January 2007 What changes, What implications for your careers? DECODING from MAPS I to MAPS II:

January 2007 Departmental meetings 2 MAPS I → MAPS II : Summary  Reminder: place MAPS in the 5YR context  Description of the new career structure  How to apply it ?  Transitory period  Role of each of us  Conclusion

January 2007 Departmental meetings 3 Where did we leave off in October?

January 2007 Departmental meetings 4 Reminder: DG proposals

January 2007 Departmental meetings 5 MAPS I → MAPS II: important changes  According to the DG: We add:  separate advancement budget per career path  same value of step for bands a, b and c  value of step reduced  0 steps  advancement  6 steps  no advancement budget convertible into bonus budget XX Exceptional

January 2007 Departmental meetings 6 Administrative Circular nº 26 RECOGNITION OF THE MERIT OF STAFF MEMBERS in two forms Career evolution  Advancement  Promotion Award of bonuses  for exceptional services  for responsibility  for “hors cadre” functions  2 budgets not to be mixed !!!

January 2007 Departmental meetings 7 Administrative Circular nº 26 Performance assessment Career evolution Award of bonus 8 1. advises2. proposes3. decides 5 periodic advancementdecides 6 exceptional advancement1. proposes2. decides 7 promotion1. advises2. proposes3. decides SuperviseeSupervisor Group Leader Dept. Committee Dept. Leader DG 1 annual interviewparticipates 2 analysis of resultswrites 3 performance appraisal3. comments1. writes2. writes 4 qualification of performance (not meritorious, meritorious, particularly meritorious) decides RECOGNITION OF THE MERIT OF STAFF MEMBERS Decision-making process

January 2007 Departmental meetings 8 E n : meritorious n-1: meritorious n-2: meritorious Recognition of merit: Career evolution  Advancement  periodic  bands a, b, c  qual. of performance: meritorious or particularly meritorious  exceptional  bands a, b, c  ECE  qual. of performance : particularly meritorious  Promotion:  Change of band  from a to b: qual. of performance only  from b to c: qual. of performance and career review  Exceptional career extension  access to ECE: qual. of performance and career review  qual. of performance: particularly meritorious / long period  Change of career path  level of functions (career path guide)  career review n : part. meritorious n-1 ≥ meritorious n-2 ≥ meritorious n : part. meritorious n-1 ≥ meritorious n-2 ≥ meritorious Level of functions D

January 2007 Departmental meetings 9 No overlap of band a and band b band b: fewer perspectives MAPS I → MAPS II : Changes to the Grid New CP: AA 2 bands ECEECEECEECE Maximas increased Career extension in all career paths AAABCDEFG Minimas progressively increased in all career paths

January 2007 Departmental meetings 10 MAPS II MAPS I → MAPS II : Advancement budget MAPS I MAPS I - Career Paths from A to E - population of bands a, b, c and EAZ ECE Bands a, b, c 1 budget / career path common budget MAPS II ECE Bands a, b, c AAABCDE FG

January 2007 Departmental meetings 11 MAPS I → MAPS II : Calculation of step value  Transfer of Periodic advancement to Exceptional advancement Ex: (a,b,c) from A to E  Advancement budget constant and attributed per career path Budget MAPS I = Budget MAPS II (in 2006 values)  Eligible population increased origin:removal of orange zone increase of maximas  Value of step identical in bands a, b, c merit = periodic + exceptional MAPS I 1,3 step 1 step 0,3 step MAPS II 2 steps 1 step Career Path C MAPS IMAPS II Advct a / b / c 1,3 step2 steps ECE 0,3 step1 step Eligible pop Step Value a / b / c 104/118/13874/74/74 ECE Budget 1,69%1,72% Career Path MAPS IMAPS II A 1,69%1,74% B 1,56%1,66% C 1,69%1,72% D 1,68%1,76% E 2,09%1,87% Budget A-E 1,82%1,78% F 1,52%1,51% G 1,09%1,11% Budget F-G 1,36%1,37%

January 2007 Departmental meetings 12 MAPS I → MAPS II : What advancement to expect?  Qualification and Advancement:  Non-meritorious:0 step  Meritorious:1 periodic step  Particularly meritorious: 1 periodic step + 1 to 5 exceptional steps  How to distinguish the “Particularly meritorious”?  The Departmental Committee for the Recognition of Merit grades staff members on the basis of:   a comparison of their performance   their past and expected future career evolutions  applicable budget constraints HR provides objectives in terms of distribution

our position:  MAPS I: the largest segment (50% of the staff) - have « fully satisfactory » performance - advances by +2%  the centre of gravity of distribution is 2%  MAPS II: must not penalise this merit-worthy population  the centre of gravity must remain at 2%  scenario 3 is unacceptable! % salary increase staff percentage Total Population Impact on total population Periodic Periodic + 1 Non-eligible Periodic only MAPS I MAPS I MAPS II MAPS II

January 2007 Departmental meetings 14 White Zone White Zone band b band a band c Years of service Salary Orange Zone MAPS I MAPS II STEP VALUE STEP VALUE Maps I Maps II 100~72 STEP VALUE Maps I Maps II 100 ~ 65 STEP VALUE MAPS I MAPS II 100 ~ 54 Except. Advct Except. Advct39% Except. Advct 39% 26% 9% (23%) Exceptional Advancement guidelines 30% MAPS I → MAPS II : A few points of reference Comparison of theoretical average advancement (A to E)

January 2007 Departmental meetings 15 MAPS I → MAPS II : Transitory period  January 2007:  MAPS I grid (indexed by 1,6%) in effect: from January to June 2007  Communication from HR: each staff member is informed of his virtual position in January in the new MAPS II grid Principles:- same career path, same band - position corresponding to an identical salary, or position immediately above, or personal position immediately above, or personal position  1st July 2007:  MAPS II grid comes into effect  Each staff member is placed in this grid on the basis of:   his virtual position (information from HR in January)   the evolution of his career (advancement, promotion) decided on for the reference period 2006  periodic step MAPS I instead of MAPS II (only for a staff member who, during the reference period 2005, was both in the orange zone and not eligible for periodic advancement) (only for a staff member who, during the reference period 2005, was both in the orange zone and not eligible for periodic advancement)

January 2007 Departmental meetings 16 Role of each of us  You must:  make sure that your virtual position in January indicated by HR is correct  become acquainted with CA26 – Recognition of the merit of staff members – when it is published (beginning of February)  in your assessment report, give your comments to the appraisals by your Group Leader and Supervisor  We must:  inform and advise you  ensure that the DG keeps the promises he made in the negotiations in 2006  ensure a strict application of CA26  ensure the conformity of budgetary guidelines of the MAPS exercise 2007 (reference period 2006)  ensure that the decisions concerning career evolution respect these guidelines

January 2007 Departmental meetings 17 MAPS I → MAPS II : Conclusion  Career structure wanted by the DG  SA negotiated to improve initial DG proposals  Learn to live with … =Merit Advancement and Promotion Scheme =Merit Advancement and Promotion Scheme =Scheme of =Scheme of Promotion and AdvancementM…  After 1st exercise, staff competition: Find a word beginning with the letter M which best describes this new career system Examples: Maximized, Moderated, Minimized … MAPS SPAM 2001: 2007: