A few personal remarks/clarifications on the new MARS system How does the new system compare with the old one ? Transition measures A look at the changes on salary grids Why can’t we all have at least 2 new steps? PH guidelines Procedure Conclusions

How does the new system compare with the old one ? The new system is on average similar as the old one, because the advancement budget is the same as before (see next slide) More people are eligible –No more orange zone –Longer career paths –Additional ECE zones example CMS 2007 non eligible 27% →12% Better homogeneity between different career paths The new system however allows one to have larger differentiation between persons, based on merit. ESP (premiums) budget ~ as before

White Zone White Zone band b band a band c Years of service Salary Orange Zone MAPS I MAPS II MAPS I → MAPS II : A few points of reference Comparison of theoretical average advancement (A to E)

A parenthesis ( not linked to MARS) I’d like to recall also that the new 5 yearly review has introduced important social measures for families and children –Family allocation 304 → 370 CHF ( +21%) –Children allocation 335 → 442 CHF (+32%) –Special allocation children below 3 yrs old 200 CHF/child

Transition measures The insertion in the new grid has been done always by placing you on the closest new salary position above your old salary position Old scale New scale On average, it represents a ~ 0.5 new step increase (but it varies from 0 to 0.95 steps !) This is outside the advancement budget For people who were blocked in the orange zone in 2006, the new position (if meritorious in 2007) includes a favorable correction

Old scale A to E

New extensions New scale A to E Overall little change Extensions of Dc and Ec Same as before

Old scale F to G Some positions suppressed at entry Entry Fa old : new : Entry Fb old : new : Entry Ga old : new : Career patch changes may be more difficult or happen later in career

New scale F to G Longer career paths Fa & Fb New ECEs : Fc, Ga Gb New extensions

Why can’t we all have at least 2 steps? The total budget corresponds to 2 steps per eligible person Giving 2 steps to anybody would not allow career path / band changes nor rewarding highly meritorious performance. In PH, the target is to have ~ 30% with single step ~ 50% with double step → 20% > double step, career/band changes…

Procedure The GL proposal will be based on your performance in 2006 and also a long term overview. For this year, I have advised GLs to take also into consideration the individual level of the transition measures. The GL proposal will be defended by me at the Department DABs. The PH proposals will be transmitted to HR and then to DG for final decision.

Conclusions (1) A change appears often perturbing. This year, where we all have to make an exceptional effort to get CMS ready, may not appear the best moment for a change…. However the MARS is not less favorable than the MAPS. –The advancement budget is same as before –Extensions are introduced on Dc, Ec, Fa, Fb. Orange zone suppressed The transition measures in 2007 are a bonus.

Conclusions (2) I would like to take this opportunity to thank you for your dedication in this very intense moment of finishing the assembly of the CMS detector. We will see the fantastic result of many years of efforts in a couple of months !