Public meetings

Public meetings13 17 May 2013

Enlarged Directorate meeting

New Communication Policy of the Staff Association

Caroline CAZENOVES


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ContentPublic meeting May 2013

Why?What? / Which targets?


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Why?Public meeting May 2013Get more visibilityModernize our imageShare relevant information using lively and dynamic toolsIncrease the awareness of the staff on various topicsEngage a better and efficient dialogue with CERN staff members, CERN Staff Association members, your delegates and outside

Convince staff to become a member of the Staff Association and, even better, a staff delegate


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What / Which targets?Public meeting May 2013Public meeting May 2013New


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Whats new?Public meeting May 2013

New logo = Great success

2 types of videos: Photobox / Funny ads


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New page on Facebook(no need to log on)Come and visit us!

Public meeting May 2013


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Panels: special offers, actions, general information, hot notices

Participation in CERN events: Relay race, Passport to the Big Bang, Open Days

New website (end of 2012)

In the near future:Website with 3 access levels (public, SA members, delegates) for a better support with specific information for each category(Staff Association represented at the 1st induction session)OtherPublic meeting May 2013


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Join us and follow our news on: http://www.facebook.com/StaffAssociation.Cern

Website: http://staff-association.web.cern.ch/

Your feedback is essential!

Thank you for your attention!



Restructuring the Staff Council

Cline GROBON and Almudena SOLERO


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Restructuring Staff CouncilFewer delegates in Staff Council: 60 45 More time for delegates contact with colleagues trainingwork in-depth on subjects to be dealt withImprove efficiency and stimulate work in Standing CommitteesElections (November 2013) for new Staff Council in 2014



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The Staff Council and youPublic meeting May 2013MembersNon-members10 %20 - 40 %50 - 100 %


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Increased visibility for work of Staff Delegate Our demandsEqual opportunities Basis for setting professional objectives (MARS) should be with respect to actual time working for the Group Corresponding subsequent performance evaluation (MARS) should be made accordinglyStaff Association President can send a memo to Group leader confirming functions and detailing time devoted to SA activitiesRecognitionTraining provided in framework of Staff Association (competency model) Experience acquired (MARS)Responsibilities (career review)Facilitate return into regular activity at end of mandate


Work of delegate in Staff Association is work in the interest of the Organization and hence must be fully recognized and integrated in the career of the staff


The 2015 five-yearly review An introductionPhilippe DEFERT


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Introduction to five yearly review (5YR)

Justification and goals

Timetable

What happened in 2010

SA Survey Public meeting May 2013


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5YR definition: SR&R Annexe A1Goal: CERN must remain a centre of excellence

SRR art. II 1.03:The Organization must be able to recruit and retain the staff members required for the execution of its mission:From all Member StatesOf highest competence and integrity

Means: Periodic reviews of the financial and social conditions of the members of the personnel[ Every year: annual review (method)-> annual adjustment ]Every 5 years: general review -> 5YRCompulsory: Salary levelsOptional: other employment conditions Public meeting May 2013


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5YR TimetablePublic meeting May 2013Data collectionDG proposals: Council decisonList of subjects:concertation Consultation of staff

ImplementationData analysis andinternal proposalsProposals and concertationSubjects: Council decision


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2008 survey results: staff prioritiesPublic meeting May 2013


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2008 survey results: CHISPublic meeting May 2013


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Staff survey in October.Your priorities, your choices will be oursSalary (mandatory)Other financial and social conditions (optional) Health insuranceCareer evolutionContract policyPensionFamily policyTraining, etc.Representativeness and strength of your SAHigh participation rate to surveyStrong SA Membership



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CONCLUSION Public meeting May 2013


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Contract policy and LD2IC exerciseSbastien VRARD


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Contract policy and LD to IC exercise

Definitions and modelStatisticsHistory of Contract PolicyBottleneckOur claimsPossible solutionsPublic meeting May 2013


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Definitions and modelIC = indefinite contractLD= limited durationIC ratio: number of IC holders / number of staffLD to IC conversion ratio in a given year:IC awarded /( IC awarded + LD departures )In steady state (number of IC constant) every IC departure triggers a LD to IC conversionPublic meeting May 2013


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StatisticsPublic meeting May 2013LD ArrivalsIC awardedIC departures# of people


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StatisticsPublic meeting May 2013LD ArrivalsIC awardedIC departuresInsourcing Insourcing LS1 FlexibilityLS1 Flexibility3 + 3 years4 years# of people


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History of contract policyPublic meeting May 2013Our key objectives:Favour excellenceReduce job insecurityEnhance possibility to get an IC contract as early as possible in careerStaff member can take initiativeEvery contract policy is the result of a compromise

featuresBefore 20062006-2009After 2009Duration in LD3 + 3 (+3) years4 + 2 years5 yearsRenewal/extensionExtension + 3yr (LHC)Possible under conditionsNot possible Selection processExamination (DCRB)Examination (DCRB)Competition (CCRB)Possibility to applyOn invitation only(no self-initiative)On invitation only(no self-initiative)Several (self-initiative)( 2011 twice/yr)Eligibility for ICDuring 2nd 3 yearsAfter 3 yearsAfter 1 year (probation period)


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BottleneckPublic meeting May 2013Demographics:Low number of IC departures in the coming years (around 40/yr)Lot of LD contracts (LS1 flexibility posts) eligible for IC in 3 coming yearsManagement self-imposed constraint: 1750 IC ceilingRaw LD to IC conversion ratio of 30% if nothing is doneSuch a low ratio never occurred in the last 12 years Unacceptable for SA


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Such a low ratio is bad for the OrganizationPublic meeting May 2013Bad imageUnfair employerKleenex employeesReduced attractivenessReduced effectiveness of LD contractsContrary to common beliefConsidering initial training, need for coaching by experienced staff, preparing for CCRB, disengagement while looking for a new job, end-of-contract indemnities, and possible unemployment benefits LD contract yearly effective cost is significantly higher than for IC contract!Read article in next issue of Echo


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Such a low ratio is bad for staffPublic meeting May 2013LD contract holdersNo distinction between LS1 flexibility post and other LD postIntensified competition for all LD holders!Reduced career perspectiveReduced motivationIC contract holdersReduced interest for coaching new staff larger turnover = weakened teams and reduced team spiritWould you have been granted an IC contract under such conditions (solidarity) ?Not the best signal with respect to the long-term survival of Organization


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Our demandsPublic meeting May 2013New contract policy was approved with some boundary conditions (LD to IC ratio around 60% at that time)New contract policy under current conditions (Raw LD to IC ratio of 30 %) is too low Something needs to be done in 20132015Flexibility scheme bump is the result of decision by current Management Current Management should find a solution!


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Possible solutionsPublic meeting May 2013Interpret the 1750 IC ceiling1750 people 1750 FTE (= 1820 IC) 1750 FTA (=1836 IC)Short-term solution (a few years) Give up self-imposed constraint = break the 1750 IC ceiling2250*0.8*1.05 (FTA) = 1890 IC (80% for baseline posts)New projects decide by new European Strategy2250 FTA 2400 FTA? Take into account fellows in LD calculations?More favourable LD to IC ratioCERN is a centre of excellence. It needs appropriate manpower resources: skilled and experienced staff Last Minute: 40% LD to IC conversion ratio


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Summary


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SummaryPublic meeting May 2013CommunicationModernize image, increased visibility, professional toolsRestructuringBetter recognition of work of delegatesNo special, but equal and fair treatmentTraining, preparation, Professional Presidents Office Elections end 2013Preparation of 5YR 2015Survey October 2013 your wish listDecision Autumn 2015Recruit excellence, highest competence in all MS


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SummaryPublic meeting May 2013LD to ICNo decisions based on self-imposed constraintsRecently proposed 40% is still too lowCoherent contract policyExperienced long-term stable staff

Ensure excellence of service at CERN


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Now its your turn!

Your questions and comments


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