1. CERN HR Strategy CONTRACT POLICY August 2009 HR Presentation to Departmental GLMs – September 2009

2. OUTLINE 1. INTRODUCTION 2.MAIN CHANGES 3. IMPLEMENTATION 4. PROCESS 5. AUTUMN EXERCISE 6. CONCLUSION August 2009 2

3. Introduction: Summary of Main HR Initiatives 1 Staff member survey 2 New contract policy 3 MARS review 4 Performance model 5 Recruitment&outreach policy 6 Learning &development policy 7 Internal Mobility 8 CERN Code of conduct 3

4. 1. MAIN CHANGES 1.1. Limited-Duration Contracts Total duration 5 years o default o absolute maximum Publication of vacancy notices o minimum 4 weeks (current practice: 6 weeks) 4

5. 1. MAIN CHANGES 1.2. Indefinite Contracts Cultural change! CERN-wide process Publication and application-based Several assessments possible No written report Simplified decision-making process 5

6. 2. IMPLEMENTATION 6 LD IssueHR proposal LD2LD: “délai de carence”DG declaration of intent vs. rigid rule Needs / Funding > 5 years Rotation IC award

7. 2. IMPLEMENTATION (cont’d) 7 IC IssueHR proposal Publication period IC posts 3 weeks (min.) Departmental representation in boards Workload? GL and 1 senior staff AC2 accounts for ‘light’ board version (min. # = 3) Generic vs. specific post descriptions Work towards consistency (but no hard-and-fast rule) Heavily dependent on strategy and candidate profile Increase of competition  How to handle selection? Change in contract : IC award Change of functions: ~ mobility Communication names Board Members to candidates? Systematically part of invitation to board?

8. 3. PROCESS 3.1.Overview 8 Applications (within deadline) IC post publication ShortlistBoard: Consensus Recommendation to DG Decision Information

9. 3. PROCESS 3.2Post opening 9

10. 3.2Post opening (cont’d) Technical Competency Profile The Organization has identified a long-term need for the following competency profile Functions You will be assigned to the XX department and you will (initially)…Later/ Subsequently.... Qualification required Higher technical diploma or CP X or equivalent Experience and knowledge At least x years' experience in … Notes Eligibility: Staff members holding a limited duration contract having successfully completed their probation period. Staff members holding a limited-duration contract with an end date 31.12.2009 or later. Assessment criteria: Candidates invited to an interview will be assessed on the long-term employment criteria as defined in CA 2 §55 (link). Closing date for applications: xx xxxxxx Employment conditions: This IC post may require the participation in shift work and in a controlled radioactive environment. At a later stage participation in a regular stand-by service, involving duty on call outside normal CERN working hours, including nights, weekends and public holidays may be required. These conditions will appear on the contract amendment. 10

11. 3.3 Shortlist and Board Shortlist valid candidates: Dpt and HR Board Composition: –Dptal rep (GL + 1 sr staff) –Panel members –HR representative –Expert where needed NB Confidentiality ! non-cumulative roles (referee) 11

12. 4. AUTUMN EXERCISE 4.1. Time line Approval Application First possible Board date IC posts Publication deadline Decision 12 (2wks) Editing posts (3wks) Publication Boardorganization Longlisting (3wks) Shortlisting Board organization Invitation of candidates Sending of folders (+ enquiry and consensus) Boards Last decision heavily dependent on # applicants and posts (31.12.09)

13. 13 Approval CA2 and FAQ – publication Article in Weekly Departmental tour Staff meeting 28/09 E-mail to staff? 4. AUTUMN EXERCISE 4.2 Communication

14. 5. CONCLUSION 14 Joint efforts required from Departments, HR and staff to ensure successful cultural change Tight schedule for communication/training/ autumn LD2IC exercise