merit appraisal & recognition scheme. 2 cern hr department strategy, management and development...

Merit Appraisal & Recognition Scheme

2 CERN HR DepartmentStrategy, Management and Development

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


Questions & Answers

• http://humanresources.web.cern.ch/HumanResources/internal/personnel/pmd/cr/MARS.asp

• http://humanresources.web.cern.ch/humanresources/internal/personnel/pmd/cr/mars_fr.asp

http://humanresources.web.cern.ch/HumanResources/internal/personnel/pmd/cr/MARS.asp




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


•


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


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.


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


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– Meritorious– Non 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


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


Salary Band ChangeCareer 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 cGa to Gb

Yes Particularly Meritorious

Yes


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


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


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


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


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


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

March April May JuneM 1T 2W 1 3T 2 4 1F 3 5 2S 4 1 6 3S 5 2 7 4M 6 3 8 5T 7 4 9 6W 8 5 10 7T 9 6 11 8F 10 7 12 9S 11 8 13 10S 12 9 14 11M 13 10 15 12T 14 11 16 13W 15 12 17 14T 16 13 18 15F 17 14 19 16S 18 15 20 17S 19 16 21 18M 20 17 22 19T 21 18 23 20W 22 19 24 21T 23 20 25 22F 24 21 26 23S 25 22 27 24S 26 23 28 25M 27 24 29 26T 28 25 30 27W 29 26 31 28T 30 27 29F 31 28 30S 29S 30

Schedule

3030thth March MarchA-E career path changesA-E career path changessalary band changes b->csalary band changes b->c

F&G promotionsF&G promotionsE to F, Fb to Fc , F to G, Ga to GbE to F, Fb to Fc , F to G, Ga to Gb

1313thth April AprilComplete InterviewsComplete Interviews

1111thth May MayMaps forms signed by GL for comments to staff membersMaps forms signed by GL for comments to staff members

Gathering of proposals (periodic, additional, ECE, ESP, RA)Gathering of proposals (periodic, additional, ECE, ESP, RA)

1818thth May MayReview of proposals by HRReview of proposals by HR

1515thth June JuneEB review & DG approvalEB review & DG approval

2929thth June JuneExercise completeExercise complete

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