MARS Merit Appraisal & Recognition Scheme

2 CERN HR Department Strategy, Management and Development Overview Aim of the Scheme Main characteristics of the salary structure Annual Performance Appraisal Advancement Promotions Financial Awards Budgets

3 CERN HR Department Strategy, Management and Development Aim of the Scheme Dynamic career and merit-oriented system Flexible possibilities for rapid progression, particularly in early stage of career Prospects for higher performers Career development based on performance, expertise and functions instead of driven by quotas Long-term career prospects Emphasis on financial responsibility of departments

4 CERN HR Department Strategy, Management and Development

5 CERN HR Department Strategy, Management and Development Main characteristics 8 career paths, with 3 salary bands (except AA, A and G: 2 bands) a and b band generally shorter, c band longer Same value of steps in all salary bands within same career path (except for career path G) ECEs in all career paths, including Fc, Ga and Gb

6 CERN HR Department Strategy, Management and Development Definitions Advancement: award of periodic step award of additional step(s) Promotion: Change of salary band Change of career path Exceptional Career Path Extension (ECE) Financial Awards: –Award for Extraordinary Service –Responsibility Award

7 CERN HR Department Strategy, Management and Development Annual Appraisal Procedure Annual interview between staff member and supervisor Supervisor analyses results Supervisor and Group Leader assess the performance Department Head, after consultation of the appropriate persons, qualifies the performance: –Particularly Meritorious –Meritorious –Non meritorious

8 CERN HR Department Strategy, Management and Development Advancement Meritorious: 1 periodic step in bands a, b, c Particularly meritorious: –1 or more additional steps in bands a, b, c and ECE –change of (old) personal position Non-meritorious: non-award of periodic step Procedure: department head –decides on award of periodic step via performance qualification (see previous slide) –proposes number of additional steps based on: Comparison of performance of staff Specific budgetary guidelines

9 CERN HR Department Strategy, Management and Development 9 Recommended distribution ( total number of steps )

10 CERN HR Department Strategy, Management and Development Recommended distribution of additional steps (2007) –Periodic only: % of staff –Periodic + 1 additional step: % of staff –Periodic + 2 additional steps: % of staff –Periodic + 3 additional steps: 8-10 % of staff –Periodic + 4 additional steps: 5-6 % of staff –Periodic + 5 (or more) add. steps: 1-3 % of staff

11 CERN HR Department Strategy, Management and Development Salary Band Change From band a to b (except G) –Based on performance –Salary increase of at least one step From band b to c –Based on performance and expertise –Advice by group leaders and HRA (for career paths AA to E) –Salary increase of at least two steps

12 CERN HR Department Strategy, Management and Development Career Path Changes Career Review Criteria: –Level of functions –Minimum 12 months in higher functions (36 months maximum) Recommendations to DG by: –AA to E: HR + internal assessors –E to F: Directorate –F to G: Executive Board Salary increase equivalent to at least two steps

13 CERN HR Department Strategy, Management and Development Entry into ECE Eligible staff: –last position of career path in career paths AA-F –last position of salary band in career path G Expected to stay within similar functions

14 CERN HR Department Strategy, Management and Development Financial Awards Award for Extraordinary Service : –Recognition of time-limited services or achievements, individually or as member of a team –Between CHF 1’000 and 5’000, in multiples of CHF 500. Responsibility Award: –Recognition of particular responsibility for a given period –By periods of 12 months, renewable 5 times –between 5% and 10% of basic salary –Maximum level: Gb.19

15 CERN HR Department Strategy, Management and Development Advancement and Promotion Budgets 1.Advancement and promotion in salary bands a, b and c: –(Step value of staff eligible for periodic advancement) x 2 –within each career path, CERN-wide 2.Additional steps in ECE –step value of eligible staff 3.Advancement outside annual merit recognition exercise: –Additional step at end of probation period: 75% of step value of staff recruited the previous calendar year –Additional steps after 6/12/24 months: personnel budget of department

16 CERN HR Department Strategy, Management and Development Budget for Financial Awards Awards for Extraordinary Service –Specific budget as % of salaries Responsibility Allowance –No specific budget: are taken from the departmental personnel budget