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CERN HR Department: Empowering Excellence and Collaboration at the Forefront of Research

Learn about CERN HR Department's pivotal role in shaping the organization's workforce through talent acquisition, capacity planning, and employee engagement. Discover the CERN Competency Model and Code of Conduct, essential pillars for staff development and behavior.

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CERN HR Department: Empowering Excellence and Collaboration at the Forefront of Research

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  1. CERN people and CERN organization Anne-Sylvie CATHERIN HR Department

  2. CERN’s mission “The Organization shall provide for collaboration among European States in nuclear research of a pure scientific and fundamental character.” • Research • Education • Technology • Collaboration

  3. CERN - Main Bodies • CERN Council • The Council is ultimately responsible for all important decisions; it determines CERN’s policy; approves the programme of activities; adopts the budgets; and reviews expenditure. • Each Member State has two official delegates, one representing his or her government’s administration and the other national scientific interests. • Subordinate bodies • Finance Committee • Scientific Policy Committee • TREF • Standing Concertation Committee • For all measures regarding employment conditions

  4. Who works at CERN

  5. Demographics next

  6. Category Evolution next prev

  7. Gender next prev

  8. Age & Seniority next prev

  9. HR Department Remit • Enable the Organization to furtherits excellence by: • • defining the talents and competenciesneeded to accomplish the Organization’s mission; • • recruiting, retaining, and developing the staff withthese talents and competencies. • In thiscontext, HR Departmentplays a proactive role as: • a partner in the definition of humanresourcespolicy; • a guarantor for the consistent implementation of thispolicythroughout the Organization, and • a facilitator for all questions concerninghumanresources.

  10. HR - Strategy • CERN HR POLICY HR Mandate HR Structure Learning & Development Performance & Reward Talent Acquisition Capacity Planning Engagement des Talent Management Diversity Performance & Récompense Recrutement & Gestion des contrats Planification des effectifs Apprentissage & Perfectionnement Main activities / Pillars Rôles & Structure Employee Engagement Foundation Values, Code of Conduct and Competency Model

  11. CERN’sHumanResourcesStrategy CERN Mission/Strategy Interviews HR Mandate Needs and Challenges from Management HR Strategy Staff meetings and staff survey Staff concerns and priorities HR Initiatives

  12. HR - Initiatives

  13. CERN Values - EXCELLENCE INTEGRITY Behaving ethically, with intellectual honesty and being accountable for one’s own actions COMMITMENT Demonstrating a high level of motivation and engagement to the Organization PROFESSIONALISM Producing a high level of results within resource and time constraints and fostering mutual understanding CREATIVITY Being at the forefront of one’s professional field, furthering innovation and organizational development DIVERSITY Appreciating differences, fostering equality, and promoting collaboration

  14. CERN Code of conduct • What does it address and to whom does it apply? • Common standards of professional behaviour based on CERN values (vs. Code of Ethics) • Guide in helping us, as CERN contributors, to understand how to conduct ourselves, treat others and expect to be treated. • Applicable to all CERN contributors, i.e. not only staff members but also the user community, subcontractors, consultants... • What form does it have in practice? • Short (4 pages) and intentionally so, organized around the five CERN values • Extensive FAQ list available to increase understanding of how the Code applies to practical situations • Where to find it?

  15. CERN Code of conduct

  16. CERN Competency Model • A reference framework that is the keystone to HR management. It will help optimizing our HR processes (recruitment, contract management, performance, promotion, learning and development, mobility, succession) • A common language • A roadmap for staff CONSISTENCY AND COHERENCE ACROSS HR PROCESSES

  17. CERN Competency Model

  18. According to a recent staff survey... Excellent level of job satisfaction Passionate personnel Interesting work Creative work which allows psychological development Pride to take part in fundamental research in particle physics Very pleasant “international campus” environment Highly qualified colleagues Variety of skills and professions Effectiveness of continuous learning Pleasant conditions (except buildings!)

  19. You at CERN... Exciting times First results of the LHC ..... Opportunities for a rich & rewarding career And who knows... ...a future Nobel Prize???

  20. CERN. Take part.

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