- 1. Introduction: The difference in the typology of knowledge and subsequent research traditions has led to the division of research centers based on their mission traditions. Therefore, the framework for dividing the country's research centers and institutions based on their mission was formed into five classes, which include: a) scientific-fundamental institutions (research institutions whose activities are focused on the pure development of science), b) technological and industrial research institutions research institutes that are established with the aim of developing a particular technology or development of a particular industry), c) problem-oriented research institutes (research institutes that are established with the aim of solving a macro-technical social problem), d) research and technology institutes (these research institutes are generally They play the role of facilitation in order to make the efforts of technology companies towards innovation fruitful and their main focus is on development research in cooperation with small and large industries) and e) policy research centers and think tanks (research institutions that work on various topics such as politics environmental, military, social, technology and culture are involved in research and research policy and are generally formed around policy issues due to the government's need. The purpose of the research is that based on the aforementioned 5 classifications in research institutions, the patterns of recruitment, promotion, and compensation of Research faculty members The object to be examined.
- 2. Study method(Method: In the first step, an open-ended questionnaire with three questions was used regarding faculty members' recruitment, promotion, and compensation s. The method of implementing the research tool was that first the questionnaire was provided in the Google form design and then it was provided to each of the participants in the research online. They used the comparative content analysis method to analyze the data. The researchers placed the obtained codes in classes or sub-categories and then placed the sub-categories under the main classes or categories specified in advance. Based on this, 3 main categories were obtained, which were presented in the form of six models of recruitment, promotion, and compensation of services and a common conceptual model. In the second step, the focus group method was used to check the validity of the obtained models. Based on this, the number 11 experts and specialists who had specialized and managerial records in the field of recruiting and changing the status of faculty members in each of the five classes of research institutions were selected; These people validated the patterns obtained in the first step of the research during two 4-hour sessions.
- Results: The results of this article show that the important factors in retaining faculty members are the promotion and payment system, and one of the important challenges is the isomorphism and uniformity of the evaluation criteria for faculty members of various research institutions. In this article, efforts have been made to attract and promote faculty members. Faculty should be provided with models according to the mission of research institutions, and in these models, different criteria for recruitment and promotion should be considered. Also, in this article, we have shown that a part of service compensation is tied to rank and research performance (such as merit base, incentive base, and research fee) and another part, which is general welfare, is almost the same for faculty members of all institutions. On the other hand, the field investigations showed that the system of recruiting, promoting the rank of faculty members, and compensating them for their services per the mission-oriented approach has suffered damages and functional distortions that have caused problems in the higher education system and even beyond. Based on the findings and results of the study and presentation of the models, policy recommendations and operational suggestions are presented to modify the relevant documents and regulations regarding their compatibility with the mission of the institutions and the implementation of the models
. 4. Conclusion Based on the findings, four scenarios were presented for the realization of mission orientation in research institutions. Scenario one: using the capacity of current regulations to realize the mission orientation of research institutions Scenario Two: Amending existing regulations to realize mission orientation in research institutions Scenario three: Establishing separate regulations for each of the research institutes Scenario four (surprising): change in the existential philosophy of research institutes and the governance of the higher education system
- Funding: This research has been done with the support of the country's science policy research center.
- Authors' contribution: The contribution of the authors can be calculated following the executive policy of the regulation on the promotion of faculty members of universities and higher education institutions.
7- Conflict of interest: Authors declared no conflict of interest
- Acknowledgments: We would like to thank the research deputy of the research institutions who accompanied us in this research