Merit Appraisal Recognition Scheme CERN HR Department Strategy

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

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

Overview • • • Aim of the New System Main changes to the salary

Overview • • • Aim of the New System Main changes to the salary structure Salary scale assimilation Annual Performance Appraisal Advancement Promotions Financial Awards Budgets Time Schedule CERN HR Department Strategy, Management and Development 2

Questions & Answers • http: //humanresources. web. cern. ch/Human Resources/internal/personnel/pmd/cr/MARS. asp • http: //humanresources.

Questions & Answers • http: //humanresources. web. cern. ch/Human Resources/internal/personnel/pmd/cr/MARS. asp • http: //humanresources. web. cern. ch/humanr esources/internal/personnel/pmd/cr/mars_fr. asp CERN HR Department Strategy, Management and Development 3

Aim of the New System • More dynamic career and merit-oriented system • More

Aim of the New System • More dynamic career and merit-oriented system • More flexible possibilities for rapid progression, particularly in early stage of career • Improved 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 4

 • CERN HR Department Strategy, Management and Development 5

• CERN HR Department Strategy, Management and Development 5

Main changes • • Career paths AA (new) and A, with 2 salary bands

Main changes • • Career paths AA (new) and A, with 2 salary bands a and b band generally shorter, c band longer Elimination of « orange zones » Same overall advancement budget, but more steps of a lower value. Same value of steps in all salary bands within same career path (except for career path G) EAZ replaced by ECE in career paths AA to E Creation of ECE in Fc, Ga and Gb Supression of Gc CERN HR Department Strategy, Management and Development 6

Assimilation • Communicated individually by email • Closest next highest position in same salary

Assimilation • Communicated individually by email • Closest next highest position in same salary band • Orange on/off is accounted for – “ON” year in 2007 : periodic step in old salary scale, if meritorious, replacing the periodic step on 1 July 2007 • Current position higher than top step in new scale – New personal position – Former salary band a • should be proposed for salary band change, if meritorious – Former salary band b • can be proposed for salary band change following a career review – Cannot move from one personal position to the next – Note: old personal positions remain, change to next personal position possible out of advancement budget. CERN HR Department Strategy, Management and Development 7

Definitions • Advancement: • award of periodic step • award of additional steps •

Definitions • Advancement: • award of periodic step • award of additional steps • Promotion: • Change of salary band • Change of career path • Exceptional Career Path Extension (ECE) • Financial Awards: • Award for Outstanding Services • Responsibility Award • Award for « hors cadre » functions CERN HR Department Strategy, Management and Development 8

Annual Appraisal Procedure • Annual interview between staff member and supervisor • Supervisor analyses

Annual Appraisal Procedure • Annual interview between staff member and supervisor • Supervisor analyses results • Supervisor and Group Leader assess the performance • Department Head, after advice from the Merit Recognition Board (MRB), qualifies the performance: – Particularly Meritorious – Non meritorious CERN HR Department Strategy, Management and Development 9

Advancement • Meritorious: 1 periodic step in bands a, b, c • Particularly meritorious:

Advancement • Meritorious: 1 periodic step in bands a, b, c • Particularly meritorious: – 1 to 5 additional steps in bands a, b, c and ECE – change of (old) personal position • Non-meritorious: non-award of periodic step • Procedure: – MRB decides on award of periodic step via performance qualification (see previous slide) – MRB proposes number of additional steps based on: • Comparison of performance of staff • Career profile(1) • Specific budgetary guidelines (1) ALL proposals for advancement & promotion are based on a career profile CERN HR Department Strategy, Management and Development 10

Salary Band Change • No quota • From band a to b (except G)

Salary Band Change • No quota • 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 – Career Review by MRB (for career paths AA to E) – Salary increase of at least two steps CERN HR Department Strategy, Management and Development 11

Salary Band Change Career Review Performance in reference year (NB : in all cases

Salary Band Change Career Review Performance in reference year (NB : in all cases performance the preceding 2 years must be at least meritorious) Additional step(s) B-F: a to b at transition point No Meritorious No B-F: a to b before transition point No Particularly Meritorious Yes AA-F: b to c Ga to Gb Yes Particularly Meritorious Yes CERN HR Department Strategy, Management and Development 12

Career Path Changes • Career Review • Criteria: – Level of functions – Minimum

Career Path Changes • Career Review • Criteria: – Level of functions – Minimum 12 months in higher functions (new : 36 months maximum) • Recommendations to DG by: – – AA to D: HR + internal assessors D to E: TEACC E to F: Directorate F to G: Executive Board • Salary increase equivalent to at least two steps CERN HR Department Strategy, Management and Development 13

Entry into ECE • Eligible staff: – last position of career path in career

Entry into ECE • Eligible staff: – last position of career path in career paths AA-F – last position of salary band in career path G • At least five times particularly meritorious in last 15 years • Expected to stay within similar functions CERN HR Department Strategy, Management and Development 14

Financial Awards • Award for Extraordinary Service : – Recognition of time-limited services or

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 3% and 10% of basic salary Maximum level: Gb. 19 CERN HR Department Strategy, Management and Development 15

Advancement & Promotion Budgets Advancement and promotion in salary bands a, b and c:

Advancement & Promotion Budgets 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 Includes advancement in personal positions Additional steps in ECE – step value of eligible staff CERN HR Department Strategy, Management and Development 16

Advancement & Promotion Budgets Advancement outside annual merit recognition exercise: – – additional step

Advancement & Promotion Budgets Advancement outside annual merit recognition exercise: – – additional step at end of probation period: 50% of step value of staff recruited the previous calendar year additional steps after 6/18/24 months: personnel budget of department Conversion of Steps into Awards for Extraordinary Service – – – residual steps only 1 CHF step gives 2. 5 CHF awards can also be used to award steps in other career paths CERN HR Department Strategy, Management and Development 17

Budget for Financial Awards • Awards for Extraordinary Service – Specific budget as %

Budget for Financial Awards • Awards for Extraordinary Service – Specific budget as % of salaries (0. 14%) • Responsibility Allowance – No specific budget: are taken from the departmental personnel budget CERN HR Department Strategy, Management and Development 18

Schedule 30 th March A-E career path changes salary band changes b->c F&G promotions

Schedule 30 th March A-E career path changes salary band changes b->c F&G promotions E to F, Fb to Fc , F to G, Ga to Gb 13 th April Complete Interviews 11 th May Maps forms signed by GL for comments to staff members Gathering of proposals (periodic, additional, ECE, ESP, RA) 18 th May Review of proposals by HR 15 th June EB review & DG approval CERN HR Department Strategy, Management and Development 29 th June Exercise complete 19