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Public meetings

Public meetings. 13 – 17 May 2013. New Communication Policy of the Staff Association. Caroline Cazenoves. Content. Why ? What ? / Which targets ?. Public meeting – May 2013. Why ?. Get more visibility Modernize our image Share relevant information using lively and dynamic tools

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Public meetings

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  1. Public meetings 13 – 17 May 2013

  2. New Communication Policy of the Staff Association Caroline Cazenoves

  3. Content • Why? • What? / Whichtargets? Public meeting – May 2013

  4. Why? • Get more visibility • Modernize our image • Share relevant information using lively and dynamic tools • Increase the awareness of the staff on various topics • Engage 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 Public meeting – May 2013

  5. What / Whichtargets? New Public meeting – May 2013 Public meeting – May 2013

  6. What’s new? • New logo = Great success • 2 types of videos: Photobox / Funnyads Public meeting – May 2013

  7. New page on Facebook (no need to log on) Come and visit us! Public meeting – May 2013

  8. Other • Panels: special offers, actions, general information, hot notices • Participation in CERN events: Relay race, Passport tothe 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) Public meeting – May 2013

  9. Join us and followour news on: http://www.facebook.com/StaffAssociation.Cern • Website: http://staff-association.web.cern.ch/ • Your feedback is essential! • Thankyou for your attention! Public meeting – May 2013

  10. Restructuringthe Staff Council Céline Grobonand Almudena Solero

  11. Restructuring Staff Council Fewer delegates in Staff Council: 60  45 More time for delegates • contact with colleagues • training • work in-depth on subjects to be dealt with Improve efficiency and stimulate work in Standing Committees Elections (November 2013) for new Staff Council in 2014 Public meeting – May 2013

  12. The Staff Council and you Members delegates delegates Non-members Bureau 10 % 20 - 40 % 50 - 100 % Public meeting – May 2013

  13. Increased visibility for work of Staff Delegate 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 Our demands Equal 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 accordingly • Staff Association President can send a memo to Group leader confirming functions and detailing time devoted to SA activities Recognition • Training provided in framework of Staff Association (competency model) • Experience acquired (MARS) • Responsibilities (career review) • Facilitate return into regular activity at end of mandate Public meeting – May 2013

  14. The 2015 five-yearly review An introduction Philippe Defert

  15. Introduction to five yearly review (5YR) • Justification and goals • Timetable • What happened in 2010 • SA Survey Public meeting – May 2013

  16. 5YR definition: SR&R Annexe A1 • Goal: 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 States • Of 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 -> 5YR • Compulsory: Salary levels • Optional: other employment conditions Public meeting – May 2013

  17. 5YR –Timetable Subjects : Council decision DG proposals : Council decison Data analysis and internal proposals Consultation of staff List of subjects : concertation Proposals and concertation Data collection Implementation Dec. 2015 Jun. 2015 Jun. 2014 Dec. 2014 Today Dec. 2013 Public meeting – May 2013

  18. 2008 survey results: staff priorities Public meeting – May 2013

  19. 2008 survey results: CHIS Public meeting – May 2013

  20. Staff survey in October. • Your priorities, your choices will be ours • Salary (mandatory) • Other financial and social conditions (optional) • Health insurance • Career evolution • Contract policy • Pension • Family policy • Training, etc. • Representativeness and strength of your SA • High participation rate to survey • Strong SA Membership Public meeting – May 2013

  21. CONCLUSION Your contributions are essential: Participate in the survey Become or recruit members We count on you! Public meeting – May 2013

  22. Contract policyand LD2IC exercise SébastienÉvrard

  23. Contractpolicy and LD to IC exercise • Definitions and model • Statistics • History of Contract Policy • Bottleneck • Our claims • Possible solutions Public meeting – May 2013

  24. Definitions and model • IC = indefinite contract • LD= limited duration • IC ratio: number of IC holders / number of staff • LD 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 conversion Public meeting – May 2013

  25. Statistics # of people LD Arrivals IC departures IC awarded Public meeting – May 2013

  26. Statistics # of people LD Arrivals 3 + 3 years 4 years Insourcing LS1 Flexibility IC departures Insourcing LS1 Flexibility IC awarded Public meeting – May 2013

  27. History of contractpolicy Our key objectives: • Favour excellence • Reduce job insecurity • Enhance possibility to get an IC contract as early as possible in career • Staff member can take initiative • Every contract policy is the result of a compromise Public meeting – May 2013

  28. Bottleneck • Demographics: • 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 years • Management self-imposed constraint: 1750 IC ceiling • Raw LD to IC conversion ratio of 30% if nothing is done • Such a low ratio never occurred in the last 12 years  Unacceptable for SA Public meeting – May 2013

  29. Such a low ratio is bad for the Organization • Bad image • Unfair employer • “Kleenex employees” • Reduced attractiveness • Reduced effectiveness of LD contracts • Contrary to common belief Considering 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 Public meeting – May 2013

  30. Such a low ratio is bad for staff • LD contract holders • No distinction between LS1 flexibility post and other LD post • Intensified competition for all LD holders! • Reduced career perspective • Reduced motivation • IC contract holders • Reduced interest for coaching new staff • larger turnover = weakened teams and reduced team spirit • Would you have been granted an IC contract under such conditions (solidarity) ? • Not the best signal with respect to the long-term survival of Organization Public meeting – May 2013

  31. Our demands • New 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 2013−2015 • Flexibility scheme bump is the result of decision by current Management  Current Management should find a solution! Public meeting – May 2013

  32. Possible solutions • Interpret the 1750 IC ceiling • 1750 people  1750 FTE (= 1820 IC)  1750 FTA (=1836 IC) • Short-term solution (a few years) • Give up self-imposed constraint = break the 1750 IC ceiling • 2250*0.8*1.05 (“FTA”) = 1890 IC (80% for baseline posts) • New projects decide by new European Strategy • 2250 FTA  2400 FTA? • Take into account fellows in LD calculations? • More favourable LD to IC ratio • CERN is a centre of excellence. It needs appropriate manpower resources: skilled and experienced staff Last Minute: 40% LD to IC conversion ratio Public meeting – May 2013

  33. Summary

  34. Summary • Communication • Modernize image, increased visibility, professional tools • Restructuring • Better recognition of work of delegates • No special, but equal and fair treatment • Training, preparation, Professional President’s Office • Elections end 2013 • Preparation of 5YR 2015 • Survey October 2013  your wish list • Decision Autumn 2015 • Recruit excellence, highest competence in all MS Public meeting – May 2013

  35. Summary • LD to IC • No decisions based on self-imposed constraints • Recently proposed 40% is still too low • Coherent contract policy • Experienced long-term stable staff • Ensure excellence of service at CERN Public meeting – May 2013

  36. Now it’s your turn! Your questions and comments Public meeting – May 2013

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