Presentation on theme: "Paolo Donzelli ESTEC HR Division Den Haag 27 November 2008"— Presentation transcript:
1Paolo Donzelli ESTEC HR Division Den Haag 27 November 2008 EUROPEAN SPACE AGENCYAlternative Career Paths for Technical SpecialistsPaolo DonzelliESTEC HR DivisionDen Haag27 November 2008
2PURPOSE OF ESA“To provide for and promote, for exclusively peaceful purposes, cooperation among European states in space research and technology and their space applications.”Article 2 ofESA Convention
318 MEMBER STATESAustria, Belgium, Czech Republic, Denmark, Finland, France, Germany, Greece, Ireland, Italy, Luxembourg, Norway, the Netherlands, Portugal, Spain, Sweden, Switzerland and the United Kingdom.Canada takes part in some projects under a cooperation agreement.Hungary, Romania and Poland are European Cooperating States.Estonia and Slovenia have recently signed cooperation agreements with ESA.
4ACTIVITIESSpace scienceHuman spaceflightExplorationEarth observationLaunchersNavigationTelecommunicationsTechnologyOperationsESA is one of the few space agencies in the world to combine responsibility in all areas of space activity.
6ESA FACTS AND FIGURES Over 30 years of experience 18 Member States Four establishments, 2043 staff3 000 million Euros budget (2008)Over 60 satellites designed andtested14 scientific satellites in operationFive types of launcher developedMore than 180 launches made
7ESA STAFF FIGURES2000+Grade Structure from Coordinated Organisations (like NATO)20% Administrative (B1 to B6)10% Management (A5, A6 and Hors Class)70 % Professionals (A2 to A4):15% Business Support (HR, Finance, Legal, Procurement, IT,...)10% Scientists45% EngineersContract Policy: 4Y + 6Y + Indefinite
8New Career Paths for Technical Specialists: THE A5 AD PERSONAM PROGRAM
9TECHNICAL CAREER AT ESA (THE PAST) JUNIOR(ENTRY LEVEL)ASSOCIATEDSENIORMANAGERIALHEAD OF SECTIONHEADOF DIVISIONOF DEPART.FROM A2 TO A4: PROGRESSION BY PROMOTIONFROM A4 TO A5, A5 TO A6: PROGRESSION BY VACANCY NOTICE
10PROBLEMSESA success is based on its technical competences but it could not reward and promote its best technical staffGood scientists and engineers were left without career perspectives for their last 10/15 years at ESAGood technical staff are not, by default, good managers (especially when they become managers but they want to keep technical and operational roles)
11SOLUTION: A new schema for A5 ad personam TECHNICALCAREERJUNIOR(ENTRY LEVEL)ASSOCIATEDSENIORADVISOR(RETAIN CURRENT JOB)MANAGERIALHEAD OF SECTIONHEADOF DIVISIONOF DEPART.FROM A2 TO A4: PROGRESSION BY PROMOTIONFROM A4 TO A5: BY APPLYING FOR AN A5 AD PERSONAMFROM A4 TO A5, A5 TO A6: PROGRESSION BY VACANCY NOTICE
12OBJECTIVESExtend the career opportunities for high qualified professionals in the ESA core businesses: space science and space engineeringRewards continuous outstanding resultsReinforce the technical and scientific culture of ESASet up a network of experts, visible and recognized through the organization, able to disseminate knowledge and passion for Space
13PRINCIPLESThe promotion from A4 to the grade A5 ad personam is based on the PERSONAL competences and skills of the staff. When promoted the staff member maintains the current functions. The grade is linked to the staff member.The promotion from A4 to A5 by applying to an open Vacancy Notice is based on the responsibilities of the new job. The grade is linked to the post.
14PROCESSScheme approved in 2001 by ESA Governing Bodies: Max of 30 A5 AP positions for all ESAIn 2001 and 2002 selection by the top (directors). It did not work: heterogeneous and wrong profiles selected and no consistency in the selection.Targeting only Technical and Scientific Staff at A4 gradeSelection Campaign usually every other year (subject to 30 post cap, replacement of A5 AP retiring)As from 2006 new bottom-up scheme: All A4 staff may apply providing CV, list of publications and referencesHR and a board of four (kept anonymous) senior reviewers, selected for integrity and competence, evaluate the applicants by objective criteria and rank themThe first 15 ranked applicants are short-listed for the final interview with a selection board composed of ESA directors and HR10 are finally selected and appointed by the ESA Director GeneralAppointed staff retain their present functions but are required to contribute to the exchange of knowledge inside/outside ESA through lectures and courses in their domains of competence
15SELECTION CRITERIA Internal recognition Participation to Technical Reviews and BoardsExternal recognitionPublication in internationally recognized Technical and Scientific JournalsMembership of Professional AssociationsPast contribution to ESA activities and projectsPatentsDemonstrated contribution to the solutions to complex technical issuesPotential future contribution to ESA activities and projects
17LESSONS LEARNEDKeep the bottom-up approach: all senior professionals staff may apply and have a chance through open and fair competitionStrength the internal recognition criteria over the external ones (scientists publish papers on Nature, engineers write technical notes nobody reads...)Rotate the reviewers in charge of ranking the candidates to maintain variation in the selection processKeep top management away until the final decision has been made (to avoid influence)Don’t be afraid of diversity: experts are good for the organization as they are all differentBe fair and transparent through the whole process and debrief applicants at anytime