CERN People and the Organization Anna COOK Deputy

CERN People and the Organization Anna COOK Deputy group leader, Talent Acquisition group, HR Quarterly induction 5 th December 2016 Quarterly Induction 2

CERN’s Mission “The Organization shall provide for collaboration among European States in nuclear research of a pure scientific and fundamental character. ” Research Education 5 th December 2016 Technology Collaboration Quarterly induction 3

CERN • An International non-governmental Organisation • An association of states • With its: • Own bodies • Own treaty • Own legal personality 5 th December 2016 Quarterly induction 4

CERN Main bodies CERN Council • • • Ultimately responsible for all important decisions; determines CERN’s policy; approves the programme of activities; adopts the budgets; 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 (FC) Scientific Policy Committee (SPC) Tripartite Employment Forum (TREF) Pension Fund Governing Board (PFGB) Standing Advisory Committee on Audits (SACA) 5 th December 2016 Quarterly induction 5

CERN’s legal framework Convention Rules / Statut Issues related to internal operation of CERN Regulations / Règlement Admin. Circulars / circulaires administratives Operational circulars / circulaires opérationnelles 5 th December 2016 Quarterly induction 6

Staff Rules and Regulations 5 th December Quarterly induction 7

Staff Rules and Regulations Define and codify legal relations CERN/Mo. P • Adopted and amended by Council • Apply and specify rules • Adopted and amended by FC • DG proposal Discussion SCC/CCP 5 th December Quarterly induction 8

Administrative and Operational circulars Specify the application of Staff Regulations • Adopted and amended by the DG • Do not arise from SRR • Internal operations of the Organization • Delegation DG (Head of FHR and Head HR) • Discussion SCC/CCP 5 th December Quarterly induction 9

Administrative circulars https: //hr-dep. web. cern. ch/admin-circulars 5 th December 2016 Quarterly induction 10

Operational circulars cern. ch/hr 5 th December 2016 Quarterly induction 11

CERN’s Personnel Associated Employed (MPE) Staff members (MPA) Associates for the purpose of: Fellows Apprenticeships 5 th December 2016 International collaboration Users Exchange of scientists Quarterly induction Training -Students -Trainees 12

Key numbers - demographics 5 th December 2016 Quarterly induction 13

Category evolution 5 th December 2016 Quarterly induction 14

Gender 5 th December 2016 Quarterly induction 15

Age and years of service 5 th December 2016 Quarterly induction 16

Joining CERN Privileges and Immunities International Civil Servant Fonctionnaire International Privilèges et immunités Rights and Obligations Droits et obligations 5 th December 2016 Quarterly induction 17

Privileges and immunities The purpose is not to benefit individuals but to ensure the efficient performance of their functions. Le but est non pas d’avantager des individus mais d’assurer l’accomplissement efficace de leurs fonctions. Exempt from national income tax Exempté de la taxation nationale Immunity from arrest in the course of duties Immunité d’arrestation dans l’exercice des fonctions 5 th December 2016 Quarterly induction 18

Rights & Obligations Rights Remuneration Leave Social Protection Civil Liberties Performance Pay contributions Tact, Reserve Independence, Loyalty Droits Obligations Rémunération Congés Protection sociale Libertés civiles Performance Payer les contributions Tact, réserve Indépendance, loyauté Appeal (internal or to ILOAT) Recours (interne ou au TAOIT) 5 th December 2016 Disciplinary action Sanctions disciplinaires Quarterly induction 19

CERN Values 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 5 th December 2016 Quarterly induction E X C E L L E N C E 20

CERN Competency model 5 th December 2016 Quarterly induction 21

Code of Conduct What does it address and to whom does it apply? v Common standards of professional behaviour based on CERN values (vs. Code of Ethics) v Guide in helping us, as CERN contributors, to understand how to conduct ourselves, treat others and expect to be treated. v 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? v Short (4 pages) and intentionally so, organized around the five CERN values v Extensive FAQ list available to increase understanding of how the Code applies to practical situations It’s all about respect 5 th December 2016 Quarterly induction 22

Code of Conduct http: //hr-dep. web. cern. ch/content/cern-code-conduct 5 th December 2016 Quarterly induction 23

Social media guidelines https: //security. web. cern. ch/security/rules/en/social-media. shtml 5 th December 2016 Quarterly induction 24

Integrity VALUE INTERNAL POLICY Conflict of Interest Policy: Private interests ≠ CERN’s interests - Recognise situations and avoid (e. g. gifts) - If unavoidable, disclose - In case of doubt, discuss with hierarchy Anti-Fraud Policy: Fraud = any act or omission to deceive others, or to achieve a gain resulting in a loss of funds or reputation for CERN Zero tolerance approach Investigation procedures, led by Internal Audit - Report in good faith suspicions of fraud https: //cds. cern. ch/record/2007473 5 th December 2016 Quarterly induction 25

CERN’s HR Department 5 th December 2016 Quarterly induction 26

HR Department Remit § 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. 5 th December 2016 Quarterly induction 27

What CERN people say… • Excellent level of job satisfaction • Passionate personnel • Interesting & creative work which allows personal development • Pride to take part in fundamental research in particle physics • Very pleasant “international campus” environment (except buildings!) • Highly qualified colleagues • Variety of skills and professions • Effectiveness of continuous learning • Enriching international, multicultural place to work 5 th December 2016 Quarterly induction 28