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SL Annual Divisional Meeting

SL Annual Divisional Meeting. Enrico Chiaveri, SL, CERN. ITEMS. Budget 2002 Succession Planning and Recruitment Industrial Service Contracts MAPS (Merit Advancement and Promotion Scheme) Training SL Technical Specification Committee Safety structure. 2002 SL Budget. OPERATION BUDGET

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SL Annual Divisional Meeting

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  1. SL Annual Divisional Meeting Enrico Chiaveri, SL, CERN

  2. ITEMS • Budget 2002 • Succession Planning and Recruitment • Industrial Service Contracts • MAPS (Merit Advancement and Promotion Scheme) • Training • SL Technical Specification Committee • Safety structure

  3. 2002 SL Budget • OPERATION BUDGET • 2001 payment budget was 16’760 KCHF • 2002 payment budget foreseen is 14’660 KCHF • Difference is 2’100 KCHF or –12.6% average for DIV

  4. 2002 Projects Budget • LHC –› 16.5MCHF • SLI –› 6MCHF • LEP Dismantling –› 3MCHF • CNGS –› 1.60 MCHF • SPS Magnet Consolidation –› 0.4MCHF (0.6 MCHF requested) • SPS Power Converters –› 0.5MCHF (0.9 MCHF requested) • SPS Extraction Channels –› 0.2MCHF (0.8 MCHF requested) • All other requests refused

  5. SL Division 2002 Total Budget • Operation –› 14.66 MCHF • LHC Machine –› 16.5 MCHF • Other Projects –› 11.92 MCHF • TOTAL 43.08 MCHF

  6. Succession planning and recruitment SL Staff Evolution without recruitment

  7. Succession planning and recruitment Sl Staff Evolution by category without recruitment

  8. Succession planning and recruitment

  9. Succession planning and recruitment Allocation of posts to the Accelerator Sector in year 2001 : 5 posts • LHC 2 • PS 1 • SL 2

  10. Succession planning and recruitment Total of posts received in SL : • 2 LD • 2 posts for operator (givenin advance recruitment to be compensated in 2003)

  11. Succession planning and recruitment

  12. SL Division Industrial Service Contracts • Moving Towards Result Oriented • A Policy Decision by CERN Management • What have we achieved: • Creation of two industrial support structures for the division. • Collection of data on activities • Creation of “ Demandes de Travaux” • Creation of “Forfait”

  13. SL Division Industrial Service Contracts • Plan for 2002 : • Continue analysis of Activity Report Data • Improve definitions in the “Demandes de Travaux” • Implement more ”Forfait” • Simulate other “Forfait”

  14. M.A.P.S. (Merit Advancement and Promotion Scheme) • Training and Communication • New supervisor training. • Seminar for all supervisors - Jan/Feb (division based, morning or afternoon) • Supervisor training in Sept/Oct/Nov based on lessons learned from 2002 exercise.

  15. M.A.P.S. (Merit Advancement and Promotion Scheme) • Seminar for all supervisors : • MAPS as a management tool • Communicate MAPS processes as described in Overview and AC 26 • Identify continuity and changes from MOAS to MAPS. • Roles of all concerned • Time scale for 2001-2002 • Advancement guidelines 2002

  16. Training 2001

  17. Training 2001

  18. Training 2001

  19. Training 2001

  20. SL Technical Specification Committee • Divisional committee to oversee all Market Surveys and Technical Specifications for large contracts • This has been a useful exercise for the Division and has been helpful for Engineers & Technicians concerned. • We now have information concerning all future contracts. • A constructive follow up of the future expenditures will now be possible.

  21. SL Specification Committee Work done during year 2001

  22. SL Specification Committee • Work to be done during year 2002 : • Invitations to Tender………….12 • Market Survey ……………….. 2

  23. SAFETY Structure • MOTIVATION  CERN is going through a complete transformation..  • Fewer employees but the same amount of work • Outsourcing of a number of tasks resulting in a diverse workforce • More Technical restraints …And times are changing also • Society in general is less prepared to take risks • More regulations which are becoming increasingly restricting We must make Safety a higher priority in our work. It is in everybody’s business to do so but…

  24. SAFETY Structure • MANDATE The Safety Committee of the Division assists the Division Leader and the Safety Representatives • To that end, it gathers and discusses information and propositions about all safety issues within the Division.  The Safety Committee of the Division holds a plenary session at least every 3 months and a smaller group generally meets once a week.. The Safety Committee of the Division is answerable to the Division Leader.

  25. Members : DSO (Chairman) RSO (Secretary) FGSO (CSO) All TSOs All Safety Linkmen  Safety Coordinator Associate Members (informed and invited if needed) Division Leader and Deputy DPO Invited Representatives (permanently invited) TIS/GS TIS/RP SAFETY Structure Limited trainig (10): DSO, RSO, FGSO, some TSOs, Safety Coordinator, TIS/GS and TIS/RP

  26. SAFETY Structure • THE RESULT A Safety structure within the Division in which: • Safety issues are more obvious • The work to achieve Safety is recognised • Those working within Safety are more motivated • Everybody is better informed • Those working in Safety are more united and have a more coherent structure • The Work towards achieving Safety is more efficient And in which Safety becomes everybody’s business!

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