1. Merit Appraisal & Recognition Scheme

2. 2 CERN HR Department Strategy, Management and Development 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

3. 3 CERN HR Department Strategy, Management and Development Questions & Answers http://humanresources.web.cern.ch/Human Resources/internal/personnel/pmd/cr/MARS. asphttp://humanresources.web.cern.ch/Human Resources/internal/personnel/pmd/cr/MARS. asp http://humanresources.web.cern.ch/humanr esources/internal/personnel/pmd/cr/mars_fr. asphttp://humanresources.web.cern.ch/humanr esources/internal/personnel/pmd/cr/mars_fr. asp

4. 4 CERN HR Department Strategy, Management and Development 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

5. 5 CERN HR Department Strategy, Management and Development

6. 6 CERN HR Department Strategy, Management and Development 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

7. 7 CERN HR Department Strategy, Management and Development 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.

8. 8 CERN HR Department Strategy, Management and Development Definitions Advancement: 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 Outstanding Services Responsibility Award Award for « hors cadre » functions

9. 9 CERN HR Department Strategy, Management and Development Annual Appraisal Procedure Annual interview between staff member and supervisor Supervisor analyses results Supervisor and Group Leader assess the performance Department Head, after advice from the Merit Recognition Board (MRB), qualifies the performance: –Particularly Meritorious –Meritorious –Non meritorious

10. 10 CERN HR Department Strategy, Management and Development 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: –MRB decides on award of periodic step via performance qualification (see previous slide) –MRB 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

11. 11 CERN HR Department Strategy, Management and Development 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 MRB (for career paths AA to E) –Salary increase of at least two steps

12. 12 CERN HR Department Strategy, Management and Development Salary Band Change Career Review 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 NoMeritoriousNo B-F: a to b before transition point NoParticularly Meritorious Yes AA-F:b to c Ga to Gb YesParticularly Meritorious Yes

13. 13 CERN HR Department Strategy, Management and Development Career Path Changes Career Review Criteria: –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

14. 14 CERN HR Department Strategy, Management and Development 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 similar functions

15. 15 CERN HR Department Strategy, Management and Development 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

16. 16 CERN HR Department Strategy, Management and Development Advancement & 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 –Includes advancement in personal positions Additional steps in ECE –step value of eligible staff

17. 17 CERN HR Department Strategy, Management and Development Advancement & Promotion Budgets Advancement outside annual merit recognition exercise: –additional step at end of probation period: 50% of step value of staff recruited the previous calendar year –additional steps after 6/18/24 months: personnel budget of department 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

18. 18 CERN HR Department Strategy, Management and Development Budget for Financial Awards Awards for Extraordinary Service –Specific budget as % of salaries (0.14%) Responsibility Allowance –No specific budget: are taken from the departmental personnel budget

19. Schedule 30 th 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 13 th April Complete Interviews 11 th May Maps forms signed by GL for comments to staff members Gathering of proposals (periodic, additional, ECE, ESP, RA) 18 th May Review of proposals by HR 15 th June EB review & DG approval 29 th June Exercise complete