CERN people and CERN organization Anne-Sylvie CATHERIN HR Department

CERN’s mission Research Education Technology Collaboration “The Organization shall provide for collaboration among European States in nuclear research of a pure scientific and fundamental character.” Research Education Technology Collaboration

CERN - Main Bodies CERN Council Subordinate bodies The Council is ultimately responsible for all important decisions; it determines CERN’s policy; approves the programme of activities; adopts the budgets; and reviews expenditure. Each Member State has two official delegates, one representing his or her government’s administration and the other national scientific interests. Subordinate bodies Finance Committee Scientific Policy Committee TREF Standing Concertation Committee For all measures regarding employment conditions Who are the people involved in this great adventure? CERN Council CERN Management CERN Personnel

Who works at CERN Personnel Employed Staff members Apprentices Fellows Associated Users Students Associates

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HR Department Remit Enable the Organization to further its excellence by: • defining the talents and competencies needed to accomplish the Organization’s mission; • recruiting, retaining, and developing the staff with these talents and competencies. In this context, HR Department plays a proactive role as: a partner in the definition of human resources policy; a guarantor for the consistent implementation of this policy throughout the Organization, and a facilitator for all questions concerning human resources.

Main activities / Pillars Values, Code of Conduct and Competency Model HR - Strategy Rôles & Structure Performance & Récompense Apprentissage & Perfectionnement Gestion des contrats Recrutement & Engagement des Planification des effectifs Main activities / Pillars Foundation CERN HR POLICY Values, Code of Conduct and Competency Model Employee Engagement Capacity Planning HR Structure HR Mandate Talent Acquisition Learning & Development Reward Diversity Talent Management By clicking on the logo HR@CERN on any slide you come back to the temple

CERN’s Human Resources Strategy Mission/Strategy HR Mandate HR Strategy HR Initiatives Needs and Challenges from Management Interviews Staff concerns and priorities Staff meetings and staff survey Emphasize that the CERN mission and strategy is the guiding framework for HR’s Mission/Mandate and the HR Strategy. The management and staff needs / priorities are taken into account and result in HR initiatives, which are subject to senior leadership approval An integrated approach to building the HR strategy is shown in the following slide Staff survey confirmed the initiatives launched by HR

 HR - Initiatives 1 2 3 4 5 6 7 8 9 10 Staff member survey End 1 Staff member survey  2 New contract policy 3 Recruitment & Sourcing policy 4 CERN code of conduct 5 Competency model 6 Learning & Development policy proposal 7 MARS Review 2012-2015 8 Development Counselling interviews 2013 9 Handling of difficult situations 10 Internal Mobility 2012

CERN Values - EXCELLENCE INTEGRITY Behaving ethically, with intellectual honesty and being accountable for one’s own actions COMMITMENT Demonstrating a high level of motivation and engagement to the Organization PROFESSIONALISM Producing a high level of results within resource and time constraints and fostering mutual understanding CREATIVITY Being at the forefront of one’s professional field, furthering innovation and organizational development DIVERSITY Appreciating differences, fostering equality, and promoting collaboration And has explicit values which drive EXCELLENCE

What does it address and to whom does it apply? CERN Code of conduct What does it address and to whom does it apply? Common standards of professional behaviour based on CERN values (vs. Code of Ethics) Guide in helping us, as CERN contributors, to understand how to conduct ourselves, treat others and expect to be treated. Applicable to all CERN contributors, i.e. not only staff members but also the user community, subcontractors, consultants... What form does it have in practice? Short (4 pages) and intentionally so, organized around the five CERN values Extensive FAQ list available to increase understanding of how the Code applies to practical situations Where to find it? And has explicit values which drive EXCELLENCE

CERN Code of conduct And has explicit values which drive EXCELLENCE

CONSISTENCY AND COHERENCE ACROSS HR PROCESSES CERN Competency Model A reference framework that is the keystone to HR management. It will help optimizing our HR processes (recruitment, contract management, performance, promotion, learning and development, mobility, succession) A common language A roadmap for staff CONSISTENCY AND COHERENCE ACROSS HR PROCESSES

CERN Competency Model

According to a recent staff survey... Excellent level of job satisfaction Passionate personnel Interesting work Creative work which allows psychological development Pride to take part in fundamental research in particle physics Very pleasant “international campus” environment Highly qualified colleagues Variety of skills and professions Effectiveness of continuous learning Pleasant conditions (except buildings!)

First results of the LHC Opportunities for a rich & rewarding career You at CERN... Exciting times First results of the LHC ..... Opportunities for a rich & rewarding career And who knows... ...a future Nobel Prize??? The World Wide Web was invented at CERN in 1989 by the British scientist Tim Berners-Lee. Some of the spin-offs CERN does unfortunately not own an X-33 aircraft as it was suggested in Dan Brown’s book “Angels and Demons”.

CERN. Take part. And do not forget that we, in HR department, are available to help at all times!