1. CERN people and CERN organization
Anne-Sylvie CATHERIN
HR Department

2. 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

3. 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

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

5. Demographics
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6. Category Evolution
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7. Gender
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8. Age & Seniority
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9. 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.

10. 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 on any slide you come back to the temple

11. 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

12.  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 8
Development Counselling interviews
2013 9
Handling of difficult situations 10
Internal Mobility
2012

13. 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

14. 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

15. CERN Code of conduct
And has explicit values which drive EXCELLENCE

16. 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

17. CERN Competency Model

18. 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!)

19. 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”.

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