CERN HR Strategy

CONTRACT POLICY

August 2009

HR Presentation to Departmental GLMs – September 2009

OUTLINE

1. INTRODUCTION 2.MAIN CHANGES

3. IMPLEMENTATION4. PROCESS

5. AUTUMN EXERCISE6. CONCLUSION

August 2009

2

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 conduct3

1. MAIN CHANGES

1.1. Limited-Duration Contracts

• Total duration 5 yearso defaulto absolute maximum

• Publication of vacancy noticeso minimum 4 weeks (current practice: 6 weeks)

4

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

2. IMPLEMENTATION

6

LD

Issue HR proposal

LD2LD: “délai de carence” DG declaration of intent vs. rigid rule

Needs / Funding > 5 years • Rotation• IC award

2. IMPLEMENTATION (cont’d)

7

ICIssue HR proposal

Publication period IC posts 3 weeks (min.)

Departmental representation in boardsWorkload?

GL and 1 senior staffAC2 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?

3. PROCESS

3.1.Overview

8

Applications(within deadline)

IC postpublication

Shortlist Board:Consensus

Recommendationto DG

DecisionInformation

3. PROCESS 3.2Post opening

9

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

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

4. AUTUMN EXERCISE

4.1. Time line

Approval Application First possible Board date

IC posts Publication deadline Decision

12

(2wks)Editing posts

(3wks)PublicationBoardorganizationLonglisting

(3wks)ShortlistingBoard organizationInvitation of candidatesSending of folders

(+ enquiry and consensus)BoardsLast decision heavily dependent on # applicants and posts (31.12.09)

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

5. CONCLUSION

14

• Joint efforts required from Departments, HR and staff to ensure successful cultural change

• Tight schedule for communication/training/ autumn LD2IC exercise