HR Department & Contacts Induction interview & Probation Period Good morning, My name is xxxxx and I’m working in the Human Resources Department. Today’s presentation is focused on your first year at CERN and more precisely on the Induction interview and the probation period. HR Frontline

HR Department Structure Learning & Development Talent acquisition Compensation Benefits Centres of expertise Head Office Frontline Research & Computing Sector Finance & HR Sector International Relations Accelerators & Technology First of all, let me show you how our Department is organised, based on a service and delivery partnership approach. The office of the Department Head hosts different functions such as the Diversity Office, the Legal Advice, Strategy and Development, administrative support and Member-States relations. Then, we have 3 Centres of Expertise specialized in Talent Acquisition, Compensation & Benefits, Learning & Development As CERN’s global structure, our Frontline has been organized in four main sectors. You will therefore find a FL team for the Accelerators & Technology sector, one for the Finance & Human resources, one for Research & Computing and one for the International Relations. Strategy & Development Diversity MS relations, Legal, Admin. support CERN Induction Programme

HR key contacts for Fellows Katerina JANAQI 71816 Katharine THOMAS-CHEVREUX Fellowship programme coordinator 74471  Géraldine BALLET 74151 If we go more in details in the HR department, your main points of contact will be: Katerina, Katharine and Géraldine for the fellow population. KTC coordinates the fellowship programme. You will hear more from her at the Quarterly session. CERN Induction Programme

HR key contacts for Staff : Frontline (HRA*) Industry, Procurement and knowledge Transfer Finances and Administrative Processes Human Resources Site Management and Buildings Finance and Human Resources Experimental Physics THeorical physics Information Technology Research and Computing Director General Internal Audit Legal Service Health Safety and Environment Council Support Accelerators and Technology TEchnology BEams ENgineering International Relations Education, Communication, Outreach Relations Christille DE POIX HRA for HSE Roland BAUMANN HRA for DG Marie-Laure RIVIER Group leader Marie-Luce FALIPOU Deputy Group leader CERN HR FRONTLINE Isabel PUMARES ARGÜELLES HRA for BE Donna CARMONA HRA for BE Florence LICCI-OUNNOUGH HRA for EN Sebastian BOTT assistant for the sector Estela PAJOT assistant for the sector Laura KUUKA Administrative student Christille DE POIX HRA for SMB Roland BAUMANN HRA for FAP Emeline DOLMAZON assistant for the sector   Florence LICCI-OUNNOUGH HRA for IPT Aurélie CHOY HRA for HR Roland BAUMANN HRA for IR Emeline DOLMAZON assistant for the sector   Donia GRANDCLAUDE assistant for the sector   Michel GUYE-BERGERET HRA for EP & TH Lore TAILLIEU HRA for IT Regarding the staff population of around 2500 staff members, there is a team of Human Resources Advisors, commonly called HRAs, available to guide you with all the HR-related questions. Here is the CERN organizational structure, consisting of 4 sectors, themselves comprised of Departments and/or units. The Frontline group is composed of a Group Leader, a deputy group leader and a team of HR generalists and administrative assistants. Depending on your Department or unit, I let you read the name of “your Human resources advisor”. You will meet them soon after your start of work. The contact details of my colleagues are available on our web pages and in the directory. *your Human Resources Advisors

The probation period (1 year) Induction interview First 6 weeks Mid-Probation meeting After 5 months End of probation meeting After 11 months The probation period at CERN lasts 12 months. You receive specific support along this first year where you are going to go through different important steps, three formal milestones. 1. The first one is the Induction Interview, mandatory for staff members and highly recommended for fellows. In the first 6 weeks of your contract, your supervisor and you will define the work objectives to achieve during the probation period. This interview is also an opportunity for a dialogue and to talk about your training needs. In parralel, you will be invited by your HRA in order to discuss about your integration at CERN and your work objectives if they have been already identified. At this stage, it is very important that you fully understand what is expected from you so don’t hesitate to clarifiy your objectives with your hierarchy and discuss it with your HRA. 2. Then, the staff members will have two other interviews after 5 months and 11 months of service. There, your supervisor will evaluate your results based on the work objectives as defined. Once again, you will have the chance to discuss and get feedback from your supervisor and then your HRA about your performance so far and the supervisor’s assessment. If all goes well, as it is in most of the cases, your appointment will be confirmed and you will receive an official notification. Of course, the whole process is transparent and you will receive an electronic copy of all the reports mentioned earlier and you will be able to approve and comment them. CERN Induction Programme

CERN Values We just talked about transparency. Our Organisation has also explicit values which drive the meta value of excellence. The values of creativity, diversity, commitment, professionalism and integrity are very present in our working environmment and are at the heart of our Code of Conduct. CERN Induction Programme

Code of Conduct cern.ch/codeofconduct This tool helps us understand how to conduct ourselves, treat others and expect to be treated in accordance with the CERN values. CERN Induction Programme

CERN Competency Model These values have also been used for our Competency model introduced in 2011. The objective of this model is to provide coherent criteria throughout organisational processes to drive performance and continuous development of staff. Let’s have a look at this model more in detail. CERN Induction Programme

Technical Competencies BEHAVIOURAL Competencies CERN Competency Model Technical Competencies  BEHAVIOURAL Competencies  It consists of Technical competencies divided into 16 domains such as IT, electronic engineering, Physics, Civil Engineering, Finance and procurement, etc. You will also find 15 behavioral competencies, for each value, you have 2 core competencies and 1 leadership competency. The CERN Competency model (CCM) was implemented in several HR processes. As an example, in the recruitment process, the VN for which you applied used technical and behavioral competencies from the model. The, druing the interview, you have been assessed based on these competencies. But this is not the only example of application and it is also used in the performance appraisal, learning and development areas, etc… It is available on our webpages and the link has been attached to this presentation. cern.ch/ccm CERN Induction Programme

Reminder & Conclusion As you could see, you won’t be left on your own during your first year at CERN and even after but keep in mind that HR Department and more specifically your HRAs are at your disposal, so don’t hesitate to contact them. Now the last item for this morning… CERN Induction Programme

Before leaving this session… From 1.30 p.m.: Meet with your DAO Arrival formalities: - Access card, Car sticker, bank account … - If applicable : appointment with the Installation service As a reminder from my colleagues, most of you will have a lunch with your supervisor, then, you will be welcomed at 1.30 pm by your Departmental Administrative Officer and you will have to accomplish some important administrative formalities including legitimation cards that are mandatory to work at CERN. Finally, you will be invited to another induction section, a second part in March 2016. Thank you for your attention and I wish you all the best for your career at CERN. Quarterly session – 22 March 2016 CERN Induction Programme