New Communication Policy of the New Communication Policy of the Staff AssociationStaff Association
Caroline CAZENOVESCaroline CAZENOVES
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Why?Why?
Public meeting – May 2013
• Get more visibility
• Modernize our image
• Share relevant information using lively and dynamic tools
• Increase the awareness of the staff on various topics
• Engage a better and efficient dialogue with CERN staff members, CERN Staff Association members, your delegates and outside
Convince staff to become a member of the Staff Association and, even better, a staff delegate
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What / Which targets?What / Which targets?
Public meeting – May 2013Public meeting – May 2013
NewNew
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What’s new?What’s new?
Public meeting – May 2013
• New logo = Great success
• 2 types of videos: Photobox / Funny ads
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•Panels: special offers, actions, general information, hot notices
•Participation in CERN events: Relay race, Passport tothe Big Bang, Open Days
•New website (end of 2012)
In the near future:
•Website with 3 access levels (public, SA members, delegates) for a better support with specific information for each category
•(Staff Association represented at the 1st induction session)
OtherOther
Public meeting – May 2013
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•Join us and follow our news on: http://www.facebook.com/StaffAssociation.Cern
•Website: http://staff-association.web.cern.ch/
Your feedback is essential!
Thank you for your attention!
Public meeting – May 2013
Restructuring the Staff CouncilRestructuring the Staff Council
Céline GROBON Céline GROBON andand Almudena SOLERO Almudena SOLERO
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Restructuring Staff CouncilRestructuring Staff Council
Fewer delegates in Staff Council: 60 45
•More time for delegates • contact with colleagues
• training
• work in-depth on subjects to be dealt with
•Improve efficiency and stimulate work in Standing Committees
•Elections (November 2013) for new Staff Council in 2014
Public meeting – May 2013
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The Staff Council and youThe Staff Council and you
Public meeting – May 2013
Members
Non-members
10 % 20 - 40 % 50 - 100 %
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Increased visibility for work of Staff Delegate Increased visibility for work of Staff Delegate
Our demands
•Equal opportunities • Basis for setting professional objectives (MARS) should be with respect to
actual time working for the Group
• Corresponding subsequent performance evaluation (MARS) should be made accordingly
• Staff Association President can send a memo to Group leader confirming functions and detailing time devoted to SA activities
•Recognition• Training provided in framework of Staff Association (competency model) • Experience acquired (MARS)
• Responsibilities (career review)
• Facilitate return into regular activity at end of mandate
Public meeting – May 2013
Work of delegate in Staff Association is work
in the interest of the Organization and hence
must be fully recognized and integrated in
the career of the staff
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Introduction to five yearly review (5YR)Introduction to five yearly review (5YR)
• Justification and goalsJustification and goals
• TimetableTimetable
• What happened in 2010What happened in 2010
• SA SurveySA Survey
Public meeting – May 2013
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5YR definition: SR&R Annexe A15YR definition: SR&R Annexe A1
• Goal: Goal: CERN must remain a centre of excellenceCERN must remain a centre of excellence
• SRR art. II 1.03:SRR art. II 1.03:• The Organization must be able to recruit and retain the staff members The Organization must be able to recruit and retain the staff members
required for the execution of its mission:required for the execution of its mission:• From all Member StatesFrom all Member States• Of highest competence and integrityOf highest competence and integrity
• Means: Periodic reviews of the financial and social conditions of Means: Periodic reviews of the financial and social conditions of the members of the personnelthe members of the personnel
• [ Every year: annual review (method)-> annual adjustment ][ Every year: annual review (method)-> annual adjustment ]
• Every 5 years: general review -> 5YREvery 5 years: general review -> 5YR• Compulsory: Salary levelsCompulsory: Salary levels
• Optional: other employment conditionsOptional: other employment conditions
Public meeting – May 2013
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5YR –Timetable5YR –Timetable
Public meeting – May 2013
Data collectionData collection
DG proposals :DG proposals : Council decisonCouncil decison
List of subjects :List of subjects :
concertation concertation
Consultation Consultation
of staffof staff
ImplementationImplementation
Data Data analysisanalysis and and
internal proposalsinternal proposals
Proposals and Proposals and concertationconcertation
TodayToday Dec. Dec. 20132013
Jun. Jun. 20142014
Dec.Dec. 20152015
Jun. Jun. 20152015
Dec.Dec. 20142014
Subjects :Subjects : Council decisionCouncil decision
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2008 survey results: staff priorities2008 survey results: staff priorities
Public meeting – May 2013
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1ere priorite 2eme priorite 3eme priorite 4eme priorite 5eme priorite
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Staff survey in October.Staff survey in October.
• YourYour priorities, priorities, youryour choices will be choices will be oursours• Salary (mandatory)Salary (mandatory)• Other financial and social conditions (optional) Other financial and social conditions (optional)
• Health insuranceHealth insurance• Career evolutionCareer evolution• Contract policyContract policy• PensionPension• Family policyFamily policy• Training, etc.Training, etc.
• Representativeness and strength of Representativeness and strength of youryour SA SAHigh participation rate to surveyHigh participation rate to survey
Strong SA MembershipStrong SA Membership
Public meeting – May 2013
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Contract Contract policy and LD to IC exercisepolicy and LD to IC exercise
• Definitions and modelDefinitions and model• StatisticsStatistics• History of Contract PolicyHistory of Contract Policy• BottleneckBottleneck• Our claimsOur claims• Possible solutionsPossible solutions
Public meeting – May 2013
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Definitions and modelDefinitions and model
• IC = indefinite contractIC = indefinite contract• LD= limited durationLD= limited duration• IC ratio: number of IC holders / number of staffIC ratio: number of IC holders / number of staff• LD to IC conversion ratio in a given year:LD to IC conversion ratio in a given year:
IC awarded /( IC awarded + LD departures )IC awarded /( IC awarded + LD departures )
• In steady state (number of IC constant) In steady state (number of IC constant) every IC departure triggers a LD to IC conversionevery IC departure triggers a LD to IC conversion
Public meeting – May 2013
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StatisticsStatistics
Public meeting – May 2013
LD Arrivals
IC awarded
IC departures
Insourcing
Insourcing
LS1 Flexibility
LS1 Flexibility
3 + 3 years 4 years
# of people
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History of contract policyHistory of contract policy
Public meeting – May 2013
features Before 2006 2006-2009 After 2009
Duration in LD 3 + 3 (+3) years 4 + 2 years 5 years
Renewal/extension Extension + 3yr (LHC)
Possible under conditions
Not possible
Selection process Examination (DCRB)
Examination (DCRB) Competition (CCRB)
Possibility to apply On invitation only(no self-initiative)
On invitation only(no self-initiative)
Several (self-initiative)( 2011 twice/yr)
Eligibility for IC During 2nd 3 years After 3 years After 1 year (probation period)
Our key objectives:Our key objectives:•Favour excellenceFavour excellence•Reduce job insecurityReduce job insecurity•Enhance possibility to get an IC contract as early as possible in careerEnhance possibility to get an IC contract as early as possible in career•Staff member can take initiativeStaff member can take initiative•Every contract policy is the result of a compromiseEvery contract policy is the result of a compromise
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BottleneckBottleneck
Public meeting – May 2013
• Demographics:
Low number of IC departures in the coming years (around 40/yr)
• Lot of LD contracts (LS1 flexibility posts) eligible for IC in 3 coming years
• Management self-imposed constraint: 1750 IC ceiling
• Raw LD to IC conversion ratio of 30% if nothing is done
• Such a low ratio never occurred in the last 12 years Unacceptable for SA
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Such a low ratio is bad for the OrganizationSuch a low ratio is bad for the Organization
Public meeting – May 2013
• Bad image• Unfair employer• “Kleenex employees”
• Reduced attractiveness• Reduced effectiveness of LD contracts• Contrary to common beliefConsidering initial training, need for coaching by experienced staff, preparing for CCRB, disengagement while looking for a new job, end-of-contract indemnities, and possible unemployment benefits
LD contract yearly effective cost is significantly higher than for IC contract!Read article in next issue of Echo
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Such a low ratio is bad for staffSuch a low ratio is bad for staff
Public meeting – May 2013
• LD contract holders• No distinction between LS1 flexibility post and other LD post
• Intensified competition for all LD holders!
• Reduced career perspective
• Reduced motivation
• IC contract holders• Reduced interest for coaching new staff
• larger turnover = weakened teams and reduced team spirit
• Would you have been granted an IC contract under such conditions (solidarity) ?
• Not the best signal with respect to the long-term survival of Organization
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Our demandsOur demands
Public meeting – May 2013
• New contract policy was approved with some boundary conditions (LD to IC ratio around 60% at that time)
• New contract policy under current conditions (Raw LD to IC ratio of 30 %) is too low Something needs to be done in 2013−2015
• Flexibility scheme bump is the result of decision by current Management Current Management should find a solution!
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Possible solutionsPossible solutions
Public meeting – May 2013
• Interpret the 1750 IC ceiling• 1750 people 1750 FTE (= 1820 IC) 1750 FTA (=1836 IC)• Short-term solution (a few years)
• Give up self-imposed constraint = break the 1750 IC ceiling• 2250*0.8*1.05 (“FTA”) = 1890 IC (80% for baseline posts)
• New projects decide by new European Strategy• 2250 FTA 2400 FTA?
• Take into account fellows in LD calculations?• More favourable LD to IC ratio
CERN is a centre of excellence. It needs appropriate manpower resources: skilled and experienced staff
Last Minute: 40% LD to IC conversion ratio
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SummarySummary
Public meeting – May 2013
• Communication• Modernize image, increased visibility, professional tools
• Restructuring• Better recognition of work of delegates
• No special, but equal and fair treatment• Training, preparation, Professional President’s Office • Elections end 2013
• Preparation of 5YR 2015• Survey October 2013 your wish list• Decision Autumn 2015• Recruit excellence, highest competence in all MS
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SummarySummary
Public meeting – May 2013
• LD to IC• No decisions based on self-imposed constraints• Recently proposed 40% is still too low• Coherent contract policy• Experienced long-term stable staff
Ensure excellence of service at CERN
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