TREF reference documents
Setting-up of TREF:
The mandate, membership and composition and working procedures, as defined in 1994:
Reports from the Chairman, Professor Barbro Asman, to the Finance Committee:
- TREF Chairman's report to FC on 26 September 2018
- TREF Chairman's report to FC on 12 June 2018
- TREF Chairman's report to FC on 13 December 2017
- TREF Chairman's report to FC on 14 June 2017
- TREF Chairman's report to FC on 14 December 2016
- TREF Chairman's report to FC on 15 June 2016
- TREF Chairman's report to FC on 16 March 2016
- TREF Chairman's report to FC on 16 December 2015
- TREF Chairman's report to FC on 17 June 2015
- TREF Chairman’s report to FC on 18 March 2015
- TREF Chairman’s report to FC on 10 December 2014
- TREF Chairman’s report to FC on 18 June 2014
- TREF Chairman’s report to FC on 19 June 2013
- TREF Chairman’s report to FC on 12 December 2012
- TREF Chairman’s report to FC on 20 June 2012
- TREF Chairman’s report to FC on 14 March 2012
- TREF Chairman’s report to FC on 14 December 2011
Staff Rules & Regulations:
The CERN Staff Rules define and codify the legal relationship between the Organization and the members of the personnel; the CERN Regulations shall lay down the provisions governing the application of the Rules.
- Staff Rules & Regulations (current version in force 01.09.2016)
CERN Personnel Statistics:
- Statistics for 2017 (as at 31.12.2017)
- Statistics for 2016 (as at 31.12.2016)
- Statistics for 2015 (as at 31.12.2015)
- Statistics for 2014 (as at 31.12.2014)
- Statistics for 2013 (as at 31.12.2013)
- Statistics for 2012 (as at 31.12.2012)
- Statistics for 2011 (as at 31.12.2011)
The Five-Yearly Review (5YR):
In accordance with the CERN Staff Rules & Regulations, periodic reviews of the financial and social conditions of members of the personnel consist of a five-yearly general review of financial and social conditions and an annual review of basic salaries, stipends, subsistence allowances and family benefits.
The purpose of the five-yearly review is to ensure that the financial and social conditions offered by the Organization allow it to recruit and retain the staff members required for the execution of its mission from all its Member States. These staff members must be of the highest competence and integrity.
Annex A1 of the Staff Rules & Regulations outlines the procedure for the review:
- Annex A 1 (Periodic reviews of the financial conditions of members of the personnel) (CERN/FC/5552-CERN/2977)
The five-yearly Review 2015 (Management proposals submitted for approval to Council in December 2015):
- Council Session 17 December 2015: “Five-yearly Review 2015, proposals by the Management” (CERN/FC/5956 CERN/3213) Part I, Part II
The five-yearly Review 2010 (Management proposals submitted for approval to Council in December 2010):
- Council Session 16 December 2010: “Five-yearly Review 2010, proposals by the Management” (CERN/FC/5497-CERN/2946).
The five-yearly Review 2005 (Management proposals submitted for approval to Council in June and in October 2006):
- Council Session 22 June 2006: “Draft Resolution on the Conclusions of the 5-Yearly Review 2005” (CERN/FC/5050-CERN/2675), Annexes.
- Council Session 19 October 2006: “Proposed Conclusions on the 5-Yearly Review 2005” (CERN/FC/5086-CERN/2687).
Code of Conduct
As part of the HR Strategy and global reflection on CERN values and common standards of behavior and in response to requests from various internal bodies, a Code of Conduct was introduced at CERN in 2010. The Code is intended as a guide in helping all CERN contributors to understand how to conduct themselves, treat others and expect to be treated. It is based around the five core values of the Organization (integrity, commitment, professionalism, creativity and diversity). The aim is to address issues and encourage behaviors in a positive and preventive manner.
CERN’s Diversity Programme was launched in 2011. The Programme covers five dimensions: nationality/culture, gender, age/generation, profession and individual difference. The programme’s current objectives are to achieve a fair gender balance across all professional categories, to provide strong gender role models across the Organization, to improve career development processes to allow people to progress through both technical and managerial pathways, to re-launch workshops that bring people from diverse professions and generations together to share their experience on key aspects of life at CERN and to continually improve work-life balance and organise events to stimulate inclusiveness and mutual respect. Robust efforts are also being made to recruit excellent people from the full range of our Member States
Diversity Programme –
The CERN Director-General created of a full-time position of Ombuds also in 2010. The role of the Ombuds is to provide impartial advice and guidance concerning interpersonal problems or conflicts at work, to help resolve interpersonal disputes, to listen, share and examine preoccupations or problems, and to guide people at CERN in applying the CERN Code of Conduct. All members of personnel have access to the services of the Ombuds and any other person working at, or on behalf of, CERN.