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Presentation to Sharon Ellis UK Delegate to CERN

Presentation to Sharon Ellis UK Delegate to CERN. J. Purvis Head of Talent Acquisition, HR Department, 3 rd November 2014. Possible topics. Categories of Members of Personnel & Demographics UK situation (returns) CERN’s offering (FAS Programmes)

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Presentation to Sharon Ellis UK Delegate to CERN

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  1. Presentation to Sharon EllisUK Delegate to CERN J. Purvis Head of Talent Acquisition, HR Department, 3rd November 2014

  2. Possible topics • Categories of Members of Personnel & Demographics • UK situation (returns) • CERN’s offering (FAS Programmes) • CERN’s main governing bodies , TREF & legal. • Key features of the CERN Five-Yearly Review (5YR) • CERN’s main recruitment markets • CERN values, Code of Conduct, Competency model

  3. Members of Personnel& Demographics

  4. Categories of CERN MP

  5. Demographics

  6. Category Evolution

  7. Gender

  8. Age & Seniority

  9. LD IC ratio

  10. Status of UK returns (Staff, Fellows & Students)

  11. UK Overview Contribution : 13.9%

  12. Comparison with other countries Contribution : 13.9% Data Nov 2014 Excluding dual-nat’l

  13. Messages

  14. UK outreach • Over 20 UK events in recent few years • This year • Daresbury, • Glasgow, • Matchtech • RAL • IOP • Contact with UK colleges • Use of many UK job-boards & technologies in recruitment • Advisory positions held on UK HR journals • Presentation to HR Best-practices (CIPD, FIRM…)

  15. CERN’s offering

  16. PROGRAMS Technician Training Experience ~20 positions/year FIELDS : Mechanics, electronics, electricity, etc. ELIGIBILITY : Technical diploma (Note: applicants with higher qualifications, BSc, MSc or PhD are not eligible) no more than 4 years relevant experience after finishing your diploma SELECTION:All applications for TTE opportunities will be considered by a panel of CERN specialists. The panel meets once per year. Successful applicants will be offered appointments which should begin within six months of the meeting. FEATURES : An initial contract of one year renewable for a second year attractive salary incl. social benefits On-the-job and formal training will be provided at CERN. There are also in-house language courses for English and French “I never imagined the possibilities CERN would offer me.”

  17. PROGRAMS Technical Studentsprogram ~ 200 positions/year FIELDS : applied physics, engineering, computing LENGTH : 4 to 12 months ELIGIBILITY : 18 months of technical undergraduate studies FEATURES : a technical project with a CERN supervisor a living allowance, incl. health insurance “It’s a great place to start a career, it’s a great place to learn new skills, make new friends…”

  18. PROGRAMS Admin Studentsprogram ~ 30 positions/year FIELDS : Translation, human resources, business administration, law, finance, librarianship, science communication, audiovisual, communication and public relations… LENGTH : 2 to 12 months ELIGIBILITY : 18 months of undergraduate studies FEATURES : an administrative project with a CERN supervisor - a living allowance, incl. health insurance “My Admin Studentship was a great experience – I had exposure to more activities than I could have imagined”

  19. PROGRAMS Summer Studentsprogram 150 positions/year FIELDS : physics, engineering, computing ELIGIBILITY : 3 years of full-time studies at university level LENGTH : 8 to 13 weeks, during the summer FEATURES : high-quality lecture programs visits and workshops living allowance accommodation in CERN hostel “Can’t imagine a better way to spend my summer”

  20. PROGRAMS Fellowship program ~180 positions/year FIELDS : physics, engineering, computing ELIGIBILITY : BSc, MSc or PhD no more than 10 years relevant post-MSc experience SELECTION: 2 selection committees per year FEATURES : 2-3 year employment contract attractive salary incl. social benefits training possibilities Fellows are normally nationals of the Member States of CERN. There also exist a limited number of places for Fellows from non-Member States. “An ideal place to follow the most recent ideas in physics and start new collaborations”

  21. Graduate Engineering Training scheme “ A great place to be using cutting edge technologies that tend to arrive later in the other industries” Fieldsfocus on engineering & computing Lengthusually 24 months (maximum 36) EligibilityBSc, MSc or PhDmaximum 10 years of experience Featurescareer development programmeproject with a CERN supervisoremployment contract Application & selection2 Committees : May & November

  22. PROGRAMS Marie Curie program For university graduates FIELDS : physics, engineering, computing DURATION: up to 3 years ELIGIBILITY :MSc or PhD ≤5 years post-degree experience FEATURES : funded by the European Commission an employment contract with CERN specific Marie-Curie vacancies published on CERN web pages an attractive salary, social benefits, allowances international network

  23. PROGRAMS Doctoral Student program ~60positions/year FIELDS : applied physics, engineering, computing LENGTH : 1-3 years ELIGIBILITY : enrolled in a doctoral program in a Member State university FEATURES : a technical project, leading to a PhD thesis co-supervised by the university thesis advisor and a CERN staff member a living allowance incl. Health insurance “Gave me the opportunity to meet important people, especially in the research fields”

  24. JOBS at CERN ~ 160 positions/year EMPLOYED MEMBERS OF PERSONNEL RECRUITED FROM OUR 21 MEMBER STATES Eligibility : > from apprenticeship to PhD Selection : > vacancies published on the WEB Features : - Maximum5 year contract - competitive salaries incl. social benefits - training possibilities (language courses, technical training)

  25. Procedures AcademicExcellence Candidate Eligibility Experience Discipline Nationality Research Fellows e-recruitment Selection Committee Senior Applied Fellows ExternalRanking InternalRanking Junior / Students Departments HR Completed application Referees

  26. Selection (AFC & TSC) Quotas 1975 Fellows Selection Committee • Folders go to Departments via Reps • Requests submitted to Reps • Pre-meeting to resolve conflicts and ensure budget respected • Selection Committee: • Takes selection decisions • Ensure fairness & transparency across departments • Ensure excellence • Raise & decide on Policy issues

  27. Application process cern.ch/jobs Acknowledgement of receipt e-mail Upload your CV and Diplomas Positions are published between 4 – 6 weeks

  28. Recruitment process JOBS

  29. ONLY ONE WAY TO GET THERE! cern.ch/jobs

  30. www.youtube.com/user/CERNJOBSTV www.facebook.com/CERNjobs “CERN Jobs” is everywhere, get in touch! @CERN_JOBS  search: “CERN Recruitment” (group)

  31. CERN’sgoverning bodies & TREF

  32. CERN - Main Bodies • CERN Council • The Council is ultimately responsible for all important decisions; it determines CERN’s policy; approves the programmeof activities; adopts the budgets; and reviews expenditure. • Each Member State has two official delegates, one representing his or her government’s administration and the other national scientific interests. • CERN Councilsub-committees bodies • Finance Committee • Scientific Policy Committee • TREF (employment conditions) • → CERN as an IO not subject to labour legislation of host state(s) but develops its own • → Disputes to be brought to ILOAT

  33. TREF: Definition & role • TREF is a sub-body of Council • TREF = “Tripartite Employment Conditions Forum” comprising: • Member States • Management • Staff Association • Purpose of TREF: • Study aspects of CERN Remuneration and employment conditions. • Stimulate discussions between the Member States, the Management and the Staff Association in order to permit smooth decision-taking by the Finance Committee and Council.

  34. Legal principles governing employment conditions in IOs Employment conditions must permit recruitment of highly competent personnel from all Member States • In order to fulfill its international mission, an IO must dispose of highly competent staff recruited from across all Member States.

  35. Legal principles governing employment conditions in IOs Flemmingprinciple: (applicable to “support positions” / “general service staff”) • Employment conditions for general service staff must be among the best prevailing local conditions. Noblemaire principle: (applicable to “professional”, internationally recruited personnel) • IO’s must offer employment conditions capable of attracting professionals from all Member States, including those in which salaries are highest.

  36. Five-yearly review

  37. Calendar 5YR Work Flow: year N 5YR Work Flow: year N-1

  38. 5YR key Features – staff members Staff members • Purpose of 5YR: to ensure that the financial and social conditions offered by the Organization allow it to recruit and retain the staff members required for the execution of its mission from all its Member States • Scope: basic salaries must be included and any other financial or social conditions may be included • Start of procedure: DG to submit to the Council • for information and discussion, a document identifying the Organization's main recruitment markets • for information and discussion, a report analysingthe recruitment and retention of staff members • for decision, a proposal identifying the financial and social conditions to be reviewed.

  39. 5YR key Features – staff members Staff members Data collection • For career paths AA to B (Flemming principle), data from employers corresponding to CERN’s recruitment market, established in the local region that offer salaries that are among the most competitive. • For career paths C to G (Noblemaire principle), data from employers corresponding to CERN’s recruitment market, established in the Member States that offer the most competitivesalaries according to the data collected from the OECD. c) For all career paths, data on the other financial and social conditions to be examined are collected from the intergovernmental organisations that offer financial and social conditions that are among the most competitive.

  40. 5YR key Features – staff members Staff members Comparison • The financial and social conditions of staff members shall be compared with the data collected from the relevant employers identified above. Proposalsand decision • The results of the comparison constitute a guide for the Director-General to use in making his proposals, and for the Council in taking its decision relating to any adjustment of the financial and social conditions of staff members. • In taking its decision, the Council may take into account all relevant objective criteria related to the proper functioning of the Organization, including its budgetary situation.

  41. 5YR key Features – fellows Fellows • Purpose of the 5YR: to ensure that the financial and social conditions offered to fellows remain attractive compared to those in comparable research institutions. • Scope: stipends must be included and any other financial or social conditions maybe included. • Start of the procedure: DG to submit to the Council • for information and discussion, a document identifying the research institutions from which data will be collected; • for decision, a proposal identifying the financial and social conditions to be reviewed.

  42. 5YR key Features – fellows Fellows Data collection and comparison • The financial and social conditions of fellows shall be compared with the data collected from the relevant research institutions. Proposals and decision • The results of the comparison shall constitute a guide for the Director-General to use in making his proposals, and for the Council in taking its decision relating to any adjustment of the financial and social conditions of fellows.

  43. 5YR key Features – MPAs Associated members of the personnel (MPAs) • Purpose of the 5YR: to ensure that the financial and social conditions offered by the Organization allow it to host MPAs in its research facilities, taking into account the highest cost-of-living level in the local region of the Organization. • Scope: subsistence allowances must be included and any other financial or social conditions maybe included. • Start of the procedure: DG to submit to the Council • for decision a proposal identifying the financial and social conditions to be reviewed. • Proposals and decision: • The Director-General shall propose and the Council shall decide upon any adjustment of the financial and social conditions of associated members of the personnel.

  44. 5YR key Features – review method Review methods and procedures • In the framework of the five-yearly review, the Council may also decide to review any of the related procedures for application at subsequent reviews.

  45. 2015 5YR - Mandatory financial and social conditions to be reviewed Basic salaries for staff members • CPs AA to B (local survey): data must be collected from employers established in the local region of the Organization that offer salaries that are among the most competitive. The data collection will be entrusted to a local salary survey company. • CPs C to G (international survey): data must be collected from employers established in the Member States that offer the most competitive salaries. Data on salaries will be collected from the OECD, presumably via the ISRP attached to the OECD.

  46. 2015 5YR - Mandatory financial and social conditions to be reviewed Stipends for fellows • Data will be collected by CERN from the following research institutions: DESY, EMBL, EC, ESA and ESO. Subsistence allowances for associated members of associated members of the personnel • Analysis by CERN of the evolution of the cost-of-living in the Geneva area.

  47. 2015 5YR - Other financial and social conditions be reviewed The CERN career structure • Motivation of the majority of the staff members and managers not enhanced by the current system • Current system too resource intensive • Modernization of the grading system needed to better accommodate the post-Bologna employment market in Europe

  48. 3. 5YR - Other financial and social conditions be reviewed Diversity-related social and financial conditions • Registered partnerships: • Opposite-sex and same-sex partnerships of staff members and fellows currently recognized by the Organization, but benefits limited to health insurance coverage. • Possible recognition by the Organization of further rights to partners: CERN should move with the times and examine the extent to which it should follow societal developments in the Member States.

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