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CERN Personnel Statistics 2013

L. Lockwood HR-CB-MI (Monitoring & Informatics). CERN Personnel Statistics 2013. HR Monitoring Improvements. 2013. 2012. Associates for the purpose of international collaboration Cooperation (COAS) Project (PJAS) User (USER) Associates for the purpose of exchange of scientists

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CERN Personnel Statistics 2013

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  1. L. Lockwood HR-CB-MI (Monitoring & Informatics) CERN Personnel Statistics2013

  2. HR Monitoring Improvements 2013 2012 • Associates for the purpose of international collaboration • Cooperation (COAS) • Project (PJAS) • User (USER) • Associates for the purpose of exchange of scientists • Corresponding (CASS) • Guest Professor (GPRO) • Scientific (SASS) • Visiting Scientist (VISC) • Associates for the purpose of training • Students • Trainees • 2012: Associated Members of Personnel • Associates • Paid (PDAS) • Unpaid (UPAS) • Project (PJAS) • Users • Students 2009-2012 • Increased focus on monitoring • Five-yearly reporting : Recruitment & Retention • Pro-active recruitment actions • Additional information on nationality, age and Users 2013 New Categories of Personnel (AC11) • Re-classification of employed / associated members of personnel • Comparison between 2012 and 2013 Additional Insights • New data on Users by primary experiment • Increased focus on diversity including working hours and saved leave

  3. New Categories of Personnel

  4. Members of Personnel Pages: 3,6-8 • Headcount of 2513, but CERN-funded available FTE of 2390 • MPAs(incl. USER) population relatively stable • Increase in Fellows, due to intake of TTE • Compared with 10 years ago, significant change in staff : non-staff ratio

  5. Category Evolution Pages: 10-12,14 Continued reduction of manual personnel in favour of engineers Slight increase in administrative professionals (Cat 5a), but slight decrease in administrative support personnel (Cat 5b) means Cat 5 numbers continue to remain stable Stability since 2012 of technical, scientific & engineering and research personnel brought in for LS1

  6. Gender Pages: 9-11,12 Positive selection rate in categories 1, 2, 4 and 5b 10 year positive trend continues Stable numbers for staff Male : Female ratio of Fellows has gone down, partly due to TTE Continued positive trend for users

  7. Age & Seniority Pages: 21,30-31 Stable seniority (12 years) Average age also stable (44 years) Age distribution continues to even out in a bell-shaped pattern Low numbers in 61-65 age bracket means low numbers of departures due to retirement in coming years (challenge for maintaining IC ceiling)

  8. Staff Recruitment Pages: 35-38 • Average age of a new recruit is 33 (was 34 last year) • 25% less vacancies in 2013 compared to 2012 • Still receive almost 100 applicants on average per vacancy • Despite significant efforts, still having difficulty attracting staff across several countries • 7 Member States with no new recruits this year: Bulgaria, Czech Republic, Denmark, Finland, Norway, Sweden, Slovakia • Already attracting candidates from Israel and Serbia • 7% not attended interview (8% last year) • 3% refused offer rate (7% last year) • 8 posts of 113 with recruitment difficulties

  9. Arrivals & Departures Pages: 43-45 Overall stable headcount - ‘reflection effect’ Continuing low retirement numbers Higher numbers of arrivals in categories 2 & 3 replacing departures in category 4 Turnover 5.17%

  10. LD IC ratio Page: 21 Stable LD-IC ratio Retirement numbers remain low, yet contract expirations are significantly higher Succession planning and skills retention become challenging

  11. Conclusion 2013 2013 saw the start of LS1 and a time of modernizing infrastructure and preparation of the LHC for operation at higher energy. Personnel numbers remained stable across all categories. The statistics highlight the following challenges: • Increasingly low numbers of retirements and increasing number of departures due to LD contract expirations will mean maintaining the IC ceiling and skills retention through succession planning become challenging • Attraction and retention of experienced candidates is becoming increasingly challenging due to limited IC prospects • Sourcing efforts are continuing, yet we still have continued difficulties to attract candidates for staff positions from a number of Member States.

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