CERN people and CERN organization Anne-Sylvie Catherin Head, HR Department

“The Organization shall provide for collaboration among European States in nuclear research of a pure scientific and fundamental character (...). The Organization shall have no concern with work for military requirements and the results of its experimental and theoretical work shall be published or otherwise made generally available”. CERN - Mission 2

 Basic Research in Particle Physics  Front-edge Technology  Training of tomorrow’s scientists and engineers  International Collaboration CERN - Mission 3

4 CERN - Main Bodies  CERN Council The Council is ultimately responsible for all important decisions; it determines CERN’s policy; approves the programme of activities; adopts the budgets; and reviews expenditure. Each Member State has two official delegates, one representing his or her government’s administration and the other national scientific interests.  Subordinate bodies Finance Committee Scientific Policy Committee TREF  Standing Concertation Committee For all measures regarding employment conditions

5 Organizational Chart (August 2010) CERN - Structure

6 CERN - Staff members (28 February 2010) 5. Administrative and Office Staff

7 CERN - Fellows & Students 2. Applied Scientists & Engineers 1. Research Physicists 5. Administrative and Office Staff 3. Technical Staff

8 CERN – Associates & Users 1. Research Physicists 2. Applied Scientists & Engineers 3. Technical Staff 4. Manual Workers & Craftspersons 5. Administrative and Office Staff TOTAL: 10’028

 Enable the Organization to further its excellence by: defining the talents and competencies needed to accomplish the Organization’s mission; recruiting, retaining, and developing the staff with these talents and competencies.  In this context, HR Department plays a proactive role as: a partner in the definition of human resources policy; a guarantor for the consistent implementation of this policy throughout the Organization, and a facilitator for all questions concerning human resources. HR Department - Remit 9

HR - Strategy 10

CERN Mission/Strategy HR Mandate HR Strategy HR Initiatives Needs and Challenges from Management Interviews Staff concerns and priorities Staff meetings and staff survey CERN’s Human Resources Strategy 11

HR - Initiatives LeaderEnd 1 Staff member survey ML. Falipou 2 New contract policy L. Taillieu 3 Recruitment & Sourcing policy J.PurvisDec CERN code of conduct A.S. Catherin 5 Performance model S. Datta CDec Learning & Development policy S. Datta COct MARS Review A. MorrisDec Development Counselling interviews Handling of difficult situations A.S. Catherin 10 Internal Mobility 2011/ 2012

CERN Values - EXCELLENCE INTEGRITY Behaving ethically, with intellectual honesty and being accountable for one’s own actions COMMITMENT Demonstrating a high level of motivation and engagement to the Organization PROFESSIONALISM Producing a high level of results within resource and time constraints and fostering mutual understanding CREATIVITY Being at the forefront of one’s professional field, furthering innovation and organizational development DIVERSITY Appreciating differences, fostering equality, and promoting collaboration

CERN Code of conduct Why was it a priority for 2010?  Enhance transparency, objectivity and clarity  Preventive effect  “The Code has become conspicuous by its absence”  Need to address recurrent questions  Globalization of the organization, increased complexity  Enhanced public scrutiny Project launch  Initiated by HR upon request from the Director-General, in response to requests from various internal bodies  Part of a global reflection on: CERN values, common standards of professional behaviour, enhancement of supervisory skills and accountability, and handling of conflicting situations

CERN Code of conduct What does it address and to whom does it apply?  Common standards of professional behaviour based on CERN values (vs. Code of Ethics)  Guide in helping us, as CERN contributors, to understand how to conduct ourselves, treat others and expect to be treated.  Applicable to all CERN contributors, i.e. not only staff members but also the user community, subcontractors, consultants... What form does it have in practice?  Short (4 pages) and intentionally so, organized around the five CERN values  Extensive FAQ list available to increase understanding of how the Code applies to practical situations Where to find it?

CERN Code of conduct

Excellent level of job satisfaction Passionate personnel Interesting work Creative work which allows psychological development Pride to take part in fundamental research in particle physics Very pleasant “international campus” environment Highly qualified colleagues Variety of skills and professions Effectiveness of continuous learning Pleasant conditions (except buildings!) According to a recent staff survey... 17

Exciting times LHC start up..... Opportunities for a rich & rewarding career And who knows......a future Nobel Prize??? You at CERN... 18

19 CERN. Take part.