Entretien d’entrée en fonctions et période probatoire Induction Interview & Probation Period Good morning, My name is xxxxx and I’m working in the Human Resources Department. Today’s presentation is focused on the Induction interview and the probation period at CERN. HR Frontline – 2014

Comment est organisé le Département HR ? Centres of expertise Head Office Frontline Learning & Development Talent acquisition Compensation Benefits Research Sector Accelerator Administration First of all, let me show you how our Department has been structured, based on a service and delivery partnership approach. The office of the Department Head hosts different functions such as the Diversity Office, the Legal Advice, Strategy and Development, administrative support and Member-States relations. Then, we have 3 Centres of Expertise specialized in Talent Acquisition, Compensation & Benefits, Learning & Development As CERN’s global structure, our Frontline has been organized in three main sectors. You will therefore find a FL team for the Administration sector, one for the Research and one for the Accelerators. Strategy & Development MS relations, Legal, Admin. support Diversity CERN Induction Programme

Vos contacts HR Boursiers Titulaires Equipe de Généralistes RH KATHARINE THOMAS-CHEVREUX Coordinatrice du Programme Equipe de Généralistes RH (HR Advisors - HRAs) If we go more in details in the HR department, your main points of contact will be: KTC for the fellow population. She coordinates the fellowship programme. And a team of Human Resources Advisors, HRAs, available to guide you with all the HR-related questions you may have as staff members. You will find their contact details on our web pages. CERN Induction Programme

CERN Induction Programme MARIE-LAURE RIVIER Group Leader Frontline ISABEL PUMARES ARGUELLES HR Advisor for TE FLORENCE LICCI-OUNNOUGH HR Advisor for EN & FP MARIE-LUCE FALIPOU HR Advisor for BE LORE TAILLIEU HR Advisor for PH DONNA CARMONA HR Advisor for IT CHRISTILLE DE POIX HR Advisor for GS AURELIE FAVRE HR Advisor for HR ROLAND BAUMANN HR Advisor for DG, DGS & PF PATRICIA CLERC Assistant of the HRAs for BE, EN & TE KATERINA JANAQI Administrative student (assistant of the HRAs for BE, EN & TE) DONIA GRANDCLAUDE Assistant of the HRAs for IT & PH EMELINE DOLMAZON Assistant of the HRAs for DG, DGS, FP, GS, HR & PF CERN Induction Programme

La période probatoire (1 an) Entretien d’entrée en fonctions Dans les 6 semaines Evaluation de mi- période probatoire Après 5 mois Evaluation de fin de période probatoire Après 11 mois During your first year at CERN, you are going to go through different important steps. 1. The first one is the Induction Interview, mandatory for staff members and highly recommended for fellows. In the first 6 weeks of your contract, your supervisor and you will define the work objectives to achieve during the probation period. This interview is also an opportunity for a dialogue and to talk about your training needs. In parralel, you will be invited by your HRA in order to discuss about your integration at CERN and your work objectives if they have been already identified. At this stage, it is very important that you fully understand what is expected from you so don’t hesitate to clarifiy your objectives with your hierarchy and discuss it with your HRA. 2. Then, the staff members will have two other interviews after 5 months and 11 months of service. There, your supervisor will evaluate your results based on the work objectives as defined. Once again, you will have the chance to discuss and get feedback from your supervisor and then your HRA about your performance so far. If all goes well, as it is in most of the cases, your appointment will be confirmed and you will receive an official notification. Of course, the whole process is transparent and you will receive an electronic copy of all the reports mentioned earlier and you will be able to approve and comment them. CERN Induction Programme

CERN Values We just talked about transparency. Our Organisation has also explicit values which drive excellence. The values of creativity, diversity, commitment, professionalism and integrity are very present in our working environmment and are at the heart of our Code of Conduct. They have also been used for our Competency model introduced in 2011 and implemented in several HR processes. CERN Induction Programme

Le Modèle de Compétences du CERN BEHAVIOURAL COMPETENCIES Let’s have a look at this model more in detail. It consists of Technical competencies divided by domain such as IT, electronic engineering, Physics, Civil Engineering, Finance and procurement, etc. You will also find behavioral competencies, 2 key competencies and 1 leadership competency per value. TECHNICAL COMPETENCIES CERN Induction Programme – Geneviève Guinot CERN Induction Programme

Conclusion As you could see, you won’t be left on your own during your first year at CERN and even after but keep in mind that HR Department and more specifically your HRAs are at your disposal, so don’t hesitate to contact them. CERN Induction Programme

Session trimestrielle – décembre 2014 Avant de partir … Dès 13h30 : Rencontrer votre DAO Vos formalités d’arrivée : - carte d’accès, vignette voiture, compte bancaire, … - Si applicable : votre rdv Installation As a reminder from my colleagues, after a lunch with your supervisor, you will be welcomed at 1.30 pm by your Departmental Administrative Officer and you will have to accomplish some important administrative formalities including legitimation cards that are mandatory to work at CERN. Finally, you will be invited to another induction section, a second part, in March 2014. Thank you for your attention and I wish you all the best for your career at CERN. Session trimestrielle – décembre 2014 CERN Induction Programme