2. CERN Personnel Statistics 2013
L. Lockwood
HR-CB-MI
(Monitoring & Informatics)

3. HR Monitoring Improvements
Increased focus on monitoring
Five-yearly reporting : Recruitment & Retention
Pro-active recruitment actions
Additional information on nationality, age and Users
2013 New Categories of Personnel (AC11)
Re-classification of members of personnel
Comparison between 2012 and 2013
Additional Insights
New data on Users by primary experiment
Increased focus on diversity including working hours and saved leave
2012
2013
Associates for the purpose of international collaboration
Cooperation (COAS)
Project (PJAS)
User (USER)
Associates for the purpose of exchange of scientists
Corresponding (CASS)
Guest Professor (GPRO)
Scientific (SASS)
Visiting Scientist (VISC)
Associates for the purpose of training
Students
Trainees
2012: Associated Members of Personnel
Associates
Paid (PDAS)
Unpaid (UPAS)
Project (PJAS)
Users
Students

4. New Categories of Personnel

5. Members of Personnel
Pages: 3,6-8
Headcount of (2390 Active Full-time Equivalent)
MPAs (incl. USER) population relatively stable
Increase in Fellows, due to intake of TTE
Compared with 10 years ago, significant change in staff : non-staff ratio

6. Technician Training Experience (TTE)
“In line with CERN’s mission, offer young future technicians a first experience in a hi-tech environment to equip them with first class skills for the labour market”
World-class training for technicians just having completed studies
Fellowship-based contract & conditions
Skills training
Skills transfer to Member States & “talent pipeline”
Diversity of domains: mechanics, electro-mechanics, electricity, electronics, vacuum, controls…

7. Category Evolution
Pages: 10-12,14
Continued reduction of manual personnel in favour of engineers
Slight increase in administrative professionals (Cat 5a), but slight decrease in administrative support personnel (Cat 5b) means Cat 5 numbers continue to remain stable
Stability since 2012 of technical, scientific & engineering and research personnel brought in for LS1

8. Gender Positive selection rate in categories 1, 2, 4 and 5b
Pages: 9-11,12
Positive selection rate in categories 1, 2, 4 and 5b
10 year positive trend continues
Stable numbers for staff
Male : Female ratio of Fellows has gone down, partly due to TTE
Continued positive trend for users

9. Age & Seniority Stable seniority (12 years)
Pages: 21,30-31
Stable seniority (12 years)
Average age also stable (44 years)
Age distribution continues to even out in a bell-shaped pattern
Low numbers in age bracket means low numbers of departures due to retirement in coming years (challenge for maintaining IC ceiling)

10. Staff Recruitment
Pages: 35-38
Average age of a new recruit is 33 (was 34 last year)
25% less vacancies in 2013 compared to 2012
Still receive almost 100 applicants on average per vacancy
Despite significant efforts, still having difficulty attracting staff across several countries
7 Member States with no new recruits this year: Bulgaria, Czech Republic, Denmark, Finland, Norway, Sweden, Slovakia
Already attracting candidates from Israel and Serbia
7% not attended interview (8% last year)
3% refused offer rate (7% last year)
8 posts of 113 with recruitment difficulties

11. Non-Staff Selections
Pages: 38-41

12. Arrivals & Departures Overall stable headcount - ‘reflection effect’
Pages: 43-45
Overall stable headcount - ‘reflection effect’
Continuing low retirement numbers
Higher numbers of arrivals in categories 2 & 3 replacing departures in category 4
Turnover 5.17%

13. LD IC ratio Stable LD-IC ratio
Page: 21
Stable LD-IC ratio
Retirement numbers remain low, yet contract expirations are significantly higher
Succession planning and skills retention become challenging

14. Conclusion 2013
2013 saw the start of LS1 and a time of modernizing infrastructure and preparation of the LHC for operation at higher energy. Personnel numbers remained stable across all categories.
The statistics highlight the following challenges:
Increasingly low numbers of retirements and increasing number of departures due to LD contract expirations will mean maintaining the IC ceiling and skills retention through succession planning become challenging
Attraction and retention of experienced candidates is becoming increasingly challenging due to limited IC prospects
Sourcing efforts are continuing, yet we still have continued difficulties to attract candidates for staff positions from a number of Member States.