Gabriel, J. Šonský

Evaluation of PhD students

PhD students must submit an annual report by September 30 of each year, in which they summarize their activities (publications, exams, participation in research projects, stays abroad, etc.). The Committee for PhD students will assign each PhD student a grade of A (above average), B (average) or C (below average).

The Committee recommends to the Institute department an increase of workload for the best PhD students (level A). The Institute director takes into account the recommendations of the Committee and decides on increasing the workload or terminating the PhD student's employment.

Links:
Code of Ethics for Researchers of the Czech Academy of Sciences
Human Resource Strategy for Researchers of the Institute of Thermomechanics of the CAS