Reference documents

TREF reference documents

 

Setting-up of TREF:

The mandate, membership and composition and working procedures, as defined in 1994:

Reports from the Chair to the Finance Committee:

 

► Reports from the Chair to the Finance Committee - 2011-2019

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.

CERN Personnel Statistics:

          ► Statistics from 2011 to 2021

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.

 

The five-yearly Review 2021 (Management proposal submitted for approval to Council in June 2020):

  •  Council Session 18 June 2020: “Five-yearly Review 2021, Management's proposal identifying the financial and social conditions to be reviewed” (CERN/FC/6422/RA-CERN/3506/RA)

Past reviews can be consulted here.

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.

Diversity

CERN’s Diversity Programme was launched in 2012, and renamed “Diversity & Inclusion Programme” in 2019.

The Programme’s mission are to:

  • embed diversity and inclusion principles and values into CERN’s processes, way of working, and collegial relationships;
  • raise awareness about visible and invisible diversity dimensions, on the basis that every individual possesses a unique “difference” in relation to each other;
  • provide support to individuals and communities whose unique gifts and traits may require work place adjustment or accommodation to enable them to thrive;
  • create networks and resource groups to exchange ideas and to formulate concrete policy proposals.

Diversity & Inclusion Programme

Diversity Programme Reports available on this link :

► Diversity Programme Reports - 2013 - 2016

Ombud

The Director-General created of a full-time Ombud position in 2010. The role of the Ombud is to provide impartial advice and guidance on interpersonal problems or conflicts at work, to help resolve interpersonal disputes, to listen, share and examine concerns and problems, and to guide people at CERN in applying the CERN Code of Conduct. The key principles of the Ombud's work are confidentiality, informality, neutrality, impartiality and independence. The Ombud's independence is guaranteed by a direct reporting line to the Director-General. All members of the personnel and all other persons working at, or on behalf of, CERN have access to the services of the Ombud.