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HR Public Session Session publique HR

HR Public Session Session publique HR. 13 th & 19 th September 2017. James Purvis, HR Department Head. “Flow”. “The best moments in our lives are not the passive, receptive, relaxing times…

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HR Public Session Session publique HR

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  1. HR Public Session Sessionpublique HR 13th & 19thSeptember 2017 James Purvis, HR Department Head

  2. “Flow” “The best moments in our lives are not the passive, receptive, relaxing times… The best moments usually occur if a person’s body or mind is stretched to its limits in a voluntary effort to accomplish something difficult and worthwhile.” MihalyCsikszentmihalyi Boredom Skill F L O W Anxiety Challenge

  3. Purpose I’m helping unravel the mysteries of the universe What are you doing here? I’m helping place a man on the moon

  4. Providing a unique range of particle accelerator facilities that enable research at the forefront of human knowledge. • Uniting people from all over the world to push the frontiers of science and technology, for the benefit of all. To gain understanding of the most fundamental particles and laws of the universe. CERN’s unique purpose

  5. Context Staff Association Member States Stakeholders CERN’s people Strategy Management

  6. LHC timeline – HR implications New projects, new competencies? Full exploitation of LHC New DG New Member States Increase LDs Increase MPAs… Increased Retirements MERIT timeline HR’s heart beating in sync with the Organization Same People & Skills? Same People & Skills? Five Yearly Workload? Quality of Working Life Diversity

  7. LHC timeline – HR implications New projects, new competencies? Full exploitation of LHC New DG New Member States Increase LDs Increase MPAs… Increased Retirements MERIT timeline Same People & Skills? Same People & Skills? Five Yearly Workload? Quality of Working Life Diversity

  8. Long term perspective Now Next 5 years … to 2027 80 Staff posts CBD - Cumulative Budget Deficit Member State Contributions Member State Confidence – Trust & Transparency

  9. CERN

  10. A great place to work!

  11. 2017-2020

  12. HR Focus A plan of around 15 key areas* CERN’s needs HR’s actions An additional ‘shopping list’ of what HR should do…. *See HR website/projects for details of all projects

  13. Insights into some key areas MERIT… Internal Mobility Quality of working life Onboarding & More…

  14. MERIT LD/IC Gender • CERN-wide distribution well respected • Ceiling respected – back in the driving seat • No gender bias; some early career bias • Feedback being collected with analysis for October • Lighter MERIT form appreciated • Calendar, guidelines & tools to be reviewed • More than 400 requests for a BMJ change treated; majority requested by management; majority for ‘relabelling’ • Over 30 requests for change of BMJ to higher grade span (without promotions) granted • 127 Promotions. Numbers comparable to previous years (slightly higher) • 145 staff in personal positions

  15. Insights into some key areas Internal Mobility Quality of working life Onboarding More…

  16. INTERNAL MOBILITY PROJECT • Objectives: • Develop and implement a redefined Internal Mobility process • Help to match CERN’s & staff needs • Transparency (opportunities, process, success stories) • Realistic & flexible • Pragmatic solutions • Analyse results of previous attempts to improve Internal Mobility

  17. Five-Yearly: a reminder Mandatory Elements • Maintain Salaries, Subsistence & Stipends at current levels. • Diversity • Extended recognition of registered partnerships • Improved flexibility during maternity leave • Increased duration and scope of the paternity leave • Enhancement of the conditions offered during parental leave • Reduced working time for new parents • Support to dual-career couples • Enhancement of the Saved Leave Scheme • Extension of the teleworking scheme • Possibility of leave donation. • Career structure • Streamlined salary structure • Reviewed financial recognition of merit • Clearer promotion process • Emphasis on long-term development • Reviewed criteria for the International indemnity. See HR website/statistics for details on take-up

  18. Quality of working life Symptoms: • High proportion of absences • Increasing observations in this area by various services • Recommendation from External Review Committee Actions: • Strong support from DG & Directors to tackle work-related stress and promote quality of working life @ CERN • Dedicated multidisciplinary Project Team involving HSE, HR, SA and Ombuds • Recommendations for stress prevention with the aims to: • Identify and Act on causes of stress • Increase the coping ability of employees • Reinforce support systems

  19. Respect at CERN Promoting a work environment based on respect & inclusiveness CERN Code of Conduct: It’s all about respect Understanding our Code of Conduct in everyday work life A videoseriesbased on the CoC’s five values Web-based and fully accessible Aiming to get people to think & reflect, not to moralise «Whatwouldyou do?» «Have youeverexperiencedthis at work?» Snapshotfrom the animation series to bereleased in 2018 (Video animation: Daniel Dominguez, Vincent Osmont)

  20. Onboarding (induction) Information after arrival Information on arrival Information prior to arrival Right information to right person in the right format at the right time

  21. Workforce planning Recruitment • LD Green paper + 80 posts • 25% recruited, 137 total LD boards this year Retention • 5 year IC plan (quantitative); Ratio to remain around 70% • Offer sufficient opportunities for longer term possibilities • Best of luck to candidates for the 45 positions this year. Development • Developmental conversations (for the future) • Internal & External Mobility • VAE (Validation of Acquired Experience) • Succession planning

  22. Investing in future generations

  23. Other News • Reimbursement of School Fees • move to self-service • Childcare • continuous commitment for supporting parents • collaborating on sustainable model • International SOS • New CHIS rules • Swiss LAMAL • Staff Association elections – encourage you to take part! See all official news in :

  24. Ombuds Office: passing the baton Pierre Gildemyn Sudeshna Datta Cockerill

  25. Some key learnings All viewpoints count and enrich us Identical treatment is not equitable treatment

  26. Your ideas and input are welcome! • 180 feedback • Lunchcollider • Future surveys – your input is key: • Internal mobility • Employee engagement • Our doors are open for suggestions & feedback • Contact your HRA, your programme coordinator, come knock on my door!

  27. Conclusion We have a great future ahead CERN is a great place to work HR is here for you Onboarding Respect Boredom Recruitment Skill F L O W Your career Quality Working Life VAE Anxiety Challenge Development Conversations Internal Mobility Retention

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