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L. Lockwood HR-CB-MI (Monitoring & Informatics). CERN Personnel Statistics 2013. HR Monitoring Improvements. 2013. 2012. Associates for the purpose of international collaboration Cooperation (COAS) Project (PJAS) User (USER) Associates for the purpose of exchange of scientists

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l lockwood hr cb mi monitoring informatics
L. Lockwood

HR-CB-MI

(Monitoring & Informatics)

CERN Personnel Statistics2013
hr monitoring improvements
HR Monitoring Improvements

2013

2012

  • Associates for the purpose of international collaboration
    • Cooperation (COAS)
    • Project (PJAS)
    • User (USER)
  • Associates for the purpose of exchange of scientists
    • Corresponding (CASS)
    • Guest Professor (GPRO)
    • Scientific (SASS)
    • Visiting Scientist (VISC)
  • Associates for the purpose of training
    • Students
    • Trainees
  • 2012: Associated Members of Personnel
  • Associates
    • Paid (PDAS)
    • Unpaid (UPAS)
    • Project (PJAS)
  • Users
  • Students

2009-2012

  • Increased focus on monitoring
  • Five-yearly reporting : Recruitment & Retention
  • Pro-active recruitment actions
  • Additional information on nationality, age and Users

2013 New Categories of Personnel (AC11)

    • Re-classification of employed / associated members of personnel
    • Comparison between 2012 and 2013

Additional Insights

    • New data on Users by primary experiment
    • Increased focus on diversity including working hours and saved leave
members of personnel
Members of Personnel

Pages: 3,6-8

  • Headcount of 2513, but CERN-funded available FTE of 2390
  • MPAs(incl. USER) population relatively stable
  • Increase in Fellows, due to intake of TTE
  • Compared with 10 years ago, significant change in staff : non-staff ratio
category evolution
Category Evolution

Pages: 10-12,14

Continued reduction of manual personnel in favour of engineers

Slight increase in administrative professionals (Cat 5a), but slight decrease in administrative support personnel (Cat 5b) means Cat 5 numbers continue to remain stable

Stability since 2012 of technical, scientific & engineering and research personnel brought in for LS1

gender
Gender

Pages: 9-11,12

Positive selection rate in categories 1, 2, 4 and 5b

10 year positive trend continues

Stable numbers for staff

Male : Female ratio of Fellows has gone down, partly due to TTE

Continued positive trend for users

age seniority
Age & Seniority

Pages: 21,30-31

Stable seniority (12 years)

Average age also stable (44 years)

Age distribution continues to even out in a bell-shaped pattern

Low numbers in 61-65 age bracket means low numbers of departures due to retirement in coming years (challenge for maintaining IC ceiling)

staff recruitment
Staff Recruitment

Pages: 35-38

  • Average age of a new recruit is 33 (was 34 last year)
  • 25% less vacancies in 2013 compared to 2012
  • Still receive almost 100 applicants on average per vacancy
  • Despite significant efforts, still having difficulty attracting staff across several countries
    • 7 Member States with no new recruits this year: Bulgaria, Czech Republic, Denmark, Finland, Norway, Sweden, Slovakia
  • Already attracting candidates from Israel and Serbia
  • 7% not attended interview (8% last year)
  • 3% refused offer rate (7% last year)
  • 8 posts of 113 with recruitment difficulties
arrivals departures
Arrivals & Departures

Pages: 43-45

Overall stable headcount - ‘reflection effect’

Continuing low retirement numbers

Higher numbers of arrivals in categories 2 & 3 replacing departures in category 4

Turnover 5.17%

ld ic ratio
LD IC ratio

Page: 21

Stable LD-IC ratio

Retirement numbers remain low, yet contract expirations are significantly higher

Succession planning and skills retention become challenging

conclusion 2013
Conclusion 2013

2013 saw the start of LS1 and a time of modernizing infrastructure and preparation of the LHC for operation at higher energy. Personnel numbers remained stable across all categories.

The statistics highlight the following challenges:

  • Increasingly low numbers of retirements and increasing number of departures due to LD contract expirations will mean maintaining the IC ceiling and skills retention through succession planning become challenging
  • Attraction and retention of experienced candidates is becoming increasingly challenging due to limited IC prospects
  • Sourcing efforts are continuing, yet we still have continued difficulties to attract candidates for staff positions from a number of Member States.