2016-09-22 PublicMeeting pubstaff-association.web.cern.ch/sites/staff... · 9/22/2016 · Members States to give a ”10 to 15 years break” for the package to produce full effect

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1StaffAssociation

StaffAssociation

PUBLICMEETING

Publicmeeting– 22September2016

2StaffAssociation Publicmeeting– 22September2016

Tribute

InmemoryofNicolasDelruelle,ourcolleagueandfriend.

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Content

• News• NewExecutive Committe andBureau• CERNHealth Insurance Scheme (CHIS)• Kindergarten (EVEEetÉcole)• Pensionfund

• Five-YearlyReview• Status• ProblemsandActions• Nextsteps


NewExecutiveCommitteeandBureau

• ExecutiveCommittee• Bureau• Newgovernance• Continuity

Name Department BureauSandrine Baudat FAPRachel Bray IRSébastien Evrard ENNicolas Delruelle TEFrançois Duval EPJuan Garcia Perez TESerge Grillot ENCéline Grobon EP TreasurerCatherine Laverrière HSE Vice-PresidentIsabelle Mardirossian EP SecretaryGhislain Roy BE PresidentYves Sillanoli TEAlmudena Solero FAPNick Ziogas IPT

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CERNHealthInsuranceScheme(CHIS)

• AssociatedMembersofPersonnel(MPA)cannolongerbecomeCHISmembers• MPA’sworkingatover50%atCERNhadthepossibilitytobeinsuredthroughCHIS(existingcontractsarenotaffected)

• PossibilityfornewcomerstosubscribetoaprivateinsurancewithconditionsnegotiatedbyCERN

• RetiredMembersofPersonnelcannolongerbesubsidiary CHISmembers• Active-RetiredandRetired-Retiredcouples• RetiredMembersofPersonnelaremandatory members,henceCERNwillcontributeforthemaswell.


Kindergarten(EVEetÉcole)

• Financialdifficulties• addedservices(canteenandnursery)• auditshowssoundmanagementbutnopotentialforsignificantsavings

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Kindergarten(EVEetÉcole)

Decisionsforsustainability• MartinSteinacher,DFHR,andSAPresidenthavesetupaworkinggroup.

• WGconcernedwithtechnicalaspects:financial,social,relatedtodiversityandneeds…

• Decisionstobetakenbyend2016atlatest.• DGconfirmedherstrongsupporttothisservicetotheCERNcommunity.


PensionFund• PensionFundPackageof2011worksasexpected!• NewrequestsandstudiescommissionedbyCouncilin2016.

• StaffAssociationisworriedaboutthepossibilitytochangePFframeworktoofrequently.

• ConsensusinsideCERNandwithanumberofMembersStatestogivea”10to15yearsbreak”forthepackagetoproducefulleffect.

• PositionofCouncilpostponedtoDecember.

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That’sallforthenews…


Five-YearlyReview• Shortreminder:processandtimeline• PackageofmeasuresdecidedbyCouncil

• Salary,Diversity,Careers(structureandevolution).• Impactofnewcareerstructure• 5YRimplementationat1stSeptember:

• 18thAugust:notificationletters,clarificationneeded.• End2016deliverables:

• Advancementandpromotions:ongoingprocess.• 2017subjects(integralpartof5YR):

• Careerdevelopmentinterviews;• Internalmobility;• ValidationofskillsandcompetenciesAcquiredthroughExperience

(VAE).

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Reminderon5YR

StaffRulesandRegulationsSV1.02:”TheCouncilshallperiodicallyreviewanddeterminethefinancialandsocialconditionsofthemembersofthepersonnel.Theseperiodicreviewsshallconsistof:

a) afive-yearlygeneralreviewoffinancialandsocialconditions;b) anannualreviewofbasicsalaries,stipends,subsistenceallowancesandfamily

benefits.”

AnnexA1:”Thepurposeofthefive-yearlyreviewistoensurethatthefinancialandsocialconditionsofferedbytheOrganizationallowittorecruitandretainthestaffmembers requiredfortheexecutionofitsmissionfromallitsMemberStates.InaccordancewithArticleSII1.03,thesestaffmembersmustbeofthehighestcompetenceandintegrity.Thefive-yearlyreviewmustincludebasicsalariesandmayincludeanyotherfinancialorsocialconditions.”

Councildecisionfor2015:Salaries,Diversitymeasures,Newcareerstructureandevolution


Timeline

Preparation Decisions Implementation

2014 - 2015 2016 - 2017

A five-yearly process that takes four years to complete

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Timeline

• Jan.1st,2016:• Nosalaryincrease• Diversitymeasures

• Sept.1st,2016:• Newcareerstructure• Mappingintostructure

• 2017:• Internalmobility,ValidationofskillsandcompetenciesAcquiredthroughExperience,Careerdevelopmentinterviews


Financialimpactof5YR

TREF 26.11.2015

”EnsureCERNlong-termsustainabilitybycontainingcosts”

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AdvancementBudgets

Slide 5

1992-2001

• Introduction of ‘Merit’ Based advancement

• Possibility of 1 additional step for up to 20% population

• Exceptional Performance Awards

• 1.6%

2001-2006

• Increased recognition of Merit

• Possibility of 1 or 2 additional steps for up to 30% of population A-E, 15% in F & G

• Financial Awards• Orange zone• 1.6%

2007-2016

• Further focus on merit

• 75% ‘particularly meritorious”, with different amounts of steps

• Financial Awards• 1.8% →1.9%→

2.1%

2017+

•Harmonisation of career structure•Salary increase and Performance Payment•60% Strong, 30% outstanding, with well-defined outcome•1.6% (recurrent)•1.35% (non-recurrent)•Financial Awards

A little bit of history…

MOAS MAPS MARS MERIT

hhhhhhhhhhhhhhhh tsssssssssssssss

2017+

•Harmonisation of career structure•Salary increase and Performance Payment•60% Strong, 30% outstanding, with well-defined outcome•1.6% (recurrent)•1.35% (non-recurrent)•Financial Awards

MERIT


AdvancementandPerf.Premium

- 12 -

ANNEX I - PERFORMANCE REWARD

Decisions taken in the framework of the annual exercise

Performance qualification (annual exercise)

Insufficient Fair Strong Outstanding

Advancement (percentage of midpoint) 0% 0.35% 1.35% 2.35%

Performance premium (percentage of midpoint) 0% 0% 1.15% 2.15%

Decision taken at the end of the probation period

Advancement of 1.35 % of the midpoint salary of the staff member’s grade.

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Aboutadvancement

• Advancement:salaryincreasewithinasalaryscale

• Recognizedconceptandrightofinternationalcivilservants

• Has(mostly)disappearedfromCERNStaffRulesandRegulationsapprovedbyCouncilinDec.2015.

• Ifitwalkslikeaduckandquackslikeaduck…


Impactonpension:2017Careerstructure

Careerevolution

Salary

Retirementperiod

CERNcareerRecruitment

RetirementMaxofCareerPath ECEabolished

Reducedbudget2.1à 1.6%

MaxofGrade

CERNcareer

CERNcareer

Retirementperiod

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HRLetter:grades

./..

Objet : notification individuelle – nouvelle structure des carrières Chère Madame XXX/Cher Monsieur YYY, Dans le cadre de l’examen quinquennal 2015 des conditions financières et sociales au CERN, la Direction a proposé la mise en place d’une nouvelle structure des carrières. Cette proposition a été approuvée par le Conseil de l’Organisation en décembre 2015 et prendra effet courant 2016. À compter du 1er septembre 2016, les positions salariales ne seront plus exprimées en termes de filière de carrière, de bande de rémunération et d’échelon, mais d’un pourcentage du point médian d’un grade. Ces modifications sont expliquées en détail dans le document joint à cette lettre. Votre positionnement dans la nouvelle structure des carrières est indiqué ci-après. Comme vous pouvez le constater, votre rémunération nette n’est pas affectée ; toutes les autres conditions d’emploi et de pension restent par ailleurs inchangées.

Position actuelle (filière de carrière, bande de

rémunération et échelon)

Nouveau grade et % du point médian

Position salariale

Fa.2

Grade 8

86,727 % du point médian

(ajouter « position

personnelle » s’il y a lieu)

Montant

du traitement

de base

12 546 CHF

12 546 CHF

Chef du département HR CERN CH - 1211 Genève 23

NOM Unité DG CERN (C21620) Tél. direct:

Tél. secrétariat: Email:

+ 41 22 …. + 41 22 ….. …@cern.ch

Notre référence : HR-DI/etc… Genève, le 18 août 2016

AA A B C D E F GAAb AAc Ab Ac Ba Bb Bc Ca Cb Cc Da Db Dc Ea Eb Ec Fa Fb Fc Ga Gb

50 50 70 70 73 73 73 79 79 79 93 93 93 112 112 112 167 167 167 220 231

0 3750 0 4714 0 5191 0 5904 0 5396 0 6128 0 6978 0 5794 0 6599 0 7522 0 6732 0 7673 0 8950 0 7980 0 9128 0 10665 0 12212 0 13275 0 15148 0 16180 0 169591 3800 1 4764 1 5261 1 5974 1 5469 1 6201 1 7051 1 5873 1 6678 1 7601 1 6825 1 7766 1 9043 1 8092 1 9240 1 10777 1 12379 1 13442 1 15315 1 16400 1 171902 3850 2 4814 2 5331 2 6044 2 5542 2 6274 2 7124 2 5952 2 6757 2 7680 2 6918 2 7859 2 9136 2 8204 2 9352 2 10889 2 12546 2 13609 2 15482 2 16620 2 174213 3900 3 4864 3 5401 3 6114 3 5615 3 6347 3 7197 3 6031 3 6836 3 7759 3 7011 3 7952 3 9229 3 8316 3 9464 3 11001 3 12713 3 13776 3 15649 3 16840 3 176524 3950 4 4914 4 5471 4 6184 4 5688 4 6420 4 7270 4 6110 4 6915 4 7838 4 7104 4 8045 4 9322 4 8428 4 9576 4 11113 4 12880 4 13943 4 15816 4 17060 4 178835 4000 5 4964 5 5541 5 6254 5 5761 5 6493 5 7343 5 6189 5 6994 5 7917 5 7197 5 8138 5 9415 5 8540 5 9688 5 11225 5 13047 5 14110 5 15983 5 17280 5 181146 4050 6 5014 6 5611 6 6324 6 5834 6 6566 6 7416 6 6268 6 7073 6 7996 6 7290 6 8231 6 9508 6 8652 6 9800 6 11337 6 13214 6 14277 6 16150 6 17500 6 183457 4100 7 5064 7 5681 7 6394 7 5907 7 6639 7 7489 7 6347 7 7152 7 8075 7 7383 7 8324 7 9601 7 8764 7 9912 7 11449 7 13381 7 14444 7 16317 7 17720 7 185768 4150 8 5114 8 5751 8 6464 8 5980 8 6712 8 7562 8 6426 8 7231 8 8154 8 7476 8 8417 8 9694 8 8876 8 10024 8 11561 8 13548 8 14611 8 16484 8 17940 8 188079 4200 9 5164 9 5821 9 6534 9 6053 9 6785 9 7635 9 6505 9 7310 9 8233 9 7569 9 8510 9 9787 9 8988 9 10136 9 11673 9 13715 9 14778 9 16651 9 18160 9 19038

10 4250 10 5214 10 5891 10 6604 10 6126 10 6858 10 7708 10 6584 10 7389 10 8312 10 7662 10 8603 10 9880 10 9100 10 10248 10 11785 10 13882 10 14945 10 16818 10 18380 10 1926911 4300 11 5264 11 5961 11 6674 11 6931 11 7781 11 7468 11 8391 11 8696 11 9973 11 10360 11 11897 11 14049 11 15112 11 16985 11 18600 11 1950012 4350 12 5314 12 6031 12 6744 12 7004 12 7854 12 7547 12 8470 12 8789 12 10066 12 10472 12 12009 12 14216 12 15279 12 17152 12 18820 12 1973113 4400 13 5364 13 6101 13 6814 13 7077 13 7927 13 7626 13 8549 13 8882 13 10159 13 10584 13 12121 13 14383 13 15446 13 17319 13 19040 13 1996214 4450 14 5414 14 6171 14 6884 14 7150 14 8000 14 7705 14 8628 14 8975 14 10252 14 10696 14 12233 14 14550 14 15613 14 17486 14 2019315 4500 15 6954 15 7223 15 8073 15 7784 15 8707 15 9068 15 10345 15 10808 15 12345 15 14717 15 15780 15 17653 15 2042416 4550 16 7024 16 7296 16 8146 16 7863 16 8786 16 9161 16 10438 16 10920 16 12457 16 15947 16 1782017 4600 17 7094 17 7369 17 8219 17 7942 17 8865 17 9254 17 10531 17 11032 17 12569 17 16114 17 1798718 4650 18 7164 18 7442 18 8292 18 8021 18 8944 18 9347 18 10624 18 11144 18 12681 18 1628119 4700 19 7234 19 7515 19 8100 19 9023 19 9440 19 10717 19 11256 19 12793 19 16448

20 7304 20 7588 20 8179 20 9102 20 9533 20 10810 20 11368 20 12905 20 1661521 7661 21 8258 21 9181 21 9626 21 10903 21 11480 21 13017

22 8337 22 9260 22 9719 22 10996 22 11592 22 1312923 8416 23 9339 23 9812 23 11089 23 11704 23 1324124 8495 24 9418 24 9905 24 11182 24 11816 24 1335325 8574 25 9497 25 9998 25 11275 25 11928 25 1346526 8653 26 9576 26 10091 26 11368 26 12040 26 1357727 8732 27 9655 27 10184 27 11461 27 12152 27 13689

28 11554 28 12264 28 1380129 11647 29 13913

p6 7243 30 11740 30 1402531 1413732 14249

Step = 70 Step = 73 Step = 79 Step = 91 Step = 110 Step = 124 Step = 220 231 231ECE min e0 5453 ECE min e0 7367 ECE min e0 8362 ECE min e0 9742 ECE min e0 11830 ECE min e0 14344 ECE min e0 18159 e0 19265 e0 20648ECE max e7 5943 ECE max e11 8170 ECE max e13 9389 ECE max e13 10925 ECE max e18 13810 ECE max e16 16328 ECE max e3 18819 e3 19958 e9 22727

xxx ECE p positions from MAPS introduction in 2001

Step = Step =Step =

Salary scale valid as of 1 Jan 2016

Step = Step = Step = Step = Step =

6503

9104

Grade 5


./..





Position salariale

Fa.2

Grade 8




Montant

du traitement

de base

12 546 CHF

12 546 CHF




+ 41 22 …. + 41 22 ….. …@cern.ch


HRLetter:midpoint,position

6503

Extent of grade : 6503 + 40% = 9104

9104

Midpoint:(6503 + 9104) / 2 = 7803

Positions : (examples)

90% of midpoint7803 x 0,90 = 7023

107% of midpoint7803 x 1,07 = 8349

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./..





Position salariale

Fa.2

Grade 8




Montant

du traitement

de base

12 546 CHF

12 546 CHF




+ 41 22 …. + 41 22 ….. …@cern.ch


HRLetter:mapping

CareerPaths GradesAA 1A 2B 3C 4D 5

Ea-Eb 6Ec-Ee 7Fa-Fb 8Fc-Ga 9Gb-Gf 10


./..





Position salariale

Fa.2

Grade 8




Montant

du traitement

de base

12 546 CHF

12 546 CHF




+ 41 22 …. + 41 22 ….. …@cern.ch


HRLetter:mapping

5464

86,727% → 5687

7650

5396 82,294%

8292 126,460%

- 13 -

ANNEX I BIS - TRANSITION MEASURES

Applicable to staff members whose contract commences prior to 1 September 2016

1. In the case of a staff member whose contract commences prior to 1 September 2016, an advancement above the maximum salary of his grade is possible until 1 May 2020, up to the corresponding maximum value of his career path on 31st August 2016, as per the table below.

Career path Grade Percentage of midpoint

AA 1 128.359% A 2 148.276% B 3 143.190% C 4 140.010% D 5 148.719%

E 6 134.321%

(midpoint of grade 7) 7 Fa - Fb 8 N/A Fc - Ga 9 N/A

Gb 10 N/A

2. Advancement above the maximum salary of the grade, up to the limits specified in the above table, may be granted in accordance with the following table:

Reference year + 1

Performance qualification (annual exercise)

Fair Strong Outstanding

2017 0.35 % 1.35 % 2.35 % 2018 0.26 % 1.01 % 1.67 % 2019 0.18 % 0.68 % 1.18 % 2020 0.09 % 0.34 % 0.59%

****

9389 Max ECE

Gra

de 3 Midpoint 6557

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PersonalPositionsCAREERPATH BELOWMINIMUM

ofGRADEABOVEMAXIMUM

ofGRADEA 8B 24C 43 47D 36 77

E 9 17

GrandTotal 88 173

CP D needs attention !

No personal positions in CP F and G as Grades 8, 9 and 10 include all salary positions. 10% of the staff out of the new salary grid and even more in the coming years.


Mappingtosalarypositions

• Automaticprocess• Noexception• Transitorymeasuresinplaceforfouryears• Somepeoplewillnotbenefitfromthetransitorymeasures

• Transitorymeasureswilldieoffandthenwhat?

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HRLetter:page2

• BenchmarkJobs• Classificationandchange• Dateofeffect• ChapterVIofStaffRulesandRegulations:”Settlementofdisputesanddiscipline”


HRLetter:BMJ

Provisionalmappinginto(single)BenchmarkJobbaseduponexistingclassification(jobtitle,jobcode…)butalsouponinternalguidelines.

Benchmark jobs can be defined as a grouping of individual work situations with similar main activitiesand a common aim.

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BMJInformation

HRbenchmarkjobwebpageandrelatedInformationhere

http://hr-dep.web.cern.ch/content/benchmark-jobs-introduction


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BMJStructure


Individualsituationreview

• StaffwhowereinECE• StaffwhowereinDc• BenchmarkJob3-4-5or4-5-6

• Staffbelowtheminimumsalaryoftheirgrade• Staffrecruitedinlowergradewrtpreviouscareerstructure

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StaffwhowereinECE• ExceptionalCareerExtension(ECE)existedinCPAA,A,B,C,D,E,F,Ga&Gbà about70people

• ECEhavebeensuppressedinGrades1to5&7and“integrated”innewsalarygrid inGrades9&10.

• AllstaffwhowereinECE(CPAAtoE)arenowinpersonalpositionsandbenefitfromtransitorymeasures.However,careerperspectivewillbemuchreduced.

MonthlySalary

G1 G2 G3 G4 G5 G6 G7 G8 G9 G10

Max 5402 6428 7650 9104 10834 11918 14182 16877 20084 23900

MonthlySalary

AA A B C D Ea-Eb Ec Fa-Fb Fc-Ga Gb

MaxECE

5943 8170 9389 10925 13810 / 16328 / 18819(Fc)19958(Ga)

22727


StaffwhowereinDc• Example:Dc15à 111,3%ofGrade5• Previously,withoutanypromotion,reasonableexpectation=11740CHF/month

• Today,withoutanypromotion,reasonableexpectation=10834CHF/month

• Possiblelossofabout900CHF/month• Impactonpension~- 8%!• Demotivation(blockedbefore50y)

AA A B C D E F GAAb AAc Ab Ac Ba Bb Bc Ca Cb Cc Da Db Dc Ea Eb Ec Fa Fb Fc Ga Gb

50 50 70 70 73 73 73 79 79 79 93 93 93 112 112 112 167 167 167 220 231

0 3750 0 4714 0 5191 0 5904 0 5396 0 6128 0 6978 0 5794 0 6599 0 7522 0 6732 0 7673 0 8950 0 7980 0 9128 0 10665 0 12212 0 13275 0 15148 0 16180 0 169591 3800 1 4764 1 5261 1 5974 1 5469 1 6201 1 7051 1 5873 1 6678 1 7601 1 6825 1 7766 1 9043 1 8092 1 9240 1 10777 1 12379 1 13442 1 15315 1 16400 1 171902 3850 2 4814 2 5331 2 6044 2 5542 2 6274 2 7124 2 5952 2 6757 2 7680 2 6918 2 7859 2 9136 2 8204 2 9352 2 10889 2 12546 2 13609 2 15482 2 16620 2 174213 3900 3 4864 3 5401 3 6114 3 5615 3 6347 3 7197 3 6031 3 6836 3 7759 3 7011 3 7952 3 9229 3 8316 3 9464 3 11001 3 12713 3 13776 3 15649 3 16840 3 176524 3950 4 4914 4 5471 4 6184 4 5688 4 6420 4 7270 4 6110 4 6915 4 7838 4 7104 4 8045 4 9322 4 8428 4 9576 4 11113 4 12880 4 13943 4 15816 4 17060 4 178835 4000 5 4964 5 5541 5 6254 5 5761 5 6493 5 7343 5 6189 5 6994 5 7917 5 7197 5 8138 5 9415 5 8540 5 9688 5 11225 5 13047 5 14110 5 15983 5 17280 5 181146 4050 6 5014 6 5611 6 6324 6 5834 6 6566 6 7416 6 6268 6 7073 6 7996 6 7290 6 8231 6 9508 6 8652 6 9800 6 11337 6 13214 6 14277 6 16150 6 17500 6 183457 4100 7 5064 7 5681 7 6394 7 5907 7 6639 7 7489 7 6347 7 7152 7 8075 7 7383 7 8324 7 9601 7 8764 7 9912 7 11449 7 13381 7 14444 7 16317 7 17720 7 185768 4150 8 5114 8 5751 8 6464 8 5980 8 6712 8 7562 8 6426 8 7231 8 8154 8 7476 8 8417 8 9694 8 8876 8 10024 8 11561 8 13548 8 14611 8 16484 8 17940 8 188079 4200 9 5164 9 5821 9 6534 9 6053 9 6785 9 7635 9 6505 9 7310 9 8233 9 7569 9 8510 9 9787 9 8988 9 10136 9 11673 9 13715 9 14778 9 16651 9 18160 9 19038

10 4250 10 5214 10 5891 10 6604 10 6126 10 6858 10 7708 10 6584 10 7389 10 8312 10 7662 10 8603 10 9880 10 9100 10 10248 10 11785 10 13882 10 14945 10 16818 10 18380 10 1926911 4300 11 5264 11 5961 11 6674 11 6931 11 7781 11 7468 11 8391 11 8696 11 9973 11 10360 11 11897 11 14049 11 15112 11 16985 11 18600 11 1950012 4350 12 5314 12 6031 12 6744 12 7004 12 7854 12 7547 12 8470 12 8789 12 10066 12 10472 12 12009 12 14216 12 15279 12 17152 12 18820 12 1973113 4400 13 5364 13 6101 13 6814 13 7077 13 7927 13 7626 13 8549 13 8882 13 10159 13 10584 13 12121 13 14383 13 15446 13 17319 13 19040 13 1996214 4450 14 5414 14 6171 14 6884 14 7150 14 8000 14 7705 14 8628 14 8975 14 10252 14 10696 14 12233 14 14550 14 15613 14 17486 14 2019315 4500 15 6954 15 7223 15 8073 15 7784 15 8707 15 9068 15 10345 15 10808 15 12345 15 14717 15 15780 15 17653 15 2042416 4550 16 7024 16 7296 16 8146 16 7863 16 8786 16 9161 16 10438 16 10920 16 12457 16 15947 16 1782017 4600 17 7094 17 7369 17 8219 17 7942 17 8865 17 9254 17 10531 17 11032 17 12569 17 16114 17 1798718 4650 18 7164 18 7442 18 8292 18 8021 18 8944 18 9347 18 10624 18 11144 18 12681 18 1628119 4700 19 7234 19 7515 19 8100 19 9023 19 9440 19 10717 19 11256 19 12793 19 16448

20 7304 20 7588 20 8179 20 9102 20 9533 20 10810 20 11368 20 12905 20 1661521 7661 21 8258 21 9181 21 9626 21 10903 21 11480 21 13017

22 8337 22 9260 22 9719 22 10996 22 11592 22 1312923 8416 23 9339 23 9812 23 11089 23 11704 23 1324124 8495 24 9418 24 9905 24 11182 24 11816 24 1335325 8574 25 9497 25 9998 25 11275 25 11928 25 1346526 8653 26 9576 26 10091 26 11368 26 12040 26 1357727 8732 27 9655 27 10184 27 11461 27 12152 27 13689

28 11554 28 12264 28 1380129 11647 29 13913

p6 7243 30 11740 30 1402531 1413732 14249

Step = 70 Step = 73 Step = 79 Step = 91 Step = 110 Step = 124 Step = 220 231 231ECE min e0 5453 ECE min e0 7367 ECE min e0 8362 ECE min e0 9742 ECE min e0 11830 ECE min e0 14344 ECE min e0 18159 e0 19265 e0 20648ECE max e7 5943 ECE max e11 8170 ECE max e13 9389 ECE max e13 10925 ECE max e18 13810 ECE max e16 16328 ECE max e3 18819 e3 19958 e9 22727

xxx ECE p positions from MAPS introduction in 2001

Step = Step =Step =

Salary scale valid as of 1 Jan 2016

Step = Step = Step = Step = Step =Min 3858 Min 4592 Min 5464 Min 6503 Min 7738 Min 8513 Min 10130 Min 12055 Min 14346 Min 17072Midpoint 4630 Midpoint 5510 Midpoint 6557 Midpoint 7803 Midpoint 9286 Midpoint 10215 Midpoint 12156 Midpoint 14466 Midpoint 17215 Midpoint 20486Max 5402 Max 6428 Max 7650 Max 9104 Max 10834 Max 11918 Max 14182 Max 16877 Max 20084 Max 23900

83.333% 3858 83.333% 4592 83.333% 5464 83.333% 6503 83.333% 7738 83.333% 8513 83.333% 10130 83.333% 12055 83.333% 14346 83.333% 1707284.000% 3889 84.000% 4628 84.000% 5508 84.000% 6555 84.000% 7800 84.000% 8581 84.000% 10211 84.000% 12151 84.000% 14461 84.000% 1720885.000% 3936 85.000% 4684 85.000% 5573 85.000% 6633 85.000% 7893 85.000% 8683 85.000% 10333 85.000% 12296 85.000% 14633 85.000% 1741386.000% 3982 86.000% 4739 86.000% 5639 86.000% 6711 86.000% 7986 86.000% 8785 86.000% 10454 86.000% 12441 86.000% 14805 86.000% 1761887.000% 4028 87.000% 4794 87.000% 5705 87.000% 6789 87.000% 8079 87.000% 8887 87.000% 10576 87.000% 12585 87.000% 14977 87.000% 1782388.000% 4074 88.000% 4849 88.000% 5770 88.000% 6867 88.000% 8172 88.000% 8989 88.000% 10697 88.000% 12730 88.000% 15149 88.000% 1802889.000% 4121 89.000% 4904 89.000% 5836 89.000% 6945 89.000% 8265 89.000% 9091 89.000% 10819 89.000% 12875 89.000% 15321 89.000% 1823390.000% 4167 90.000% 4959 90.000% 5901 90.000% 7023 90.000% 8357 90.000% 9194 90.000% 10940 90.000% 13019 90.000% 15494 90.000% 1843791.000% 4213 91.000% 5014 91.000% 5967 91.000% 7101 91.000% 8450 91.000% 9296 91.000% 11062 91.000% 13164 91.000% 15666 91.000% 1864292.000% 4260 92.000% 5069 92.000% 6032 92.000% 7179 92.000% 8543 92.000% 9398 92.000% 11184 92.000% 13309 92.000% 15838 92.000% 1884793.000% 4306 93.000% 5124 93.000% 6098 93.000% 7257 93.000% 8636 93.000% 9500 93.000% 11305 93.000% 13453 93.000% 16010 93.000% 1905294.000% 4352 94.000% 5179 94.000% 6164 94.000% 7335 94.000% 8729 94.000% 9602 94.000% 11427 94.000% 13598 94.000% 16182 94.000% 1925795.000% 4399 95.000% 5235 95.000% 6229 95.000% 7413 95.000% 8822 95.000% 9704 95.000% 11548 95.000% 13743 95.000% 16354 95.000% 1946296.000% 4445 96.000% 5290 96.000% 6295 96.000% 7491 96.000% 8915 96.000% 9806 96.000% 11670 96.000% 13887 96.000% 16526 96.000% 1966797.000% 4491 97.000% 5345 97.000% 6360 97.000% 7569 97.000% 9007 97.000% 9909 97.000% 11791 97.000% 14032 97.000% 16699 97.000% 1987198.000% 4537 98.000% 5400 98.000% 6426 98.000% 7647 98.000% 9100 98.000% 10011 98.000% 11913 98.000% 14177 98.000% 16871 98.000% 2007699.000% 4584 99.000% 5455 99.000% 6491 99.000% 7725 99.000% 9193 99.000% 10113 99.000% 12034 99.000% 14321 99.000% 17043 99.000% 20281

100.000% 4630 100.000% 5510 100.000% 6557 100.000% 7803 100.000% 9286 100.000% 10215 100.000% 12156 100.000% 14466 100.000% 17215 100.000% 20486101.000% 4676 101.000% 5565 101.000% 6623 101.000% 7881 101.000% 9379 101.000% 10317 101.000% 12278 101.000% 14611 101.000% 17387 101.000% 20691102.000% 4723 102.000% 5620 102.000% 6688 102.000% 7959 102.000% 9472 102.000% 10419 102.000% 12399 102.000% 14755 102.000% 17559 102.000% 20896103.000% 4769 103.000% 5675 103.000% 6754 103.000% 8037 103.000% 9565 103.000% 10521 103.000% 12521 103.000% 14900 103.000% 17731 103.000% 21101104.000% 4815 104.000% 5730 104.000% 6819 104.000% 8115 104.000% 9657 104.000% 10624 104.000% 12642 104.000% 15045 104.000% 17904 104.000% 21305105.000% 4862 105.000% 5786 105.000% 6885 105.000% 8193 105.000% 9750 105.000% 10726 105.000% 12764 105.000% 15189 105.000% 18076 105.000% 21510106.000% 4908 106.000% 5841 106.000% 6950 106.000% 8271 106.000% 9843 106.000% 10828 106.000% 12885 106.000% 15334 106.000% 18248 106.000% 21715107.000% 4954 107.000% 5896 107.000% 7016 107.000% 8349 107.000% 9936 107.000% 10930 107.000% 13007 107.000% 15479 107.000% 18420 107.000% 21920108.000% 5000 108.000% 5951 108.000% 7082 108.000% 8427 108.000% 10029 108.000% 11032 108.000% 13128 108.000% 15623 108.000% 18592 108.000% 22125109.000% 5047 109.000% 6006 109.000% 7147 109.000% 8505 109.000% 10122 109.000% 11134 109.000% 13250 109.000% 15768 109.000% 18764 109.000% 22330110.000% 5093 110.000% 6061 110.000% 7213 110.000% 8583 110.000% 10215 110.000% 11237 110.000% 13372 110.000% 15913 110.000% 18937 110.000% 22535111.000% 5139 111.000% 6116 111.000% 7278 111.000% 8661 111.000% 10307 111.000% 11339 111.000% 13493 111.000% 16057 111.000% 19109 111.000% 22739112.000% 5186 112.000% 6171 112.000% 7344 112.000% 8739 112.000% 10400 112.000% 11441 112.000% 13615 112.000% 16202 112.000% 19281 112.000% 22944113.000% 5232 113.000% 6226 113.000% 7409 113.000% 8817 113.000% 10493 113.000% 11543 113.000% 13736 113.000% 16347 113.000% 19453 113.000% 23149114.000% 5278 114.000% 6281 114.000% 7475 114.000% 8895 114.000% 10586 114.000% 11645 114.000% 13858 114.000% 16491 114.000% 19625 114.000% 23354115.000% 5325 115.000% 6337 115.000% 7541 115.000% 8973 115.000% 10679 115.000% 11747 115.000% 13979 115.000% 16636 115.000% 19797 115.000% 23559116.000% 5371 116.000% 6392 116.000% 7606 116.000% 9051 116.000% 10772 116.000% 11849 116.000% 14101 116.000% 16781 116.000% 19969 116.000% 23764116.667% 5402 116.667% 6428 116.667% 7650 116.667% 9104 116.667% 10834 116.667% 11918 116.667% 14182 116.667% 16877 116.667% 20084 116.667% 23900

Salary Grid: 1st September 2016Grade 3Grade 2Grade 1 Grade 8 Grade 9 Grade 10Grade 4 Grade 5 Grade 6 Grade 7

17


BMJ:3-4-5or4-5-6

PeopledoingthesamejobmaynotbeclassifiedinthesameBMJ(ex:safetycoordinator,superintendent,CCCoperators)

• CPCà grade4inaBMJ3-4-5• CPDà grade5inaBMJ4-5-6

Clearly in opposition to BMJ definition:”a grouping of individual work situations with similar main activities and a common aim.”

à BMJ4-5-6


BMJ:3-4-5or4-5-6

• Differentguidelines:• Technicians: CPDà grade5,inBMJ4-5-6• Admin.Assistants: CPDà grade5,inBMJ3-4-5

• Distortionacrossprofessionalcategoriesisnotacceptable

• StaffAssociationurgesequaltreatmentforallCPD• HRwillreviewall(250)adminassistantsforappropriateclassification.

This slides was modified after the meetingto reflect an error pointed out by HR

18


Actions

• Reviewyoursituationwithrespectto• yoursalaryposition:withingrade,orpersonalposition,aboveorbelowgrade?ExpectationsnowvsinMARSsystem?

• yourbenchmarkjob:correcttitle?appropriatecareerperspective?Comparisontocolleaguesperformingthesamejob?

• IfneededseekhelpfromyourStaffAssociationdelegates.


Actions

IfyoubelievethattheBMJisnotcorrect,includingfromthecareerperspectivepointofview:

• MakeafirstwrittenrequestforareviewofthedecisiontoyourHRA,supervisorandgroupleader.

• Stateyoursituationandtheproblemyouseeandifpossiblestateyourrequestforchange.

• Writtenrequestbyemail,orbetteryetbyletter.• HRAandmanagementmustanswerandattheveryleastacknowledgetherequest.

19


Actions

Ifyoudonotgetananswer,orarenotsatisfiedwiththeanswer:

• ConsultwithyourStaffAssociationDelegatesorour”IndividualCasesCommission”.

• Wecanadviseyou,andwewillkeeptrackofthedifferentissueswhichwecanreporttoHR.

• Wewillevaluatewithyouthepossibilityofaformalrevieworaninternalappeal.


CERN SRR: S VI 1.03 Procedures for the settlement of disputes

Adecision may be challenged:

a) within theOrganization,either through thereview procedure ordirectly through theinternal appeal procedure. These twoprocedures cannot be initiated simultaneously with respecttothesame decision;

b) byfiling acomplaintwith theAdministrativeTribunaloftheInternationalLabourOrganization (ILOAT)oncethedecision is final,i.e.when it cannot be challenged within theOrganization orwheninternal procedures havebeenexhausted.

Appeals:Legalbackground

20


Appeals:practically

• Detriment,griefmustbewellestablishedandproven.

• Advancementisaright,promotionisnot.• Newcareerstructure:decisioninforceonSept.1st

• Requestforreviewdeadline:30calendardays• InternalAppealdeadline:60calendardays


Actions• Ifyouarestillnotsatisfiedwiththeresults,• IftheIndividualCasesCommissionestimatesthatthereisgroundtobringthecasetotheILOAT,

• Wewillhelpandassistyoutolodgeanappeal.• WewilladviseagainstthecasesthatdonotpresentargumentsstrongenoughtostandachancetotheILOAT.

• Youcanalsoactindependently.

21


Solutions

• Wedoexpectthatsomepeoplewillcomeforthwithissues.

• WewillreporttoHRandwillaskthatsolutionsbeputinplaceasneeded.

• Weareconfidentthatthevastmajorityofsituationswillbesolvedinternallyuponfirstrequest.


Andstillonourwatch…

22


2016:Promotions

• PromotiondefinedasachangeofGrade

• PromotionscanhappenwithinaBMJortogetherwithachangeofBMJ.

• ChangeofBMJcanbelinkedtoapromotionorbewithsamegrade.


Career Evolution

Change of benchmark jobwithin the same Grade

Promotionto a higher Grade

BMJ with same Grade span

Computing Engineer (6-7-8)Grade 8 to HR Professional(6-7-8) Grade 8

BMJ with higher Grade span

Electronics Technician (3-4-5) Grade 5 to Electronics TechnicalEngineer (4-5-6) Grade 5

Same BMJ

Electrical Technician (3-4-5)Grade 3 promoted to Grade 4(~technician B to C)

“higher” BMJ

Electrical Technical Engineer(4-5-6) in Grade 5 to a BMJof Electrical Engineer (6-7-8)in Grade 6(~Technical Engineer D to Engineer E)

(Mainly) Internal MobilityOccurs any time

throughout the year(Personal Action Form)

Occurs only at the Annual exercise (July)

Promotions

Includes CPD Admin Staff

(Mainly) Correction of anomaly in implementation of

New career structure Occurs any time

Until May 1st 2017(Simplified Procedure)

23


2016:Promotions

• PromotionswillbegovernedbythePromotionsGuide,replacingtheCareerPathGuide

• ReasonablemodificationstotheGuide

• Processesshouldbeverysimilartoexisting


2017:Monitoring

• AnynewcareerstructureatCERNhasprompteda”monitoring”subgroupoftheSCC.• Toreviewtheimplementationandissues• Criticallymonitorthefirstannualexercisesfromastatisticalpointofviewtodetectandcorrectanydistortionandtosteertheprocessaccordingly.

• Thissubgroupshouldbecreatedsoontostartworkonthefirstissuesofimplementation

24


2017:therestofthepackage• InternalMobility

• AgreementacrossCERNtoworktogether• A”cultural”challenge

• ValidationofskillsandcompetenciesAcquiredthroughExperience• Internaluse,andasinsourcingcompetencies• Outsourcingismoredifficult

• CareerDevelopmentInterviews• Takingaccountoftheaspirationsofthestaff,• andoftheneedsoftheOrganization.


Mainmessages• Implementationofthe5YRisinfullswing• Milestoneachievedat1st September

• Thenewcareerstructurewillimpactyou!Inseveralways…

• Reviewyoursituationandtakeactionaccordingly• TheStaffAssociationcanadvise,help,assist…

• Stillalottodobeforeendof2016• PromotionGuide• ProceduresandAnnualperformanceassessments

• Andanotherfewcriticaltopicsin2017• Partofthe5YR• Topartiallyoffsetthelossesincareeradvancement

25


TimeforQuestions!

Documents

2016-09-22 PublicMeeting pubstaff-association.web.cern.ch/sites/staff... · 9/22/2016 · Members States to give a ”10 to 15 years break” for the package to produce full effect