ITER ORGANIZATION 2016 SOCIAL REPORT
STATISTICS AT A GLANCE
4.63%
¢ ITER Organization staff turnover
41.16 years
¢ Female staff – average age
43.90 years
¢ Male staff – average age
43.41 years
¢ Average age of all staff
162
¢ Recruits in 2016
1,491
¢ Missions by ITER staff
35
¢ Total number of Interns
ITER ORGANIZATION 2016 SOCIAL REPORT
REPORT CONTENTS
ITER ORGANIZATION 2016 SOCIAL REPORT
T
he year 2016 was a challenging and productive year for the ITER Organization Human Resources Department. In support of the priorities of the ITER Project, we increased the number of staff by 15 percent, recruiting qualified and skilled staff from each of the seven ITER Members. CONTENTS
ITER Games is an annual event for ITER staff, ITER contractors, and the sportswomen and men who live in the nearby towns of Vinon-sur-Verdon and Saint Paul-lez-Durance. With athletic events of all kinds in the morning and activities for families in the afternoon, the Games give those working on the ITER Project an opportunity to interact with the local population.
FOREWARD FROM THE HEAD OF HUMAN RESOURCES
3
ITER ORGANIzATION HUMAN RESOURCES 2016 STATISTICS
5
GlObAl STAFF METRICS ON 31 DECEMbER 2016 ¢ Staff Growth ¢ Distribution of Staff by Member ¢ Distribution of Staff by Department and Category ¢ Distribution of Staff by Grade and Gender ¢ Distribution of Staff by Age and Gender ¢ Gender distribution by Department ¢ Education per Category ¢ Other Staff Data
6 6 6 7 7 7 9 9
STAFF MOvEMENTS: RECRUITMENTS, DEpARTURES AND MObIlITy ¢ Recruitment by Department and Category ¢ Recruitment by Category and Gender ¢ Recruitment by Member ¢ Recruitment by Member (Distribution) ¢ Staff Mobility ¢ Turnover
10 10 10 11 11 11
NON-ITER ORGANIzATION STAFF ¢ Experts ¢ visiting Researchers ¢ Interns
13 13 13
TRAINING ¢ Training budget ¢ Key Figures
14 14
pERFORMANCE, REWARDS & RECOGNITION ¢ performance Distribution ¢ Rewards and Recognition
15 15
STAFF AbSENCES ¢ Sickness leave ¢ Special leave
17 17
REMUNERATION AND bENEFITS ¢ Detail of labour Costs ¢ Travel Costs for Installation/Departure (TCA) ¢ Removal Costs
18 18 18
OFFICIAl DUTy ExpENSES ¢ Number of Missions by Department ¢ Main Destinations
19 19
GlOSSARy & AppENDIx
20
AbbREvIATIONS AND ACRONyMS
21
ITER ORGANIZATION 2016 SOCIAL REPORT
1
FOREWORD FROM THE HEAD OF HUMAN RESOURCES
ITER Members China, the European Union, India, Japan, Korea, Russia and the United States are all contributing to the project by fabricating the machine’s components and plant systems. Full-pace fabrication activities are underway now in factories on three continents … and in facilities on the ITER site. (Pictured: an on-site workshop where Indian contractors are assembling the ITER cryostat.)
2
ITER ORGANIZATION 2016 SOCIAL REPORT
FOREWORD FROM THE HEAD OF HUMAN RESOURCES
I
t is a pleasure for me to introduce the first ITER Organization Social Report – a newcomer on the shelf of our annual reporting that provides an overview of the employment experience at the ITER Organization and shows, in great detail, the diversity inherent to our international working environment. However, as Head of the Human Resources Department since October 2016 only, I must begin by emphasizing that the progress and accomplishments referred to in this report have been achieved thanks to the professionalism and hard work of the entire Human Resources team and our colleagues at the ITER Organization and the Domestic Agencies. The year 2016 was a challenging and productive year for the ITER Organization. In support of the priorities of the ITER Project, we increased the number of staff by 15 percent, recruiting qualified and skilled staff from each of the seven ITER Members. Our workforce remains highly educated, and we welcomed increased numbers of visiting researchers and interns. The importance of representation from the Members has been reiterated and the progress made in 2016 is expected to continue and accelerate in 2017. We also redefined the guidelines for becoming an ITER Project Associate, a non-staff category created with the support of the Domestic Agencies for increased support to technical departments. This new scheme, which will bring up to 200 experts from the Domestic Agencies to work on site at ITER, was approved in 2016 and will be fully implemented in 2017. Although travel and collaboration in other locations remains crucial to the construction phase of the project, as ITER Organization staff collaborate closely with Domestic Agency colleagues and their suppliers, the number and cost of missions decreased in 2016. A continued focus on optimization and cost-effectiveness will continue in 2017 and beyond.
FOREWORD FROM THE HEAD OF HUMAN RESOURCES Eric Welch Saint-Paul-lez Durance July 2017
Following my arrival I presented a comprehensive Human Resource Action Plan to the ITER Council to continue to modernize, update, integrate and harmonize our policies, processes, and tools. In order to meet the needs of the ITER Project we must demonstrate flexibility, within the framework of our regulations, and consistency with our core values of operational excellence, loyalty to the ITER Project, trust, team mindset and spirit, and the best use of public money. We shall continue to create external attractiveness for diverse applicants; adhere to merit-based recruitment and selection; allow mobility through competition or transfers; and improve selfservice tools, access to information, and transparency. As you can see on the following pages, the social report presents a number of statistics about the ITER Organization: staff growth, demographics, recruitment, mobility, training, performance, rewards, absences, remuneration, removal, missions. The clear and simple graphics in fact represent tremendous complexity – not only the diversity of job profiles, but also the personal situations of 740 staff members and their families coming from over 30 countries. I would like to express my sincere appreciation to all those who took part in the countless activities related to human resources required to support the ITER Organization and the ITER Project, as well those who contributed to the development of this 2016 Social Report.
ITER ORGANIZATION 2016 SOCIAL REPORT
3
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
Over 700 people from 30 countries work in the Departments and Offices of the ITER Organization. Recruitment in 2016 increased by 119 percent over the previous year, as the project prepares to enter the assembly and installation phase. (This staff photo was taken in early 2016 in the Cryostat Workshop just before the first assembly equipment was installed.)
4
ITER ORGANIZATION 2016 SOCIAL REPORT
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
ITER ORGANIZATION 2016 SOCIAL REPORT
5
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
GlObAl STAFF METRICS On 31 December 2016
Staff Growth TOTAL STAFF 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 740 (Including 23 TCWS, 2 VAS, 1SCSN, 4 Post-Doc. and 12 Secondees)*
740 642
609
G category . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.2% P and higher categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63.8%
268 36.2% 268 41.7%
248 40.7%
NUMbER OF STAFF INCREASED by 15% IN 2016
361 59.3%
374 58.3%
2014
2015
472 63.8%
G category
P and higher categories
2016
*See Appendix for definitions
Distribution of Staff by Member IO STAFF 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 740 IO STAFF 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 642 2015
2016
EU 69.47%
EU 69.19%
US 4.98%
US 5.14%
RF 4.67%
RF 4.86%
KO 4.98%
KO 4.32%
JA 3.89%
JA 3.38%
IN 3.43%
IN 4.05%
CN 8.57%
CN 9.05%
Distribution of Staff by Department and Category EvOLUTION by CATEGORy
200 178
180
63.8%
160
160
145
140
59.3%
58.3%
40.7%
41.7%
37 98
120
50
100
36.2%
80 57 8
60 40 20 0
28 11 17
80
CAB**
CIO
49
24
CST
FPD
15
16 9 7 HRD
20 5 15 PCO
** Including: DG, ORAP, COO, RCO, IAS, ICS
6
55 9
95
39
ITER ORGANIZATION 2016 SOCIAL REPORT
PED
14 8 6 QAA
123 2014
46
28 9 19
SCOD
SD
G category TED
2015
P and higher categories
2016
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
GlObAl STAFF METRICS On 31 December 2016
Distribution of Staff by Grade and Gender END 2016 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 145 (19.59 % of total) Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 595 (80.41% % of total)
160 140 120
EvOLUTION by GENDER WOMEN REPRESENT • 32.46% of total G category • 12.29% of total P category
100 80 129
124
57
60
78.82%
79.75%
80.41%
21.18%
20.25%
19.59%
2015
2016
48
40
51
59 20 0
MEN REPRESENT • 67.54% of total G category • 87.71% of total P category
1
2
DG
DDG
20 3 D1
6 1 D2
7 1 P6
5 P5
16
18
P4
P3
49 15 4 P1
10 P2
41
26 4 G6
21 5 G5
1 16
G4
G3
2014
Women
Men
G2
Distribution of Staff by Age and Gender 65-70
END 2016 Average age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.41 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41.16 Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.90
9
9
60-64
35
39
4
55-59
58
50-54
60
7
101
40-44
97
116
15 31
128
125
35-39
33
88
30-34 22
5
END 2015 Average age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.20 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40.80 Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.80
78
18
45-49
25-29
65
32
158
120
Women
27
Men
Gender Distribution by Department OF 84 MANAGERS, 11 ARE WOMEN (13%) The proportion of women is higher in Support Departments HRD, CAb and FPD
100% 90% 80%
4 10
17
GENDER IN MANAGERIAL POSTIONS 17
70% 14 60% 161
49
10 133
48
132
13%
50% 87%
40% 30%
12 18
22
20%
11 6
10% 0%
CAB
17
8
CIO
CST
4
FPD
HRD
PCO
PED
27
7
13 QAA
SCOD
Women SD
Men
TED
ITER ORGANIZATION 2016 SOCIAL REPORT
7
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
Work is underway now on the main scientific facility – the seven-storey Tokamak Complex. In the perfectly circular central well, the machine will be assembled from bottom up in a six-year process that begins in 2018. (ITER Headquarters is visible in the background.)
8
ITER ORGANIZATION 2016 SOCIAL REPORT
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
GlObAl STAFF METRICS In 2016
Education per Category 155 Staff members with PhD . . . . . . . . . . . . . . . . . . . . . . . . . 20.92% 378 additional staff members with a Master’s or engineering degree . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51.36%
300 250 85
200 150
3 20
100 161
152 112
50
69 83 34
0 PhD
ENGINEER
MASTER
BACHELOR
8 POST-SECONDARY DEGREE
8 1 HIGH SCHOOL DIPLOMA
G category
P and higher categories
Other Staff Data LOCAL RESIDENCE Aix-en-Provence and Manosque . . . . . . . . . . . . . . . . . . . . . . . . . 53%
PERTUIS 4% PIERREvERT 4%
OTHER 32%
vINON SUR vERDON 7%
AIX-EN-PROvENCE 25%
MANOSQUE 28%
MARITAL STATUS Married and legal partnership . . . . . . . . . . . . . . . . . . . . . . . . . . . 66%
SINGLE 34%
MARRIED 66%
NUMbER OF CHILDREN Staff members with at least one dependent child . . . . . . . . . .65%
4+ CHILDREN 3% 3 CHILDREN 8%
2 CHILDREN 30%
NO CHILDREN 34%
1 CHILD 25%
ITER ORGANIZATION 2016 SOCIAL REPORT
9
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
STAFF MOvEMENTS In 2016
Recruitment by Department and Category 50 45
5
40 35
7
RECRUITMENT EvOLUTION IN 2016 THE NUMbER OF RECRUITMENTS INCREASED by 119%
9
30
APPOINTMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 162 (Including 32 IO staff members) G category . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 (17%) P and higher categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134 (83%)
25
180 41
20 31
15
1 CAB
4 CIO
162 74
31
0
18
5 0
+ 212% 60
26
10
+ 119%
120
CST
DG
3 3 FPD
TOTAL RECRUITMENT
7 1 HRD
3 PCO
1 RCO
PED
SCOD
2 SD
TED
2015 G category
- 10% 28
G CATEGORY
134 43 P AND HIGHER CATEGORIES
2016 P and higher categories
Recruitment by Category and Gender
140
APPOINTMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 162 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 (14% of total) Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139 (86% of total)
120
GENDER DISTRIbUTION IN RECRUITMENT
160
100 80
82%
91%
86%
18%
9%
14%
2014
2015
2016
116
60 40 20
23 18
5 G CATEGORY
0
Women
Men
P AND HIGHER CATEGORIES
Recruitment by Member 4000
90
3500
80
Nominated applications vs recuitments by Member: 130 recruitments of newcomers for a total of 5,156 applications
2.2%
70
3000
Selection rate: Recruitment against number of applications
60
2500
50 2000
3,793
85
40
1500
30
1000
20
500
10
565
95
0 CN
EU
IN
31
41
93
JA
KO
RF
538
2.5% 10.5% 14
10
0 US
10 ITER ORGANIZATION 2016 SOCIAL REPORT
CN
EU
IN
1.7% 3.2% 9.8% 7.5% 9 1 7 4 JA KO RF US
Number of applications Number of recruitments
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
STAFF MOvEMENTS In 2016
Recruitment by Member (Distribution) 130 recruitments of newcomers EU 65% CN 11% US 7% RF 5% KO 3% JA 1% IN 8%
Staff Mobility Appointments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 (following 28 external competitions and 4 internal competitions) Transfers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121 Appointments
Transfers CIO 5
TED 11
FPD 3 TED 35
CIO 30
CST 2 FPD 3 TCWS 2
PCO 1
SCOD 1
PED 7
CST 12 PED 36
HRD 3 PCO 2
Turnover 20 50
18
40
16
30
14
20 10
12 14
0
10 8 6 4
1
2 2
3
1 2
0 CN
EU
IN
3
3 1 JA
KO
1 RF
US
45 40 35 30 25 20 15 10 5 0
Number of departures per type 1 19
1 9
22
12 10
2015
DEPARTURES IN 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
21
2015 2016 Number of departures per category
30
Global turnover 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.63% Global turnover 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.71%
21
END OF CONTRACTS: End of contract term . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Early termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 End of Post Doctorate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Resignation End of contract
End of probation period
G category
P and higher categories
2016
ITER ORGANIZATION 2016 SOCIAL REPORT 11
ExECUTIVE SUMMARy
Building has been underway on the ITER platform since 2010 under the responsibility of the European Domestic Agency. All major civil works contracts have been awarded and components are arriving. Photo: © LNM
12 ITER ORGANIZATION 2016 SOCIAL REPORT
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
NON-ITER ORGANIzATION STAFF In 2016
Experts Expert contract costs by Department (in EUR)
IN 2016 Expert Contract Costs . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 158,510 Number of contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32
Number of Expert contracts by Department
45,700 42,835
32,000
17,350
IN 2015 Expert Contract Costs . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 469,000 Number of contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 10
18,125
8 5
4
3
2,500 CAB
PED
LGA
SCOD
SD
TED
CAB
LGA
2 PED
SCOD
SD
TED
visiting Researchers Visiting Researcher by Member
NUMbER OF vISITING RESEARCHERS 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Visiting Researcher by Department
20 18 16
CN 12
ALMOST 50% OF vISITING RESEARCHERS COME FROM CHINA
14 12 IN 9
10
19
8 6 KO 2 4 2 2
2
PED
SCOD
0 TED
Interns Interns by Member
TOTAL NUMbER OF INTERNS 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
Interns by category*
16 14
EU 61.90%
US 19.05% CN 4.76% IN 9.52%
Interns by Department Technical and scientific internships (21 A,B,S)*
12
RF 4.76%
12
10
10 8 8
14 12
6
6 10
4
4
6 2
3
2 0
0 Cat A
Cat C
Cat S
Cat B
4
4 CIO
1 LGA
2 PED
SCOD
TED
* Internship Policy & Categories: see Appendix
ITER ORGANIZATION 2016 SOCIAL REPORT 13
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
TRAINING In 2016
Training budget Training budget in 2016 . . . . . . . . . . . . . . . . . . . . . . . . . EUR 218,000 P PARTICIPATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73% G PARTICIPATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27% TRAINING COMPLETED ON SITE . . . . . . . . . . . . . . . . . . . . . . . . . . 98%
Number of Staff having completed at least 1 course
90% 502 Staff members 80%
467 Staff members 70% 60%
404 Staff members
50% 82%
40%
73%
30%
55%
20% 10% 0% 2014
2016
2015
Total registration costs in EUR (HT)
EUR 450,000 EUR 400,000 EUR 350,000 EUR 300,000
216,000*
EUR 250,000 EUR 200,000 EUR 150,000 EUR 100,000
218,000 173,000
189,000
2014
2015
EUR 50,000 EUR 0 2016
Key Figures Number of IO staff (end of December) Number of IO staff trained (at least 1 course) Number of participations Number of hours of training provided Total registration costs K€ (HT)
2014 609 502 1,263 7,614 173 K€
2015 642 467 1,103 6,077 189 (+216*) K€
2016 740 404 1,094 7,320 218 K
variance 2015/2016 +15% -13% -1% +20% +15%
AvERAGE COURSE DURATION . . . . . . . . . ~ 6.7 HOURS (6 IN 2015) AvERAGE NUMbER OF COMPLETED COURSES/STAFF . . . . . . . . . . . . . . . . . . . . . . . . . . ~ 1.5 (1.7 IN 2015) AvERAGE COST PER PARTICIPATION . . . . . . . 200 € (190 € IN 2015) MISSION COSTS RELATED TO TRAINING . . . . 24 K€ (19 K€ IN 2015)
*Plus Design Plan Coaching (EUR 216 K for 94 participants)
14 ITER ORGANIZATION 2016 SOCIAL REPORT
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
pERFORMANCE, REWARDS & RECOGNITION In 2016
performance Distribution
66.13% 53.07% 45.86% 45.06% 40.61% 31.44%
8.12% 0.81% 1.62%
3.41%
2.56% 0.34%
0.96%
2015
2014
Performance levels
A
B+
B
B-
C
2016
Rewards and Recognition 180 159 21.5%
160
139 18.7%
136 21.2%
140
ELIGIbLE STAFF MEMbERS REWARDED IN 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56.10% IN 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45.70%
111 103 18% 16.9%
120 100
82 12.7%
80 60 40 20
Promotions (appraisals) Step Advancement/Award Time in Service step
12 1.62%
3 0.5%*
0 2015
2014 30
2016
28
25
20
15 11 10
5
9
4
4 2
0 2014
2015
Promotions (competion) Promotions (contract renewals)
2016
* % of total staff
ITER ORGANIZATION 2016 SOCIAL REPORT 15
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
In order to leverage qualified resources from the ITER Members during the assembly and installation phase, the ITER Organization has created the status of ITER Project Associate. As many as 200 ITER Project Associates are expected to contribute in the next years on site, while remaining employed by their home institution.
16 ITER ORGANIZATION 2016 SOCIAL REPORT
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
STAFF AbSENCES In 2016
Sickness leave Average number of days sick per Staff member 4.00 3.49
3.50 3.00
Distribution of Certified and non-Certified Sickness 3.70 NON CERTIFIED SICKNESS TOTAL 676.5 days 20%
2.98
2.50 2.00 1.50 1.00
0.86
0.90
0.91
2014
2015
2016
CERTIFIED SICKNESS TOTAL 2,739.5 days 80%
0.50 0.00
Certified Sickness Average Non Certified Sickness Average
Special leave Average number of days of absence for Special Leave per Staff member 2.50 2.28 2.00
1.88
1.88
1.50 1.10 1.00
0.87 0.51
0.50
0.00 2014
2015
2016
Total average Paternity Leave Maternity Leave Illness Spouse/Child Installation/Removal Death Relative, Spouse/Child Other Special Leave
Distibution of Special Leave by type * OTHER SPECIAL LEAvE 11% DEATH RELATIvE , SPOUSE/CHILD 6% INSTALLATION/REMOvAL 8%
ILLNES SPOUSE/CHILD 21%
PATERNITy LEAvE 27%
MATERNITy LEAvE 27%
* Other Special Leave includes Overtime Compensation, Exceptional Leave, Marriage Leave, Unpaid Leave, Travelling Time, Job Search, and Other.
ITER ORGANIZATION 2016 SOCIAL REPORT 17
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
REMUNERATION AND bENEFITS In 2016
Detail of labour Costs
EUR 50,000,000
Total net income EUR 56.40 M = 60.75%*
Total social contributions EUR 18.51 M = 30.71%*
Total internal tax EUR 17.93 M = 19.31%*
EUR 45,000,000 EUR 40,000,000
IN 2016 Net Income . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 56.40 M Social Contributions . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 18.51 M Internal Tax . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 17.93 M TOTAL LAbOUR COSTS* . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 92.84 M
EUR 35,000,000
IN 2015 Net Income . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 52.40M Social Contributions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 16.96M Internal Tax . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 16.45M TOTAL LAbOUR COSTS* . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 85.81M
EUR 30,000,000 EUR 25,000,000 EUR 20,000,000 EUR 15,000,000 EUR 10,000,000 EUR 5,000,000
P and higher categories
G category
EUR 0 BASIC NET SALARY
ALLOWANCE
EMPLOYEE CONTRIBUTIONS
EMPLOYER CONTRIBUTIONS
INTERNAL TAX
* Total net income + social contributions + internal tax = total labour costs.
Travel Costs for Installation/Departure (TCA) Total TCA costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 149,000 TCA reimbursement requests . . . . . . . . . . . . . . . . . . . . . . . . . . . . 106 Average TCA cost . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 1,405 Average cost per traveller . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 705
Distribution of TCA costs
CN 19%
US 22%
ELSEWHERE 4%
RF 2%
Total TCA costs (in EUR) 27,994
26,145
33,226
24,616
EU 10%
KO 16%
14,348
14,272
IN 17%
JA 10%
6,010 2,795 CN ELSEWHERE EU
IN
JA
KO
RF
US
Removal Costs Total removal costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 640,262 Number of removals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81 Average removal cost . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 7,904 Distribution of removal costs KO 12%
CN 13%
US 19%
EU 31%
Average removal cost (in EUR) 15,060
9,927 JA 6%
7,327 6,166
IN 17%
4,623
CN
18 ITER ORGANIZATION 2016 SOCIAL REPORT
10,213 8,464
RF 3%
EU
IN
JA
RF
US
KO
ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS
OFFICIAl DUTy ExpENSES In 2016
Number of Missions by Department 600 600,000
NUMbER OF MISSIONS REGISTERED IN 2016 . . . . . . . . . . . . . 1,491 AvERAGE COST PER MISSION . . . . . . . . . . . . . . . . . . . . . . . . EUR 870
500
Decrease in number of missions since end 2015 . . . . . . . . . . 13.5% Decrease in total cost of missions . . . . . . . . . . . . . . . . . . . . . . . . 30% Decrease in average cost per mission . . . . . . . . . . . . . . . . . . . . . 18% Number of missions in 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,724
400 300 204,000 200
518 186,000
88,000 100 35,000
39,000
85
114
CAB
CIO
0
403 1 COO
246
32,000
76
97
CST
DG
18,000 2,673 38 9 FPD HRD
944 5 ICS
175 28,000 48,000 70 285 13,000 31 25 1 ORAP PCO PED QAA SCOD SD TED
Number of missions and amount in EUR
Main Destinations
41
39
37
16
JAPAN
RUSSIAN FED.
SWITZERLAND
UNITED KINGDOM
CZECH REPUBLIC
15
14
12 AUSTRIA
41
BELGUIM
50
NETHERLANDS
55
INDIA
63 MONACO
70 SOUTH KOREA
83 GERMANY
90
CHINA
SPAIN
110
ITALY
FRANCE
149
USA
Main destinations by country
579
Main destinations by city DEGGENDORF (DE) 21
GANDINAGAR (IN) 20
SASSENAGE (FR) 23
MARSEILLE AND AND REGION (FR) 134
PADOvA (IT) 24 ST. PETERSbURG (RU) 28 LyON (FR) 29 CHIETI (IT) 29 DAEJON (KO) 38
AIX-EN-PROvENCE (FR) 124
HEFEI (CN) 47
MONACO 63
bARCELONA (ES) 82
PARIS (FR) 78
ITER ORGANIZATION 2016 SOCIAL REPORT 19
GLOSSARY & APPENDIX
GLOSSARy Category: ITER Organization Staff belong either to the Professional category (P Staff and above) or to the Support category (G Staff ). Competition (recruitment): For recruitments, two types of competition exist: external (i.e., open to citizens of an ITER Member); or internal (i.e., open to IO Staff under certain conditions). Management (and Top Management): A Managerial Position is: Head of Office, Department, Division, Section/Division, or Section. Top Management is restricted to DG, DDGs, Head of Cabinet, Offices and Departments and IC Secretary. Member: There are seven signatories to the ITER Agreement: China, European Union, India, Japan, Republic of Korea, Russian Federation, United States of America Post-Doctoral Researchers (Post-Doc): ITER welcomes post-doctoral researchers for a period of up to two years funded by the Monaco Fellowship program. Status: IO Staff can be Directly-employed (DES) or Secondees (coming from EU Commission). Turnover: Turnover, the rate at which ITER Organization employees quit the Organization, is calculated as: (nb of departures/average headcount over the year) x 100. TCWS, VAS and SCS-N dedicated staff: Arrangements between the ITER Organization and the Domestic Agencies to ensure that dedicated staff are recruited and deployed for the Tokamak Cooling Water System (TCWS), Vacuum Systems (VAS) and Safety Control System for Nuclear (SCS-N).
The Executive Project Board (EPB) is the project’s executive decision-making body, which reunites the Director-General, the Deputy Director-Generals, and all Domestic Agency Heads.
20 ITER ORGANIZATION 2016 SOCIAL REPORT
In support of project priorities, the Human Resources Department increased the number of staff by 15 percent in 2016, recruiting qualified and skilled staff from each of the seven ITER Members.
APPENDIX: INTERNSHIP POLICy AND CATEGORIES Category A: Short to long-term scientific or technical internships for candidates with at least four years of studies post- high school. Interns are highly involved in IO activities and undertake a specific project under the supervision of an IO staff member; • Interns are paid an allowance of EUR 1300 per month (four to Six months, extendable to a year). Category B: Short-term internships for candidates with at least one year of studies post-high school. Interns contribute to projects or research in their field of study under the supervision of an IO staff member; • Interns are paid an allowance of EUR 650 per month (up to three months, extendable to a year). Category C: “Job shadowing” internships for secondary or high school students. Interns observe working conditions and may assist the supervisor in various tasks; • Interns are not paid (up to four weeks). Category S: Specific internship cases to be considered on an individual basis. These may be short to long-term scientific or technical internships which are subject to a particular agreement with a laboratory, industry, university or government. Interns are highly involved in IO activities and undertake a specific project under the supervision of an IO staff member. • The travel cost and allowance paid to trainees or students shall be considered on an individual basis, funded by a partner or directly funded by the IO as defined in an existing MoU and agreement with university/school (up to four years). Cover image… In southern France, 35 nations are collaborating to build the world's largest tokamak, a magnetic fusion device that has been designed to prove the feasibility of fusion as a large-scale and carbon-free source of energy based on the same principle that powers our Sun and stars.
ABBREVIATIONS AND ACRONyMS
ABBREVIATIONS AND ACRONYMS Cabinet of the Director-General Central Integration Office Chinese Domestic Agency Communications Chief Operating Officer Construction Department Domestic Agency Deputy Director-General Director-General European Domestic Agency Finance & Procurement Department Staff members of the general services category HRD Human Resources Department IAS Internal Audit Service ICS ITER Council Secretariat IN-DA Indian Domestic Agency IO ITER Organization IPA ITER Project Associate JA-DA Japanese Domestic Agency KO-DA Korean Domestic Agency LGA Legal Affairs ORAP External Relations & Action Plan Implementation Office PCO Project Control Office PED Plant Engineering Department P Staff and Staff members of the professional higher and higher (management) categories QAA Quality Assurance & Assessment Division RCO Relations Coordinating Officer RF-DA Russian Federation Domestic Agency SCOD Science & Operation Department SCS-N Safety Control System for Nuclear SD Safety Department TCWS Tokamak Cooling Water System TED Tokamak Engineering Department US-DA Unites States of America Domestic Agency VAS Vacuum Auxiliary System CAB CIO CN-DA COM COO CST DA DDG DG EU-DA FPD G Staff
Components provided by the ITER Members as in-kind contributions will be assembled on site in pre-determined sequences. Any pre-assembly activities will take place in the Assembly Hall (pictured) which is equipped with bespoke tooling and heavy capacity overhead cranes.
ITER ORGANIZATION 2016 SOCIAL REPORT 21
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