P. Pearce PSMB 4/12/20001 Overview of CERN Training structure and PS Training in 2000 with some recommendations for the future Peter Pearce DTO

P. Pearce PSMB 4/12/20002

3 Organizational Structure of Training in CERN Educational Services Group (HR-TD) administers, organizes training programmes and advises staff members on training matters. Present head of the HR-TD group is Bill Blair (S. Weisz 1/1/2000), assisted by Francoise Fabre and Mick Storr. Training Executive Committee (TEC) implements the training policy as defined by the JTB and the DG by coordinating all areas of training via working groups to ensure no overlaps or omissions. Its is chaired by the JTB chairman (A. Scaramelli). Joint Training Board (JTB) advises the DG on all training matters and prepares the CERN training plan defining current training policy. Its Chairman is appointed by the DG. Academic Training Committee (ATC) coordinates and proposes a programme of regular lectures, postgraduate lectures and summer student lectures. Its Chairman (M. Mangano) is appointed by the DG.

P. Pearce PSMB 4/12/20004 Composition of the JTB Chairman:Chairman: A. Scaramelli / ST Technical Sector:Technical Sector: –Member: H. Schönbacher / TIS –Alternate:T. Pettersson / EST Accelerator Sector:Accelerator Sector: –Member:Ph. Lebrun / LHC –Alternate:E. Chiaveri / SL Research Sector:Research Sector: –Member:M. Price / EP & M. Delfino / IT –Alternate:R. Voss / EP Administration Sector:Administration Sector: –Member: J. Van der Boon / HR –Alternate:T. Lagrange / SPL Safety Training:Safety Training:H. Schönbacher / TIS Staff Association:Staff Association: –Members:A. Arn, J-P. Matheys, P. Frandsen –Alternates:E. Brouzet, M. Streit-Bianchi Secretary:Secretary:B. Blair / HR

P. Pearce PSMB 4/12/20005 Main Conclusions of JTB Review Involve Top Management Of Divisions (Training Is A Major Management Tool) Introduce Divisional Training Plans And Curricula Enforce The Role Of DTOs In Divisions Reengineering Of TEC Evaluation Of Courses And Speakers (ATC Model ?) Evaluation Of Students Work Collaboration With ATC And CAS (Det. & Acc. Courses ) Common Division Tools To Evaluate Cost Of Training

P. Pearce PSMB 4/12/20006

7 Some PS Training Statistics for 2000 (up to 24th Nov. ) Total Training Payments (70008)~230 KCHF Training Hours7221 Hours Training Courses277 Courses Internal Training86% External Training14% Training days/person~2.7 Training Costs per head~700 CHF

P. Pearce PSMB 4/12/20008

9 To date

P. Pearce PSMB 4/12/ What drives the staff training in the PS…? Individual staff motivation to improve knowledge Results of MOAS interview with supervisor Induction interview of new staff Simultaneous availability of courses & candidates Timely information on courses Special requirements of a group Special requirements of the division BUT……..….No long term CERN or Divisional Training Plan (CPD) for each member of Staff…!

P. Pearce PSMB 4/12/ Average = 44.4 years 32 years56 years

P. Pearce PSMB 4/12/ What types of training did they get in 2000……? 32 year average group (20 to 44 years) 77.6% of all training courses In-house training of all types including on-the-job training Long-term career type training such as: Open Univ, CNAM etc. Several conferences/workshops with presentation of papers/posters Specialised external training and company visits 56 year average group (45 to 65 years) 22.4% of all training courses In-house training mostly for management & office software Participation at a conference or workshop, mostly presenting a paper Contract related visits to companies

P. Pearce PSMB 4/12/ Recommendations…... The division must integrate staff training into being an important part of its overall human resources management strategy. The DTO should be a permanent part of the PSMB team to effectively follow the divisions requirements and recommend appropriate training solutions. Improve divisional access to training information via HRT, BHT and the PS database, or get the CERN HR package with CTA, or another Oracle based product operational…CTA is currently frozen in AS. Establish a Continuous Professional Development (CPD) file for staff which is an up-to-date CV of training and experience. It would be a valuable human resources planning tool for the division. Consider training to be a continuous process throughout a staff members career and that re-training is necessary. Continue to encourage all forms of training for all grades. Practical task oriented training has become much more important as people matrix between different machines and disciplines. Review annually the financial support for career education studies (OU, CNAM etc). These studies provide internal promotion prospects for those who stay, and also better job prospects out of CERN for those that have to leave.