MARS Merit Appraisal Recognition Scheme CERN HR Department

MARS Merit Appraisal & Recognition Scheme 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 CERN HR Department Strategy, Management and Development 2

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 CERN HR Department Strategy, Management and Development 3

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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 CERN HR Department Strategy, Management and Development 5

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 CERN HR Department Strategy, Management and Development 6

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 – Non meritorious CERN HR Department Strategy, Management and Development 7

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 CERN HR Department Strategy, Management and Development 8

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

Recommended distribution of additional steps (2007) – Periodic only: 25 -30 % of staff – Periodic + 1 additional step: 25 -35 % of staff – Periodic + 2 additional steps: 15 -20 % 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 CERN HR Department Strategy, Management and Development 10

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 CERN HR Department Strategy, Management and Development 11

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 CERN HR Department Strategy, Management and Development 12

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 CERN HR Department Strategy, Management and Development 13

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 CERN HR Department Strategy, Management and Development 14

Advancement and Promotion Budgets 1. Advancement and promotion in salary bands a, b and c: – – 2. (Step value of staff eligible for periodic advancement) x 2 within each career path, CERN-wide Additional steps in ECE – 3. step value of eligible staff 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 CERN HR Department Strategy, Management and Development 15

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 CERN HR Department Strategy, Management and Development 16