Monitoring of the University Strategic Plan and Review of the University Governance System
The 2026 monitoring of the 2023-2027 Strategic Plan provides an overall positive picture of progress towards the University’s objectives. The analysis considers the trend of the indicators over the 2023-2025 period and their position in relation to the planned targets.
Most indicators are increasing or substantially stable, and the critical issues identified in the previous monitoring exercise appear largely resolved or significantly improved.
Particularly positive results emerge in the Third Mission, in services for people and inclusion, in the quality of research, and in innovation in teaching. Some areas remain where improvement actions should continue, in particular incoming internationalisation and certain aspects of the ecological transition.
Monitoring is an essential tool for verifying the effectiveness of the policies adopted and guiding the priorities of the final phase of implementation of the Strategic Plan.
Most indicators are increasing or substantially stable, and the critical issues identified in the previous monitoring exercise appear largely resolved or significantly improved.
Particularly positive results emerge in the Third Mission, in services for people and inclusion, in the quality of research, and in innovation in teaching. Some areas remain where improvement actions should continue, in particular incoming internationalisation and certain aspects of the ecological transition.
Monitoring is an essential tool for verifying the effectiveness of the policies adopted and guiding the priorities of the final phase of implementation of the Strategic Plan.
The Review of the governance system is a systematic process within the Quality Assurance System and ANVUR’s AVA3 Guidelines, through which the University’s governing bodies assess the effectiveness and consistency of the governance structure and decision-making processes in implementing strategic policies and achieving the objectives set by its institutional mission, identifying any improvement actions at governance and organisational level.
The process, now in its third year of implementation, involves a range of actors operating at different levels, each with specific responsibilities and functions, within a unified and integrated framework.
This review document analyses the activities carried out between December 2024 and December 2025 on the basis of the 2023–2027 Strategic Plan and defines the improvement measures planned for 2026.
Audit Plan 2026-2028
Internal audit activity is a tool supporting the organisation, aimed at the continuous improvement of processes, strengthening the Internal Control System (SCI), and spreading a culture oriented towards the informed management of risks.
The Plan represents the first step towards the gradual implementation of a structured internal Audit system within the University.
Audit activities will be carried out according to a systematic and proportionate approach, through analysis of the available data, documentary checks and, where necessary, in-depth reviews within the structures concerned, in a spirit of collaboration and transparency. Rotation criteria among Departments, Centres and Central Administration Areas will also be applied.
Given the substantial soundness of the University’s Internal Control System, as highlighted by the final report of the Register of Controls, the Control and Audit Committee has identified the procurement process and the mission management process as priority areas, in light of their economic relevance, organisational spread and associated risk profiles.
As regards procurement, monitoring will mainly focus on below-threshold procedures, which make up the largest component in terms of number of procedures and enjoy greater operational flexibility.
As regards missions, audit activity is aimed at assessing the overall adequacy and effectiveness of the internal control system through the analysis of a sample of cases or situations considered significant.
The Plan is accompanied by a timetable to ensure coherent planning of activities.
Implementation of the Plan will be monitored by the Control and Audit Committee.
International scholarships
The University of Padua is allocating 1,432,200 euros of its own funds for the 2027/2028 edition of the “Padua International Excellence Scholarship” call, which will make it possible to offer up to 76 scholarships, intended for the most deserving candidate in each Degree Programme / curriculum delivered in English, including newly established ones. Each scholarship provides 8,000 euros per year (gross amount payable to the recipient) and exemption from the payment of tuition fees, and is renewable for the second and third year (in the case of students enrolled in Bachelor’s degrees or single-cycle Master’s degrees).
The initiative forms part of the University’s broader commitment to international attractiveness, which combines measures financed with its own resources with participation in ministerial funding programmes such as “Invest Your Talent in Italy” (46 new awards and 14 renewals for the 2026/2027 academic year, corresponding to 23% of national scholarships) and the agreement with MAECI for scholarships intended for foreign students and Italian students residing abroad (1,152,000 euros to fund up to 128 scholarships for students enrolled in Unipd Degree Programmes in the 2025/2026 academic year).
Cybersecurity: governance system completed with the University IT security unit and operational cybersecurity plans
The University is taking a further step in strengthening its digital defences. In line with Legislative Decree 138/2024 (implementing the EU NIS2 Directive) and in implementation of the Organisational Model already adopted by the Board of administration, new strategic measures are being defined for cyber risk management.
The University IT Security Organisation (OSI) is established, which will operate within the framework of roles, responsibilities and competences already defined by the Organisational Model and will constitute a permanent organisational unit for coordinating activities relating to information security, cybersecurity, cyber risk management and compliance arising from NIS2 legislation.
The main cybersecurity documentation defines the University’s operational and methodological framework, including the Security Policy, Risk and Vulnerability Management Procedures, Business Continuity and Disaster Recovery Plans, the Cyber Crisis Management Plan, the update of the Incident Response Plan, the NIS2 Compliance Plan and the Staff Training Plan.
The documentary and organisational framework sets out the direction of the governing bodies on risk management and the adaptation of operational tools in response to technological, regulatory and threat developments. The framework will be progressively updated through periodic monitoring and reviews, as part of the implementation of the Information Security Management System (SGSI).
Research enhancement: launch of a public auction for the transfer of patents
The University of Padua is launching the transfer by public auction of 19 patent families exclusively owned by the University, with the aim of encouraging the development of technologies by companies.
The patent families, identified through a survey of the University’s portfolio, have a priority date earlier than 1 January 2020 and have not been the subject of licences or commercial agreements, despite promotional activities on dedicated channels (including the national Knowledge Share portal) and management through Fondazione Unismart.
Having obtained the favourable opinion of the Patent Commission and informed the inventors concerned, the transfer will take place through award to the highest bidder. The reserve price will be determined on the basis of the costs incurred by the University for the active titles, increased by 30% and rounded up to the next thousand euros, with a minimum threshold of 10,000 euros.
Adjustment of the remuneration of non-contract staff (Prime Ministerial Decree of 13 July 2026) and revision of the remuneration of holders of research contracts and post-doc appointments
The ministerial measure provides for an increase of 2.48% in salary levels, the special supplementary allowance and the fixed and continuous allowances due to university professors and researchers, with retroactive effect from 1 January 2026. In close analogy with the updating of teaching staff parameters, it is necessary to adjust the levels of the all-inclusive annual remuneration due to holders of research contracts and post-doc appointments, pursuant to Articles 22 and 22-bis of Law no. 240/2010 and in accordance with the University Regulations. Following the revision, the minimum remuneration (corresponding to the basic level of a part-time researcher) is redetermined at 29,162 euros gross employee amount (equal to 41,407.12 euros gross employer cost). The maximum amount provided for (corresponding to a full-time researcher) is set instead at 40,197 euros gross employee amount (equal to 57,075.72 euros gross employer cost). The option remains confirmed for the proposing Structures to identify, through a reasoned resolution, the envisaged intermediate remuneration levels (equal to 31,162, 33,162, 35,162, 37,162 and 39,162 euros gross employee amount) on the basis of the complexity and commitment required by individual projects. The new updated amounts will take effect and apply to all contracts and post-doc appointments whose activation or direct award proposal is resolved by the Structures from 15 October 2026 onwards.
PTA supplementary pay funds 2026
The Board of administration has approved the establishment of the supplementary pay funds for technical-administrative staff for the year 2026, allocating total resources of 6,778,834 euros (8,835,282 euros gross employer cost), an increase of approximately 1.25 million euros compared with the previous year.
In detail, the Fund for Decentralised Resources for the Operators, Collaborators and Officials Areas (OCF) amounts to 4,782,716 euros (2,663,352 euros of fixed component and 2,119,364 euros of variable component); the Fund relating to the Higher Professional Areas (EP) amounts to 1,546,118 euros (1,187,260 euros of fixed component and 358,858 euros of variable component). The allocation of 450,000 euros to the overtime fund is confirmed.
For the first time, in accordance with the supplementary bargaining agreement (CCIL 2025-2027) and the 2025 Budget Law, the rule has been applied that allows permanent savings obtained as a result of recruiting permanent staff in numbers lower than those envisaged on the basis of turnover to be used to increase the funds for staff supplementary pay, up to 10% of the value of the funds as determined for the year 2016.
The OCF Fund and the EP Fund have therefore recorded a permanent increase of 440,000 euros and 40,000 euros respectively (636,960 euros gross employer cost), equivalent to 5.40 staffing points.
In addition, in application of the CCNL 2022-2024, the variable component of the OCF and EP Funds has been increased by 0.22% of the 2021 wage bill.
On the basis of the three-year supplementary agreement 2025-2027, part of the resources of the Common University Fund is used to finance the variable component of the OCF fund, which rises from 500,000 euros in 2025 to 990,000 euros. At the same time, 104,162.45 euros (138,223.57 euros gross employer cost) are used to supplement the 2026 Common University Fund in order to realign it with the 2025 value. The EP Area fund receives 268,594 euros on a one-off basis, deriving from management savings from the 2024 financial year.
University Corporate Wellness Service of the University: activation of new metabolic assessment and nutritional counselling services
The service, launched in 2017 with activities provided by the Department of Biomedical sciences consisting of a global postural assessment, following which a personalised physical activity programme is provided, is now being expanded, on a one-year pilot basis, with nutritional counselling services and basal metabolic rate measurement. The costs borne by the University for the launch of the initiative, amounting to 65,000 euros, are covered by the budget allocated in 2026 for the University Corporate Wellness Service. The reduced contribution per service payable by university users is also established: 25 euros for metabolism analysis only, 48 euros for the first nutritional consultation with body composition analysis and metabolism analysis, and 30 euros for subsequent consultations with body composition analysis.
For further decisions taken by the Board of administration, please refer to the report.
