2006 Guidelines for Advancement and Promotion

1. General

The Director-General has now fixed the guidelines and schedule for the 2006 annual advancement review in the framework of the Merit Advancement and Promotion Scheme (MAPS).

Procedures are set out in Administrative Circular 26 (Rev. 6). All decisions will be made by 1 July 2006. These now include career path changes for staff in Career Paths A to D.

Departments are invited to comply strictly with the target date for the completion of the annual interviews which this year has been fixed at 15 March 2006. Group Leader evaluations are expected to be finalized by 13 April 2006. Exceptions due to particular circumstances (e.g. long-term absences) must be documented.

The annual appraisal report should be completed using the electronic version in the EDH system.

2. Budget guidelines

Within the annual advancement budget, the guideline allocations have been defined by the Director-General on a departmental basis for staff in Career Paths A to E and on a CERN-wide basis for staff in Career Paths F and G. Within their global advancement allocations, Department Heads may propose some flexibility of application on a case-by-case basis. In particular, additional steps and EAZ increases may be converted into exceptional service premiums (see below).

3. Advancement and career review guidelines

  • a) Career Paths A to E (as % of eligible staff)

    • Additional merit steps and increases in the Exceptional Advancement Zone (EAZ) up to 30%
    • salary band changes up to 15% (of which not more than 50% may take place from the transitional point of bands "a" and "b")
    • extensions of career in the EAZ up to 15%

N.B. Changes of career path will be evaluated on the basis of the Career Path Guide by the Human Resources Department or TEACC (see below) and are not subject to guideline allocations.

  • b) Career Paths F and G

    As in previous years, senior staff advancement (into and within Career Paths F and G) will be reviewed according to the Director-General's guidelines to Department Heads.

    Proposals for career path changes E to F and salary band changes from Fa to Fb are assessed by the Human Resources Department and transmitted to the Directorate and the Executive Board with a view to establishing recommendations to the Director-General for decision.

    Salary band promotions to Fc will be analysed by the Senior Staff Advisory Committee (SSAC), which will make a recommendation for discussion by the Executive Board and decision by the Director-General.

    The Executive Board will analyse proposals from Department Heads for career path changes F to G, as well as salary band changes Ga to Gb together with SSAC members and make recommendations to the Director-General for decision.

4. Exceptional Service Premiums (ESPs)

Premiums may be awarded at any time of the year, independently of the annual advancement exercise for specially appreciated services or achievements of a time-limited nature. Departments may, at their discretion, convert some of their allocation of additional steps and increases in the Exceptional Advancement Zone into exceptional service premiums. The conversion rate will be 1 step equating 5 ESP units of 1.000 CHF each.

5. Responsibility Allowances

Departments are invited to make use of responsibility allowances for a particular higher-level, time-limited responsibility. The allowance is granted initially for one year, renewable up to a total of six years but limited to the period of responsibility. The maximum amount is 10% of monthly basic salary.

Technical Engineers and Administrative Careers Committee (TEACC)

1. Composition and mandate

Members of TEACC are appointed by the Head of Human Resources Department from staff normally in Career Paths F or G.

TEACC examines proposals for change from Career Path D to Career Path E and makes its recommendations to the Head of Human Resources Department.

2. Procedure

Proposals may be made to TEACC in the following situations:

    • 2.1 The staff member has a recognised university diploma and is reassigned to functions considered by the department as corresponding to Career Path E. The proposal may be made after a minimum of one year in the new activity.
    • 2.2 The staff member does not have a recognised university diploma and is transferred, reassigned to, or is already performing, functions previously recognised as corresponding to Career Path E, or considered by the department as having evolved to this level. The proposal may be made, within the annual staff review, when the staff member has performed the current functions for a minimum of one year.

Starting this year, candidates will be invited to an interview with the full TEAC Committee.

3. Re-submissions of proposals

If a proposal is rejected at one TEACC review, the staff member concerned may not be proposed the following year.

Human Resources Department
Tel. 73566

by HR Department