The Ripec C3 bonus is part of the management guidelines and is a component of the compensation scheme for teachers-researchers. A review of the compensation policy for teachers-researchers will need to be carried out in the future, in order to set up the C2 component of Ripec (“Régime Indemnitaire des Personnels Enseignants et Chercheurs” – Compensation scheme for teaching and research staff), ensure consistency between the three Ripec components and the time equivalence reference framework.

These major changes will be the subject of an internal review, led by the Human Resources Department and involving staff representatives, with the aim of stabilising the system by 2027, by which time the C1 will have reached the value of €6,400 per year per tenured teacher-researcher.

The management guidelines recommend that the C3 bonus awarded to teachers-researchers, unlike the PEDR (“Prime d’Encadrement Doctoral et de Recherche” – Doctoral and research supervision bonus), should not only recognise the impact of their research activities, but also their investment in teaching and their contribution to tasks of general interest. It is recommended that the total amount allocated should represent at least 30% of the amount allocated for the C1 component and that, in the long term, at least 45% of teachers-researchers should be eligible. Unless otherwise specified in the institution’s management guidelines, it is recommended that teachers-researchers receive at least 30% of their bonuses for their teaching activities, at least 30% for their scientific activities, no more than 20% for carrying out tasks of general interest, and 20% for all of these assignments.

When the Ripec C3 bonus was introduced at Centrale Lille, the aim was to allow 16 bonuses a year to be awarded once the PEDR had been completely abolished in 2025, and to keep to this budgetary target. In 2022, on the basis of a dual CNU (National Council of Universities) and local assessment (A= 2 points, B = 1 point, C=0 point), management awarded 13 bonuses out of 21 applications submitted, with the following breakdown:

  • 7 PUs (“Professeurs d’Université” – University professors) and 6 MCFs (“Maîtres de conférences” – Senior lecturers)
  • 4 women and 9 men
  • 4 bonuses for scientific activity, 4 bonuses for teaching investment, 2 bonuses for tasks of general interest and 3 bonuses for all of these assignments. The bonuses were awarded to those with the highest average score in each of these activities.

In 2023, 24 applications were submitted. 17 applications received an A rating from their CNU section, 6 a B rating and 1 a C rating. Management decided, in agreement with the CAR (Regional Administration Committee), to automatically award the C3 bonus for applications rated A by their CNU section, and to examine all other applications in order to take into account the investment made within the institution, but also to harmonise the different assessment methods between CNU sections and to consider elements that may not have been considered by the CNU sections. Of the 7 applications rated B or C by their CNU section, 4 Senior Lecturer applications were rated A by the CAR, and the other 3 were rated B. Following this local assessment, management decided to award the C3 bonus to the 4 applications rated B by their CNU section and A by the CAR. In particular, this will ensure a better candidates/successful candidates balance between university professors and senior lecturers. In the end, 21 out of 24 candidates were awarded the C3 bonus in 2023.

It is important to note that all of the 24 applications submitted this year were of high quality, which demonstrates the quality of the investment made by tenured teachers-researchers within the institution, and bears out the current challenge of extending access to this bonus to a greater number of teachers-researchers. The three candidates who were not selected this year for the C3 bonus, as well as those who did not wish to reapply after being unsuccessful last year, have every chance of obtaining it next year if they reapply.

Finally, it should be noted that the smooth running of this scheme is based locally on its coordination by Patricia Burgnies in the Human Resources Department, and on the commitment of the CAR’s elected representatives, who have a large number of files to manage. Many thanks to all of them for their time and energy.