Performance Appraisal and Management at CERN This presentation concerns mainly Staff Members, as it deals with the processes and procedures at CERN for the appraisal and management of staff performance/careers. However, some aspects also valid for Fellows and is extremely important aspect of career at CERN, so is good information to have even if does not directly affect each of you. (yet) HR Induction

Probation Period Milestones Induction day I Induction interview Induction day II Mid probation review End of probation review 11 months 5 months 6 weeks HRA gives advice for performance management for staff members Induction interview – interview during first 6 weeks. Interview also with HRA during first 6 weeks for introduction. Mid-probation – 5 months End-probation – 11 months Reference : Administrative Circular 2 and 26

Induction Interview Define work objectives for the first 12 months Discussion on development needs Chance for feedback / dialogue Mandatory for Staff and Fellows Interview takes place with supervisor during first 6 weeks; usually HRA will also be in contact for a first meeting. Definition of work objectives, which can be modified as necessary according to service’s needs/changing priorities etc. Chance to have feedback on what is expected during the first few months and what development may be needed (e.g. technical training, on-the-job learning etc.). Usually at the time of selection, the supervisor has identified the needs for development to adjust to the post requirements.

Mid / End Probation Review Monitor and evaluate results of work objectives, progress etc. Chance for feedback / dialogue Check / finetune development needs Performance appraisal over 6 months / over the year (what has been achieved and how it has been achieved) End of probation period review Confirmation of appointment Extension of probation period End of contract Mid-probation – monitor and evaluate results of work objectives, progress achieved, possible modifications to objectives End-probation – evaluation of objectives achieved over the whole first year, appraisal of performance, can lead to 3 scenarii… Chance to have feedback on work done and to check on right track, as well as check development needs (fine-tuning of what was set/decided at Induction Interview). Evaluation of global performance, which acts as basis for advancement/promotion discussions by (departmental) management. Also important to give opportunity to improve poor performance / address weak points if necessary.

Changes from 1st September Career Structure (from career paths & salary bands to grades) Salary grid (from 21 bands to 10 grades) From fixed steps to individual salaries From awards in steps to percentage increases Introduction of Benchmark Jobs New career structure and salary grid came into effect on 1st September 2016.

Salary Grid: 1st September 2016 Grade 1 Grade 2 Grade 3 Grade 4 Grade 5 Grade 6 Grade 7 Grade 8 Grade 9 Grade 10 Min 3858 4592 5464 6503 7738 8513 10130 12055 14346 17072 Midpoint 4630 5510 6557 7803 9286 10215 12156 14466 17215 20486 Max 5402 6428 7650 9104 10834 11918 14182 16877 20084 23900 83.333% 3858 4592 5464 6503 7738 8513 10130 12055 14346 17072 84.000% 3889 4628 5508 6555 7800 8581 10211 12151 14461 17208 85.000% 3936 4684 5573 6633 7893 8683 10333 12296 14633 17413 86.000% 3982 4739 5639 6711 7986 8785 10454 12441 14805 17618 87.000% 4028 4794 5705 6789 8079 8887 10576 12585 14977 17823 88.000% 4074 4849 5770 6867 8172 8989 10697 12730 15149 18028 89.000% 4121 4904 5836 6945 8265 9091 10819 12875 15321 18233 90.000% 4167 4959 5901 7023 8357 9194 10940 13019 15494 18437 91.000% 4213 5014 5967 7101 8450 9296 11062 13164 15666 18642 92.000% 4260 5069 6032 7179 8543 9398 11184 13309 15838 18847 93.000% 4306 5124 6098 7257 8636 9500 11305 13453 16010 19052 94.000% 4352 5179 6164 7335 8729 9602 11427 13598 16182 19257 95.000% 4399 5235 6229 7413 8822 9704 11548 13743 16354 19462 96.000% 4445 5290 6295 7491 8915 9806 11670 13887 16526 19667 97.000% 4491 5345 6360 7569 9007 9909 11791 14032 16699 19871 98.000% 4537 5400 6426 7647 9100 10011 11913 14177 16871 20076 99.000% 4584 5455 6491 7725 9193 10113 12034 14321 17043 20281 100.000% 4630 5510 6557 7803 9286 10215 12156 14466 17215 20486 101.000% 4676 5565 6623 7881 9379 10317 12278 14611 17387 20691 102.000% 4723 5620 6688 7959 9472 10419 12399 14755 17559 20896 103.000% 4769 5675 6754 8037 9565 10521 12521 14900 17731 21101 104.000% 4815 5730 6819 8115 9657 10624 12642 15045 17904 21305 105.000% 4862 5786 6885 8193 9750 10726 12764 15189 18076 21510 106.000% 4908 5841 6950 8271 9843 10828 12885 15334 18248 21715 107.000% 4954 5896 7016 8349 9936 10930 13007 15479 18420 21920 108.000% 5000 5951 7082 8427 10029 11032 13128 15623 18592 22125 109.000% 5047 6006 7147 8505 10122 11134 13250 15768 18764 22330 110.000% 5093 6061 7213 8583 11237 13372 15913 18937 22535 111.000% 5139 6116 7278 8661 10307 11339 13493 16057 19109 22739 112.000% 5186 6171 7344 8739 10400 11441 13615 16202 19281 22944 113.000% 5232 6226 7409 8817 10493 11543 13736 16347 19453 23149 114.000% 5278 6281 7475 8895 10586 11645 13858 16491 19625 23354 115.000% 5325 6337 7541 8973 10679 11747 13979 16636 19797 23559 116.000% 5371 6392 7606 9051 10772 11849 14101 16781 19969 23764 116.667% 5402 6428 7650 9104 10834 11918 14182 16877 20084 23900 Salary grid in place as from 1 September 2016 Grade and entry point determined on the basis of the functions of the job (VN) and relevant professional experience of the new staff member

Mapping (as of 1 September) All staff mapped from old salary positions to new grid Salaries remain the same Position indicated as a percentage of midpoint of the Grade All staff mapped to new Benchmark Jobs Based on professional title in database Just to give information to those staff who arrived before 1st September

Annual Performance Review M erit E valuation and R ecognition I ntegrated T oolkit The performance review process at CERN is an annual exercise, which starts with an interview between the staff member and supervisor.

Performance management process Dec-Feb Annual Interview PAST: -review results of work objectives -discuss competencies used -feedback -exchange of views FUTURE: -set work objectives -set development objectives Jan-Mar Written appraisal (EDH form) Electronic form (EDH) which represents an official record of what was discussed at the interview Mar-Apr Performance qualification decisions Department Head rates performance of staff members: Performance Qualification Insufficient Fair Strong Outstanding Suggested distribution range 0-1% 6-12% 57-63% 27-33% Salary increase (% of midpoint salary) - 0.35 % 1.35 % 2.35% Performance Payment 1.15 % 2.15% The interview is to address the previous year’s work: assess performance against agreed targets, Discuss the main competencies that were used to achieve the results feedback – information to staff on performance and progress (check on right track) and exchange of views b/t staff and supervisor – e.g. what resources/development needed, what went well/could have gone better etc. Also to discuss future: -set work objectives for following year and give direction -set development objectives (any type of learning activities that will help develop in the functions, take on more responsibilities, different projects, etc.) Form completed by staff member and supervisor to represent what was discussed at interview. Supervisor, SL and GL sign form. Staff member sees form and can make comments if so wishes. Form is official document and forms part of personal file. May be used in other HR processes including career and contract reviews. Discussions take place in dept. DH decides on performance qualification. Based on this, advancement and performance payment is proposed. Salary increase BOTH Annual lump-sum Payment (non- pensionable)

Where can I find out more? MERIT FAQ – Admin e-guide MERIT Coordinators HRAs