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MARS Merit Appraisal & Recognition Scheme Administrative Circular No 26

A dynamic and merit-oriented career system that offers flexible possibilities for progression, financial awards, and career development based on performance and expertise.

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MARS Merit Appraisal & Recognition Scheme Administrative Circular No 26

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  1. MARS Merit Appraisal & Recognition SchemeAdministrative Circular No 26

  2. MARS • Induction interview • Mid-probation report • End probation report • Annual interview • Annual advancement • Salary band change • Career path change • Financial awards • Advancement outside annual exercise

  3. Aim of the Scheme • Dynamic career and merit-oriented system • Flexible possibilities for rapid progression, particularly in early stage of career • Prospects for higher performers • Career development based on performance, expertise and functions • Long-term career prospects • Emphasis on financial responsibility of departments

  4. Induction interview • Induction programme includes interview with supervisor aiming to establish • work objectives over first 12 months probation period • Training Should take place in first few weeks of arrival

  5. Mid-Probation report • First 6 months’ staff contract = mid-probation • Report written by supervisor • Report shown to staff member • Follow-up by HR advisor

  6. End probation report • First 12 months’ staff contract = end of probation • Report written by supervisor • Report shown to staff member • Follow-up by HR advisor

  7. End of probation period • First opportunity for merit recognition • Each department has a budget for end-of-probation steps • Steps are awarded with effect from end of probation • NB : notice period changes at end of probation: 1 month → 3 months

  8. Annual Interview • Annual interview between staff member and supervisor • Supervisor analyses results • Supervisor and Group Leader assess the performance • Department Head, after consultation of the appropriate persons, qualifies the performance: • Particularly Meritorious • Meritorious • Non meritorious

  9. Annual Advancement • Meritorious: 1 periodic step in bands a, b, c • Particularly meritorious: • 1 or more additional steps in bands a, b, c and ECE • change of (old) personal position • Non-meritorious: non-award of periodic step • Procedure: department head • decides on award of periodic step via performance qualification (see previous slide) • proposes number of additional steps based on: • Comparison of performance of staff • Specific budgetary guidelines

  10. Promotion/Salary Band Change • From band a to b • Based on performance • Salary increase of at least one step • From band b to c / career review • Based on performance and expertise • Advice by group leaders and HRA (for career paths AA to E) • Salary increase of at least two steps

  11. Promotion/Change of Career Path • Career Review • Criteria: • Level of functions • Minimum 12 months in higher functions (36 months maximum) • Recommendations to DG by: • AA to E: HR + internal assessors • E to F: Directorate • F to G: Executive Board • Salary increase equivalent to at least two steps

  12. 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 5% and 10% of basic salary • Maximum level: Gb.19

  13. Advancement/outside annual exercise • End-of-probation step • Steps • After first 24 months of service • Six or 12 months after change of functions

  14. Definitions • Advancement: • award of periodic step • award of additional step(s) • Promotion: • Change of salary band • Change of career path • Exceptional Career Path Extension (ECE) • Financial Awards: • Award for Extraordinary Service • Responsibility Award

  15. Recommended distribution(total number of steps) 16

  16. Recommended distribution of additional steps (2007) • Periodic only: 25-30 % of staff • Periodic + 1 additional step: 25-35 % of staff • Periodic + 2 additional steps: 15-20 % of staff • Periodic + 3 additional steps: 8-10 % of staff • Periodic + 4 additional steps: 5-6 % of staff • Periodic + 5 (or more) add. steps: 1-3 % of staff

  17. Advancement and 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 • Additional steps in ECE • step value of eligible staff • Advancement outside annual merit recognition exercise: • Additional step at end of probation period: 75% of step value of staff recruited the previous calendar year • Additional steps after 6/12/24 months: personnel budget of department

  18. Budget for Financial Awards • Awards for Extraordinary Service • Specific budget as % of salaries • Responsibility Allowance • No specific budget: are taken from the departmental personnel budget

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