The New Career Structure

Hendrik Courtens, James Purvis,

Marie-Laure Rivier

Slide 3

1992-2001

• Introduction of ‘Merit’ Based advancement

• Possibility of 1 additional step for up to 20% population

• Exceptional Performance Awards

• 1.6%

2001-2006

• Increased recognition of Merit

• Possibility of 1 or 2 additional steps for up to 30% of population A-E, 15% in F & G

• Financial Awards

• Orange zone

• 1.6%

2007-2016

• Further focus on merit

• 75% ‘particularly meritorious”, with different amounts of steps

• Financial Awards

• 1.8% →1.9%→ 2.1%

2017+

•...

A little bit of history…

MOAS MAPS MARS ?

Slide 4

Why a new career structure?

• Cost of the yearly MARS advancement and outside MARS advancement is significant & increasing, triggering

the question whether tax payer’s money is spent in the right way (10mCHF)`

• 15 FTEs estimated (audit)

• Opportunity to change MARS every 5 years only (as part of 5YR)

• Some feel MARS is not aiding development.

• Supervisors find the formal system too time-consuming, and supervisees want more regular informal contact.

• Managers are implementing MARS with varying success.

• Many feel MARS does not help with poor performance.

• The distribution of steps is seen as unfair by many.

+ overall difficult context (audit reports, exchange rate, questioning from Member States)

“...There’s a high (increasing) cost, while there’s a perception people get less

and less. The cost is too high for what we get back...”

“...We need to show to the MS that we are doing something

to address the cost...”

7 years of MARS analysed (2013),

Staff feedback (via staff survey in 2011 and subsequently)

Department head input (via interviews & SWOT in 2013)

Slide 5

1992-2001

• Introduction of ‘Merit’ Based advancement

• Possibility of 1 additional step for up to 20% population

• Exceptional Performance Awards

• 1.6%

2001-2006

• Increased recognition of Merit

• Possibility of 1 or 2 additional steps for up to 30% of population A-E, 15% in F & G

• Financial Awards

• Orange zone

• 1.6%

2007-2016

• Further focus on merit

• 75% ‘particularly meritorious”, with different amounts of steps

• Financial Awards

• 1.8% →1.9%→ 2.1%

2017+

•Harmonisation of career structure

•Salary increase and Performance Payment

•60% Strong, 30% outstanding, with well-defined outcome

•1.6% (recurrent)

•1.35% (non-recurrent)

•Financial Awards

A little bit of history…

MOAS MAPS MARS MERIT

Slide 6

HOW it has been a long journey…

Problem to Solve?

•MARS dissatisfaction

•Cost of process

•Increasing personnel Costs

•Poor distribution

Design Principles

•Merit based reward for FUNCTIONS and OBJECTIVES

•Non-recurrent & recurrent element

•Cost Containment

•No implementation costs

Evaluate Possible Solutions

•Remove detailed ‘job descriptions’ & replace with benchmark jobs

•Clearer link between performance rating and objectives & functions

•Simplify (e.g. Remove competency evaluation)

•Re-evaluate distribution and abolish steps

Simulate & Test

•Simulate career evolution & costs

•Simulate various distributions

•Try out ‘real use-case’ in departments

Implement

•Map existing Staff

•Algorithm for newcomers

•Update MARS, promotion guide, AC, SR&R, e-guide …

•Communication

Man

agemen

t (over 3

0 b

reakfast meetin

gs)

Regu

lar meetin

gs with

SA

Form

al pro

cess ED,C

CP

, TREF, FC

, C

ou

ncil

2013

2014

2015

2016

Informal Formal

Slide 7

Many solutions evaluated

AA A B C D E F G

AAb AAc Ab Ac Ba Bb Bc Ca Cb Cc Da Db Dc Ea Eb Ec Fa Fb Fc Ga Gb

50 50 70 70 73 73 73 79 79 79 93 93 93 112 112 112 167 167 167 220 231

0 3750 0 4714 0 5191 0 5904 0 5396 0 6128 0 6978 0 5794 0 6599 0 7522 0 6732 0 7673 0 8950 0 7980 0 9128 0 10665 0 12212 0 13275 0 15148 0 16180 0 16959

1 3800 1 4764 1 5261 1 5974 1 5469 1 6201 1 7051 1 5873 1 6678 1 7601 1 6825 1 7766 1 9043 1 8092 1 9240 1 10777 1 12379 1 13442 1 15315 1 16400 1 17190

2 3850 2 4814 2 5331 2 6044 2 5542 2 6274 2 7124 2 5952 2 6757 2 7680 2 6918 2 7859 2 9136 2 8204 2 9352 2 10889 2 12546 2 13609 2 15482 2 16620 2 17421

3 3900 3 4864 3 5401 3 6114 3 5615 3 6347 3 7197 3 6031 3 6836 3 7759 3 7011 3 7952 3 9229 3 8316 3 9464 3 11001 3 12713 3 13776 3 15649 3 16840 3 17652

4 3950 4 4914 4 5471 4 6184 4 5688 4 6420 4 7270 4 6110 4 6915 4 7838 4 7104 4 8045 4 9322 4 8428 4 9576 4 11113 4 12880 4 13943 4 15816 4 17060 4 17883

5 4000 5 4964 5 5541 5 6254 5 5761 5 6493 5 7343 5 6189 5 6994 5 7917 5 7197 5 8138 5 9415 5 8540 5 9688 5 11225 5 13047 5 14110 5 15983 5 17280 5 18114

6 4050 6 5014 6 5611 6 6324 6 5834 6 6566 6 7416 6 6268 6 7073 6 7996 6 7290 6 8231 6 9508 6 8652 6 9800 6 11337 6 13214 6 14277 6 16150 6 17500 6 18345

7 4100 7 5064 7 5681 7 6394 7 5907 7 6639 7 7489 7 6347 7 7152 7 8075 7 7383 7 8324 7 9601 7 8764 7 9912 7 11449 7 13381 7 14444 7 16317 7 17720 7 18576

8 4150 8 5114 8 5751 8 6464 8 5980 8 6712 8 7562 8 6426 8 7231 8 8154 8 7476 8 8417 8 9694 8 8876 8 10024 8 11561 8 13548 8 14611 8 16484 8 17940 8 18807

9 4200 9 5164 9 5821 9 6534 9 6053 9 6785 9 7635 9 6505 9 7310 9 8233 9 7569 9 8510 9 9787 9 8988 9 10136 9 11673 9 13715 9 14778 9 16651 9 18160 9 19038

10 4250 10 5214 10 5891 10 6604 10 6126 10 6858 10 7708 10 6584 10 7389 10 8312 10 7662 10 8603 10 9880 10 9100 10 10248 10 11785 10 13882 10 14945 10 16818 10 18380 10 19269

11 4300 11 5264 11 5961 11 6674 11 6931 11 7781 11 7468 11 8391 11 8696 11 9973 11 10360 11 11897 11 14049 11 15112 11 16985 11 18600 11 19500

12 4350 12 5314 12 6031 12 6744 12 7004 12 7854 12 7547 12 8470 12 8789 12 10066 12 10472 12 12009 12 14216 12 15279 12 17152 12 18820 12 19731

13 4400 13 5364 13 6101 13 6814 13 7077 13 7927 13 7626 13 8549 13 8882 13 10159 13 10584 13 12121 13 14383 13 15446 13 17319 13 19040 13 19962

14 4450 14 5414 14 6171 14 6884 14 7150 14 8000 14 7705 14 8628 14 8975 14 10252 14 10696 14 12233 14 14550 14 15613 14 17486 14 20193

15 4500 15 6954 15 7223 15 8073 15 7784 15 8707 15 9068 15 10345 15 10808 15 12345 15 14717 15 15780 15 17653 15 20424

16 4550 16 7024 16 7296 16 8146 16 7863 16 8786 16 9161 16 10438 16 10920 16 12457 16 15947 16 17820

17 4600 17 7094 17 7369 17 8219 17 7942 17 8865 17 9254 17 10531 17 11032 17 12569 17 16114 17 17987

18 4650 18 7164 18 7442 18 8292 18 8021 18 8944 18 9347 18 10624 18 11144 18 12681 18 16281

19 4700 19 7234 19 7515 19 8100 19 9023 19 9440 19 10717 19 11256 19 12793 19 16448

20 7304 20 7588 20 8179 20 9102 20 9533 20 10810 20 11368 20 12905 20 16615

21 7661 21 8258 21 9181 21 9626 21 10903 21 11480 21 13017

22 8337 22 9260 22 9719 22 10996 22 11592 22 13129

23 8416 23 9339 23 9812 23 11089 23 11704 23 13241

24 8495 24 9418 24 9905 24 11182 24 11816 24 13353

25 8574 25 9497 25 9998 25 11275 25 11928 25 13465

26 8653 26 9576 26 10091 26 11368 26 12040 26 13577

27 8732 27 9655 27 10184 27 11461 27 12152 27 13689

28 11554 28 12264 28 13801

29 11647 29 13913

p6 7243 30 11740 30 14025

31 14137

32 14249

Step = 70 Step = 73 Step = 79 Step = 91 Step = 110 Step = 124 Step = 220 231 231

ECE min e0 5453 ECE min e0 7367 ECE min e0 8362 ECE min e0 9742 ECE min e0 11830 ECE min e0 14344 ECE min e0 18159 e0 19265 e0 20648

ECE max e7 5943 ECE max e11 8170 ECE max e13 9389 ECE max e13 10925 ECE max e18 13810 ECE max e16 16328 ECE max e3 18819 e3 19958 e9 22727

xxx ECE p positions from MAPS introduction in 2001

Step = Step =Step =

Salary scale valid as of 1 Jan 2015

Step = Step = Step = Step = Step =1 2 3 4 5 6 7 8 9 10

24724

23871

16857

19893

20060

Starting proposal (spreads 35%-45%, midpoints 20%, good 1.25%)

First iteration (spreads 40%)

Second iteration (midpoints 19% & good 1.35%)

Final iteration (transitory measures)

6

Slide courtesy of SA

Example negotiation / evolution

Slide 9

Arbitration – November 2015• Request to abolish ‘tracks’

• Agreed

• Request of transition measures to go to 4 years• Agreed

• Duration of initial merit budget• Integrated in AC26

• Introduction of Talent Management tools• Agreed as of 2017

• Request for actuarial studies on CHIS impact• Done

• Fellows maternity leave coverage at end of contract• Agreed for exceptional circumstances

Slide 10

WHAT : New Career structure

Simplified to 10 grades

No change in salary

Salary bands discontinued

ECE zones discontinued

New simplified Mars form

Introduction of Benchmark jobs

All staff members notified of new position by 1 Sep

Slide 11

New Salary Grid

83.33%

116.67%

Spre

ad 4

0%

Min 3858 Min 4592 Min 5464 Min 6503 Min 7738 Min 8513 Min 10130 Min 12055 Min 14346 Min 17072

Midpoint 4630 Midpoint 5510 Midpoint 6557 Midpoint 7803 Midpoint 9286 Midpoint 10215 Midpoint 12156 Midpoint 14466 Midpoint 17215 Midpoint 20486

Max 5402 Max 6428 Max 7650 Max 9104 Max 10834 Max 11918 Max 14182 Max 16877 Max 20084 Max 23900

83.33% 3858 83.33% 4592 83.33% 5464 83.33% 6503 83.33% 7738 83.33% 8513 83.33% 10130 83.33% 12055 83.33% 14346 83.33% 17072

84.00% 3889 84.00% 4628 84.00% 5508 84.00% 6555 84.00% 7800 84.00% 8581 84.00% 10211 84.00% 12151 84.00% 14461 84.00% 17208

85.00% 3936 85.00% 4684 85.00% 5573 85.00% 6633 85.00% 7893 85.00% 8683 85.00% 10333 85.00% 12296 85.00% 14633 85.00% 17413

86.00% 3982 86.00% 4739 86.00% 5639 86.00% 6711 86.00% 7986 86.00% 8785 86.00% 10454 86.00% 12441 86.00% 14805 86.00% 17618

87.00% 4028 87.00% 4794 87.00% 5705 87.00% 6789 87.00% 8079 87.00% 8887 87.00% 10576 87.00% 12585 87.00% 14977 87.00% 17823

88.00% 4074 88.00% 4849 88.00% 5770 88.00% 6867 88.00% 8172 88.00% 8989 88.00% 10697 88.00% 12730 88.00% 15149 88.00% 18028

89.00% 4121 89.00% 4904 89.00% 5836 89.00% 6945 89.00% 8265 89.00% 9091 89.00% 10819 89.00% 12875 89.00% 15321 89.00% 18233

90.00% 4167 90.00% 4959 90.00% 5901 90.00% 7023 90.00% 8357 90.00% 9194 90.00% 10940 90.00% 13019 90.00% 15494 90.00% 18437

91.00% 4213 91.00% 5014 91.00% 5967 91.00% 7101 91.00% 8450 91.00% 9296 91.00% 11062 91.00% 13164 91.00% 15666 91.00% 18642

92.00% 4260 92.00% 5069 92.00% 6032 92.00% 7179 92.00% 8543 92.00% 9398 92.00% 11184 92.00% 13309 92.00% 15838 92.00% 18847

93.00% 4306 93.00% 5124 93.00% 6098 93.00% 7257 93.00% 8636 93.00% 9500 93.00% 11305 93.00% 13453 93.00% 16010 93.00% 19052

94.00% 4352 94.00% 5179 94.00% 6164 94.00% 7335 94.00% 8729 94.00% 9602 94.00% 11427 94.00% 13598 94.00% 16182 94.00% 19257

95.00% 4399 95.00% 5235 95.00% 6229 95.00% 7413 95.00% 8822 95.00% 9704 95.00% 11548 95.00% 13743 95.00% 16354 95.00% 19462

96.00% 4445 96.00% 5290 96.00% 6295 96.00% 7491 96.00% 8915 96.00% 9806 96.00% 11670 96.00% 13887 96.00% 16526 96.00% 19667

97.00% 4491 97.00% 5345 97.00% 6360 97.00% 7569 97.00% 9007 97.00% 9909 97.00% 11791 97.00% 14032 97.00% 16699 97.00% 19871

98.00% 4537 98.00% 5400 98.00% 6426 98.00% 7647 98.00% 9100 98.00% 10011 98.00% 11913 98.00% 14177 98.00% 16871 98.00% 20076

99.00% 4584 99.00% 5455 99.00% 6491 99.00% 7725 99.00% 9193 99.00% 10113 99.00% 12034 99.00% 14321 99.00% 17043 99.00% 20281

100.00% 4630 100.00% 5510 100.00% 6557 100.00% 7803 100.00% 9286 100.00% 10215 100.00% 12156 100.00% 14466 100.00% 17215 100.00% 20486

101.00% 4676 101.00% 5565 101.00% 6623 101.00% 7881 101.00% 9379 101.00% 10317 101.00% 12278 101.00% 14611 101.00% 17387 101.00% 20691

102.00% 4723 102.00% 5620 102.00% 6688 102.00% 7959 102.00% 9472 102.00% 10419 102.00% 12399 102.00% 14755 102.00% 17559 102.00% 20896

103.00% 4769 103.00% 5675 103.00% 6754 103.00% 8037 103.00% 9565 103.00% 10521 103.00% 12521 103.00% 14900 103.00% 17731 103.00% 21101

104.00% 4815 104.00% 5730 104.00% 6819 104.00% 8115 104.00% 9657 104.00% 10624 104.00% 12642 104.00% 15045 104.00% 17904 104.00% 21305

105.00% 4862 105.00% 5786 105.00% 6885 105.00% 8193 105.00% 9750 105.00% 10726 105.00% 12764 105.00% 15189 105.00% 18076 105.00% 21510

106.00% 4908 106.00% 5841 106.00% 6950 106.00% 8271 106.00% 9843 106.00% 10828 106.00% 12885 106.00% 15334 106.00% 18248 106.00% 21715

107.00% 4954 107.00% 5896 107.00% 7016 107.00% 8349 107.00% 9936 107.00% 10930 107.00% 13007 107.00% 15479 107.00% 18420 107.00% 21920

108.00% 5000 108.00% 5951 108.00% 7082 108.00% 8427 108.00% 10029 108.00% 11032 108.00% 13128 108.00% 15623 108.00% 18592 108.00% 22125

109.00% 5047 109.00% 6006 109.00% 7147 109.00% 8505 109.00% 10122 109.00% 11134 109.00% 13250 109.00% 15768 109.00% 18764 109.00% 22330

110.00% 5093 110.00% 6061 110.00% 7213 110.00% 8583 110.00% 10215 110.00% 11237 110.00% 13372 110.00% 15913 110.00% 18937 110.00% 22535

111.00% 5139 111.00% 6116 111.00% 7278 111.00% 8661 111.00% 10307 111.00% 11339 111.00% 13493 111.00% 16057 111.00% 19109 111.00% 22739

112.00% 5186 112.00% 6171 112.00% 7344 112.00% 8739 112.00% 10400 112.00% 11441 112.00% 13615 112.00% 16202 112.00% 19281 112.00% 22944

113.00% 5232 113.00% 6226 113.00% 7409 113.00% 8817 113.00% 10493 113.00% 11543 113.00% 13736 113.00% 16347 113.00% 19453 113.00% 23149

114.00% 5278 114.00% 6281 114.00% 7475 114.00% 8895 114.00% 10586 114.00% 11645 114.00% 13858 114.00% 16491 114.00% 19625 114.00% 23354

115.00% 5325 115.00% 6337 115.00% 7541 115.00% 8973 115.00% 10679 115.00% 11747 115.00% 13979 115.00% 16636 115.00% 19797 115.00% 23559

116.00% 5371 116.00% 6392 116.00% 7606 116.00% 9051 116.00% 10772 116.00% 11849 116.00% 14101 116.00% 16781 116.00% 19969 116.00% 23764

116.67% 5402 116.67% 6428 116.67% 7650 116.67% 9104 116.67% 10834 116.67% 11918 116.67% 14182 116.67% 16877 116.67% 20084 116.67% 23900

Salary Grid: 1st September 2016Grade 3Grade 2Grade 1 Grade 8 Grade 9 Grade 10Grade 4 Grade 5 Grade 6 Grade 7

Harmonised spread, overlap & midpoint progression

CP AA CP A CP B CP C CP D CP Ea-Eb CP Ec-Ee CP Fa-Fb CP Fc-Ga CP Gb-Gf

Mapping of current staff

Slide 12

Grades are not pathsAA A B C D E F G

1 2 3 4 5 6 7 8 9 10

Technic

ian

Techn

ical E

ng

.

Engin

eer

Currently we have career paths,

Job codes & professional codes

(see HRT)

Moving to Grades & BMJs

Slide 13

MERIT: A lighter form

Slide 14

Changes

Annual interview

Dialogue between staff and supervisor

Evaluation of results of objectives and definition of future objectives

Developmental objectives

Reporting in an appraisal form

Departmental collegial discussions

“MERIT” form is lighter

BMJ used as a reference framework

Assessment of objectives and functions

No more overall narrative evaluation

No compulsory identification of a competency per objective

More granular performance qualifications with defined reward

Separate advancement / promotions calendar

What does *not* change What changes

Slide 15

Evolution

Current

Departmental Ceilings

Ad

va

nce

me

nt

an

d P

rom

otio

n

• Basic Salary Increase (steps)

• Change of Salary Band

• Change of Career Path

• Exceptional Career Extension

• 1 July

Future

Ye

arly P

erf

orm

an

ce

Re

wa

rd • Basic Salary Increase (%)

• Performance Payment

• 1 May

Ca

ree

r E

vo

lutio

n • Grade change within BMJ

• Change of BMJ with grade change

• Change of BMJ without grade change

• 1 July

Centralised Equity budget for

exceptional requirements

(currently being defined)

Departmental ceilings

Separate Process & Time Window

Pro

motio

ns

One Process & Time Window

Slide 16

Mid-March

- April1 Dec – 15 Feb1 May End May

Annual interviews take

place

Validation and

approval of

proposals

Enlarged

Directorate

Information to

staff members

via supervisor

Advancement

increase in % and

Performance

Award under new

system

Notification via

pay slip and

fully approved

form

End Feb

Form completed

by GL

Advancement & Promotions calendar

End Feb -

mid-March

Collegial consultations

in depts

Advancement Promotions

May -

June

Promotions

proposed,

analysed

and

approved.

Information

to staff

members by

end June

1 July

Promotions

effective

date

Slide 17

Performance

Qualification

Insufficient Fair Strong Outstanding

Suggested distribution

range

0-1% 6-12% 57-63% 27-33%

Salary increase(% of midpoint salary) - 0.35 % 1.35 % 2.35%

Performance

Payment(% of midpoint salary)

- - 1.15 % 2.15%

Yearly Performance Reward

• Steps are replaced with• a salary increase, expressed as a percentage of the midpoint, AND

• a Performance Payment, in case of strong and outstanding performance.

Salary

increase

Annual

lump-sum

Payment

(non-

recurrent)

BO

TH

Slide 18

Current New

158 105

158 + 0 105 +90

195

244 252

With a Strong rating in Grade 4:

Salary & position

compared to

midpoint

7231 CHF 92.669%

Midpoint

salary

7803 CHF

Strong rating

Advancement 1.35% (% of midpoint salary)

Performance Payment 1.15% (% of midpoint salary)

New salary &

position

compared to

midpoint

7336 CHF 94.015%

105 CHF

monthly

salary

increase

Performance

payment90 CHF

Converted

to annual

sum

1080 CHF

lump-sum

payment

Particularly Meritorious – 2 steps

in CP C

Salary &

position

7231

CHFCb.8

2 steps

New salary

& position

7389

CHFCb.10

158

CHF

monthly

salary

increase

195 CHF

An example of advancement

Overhead = 1.545

Slide 19

An up-to-date and evolving cartography of the various job families

present in the Organization.

A reference framework for recruitment, mobility, promotion…

Benchmark Jobs

Grade changes inside BMJ: 1-2, 2-3, 3-4, 4-5, 6-7:

Dept + HR

No interview (only if changing BMJ)

BMJ and Grade changes 2-3, 3-4, 4-5, 5-6:

Dept + HR

Interview

Consultation at Sector level

Grade changes 7-8:

Sector + HR

Interview

Grade changes 8-9, 9-10:

CERN-wide (SSAC) + HR

Interview

*NB: also possible to change BMJs

without change of grade

Slide 20

Equity BudgetContext:

• Separate time-windows for Advancement & Promotion

• While the budget/ceiling for advancement is defined, there’s no budget for

promotions, following the cancellation of career tracks and arbitration by the DG

• Advancement algorithm “caps” advancement at 2.35 % salary increase and 2.15%

performance payment

• A CERN-wide budget, equal to 0.1% of the salary mass has been set aside

• 2017 :

• Transition year – use of equity budget in exceptional circumstances,

• Assess budget requirements (0,1% or more) in line with the desired Talent Management

framework

• 2018 :• Further usage to be defined / studied (e.g. for high-potentials)

Equity budget solves age-old problem of using ‘steps’ during

advancement for ‘rattrapage’

Slide 21

Rewards outside annual exercise

End of probation steps

• 1 % salary increase to 50% of the eligible population

Change of function steps

• To be discontinued

Steps at the end of 24 months’ service

• To be discontinued

Responsibility Award

• Guidelines for harmonised proposals:

• Group Leaders* – equivalent min Grade 9

• Section Leaders* – equivalent min Grade 7

• For other roles, on request of Department Head (maintain current practice)

* RA not automatic, but only on request of Department Head

Work in Progress / Concertation (AC 26)

Slide 22

WHEN: 18th August

Annex:

Information Sheet

All Staff members will receive a notification letter informing them about their :

- Position in the salary grid

- Grade

- Provisional Benchmark Job Title

Initial mapping

Notification to staff member, 18 August

If requireddiscussion/review

Final confirmed BMJ title by

1 May 2017 at the latest

• No promotion, no demotion

• Based on current job title and

professional code listed in the

HR database

• Staff on so-called “generic”

codes will be mapped to the

closest relevant BMJ

Notification letter

Slide 23

• Mapping is based on professional code, professional title and career path.

• Staff mapped to the direct equivalent BMJ to their current professional code/title, where this exists.

• e.g. Technician (Mechanics) are mapped to Mechanical Technicians.

• Where no direct equivalence exists in the new BMJs, staff are mapped to the nearest equivalent BMJ.

• All staff members with generic codes and that cannot be mapped automatically (e.g. “Engineer”- 200) will be mapped manually..

• All CP D technical staff* are pre-mapped to the Technical Engineer BMJs.

• All Secretaries are mapped to Personal/Team Assistant.

• All 5b) admin staff with a specific title (e.g. Administrative Assistant (Finance)) are mapped to Process/Service Assistant.

• All 5b) admin staff with no specific title are mapped to Personal/Team Assistant.

• *exceptions carefully studied

Initial/Automatic Mapping Current professional title Current

prof code

Career

Path

Grade New BMJ title

Design-Draughtsman / Designer

(Civil Engineering)

345 C 4 Civil Engineering Technician

Design-Draughtsman / Designer

(Mechanical)

341 B, C 3, 4 Mechanical Technician

(Senior) Designer (Mechanical) 341 D 5 Mechanical Technical Engineer

Design-Draughtsman / Designer

(Electrical)

343 C 4 Electrical Technician

Designer (Electrical) 343 D 5 Electrical Technical Engineer

Design-Draughtsman (Heating &

Ventilation)

342 C 4 Mechanical Technician

Foreman (Sheet Metal Work

Welding)

310 C 4 Mechanical Technician

Foreman (Sheet Metal Work

Welding)

310 D 5 Mechanical Technical Engineer

Laboratory Technician (Electro-

Mechanical)

303 C 4 Electromechanical Technician

Nurse 309 C, D 4, 5 Nurse (Occupational Health)

Technician (Accelerator

Operations) / (Operation)

361, 360 C 4 Accelerator / Industrial

Process Operations Technician

(Senior) Technical Assistant OR

Technician OR Technical Engineer

(Accelerators Operation) /

(Experimental Areas Operation) /

(Operation)

361, 362,

360

D 5 Accelerator / Industrial

Process Operations Technical

Engineer

Technician OR Technical Assistant

(Computing) / (Programming)

308 B, C 3, 4 Computing Technician

(Senior) Technical Assistant OR

Technician OR Technical Engineer

(Computing) /(Computer

Operation) / (Computing Systems)

/ (Programming)

308 D 5 Computing Technical Engineer

Technician Or Technical Assistant

(Mechanical) / (Cooling) / (Heating

& Ventilation) / (Cooling & Air

Conditioning) / (Vacuum)

301, 319 B, C 3, 4 Mechanical Technician

Slide 24

… and WHAT about New Staff?

Entry salary algorithm similar to current system

No higher entry salaries than today

Simplify current system by grouping years of experience (e.g. 0-2 yrs, 3-7 yrs…)

Introduce more flexibility by experience “cluster” to address candidate’s profile (range of entry salaries)

International Indemnity (new Staff)

• Current staff keep their existing International Indemnity.

• For new staff, International Indemnity will be calculated on the minimum of the recruitment

Grade.

• Staff hired as of 2007 in Career Paths A & B may now be entitled to International Indemnity

(if they fulfil the general eligibility criteria).

Slide 25

Communication• 19 January: HR Public meeting Launch of the 2015 Five-Yearly Review & Contract Policy Review,

• 7 July : SA Echo Bulletin 5-yearly Review - First step completed

• 1 October: joint HR/SA Public Meeting 5-yearly review proposals, joint HR/SA public meeting

• 19 October : SA Echo Bulletin Outcome of the 2015 five-yearly review: decision time

• 14 December: HR Bulletin article Find out more about cern's 5-yearly review

• 18 January: HR Bulletin article Sustainable Development

• 11 February : HR Public Meeting 5-yearly measures on Diversity and Career Structure

• 13 June: HR Bulletin article

• 28 June: HR Public Meeting Career Structure and Benchmark Jobs

• HR web page is under construction for Benchmark Jobs

• BMJ on-line tool will be released in August 2016 to all Staff members

• Notification letters will be sent to Staff members with contextual information on 18 August 2016

• Prior to the official notification, the dept mapping will be sent by HR to the DHs. DHs in turn will send it

to their Group Leaders and report back to HR in case of modifications/errors.

• GLM Information sessions on career structure

• Admin e-Guide will be updated as of 1st September

• AC 26 to be presented at CCP in September

• e-learning module for staff is being prepared

• Further training/information for MARS Coordinators

2014

2015

2016

Man

agemen

t (ove

r 30

breakfast m

eetin

gs)

Re

gular m

eetin

gs with

SA

DH SA

Today

Slide 26

Slide 27

PROCESS FOR A BMJ CHANGE REQUEST

Staff member requests

Via GL (& SV)GL informs & discuss with

HRA

Via HRAHRA informs &

discuss with GL

DH

consulted

Frontline

& C&B

analyse

Feedback to

staff during

meeting with

HRA, GL /Sv,

staff member GL

requestsDiscussion with HRA Recommendation

to DH and HR DH

DH in

consulta-

tion with

HR DH

decides