Corporate Priorities within the Learning & Development Policy 19 December 2013 HR-L&D P. Goy TEC

L&D POLICY IMPLEMENTATION 2  CORPORATE PRIORITIES (FRAMEWORK AND IMPLEMENTATION)  LANGUAGE TRAINING  CDP SL AND CDP GL  BOOKING AND USE OF TECHNICAL TRAINING ROOMS

Corporate training (organisational process driven & voluntary) Non-corporate training Conditions for selection Centrally-defined (mandatory priority) Non-centrally defined (not mandatory) compatibility with job relevance & work exigencies) Non-centrally defined Populations  Newly recruited staff & fellows & doctorals  MPEs · MPs New supervisors  CERN funded MPs 2013 L&D POLICY (para 5.3) Other purpose (future functions, personal interest, career transition,...) - Induction programme - Language (basic): integration level - Leadership : a) CDP GL: "Creating an Engaging Leadership" + "Delivering With My Team" b) CDP SL: "Essentials of People Management" c) Internal processes for supervisors (modular sessions) - safety-training/safety- awareness* - language : to perform role/functions - technical skill improvement - leadership & supervisory skills - diversity awareness - Communication skills Core communication (ongoing discussions) * Under DG-HSE responsibility 3 CORPORATE TRAINING - IMPLEMENTATION Recapitulation

4 LANGUAGE GUIDELINES Recapitulation Supervisors are committed to support language training and are accountable for allowing availability of the student for a minimum of 80% attendance to enable progress Corporate trainingNon-corporate training Conditions for selectionCentrally-definedNon-centrally defined Purpose To integrate into organisation/local area To perform present functions satisfactorily Other purpose (future functions, personal interest, career transition,...) Populations · Newly recruited staff & fellows  MPEs MPs · New Doctoral students  CERN funded MPs · New supervisors CEFR Level From tested level, From tested level, up to level required to fulfil a job / role To be agreed with supervisor up to level A1 Cost 1 language Participation of the Organisation to be agreed with supervisor and cleared with DTO 60 hours1 language collective course180 hours collective course (or equivalent)Max one year Duration and timeframeWithin first 24 months upon arrival To be discussed, reviewed and agreed with supervisor To be agreed with supervisor Assessment resultsCommunicated to DTO and supervisor

5 Module 1 (2 days) Understand role and responsibilities inherent of the supervisory function at CERN Practise handling day to day management situations through effective and constructive communication Team Performance Motivating staff and dealing with unmotivated Principles of influencing REMARKS Throughout the year (preferably from Jan to June as appts often happen early in the year) Module 2 (2 days) Performance management principles objectives + feedback + delegation MARS appraisal How to get, as supervisor, the most of the annual interview AC26 Annex2 para. B.5 refers Module 3 (2 days) Discover through «in situ» experience, how to communicate, delegate, make decisions, plan, set priorities, manage differences, manage conflicts, manage change and stress Off-site and external activities CDP NEW SUPERVISORS 6 DAYS (proposal) Module 1 (3 days) -Awareness about the role and responsibilities of a supervisor -Understanding aspects of leadership, task and people management -Performance management & MARS process Module 2 (2 days) -Discover through «in situ» experience, how to communicate, delegate, make decisions, plan, set priorities, manage differences, manage conflicts, manage change and stress 5 DAYS (currently) new «ESSENTIALS OF PEOPLE MANAGEMENT» -Section Leaders (full workshop) -MARS Supervisors (Module 2 only)

6 INTERNAL PROCESSES – MODULAR PROGRAMME FOR ALL SUPERVISORS THEMES Half-day information sessions Followed by networking HR MANAGEMENT Initial recruitment On-boarding Internal mobility MARS Process LD2IC Managing FAS FINANCIAL RULES/PROCESSES Planning processes CERN policy & procedures, Tools Practical aspects Procurement & Contracts Internal Control CERN AS AN ORGANIZATION Ombuds Health Management Safety management Site Service Knowledge Transfer CERN Tools (CET, MARS tool, etc. ) Corporate (new SLs) Open to all supervisors Available twice a year new

CDP GL – ARCHITECTURE NEW FULL PROGRAMME 7 TimingSelf StudyWorkshop Facilitator Coaching Peer Coaching Reflection Month 1 Pre Programme Workshop 1 Assignments Month Degree Feedback Report received 360 Degree Feedback Coaching Call Reflective Learning Log Month 3 Workshop 1 "Creating an engaging Leadership " Peer Coaching Sessions Month 5 Pre Programme Workshop 2 Assignments Mid Workshop Coaching Call Month 6 Workshop 2 “Delivering with the team" Peer Coaching Sessions Months 6-12 Post Workshop Assignments Post Workshop Coaching Call Workshop 1: «Creating an Engaging Leadership» Workshop 2: «Delivering with My Team» Workshop days More in depth: o Managing Conflict o Managing Change More in breadth (new subjects) : o Influencing o Negotiating o Coaching Explicit references made with Leadership competencies

BOOKING OF THE TECHNICAL TRAINING ROOMS TT Centre is saturated ! DECISIONS ◦ Any event taking place in TT Centre should be official (eg. organized by L&D or Safety) ◦ Basic principle: Safety and Teachers Programme will not be allowed to book rooms more than 3 months before the training date 8 REMARKS: need for more rooms for L&D corporate courses, Safety training, Teachers Programme

9 THANK YOU