1. New Merit Recognition Scheme

2. Overview Aim of the New System Main changes to the salary structure
Salary scale assimilation
Annual Performance Appraisal
Advancement
Promotions
Financial Awards
Budgets
Time Schedule
CERN HR Department Strategy, Management and Development

3. Aim of the New System More dynamic career and merit-oriented system
More flexible possibilities for rapid progression, particularly in early stage of career
Improved prospects for higher performers
Career development based on performance, expertise and functions instead of driven by quotas
Long-term career prospects
Emphasis on financial responsibility of departments
CERN HR Department Strategy, Management and Development

4. CERN HR Department Strategy, Management and Development

5. Main changes Career paths AA (new) and A, with 2 salary bands
a and b band generally shorter, c band longer
Elimination of « orange zones »
Same overall advancement budget, but more steps of a lower value.
Same value of steps in all salary bands within same career path (except for career path G)
EAZ replaced by ECE in career paths AA to E
Creation of ECE in Fc, Ga and Gb
Supression of Gc
CERN HR Department Strategy, Management and Development

6. Assimilation Communicated individually by email
Closest next highest position in same salary band
Orange on/off is accounted for
“ON” year in 2007 : periodic step in old salary scale, if meritorious, replacing the periodic step on 1 July 2007
Current position higher than top step in new scale
New personal position
Former salary band a
should be proposed for salary band change, if meritorious
Former salary band b
can be proposed for salary band change following a career review
Cannot move from one personal position to the next
Note: old personal positions remain, change to next personal position possible out of advancement budget.
CERN HR Department Strategy, Management and Development

7. Definitions Advancement: Promotion: Financial Awards:
award of periodic step
award of additional steps
Promotion:
Change of salary band
Change of career path
Exceptional Career Path Extension (ECE)
Financial Awards:
Award for Extraordinary Service
Responsibility Award
Award for « hors cadre » functions
CERN HR Department Strategy, Management and Development

8. Annual Appraisal Procedure
Annual interview between staff member and supervisor
Supervisor analyses results
Supervisor and Group Leader assess the performance
Departmental Merit Recognition Board (DMRB) qualifies the performance:
Particularly Meritorious
Meritorious
Non meritorious
CERN HR Department Strategy, Management and Development

9. Advancement Meritorious: 1 periodic step in bands a, b, c
Particularly meritorious:
1 to 5 additional steps in bands a, b, c and ECE
change of (old) personal position
Non-meritorious: non-award of periodic step
Procedure:
DMRB decides on award of periodic step via performance qualification (see previous slide)
DMRB proposes number of additional steps based on:
Comparison of performance of staff
Career profile(1)
Specific budgetary guidelines
(1) ALL proposals for advancement & promotion are based on a career profile
CERN HR Department Strategy, Management and Development

10. Recommended distribution of additional steps
Periodic only: % of staff
Periodic + 1 additional step: % of staff
Periodic + 2 additional steps: % of staff
Periodic + 3 additional steps: 4-6 % of staff
Periodic + 4 additional steps: 2-4 % of staff
Periodic + 5 additional steps: < 1% of staff
CERN HR Department Strategy, Management and Development

11. Salary Band Change No quota From band a to b (except G)
Based on performance
Salary increase of at least one step
From band b to c
Based on performance and expertise
Career Review by DMRB (for career paths AA to E)
Salary increase of at least two steps
CERN HR Department Strategy, Management and Development

12. Salary Band Change Career Review Additional step(s) No Meritorious
Performance in reference year
(NB : in all cases performance the preceding 2 years must be at least meritorious)
Additional step(s)
B-F: a to b at transition point No
Meritorious
B-F: a to b before transition point
Particularly Meritorious
Yes
AA-F:b to c Ga to Gb
CERN HR Department Strategy, Management and Development

13. Career Path Changes Career Review Criteria: Recommendations to DG by:
Level of functions
Minimum 12 months in higher functions (new : 36 months maximum)
Recommendations to DG by:
AA to D: HR + internal assessors
D to E: TEACC
E to F: Directorate
F to G: Executive Board
Salary increase equivalent to at least two steps
CERN HR Department Strategy, Management and Development

14. Entry into ECE Eligible staff:
last position of career path in career paths AA-F
last position of salary band in career path G
At least five times particularly meritorious in last 15 years
Expected to stay within current functions
CERN HR Department Strategy, Management and Development

15. Financial Awards Award for Extraordinary Service :
Recognition of time-limited services or achievements, individually or as member of a team
Between CHF 1’000 and 5’000, in multiples of CHF 500.
Responsibility Award:
Recognition of particular responsibility for a given period
By periods of 12 months, renewable 5 times
between 3% and 10% of basic salary
Maximum level: Gb.19
CERN HR Department Strategy, Management and Development

16. Advancement and Promotion Budgets
Advancement and promotion in salary bands a, b and c:
Step value of staff eligible for periodic advancement x 2
within each career path, CERN-wide
Additional steps in ECE
step value of eligible staff
Advancement outside annual merit recognition exercise:
50% of step value of staff recruited the previous calendar year
Conversion of Steps into Awards for Extraordinary Service
residual steps only
1 CHF step gives 2.5 CHF awards
can also be used to award steps in other career paths
CERN HR Department Strategy, Management and Development

17. Budget for Financial Awards
Awards for Extraordinary Service
Specific budget as % of salaries
Responsibility Allowance
No specific budget: are taken from the departmental personnel budget
CERN HR Department Strategy, Management and Development

18. Schedule 29th June Exercise complete 30th March
A-E career path changes
salary band changes b->c
F&G promotions
E to F, Fb to Fc , F to G, Ga to Gb
13th April
Complete Interviews
11th May
Maps forms signed by GL for comments to staff members Gathering of proposals (periodic, additional, ECE, ESP, RA)
18th May
Review of proposals by HR
15th June
EB review & DG approval
29th June
Exercise complete