MARS

Merit Appraisal & Recognition Scheme

2 CERN HR DepartmentStrategy, Management and Development

Overview

• Aim of the Scheme• Main characteristics of the salary

structure• Annual Performance Appraisal• Advancement• Promotions• Financial Awards• Budgets

3 CERN HR DepartmentStrategy, Management and Development

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 instead of driven by quotas• Long-term career prospects• Emphasis on financial responsibility of departments

4 CERN HR DepartmentStrategy, Management and Development

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Main characteristics

• 8 career paths, with 3 salary bands (except AA, A and G: 2 bands)

• a and b band generally shorter, c band longer

• Same value of steps in all salary bands within same career path (except for career path G)

• ECEs in all career paths, including Fc, Ga and Gb

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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

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Annual Appraisal Procedure

• 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

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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

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9

Recommended distribution(total number of steps)

8

25 25

15

8

5

1

8

30

35

20

10

6

3

0

5

10

15

20

25

30

35

40

0 1 2 3 4 5 6+

No. steps

%a

ge

Recommended Min % Recommended Max %

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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

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Salary Band Change

• 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– Advice by group leaders and HRA (for career

paths AA to E)– Salary increase of at least two steps

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Career Path Changes

• 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

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Entry into ECE

• Eligible staff: – last position of career path in career paths AA-F– last position of salary band in career path G

• Expected to stay within similar functions

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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

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Advancement and Promotion Budgets

1. 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

2. Additional steps in ECE– step value of eligible staff

3. 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

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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