2. 2016 Personnel Statistics Anna Cook, HR Department TREF, 23rd May 2017

3. 2016 Context 2016 new CERN structure 5-Yearly Review implementation
New IR Sector, FAP, IPT, SMB and TH Departments
Redistribution of some groups & activities
5-Yearly Review implementation
1 January 2016: Diversity measures, notably:
Teleworking
Partnerships
1 September 2016: New career structure
From A - G Career paths to 10 Grades
Mapping of all staff to new structure
Introduction of Benchmark Jobs
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4. Document evolution a) The presentation: b) New additional content:
New look & feel (new tool),
More logical structure,
Modified order of tables, grouping by status and subject,
Annex contains definitions, list of abbreviations, etc.
b) New additional content:
Benchmark Job related statistics,
Information about impact of the 5YR: ad-hoc Teleworking and Partnership information,
MPAs include apprentices.
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5. Personnel evolution
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6. Members of Personnel
Pages: 1 - 3
Headcount of 2560 Staff, ( CERN-funded active FTE)
Fellow numbers overtook 700 for the 1st time in 2016 (750)
MPA excl. Users relatively stable since 2013
Number of users increasing each year (now over 11,800)
Continued increase in ratio of MPA to staff
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7. Category evolution Cat 2. increase: now over 42% total
Pages: 4 – 5
Cat 2. increase: now over 42% total
Increase in Cat.3 vs decrease Cat. 4 Man. Personnel (continued trend incl. new Career Structure mapping)
Increase in Cat 5a and 5b explained by new Career Structure mapping and assignment to Benchmark Jobs
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8. Staff arrivals & departures
Pages:
Continuing low retirement numbers (41 vs 44 in 2015)
Increase in Cat. 5a and 5b explained by new structure and activities
Turnover 5.74% 2015 – drop to 4.01% in 2016 (new contract policy - extensions)
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9. Gender Staff member percentage stable (cca. 20%)
Pages: 5 – 7 & 37
Staff member percentage stable (cca. 20%)
For the past 5 years, positive increase in % female students & trainees
Continued increase in % of female Fellows (+ 2 percentage points)
Slight increase in % of female MPAs (both Users & exc. Users)
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10. Age & Seniority
Pages: 11 – 12,
Continuation of the upturn in average age and seniority since 2012
Avg age increase 44.5 to 44.8 overall
Avg seniority increase to yrs
Slight shift in bell-shaped age distribution
Low numbers in age bracket means low numbers of departures due to retirement in coming years
Retirements 41 vs 44 in 2015
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11. Investing in future generations
Status
Typical stay
Doctoral students
3 years
Technical students
1 year
Admin students
Apprentices
4 years
Trainees
5 months to 2 years
Fellows
2 to 3 years
Summer students
8 – 13 weeks
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12. Staff recruitment Average age of a new recruit stable at 34.08
Country and domain specific challenges persist (RF, electricity, electronics …)
8 republications owing to sourcing challenges
No selections for CZ and SK: require specific action (outreach, targeted publicity)
17 not attended interview/608 invited (2.7% vs 33/612 in 2015, 5.3%)
6% refused offer rate (was 5% in 2015, 11% in 2014)
Pages:
Return on Applicants by Nationality
AT, DE, NL
0-25%
25-50%
50-75%
75% and above
BE, CZ, DK, GB, SE
IL, NO
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13. Fellows & Students recruitment
Pages:
Return on Applicants by Nationality (Fellows)
Fellows
Applications highest from IT, GR, ES and FR.
Selections highest for IT (incl. 19 females), FR and DE, improvements for NO with 6 fellows (4 TTEs) recruited (vs 4 in 2015)
Students:
Improvements seen for Scandinavia in TECH & DOCT programmes (NO and SE)
Continuous efforts to attract fellows & students from under-represented countries:
Career fairs, university visits, advertising
DK, IL, NL
0-25%
25-50%
50-75%
75% and above
AT, BE, CH, DE, GB, SE
FI, FR
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14. LD:IC ratio Stable LD-IC ratio 30:70
Pages: , 39
Stable LD-IC ratio 30:70
Succession planning and skills retention remain a challenge (even if partially offset by the new contract policy)
41 Retirements vs 42 IC awards
15% LD extension rate 2015 increased to 33%, and should stabilise in coming years
56 extensions / 167 eligible
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15. Telework and saved leave
Page: 10
97 on regular telework, 461 ad hoc
44% of men take saved leave, and 64% of women
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16. 5-YR: Partnerships Full recognition of registered Partnerships
Page: 7
Full recognition of registered Partnerships
Equal benefits for married and partnered couples during employment or association contract.
Equal provisions regarding pension benefits, including survivor’s pension, for employed members of personnel.
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17. Conclusions
Continued increase overall across MPEs and MPAs, with corresponding increase in MPA to staff ratio.
Seeing effects of the new contract policy.
Monitoring retirement levels, with careful planning for skills retention and succession planning allowing us to maintain a stable LD:IC ratio.
Take up of new diversity measures observed.
Efforts to increase CERN’s visibility in Member States for its diverse opportunities continue, with dedicated focused sourcing and outreach actions.
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19. Back up slides
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20. HR Department

21. HR Department

22. 2016 outreach HR Department Title Country City JobIndex event Denmark
Danemark
Tampere University of Technology
Finland
Tampere
International Career Fair
Germany
berlin
Tag des technikers Erlangen
Erlangen
esslingen cancelled
Esslingen
Hochschule Offenburg Career fair
Offenburg
Karlsruhe
Iaeste Trondheim & Nabla
Norway
Trondheim
Iaeste Oslo - Gojik - Agder
Oslo
NAV EURES Akershus and NAV EURES Oslo
Sandvika
Charm Career fair
Sweden
Goteborg
ICT LUND
Lund
HES SO Forum - Together
Switzerland
Montreux
HES-SO Forum Montreux
Career Day Lausanne
Lausanne
advanceING engineer and IT specialist
Zurich
The Delftse Bedrijvendagen
the Netherlands
Delft
Northern Ireland Graduate Recruitment Fair
the United Kingdom
Belfast
The Scottish Graduate Fair - Strathclyde University held at SECC Glasgow
Glasgow
The Big Careers Fair Day, Manchester University
Manchester
Engineering Fair 2016, Leeds University
Leeds
STEM Fair, Durham University
Durham
Graduate Recruitment & Placement Fair, Loughborough University
Loughborough
Career Insight Day for undergraduate students
london
Careers in Mechanical, Materials & Manufacturing Engineering Fair
Nottingham
Particle Accelerator Open Day at RAL
Didcot
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23. 2017 outreach HR Department Title Country City
Teconomy Linz / IAESTE / Johannes Kepler University
Austria
Linz
Danish Technological Institute
Denmark
Taastrup
Career Fair Oulu
Finland
Oulu
Helsinki/Espoo
Tag des Technikers
Germany
Erlangen
Rome International careers festival
Italy
Rome-Skype
Iaeste Trondheim & Nabla
Norway
Trondheim
ANSA - Association of Norwegian Students Abroad
OSLO
Charm Career fair
Sweden
Goteborg
HES-SO Forum Montreux
Switzerland
Montreux
International Career Day in Bern
BERN
Czech Technical University Careers Fair / IAESTE
the Czech Republic
Prague
The Delftse Bedrijvendagen
the Netherlands
Delftse
‘Return Day’ at ‘Tool makers School’ / Leidse instrumentmakers School Netherlands -
Leiden
ROC ICT and Technical education / ROC Leiden (Regional Education Centre) -
University of Bath
the United Kingdom
Bath
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24. HR Department

25. 5-YR: Telework (formerly WFH)
Exceptional second day of teleworking under certain conditions (health condition, family circumstances).
Introduction of teleworking for fellows.
Possibility of occasional teleworking if approved by the hierarchy.
Possibility of teleworking from another location than home.
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26. Introducing Benchmark jobs
Benchmark Jobs can be defined as a grouping of individual work situations with similar main activities and a common aim.
90 BMJ, full list by grade in Annex
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27. Benchmark Jobs
Pages:
Presentation of data by cluster, majority in 6-7-(8) cat 2 engineers
Grades 9 – 10: 25 females out of 207 total
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