ITER ORGANIZATION
2017 SOCIAL REPORT
ª ITER Organization staff turnover
41.5 years ª Female staff – average age
44.1 years ª Male staff – average age
43.6 years ª Average age of all staff
130 ª Recruits in 2017
13 ª Total number of ITER Project Associates
32 ª Total number of Interns
STATISTICS AT A GLANCE
2017
Statistics at a glance
5.62%
ITER ORGANIZATION 2017 SOCIAL REPORT This report provides a glimpse of the human dimension of the ITER Organization and its complexity. Clear and simple graphics present information on staff growth, demographics, recruitment, mobility, training, performance, rewards, absences and remuneration.
Contents Global staff metrics ª Staff Growth ª Distribution of Staff by Member ª Distribution of Staff by Department and Category
Every summer, the ITER Organization partners with the Festival d'Aix-en-Provence to bring the joy of music to the ITER amphitheatre.
ª Distribution of Staff by Grade and Gender ª Distribution of Staff by Age and Gender ª Gender Distribution by Department ª Education per Category ª Other Staff Data Staff movements ª Recruitment by Department and Category ª Recruitment by Category and Gender ª Recruitment by Member ª Recruitment by Member (Distribution) ª Staff Mobility ª Turnover Non-ITER Organization staff ª ITER Project Associates ª Interim Staff ª Experts ª Visiting Researchers ª Interns Training ª Training Budget ª Key Figures Performance, rewards & recognition ª Performance Distribution ª Rewards and Recognition Staff absences ª Sickness Leave ª Special Leave Remuneration and benefits ª Detail of Labour Costs ª Travel Costs for Installation/Departure ª Removal Costs
6 6 6 6 7 7 7 9 9 10 10 10 10 11 11 11 12 12 12 12 13 13 15 15 15 17 17 17 18 18 18 19 19 19 19
CONTENTS
1
The Tokamak Complex and central bioshield are rising quickly. In March 2020 the Tokamak Building will be covered over and the installation of major machine components can begin. Photo: ITER Organization/EJF Riche
2
FOREWORD FROM THE HEAD OF HUMAN RESOURCES
Foreword from the Head of Human Resources
S
ince 2016, the Human Resources Department has been leading the implementation of human resources reform based on a detailed and comprehensive action plan. The guiding principle is continuous improvement and modernization in the support of the ITER Organization’s most important asset: its staff. As we work to fulfil the evolving business needs of this large, international and highly technical project it is important to us to demonstrate consistency with ITER’s core values – diversity and inclusiveness, professional excellence, loyalty, trust, team spirit and integrity. Whether by optimizing employment conditions, encouraging dialogue, or working toward the equitable representation of all ITER Members, the Human Resources team is seeking to create a rewarding environment for all staff members. Interest in working at the ITER Organization remains high and hiring continues at a steady pace in accordance with the ITER Council-approved staffing plan. In 2017 Human Resources increased the number of staff to 825 – an increase of 11.5 percent – by recruiting qualified and skilled people from each of the seven ITER Members. The figures behind this information are impressive: the team evaluated 3,661 applications for 130 appointments.
The 2017 Social Report offers a glimpse of the human dimension of the ITER Organization through statistics presented on staff growth, demographics, recruitment, mobility, training, performance, rewards, absences, remuneration, and removal. If you take the time to peruse the document, you will discover the tremendous diversity of the Organization – not only in job profile, but also in the personal situations of the staff members and their families coming from over 30 countries.
Eric Welch St. Paul-lez-Durance July 2018
The year was challenging and productive in other ways, also. The first 13 ITER Project Associates – a non-staff category created to leverage qualified resources from the Domestic Agencies – began their assignments on site and 27 others were selected and confirmed; a new competency model and framework were instituted to assist the Organization in determining how human resources can best be optimized going forward; and organizational changes were introduced to support the Organization in its oversight role of assembly and installation activities on the worksite. Finally, the Department has strengthened its staff induction program to assist in the rapid acclimation of new recruits and their families. 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 as those who contributed to the development of this 2017 Social Report. These accomplishments 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.
FOREWORD FROM THE HEAD OF HUMAN RESOURCES
3
4
ITER ORGANIZATION 2017 SOCIAL REPORT
2017 HUMAN
ITER ORGANIZATION
RESOURCES STATISTICS
Staff photo taken on the occasion of the ITER Organization's tenth anniversary (October 2017). Photo: ITER Organization/Gérard Lesénéchal
ITER ORGANIZATION 2017 SOCIAL REPORT
5
Global Staff Metrics On 31 December 2017
Staff Growth 900
Total Staff 2017 825 (Including 23 TCWS, 2 VAS, 1 SCSN, 4 Post-Doc and 12 Secondees)*
825
800
740
700
281 34.1%
642 268 36.2%
600
G category P and higher categories
268 41.7%
500
34.1% 65.9%
Number of staff increased by 11.5% in 2017
400 300
544 65.9%
472 63.8%
374 58.3%
200
P and higher categories
100
G category
*See the Appendix (p. 20) for all definitions
0
2016
2015
2017
Distribution of Staff by Member IO Staff 2017 IO Staff 2016
825 740
2016
2017
EU 69.2%
EU 69.2%
US 5.1%
US 5.8%
RF 4.9%
RF 4.4%
KO 4.3%
KO 3.9%
JA 3.4%
JA 3.0%
IN 4.1%
IN 4.4%
CN 9.0%
CN 9.3%
Distribution of Staff by Department and Category Evolution by category 200
63.8%
65.9%
36.2%
34.1%
2016
2017
58.3%
180 160
41.7%
140
90
120 100 113
80 60
7 1 DG+
14 14 CAB
5 8 QAA
24 FPD
2015 48
20
20
6
76
100
40
0
106
8 7 HRD
15 5 PCO
CIO
21 9 SD
ITER ORGANIZATION 2017 SOCIAL REPORT
28 TED
39 22 PED
CST
14 13 10 SCOD TCWS
1 1 VAS
1 5 SCS-N Post Doc
P and higher categories
G category
Global Staff Metrics On 31 December 2017
Distribution of Staff by Grade and Gender End 2017 Women Men
200 180 160
Evolution by Gender Women represent Men represent • 33.10% of total G category • 66.90% of total G category • 12.14% of total P category • 87.86% of total P category
140 120 151
100 140
80
163 (19.76%) 662 (80.24%)
79.75%
80.41%
80.24%
20.25%
19.59%
19.76%
2016
2017
55 60 55
61
20 0
52
67
40 1
2
DG
DDG
22 4 D1
7 1 D2
7 1 P6
4 P5
27
17 P4
13 P2
P3
16 3 P1
24 5 G6
22
10 G5
G4
42 G3
2 14
2015
Women
Men
G2
Distribution of Staff by Age and Gender >70
1
65-69 10 60-64
46
55-59
4 55
50-54
12 77
18
45-49
98
40-44
19 127
35-39
25-29
End 2016 Average age Women Men
43.4 years 41.2 years 43.9 years
40
91 22
43.6 years 41.5 years 44.1 years
33
135
30-34
End 2017 Average age Women Men
31
6
Women
Men
Gender Distribution by Department Of 84 managers, 9 are women (11%) The proportion of women is higher in Support Departments HRD, CAB and FPD.
100% 90% 5
13
80%
20
Gender in Managerial Positions
70% 60%
8
13 662 171
50%
87
19 117
56
153
11%
40% 25
20% 10% 0%
89%
11
23
30%
7 163 Total
CAB
19
11
CIO
CST
HRD
PCO
PED
24
8
19 FPD
11
5
QAA
SCOD
Women SD
Men
TED
ITER ORGANIZATION 2017 SOCIAL REPORT
7
Work is underway in the cooling tower zone in the northern corner of the worksite, where heat rejection infrastructure will be installed to dissipate the heat generated by the ITER machine. ©Lés Nouveaux Médias/SNC Engage
8
ITER ORGANIZATION 2017 SOCIAL REPORT
Global Staff Metrics In 2017
Education per Category 167 staff members with a PhD 427 staff members with a Master’s or engineering degree
350 300 250
20.2% 51.8%
90
200 3 150 18 100
203 75
164 116
50
86 45
0
PhD
Engineer
Master
Bachelor
11 Post-secondary degree
8 1 High School Diploma
P and higher categories
G category
Other Staff Data
PERTUIS 4% PIERREVERT 4%
Local Residence Aix-en-Provence and Manosque
48%
Marital Status Married or legal partnership
66%
Number of Children Staff members with at least one dependent child
70%
OTHER 37%
VINON SUR VERDON 7%
AIX-EN-PROVENCE 20% MANOSQUE 28%
SINGLE 34%
MARRIED 66%
4+ CHILDREN 3% 3 CHILDREN 10%
NO CHILDREN 30%
2 CHILDREN 34% 1 CHILD 23%
ITER ORGANIZATION 2017 SOCIAL REPORT
9
Staff Movements In 2017
Recruitment by Department and Category Total appointments (Including 14 IO staff members) G category P and higher categories
45 40 8
35
130 31 (24%) 99 (76%)
30 25 9
20
5 32
15 10 5 0
3
3
10
9
17
16 1 3 CAB
CIO
1 3
CST
FPD
1 HRD
4 PED
PCO
4
1 QAA
SCOD
P and higher categories
G category
TED
SD
Recruitment by Category and Gender Total appointments Women Men
120 100
130 28 (22%) 102 (78%)
20
Gender distribution in recruitment
80
91%
86%
78%
60 40
79 9%
14%
2015
2016
22%
8 20 23
Women
0
2017
Men
G CATEGORY
P AND HIGHER CATEGORIES
Recruitment by Member 3,000
Nominated applications vs recruitments by Member in 2017 Recruitment of newcomers Total number of applications
80 2.8% 70
2,500
60 2,000
50
1,500
40 72
2,562
30
1,000
20 500
10
484 0
10
CN
EU
29
43
60
68
415
IN
JA
KO
RF
US
ITER ORGANIZATION 2017 SOCIAL REPORT
0
2.9% 34.5% 14 CN
10 EU
IN
3.1% 4.7% 5.0% 2.9% 3 2 2
13
KO
US
JA
RF
Number of applications Number of recruitments Selection rate: Recruitments against number of applications
116 3,661
Staff Movements In 2017
Recruitment by Member (Distribution) Distribution by Member Recruitment of newcomers in 2017
116
Appointments Transfers
14 204
EU 62.1%
CN 12.1%
US 11.2%
RF 1.7%
KO 2.6% JA 1.7% IN 8.6%
Staff Mobility
Appointments
Transfers CAB 3
TED 1
CIO 38
CIO 4 TED 51
CST 71
PED 8
SD 4 CST 1
SCOD 3
PED 10 FPD 3
PCO 19
DG/COO 2
Turnover Departures by Member
Number of departures per category
25
Departures in 2017 Global turnover
50 45
20
40
44 5.62%
10
35 30
15
25
23
10
20
10
34
15 22 10
5 6 3 0
CN
3 EU
IN
2 JA
3
4
US
RF
5
P and higher categories
0 KO
2016
G category
2017
ITER ORGANIZATION 2017 SOCIAL REPORT
11
Non-ITER Organization Staff On 31 December 2017
ITER Project Associates (IPA) IPA by Member
IPA by Department
Number of IPA
6
13
5
5 EU 4 (31%)
4
4
KO 2 (15%) JA 1 (8%)
3 IN 3 (23%)
2
2 CN 3 (23%)
1
1
HRD
SCOD
1 0
CST
TED
PED
Interim Staff Interim by Nationality
Interim by Department 25
SPAIN 4
OTHER 1
RUSSIA 2
US 2
ROMANIA 4
GREAT BRITAIN 6
21
20 POLAND 3
15
10 8 6
5 ITALY 6
FINLAND 1
INDIA 1
FRANCE 29
4 0
7
5
CIO
CST
101 59
Interim contracts 2016 Managed Implemented
79 54
Interim statistics Interims hired as IO Staff Non-EU nationals Non-French nationals
2 5 24
4 2
CAB
Interim contracts 2017 Managed Implemented
2
FPD HRD PED SCOD SD
TED
Experts Experts by Department
Expert contract costs by Department (in EUR)
8
60,000
7
7
4
40,000 5 4
30,000
4
3
3 2.5
1 0
12
€5,000
1 CAB
CIO
LGA
PED
SCOD
SD
TED
ITER ORGANIZATION 2017 SOCIAL REPORT
0
EUR 158,510 32
Note: Contracts ongoing in 2017 may not necessarily be billed during the same year, thus explaining the apparent discrepancy between the number of experts and the costs per department.
€12,837 10,000 0.5 HRD
Contract costs 2016 Expert contract costs Number of expert contracts €28,178
€26,400 €23,269
20,000
2
EUR 146,184 27
€50,500
50,000
6 5
Contract costs 2017 Expert contract costs Number of expert contracts
€0 CAB
CIO
€0 LGA
PED SCOD
SD
TED
HRD
Non-ITER Organization Staff On 31 December 2017
Visiting Researchers Visiting Researchers by Member
Visiting Researchers by Department
Number of Visiting Researchers 7 Almost 86 % of visiting researchers come from China. In 2016 there were 23 visiting researchers.
6 5
5 KO 1
4 3 2
CN 6
1
1
PED
CIO
1 0
TED
Interns Total number of Interns 2017 2016
Interns by Member
32 35
US 10% EU 74%
IN 10% RF 3%
KO 3%
Interns by Category*
* See the Appendix (p.20) for Internship Policy & Catergories
Interns by Department 9
12 11
11
8
8 10 7
9
6
6
8
6
5 6 4
4
4
3
4
2
2 2 1 0
Cat A
Cat B
Cat C
Cat S
1 0
CIO
SCOD TED
PED
CST
CAB
1
1
PCO
FPD
ITER ORGANIZATION 2017 SOCIAL REPORT
13
ITER’s large switchyard at the west end of the platform connects ITER to the French electricity grid. Two separate networks, the steady state and the pulsed power electrical networks, are being installed to provide electricity. ©Lés Nouveaux Médias/SNC Engage
14
ITER ORGANIZATION 2017 SOCIAL REPORT
Training In 2017
Training Budget 90% 80%
673 Staff members 467 Staff members
350,000 404 Staff members
60%
300,000
50%
216,000*
250,000 82% 73%
30%
200,000 150,000
55%
20%
100,000
10%
50,000
0%
EUR 312,000
400,000
70%
40%
Training Budget in 2017
450,000
2015
2016
2017
0%
312,000** 189,000
2015
218,000
2016
2017
Key Figures 2015
2016
2017
Variance 2016/2017
Number of IO staff (end of December)
642
740
825
+11%
Number of IO staff trained (at least 1 course)
467
404
673
+66%
Number of participations
1,103
1,094
2,119
+94%
Number of hours of training provided
6,077
7,320
14,309
+95%
189 (+216*) K€
218 K€
312 K€**
+43%
Total registration costs K€
Average course duration Average number of completed courses/staff Average cost per participation Mission costs related to training
2017 6.8 hours ~ 2.6
2016 6.7 hours ~ 1.5
150 €
200 €
15 K€
24 K€
98% of the training has been completed on site. * Design Plan Coaching EUR 216K for 94 Participants **235 K€ funded by HRD and 77 K€ funded by Departments/Offices
ITER ORGANIZATION 2017 SOCIAL REPORT
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Twice a year, in May and October, ITER opens its doors to the public. Each time, about 700 visitors have a chance to get a first-row view of the progress made on the ITER construction site.
The annual ITER Robots competition tasks youngsters from local schools with finding robotic solutions for ITER-like remote handling challenges.
16
ITER ORGANIZATION 2017 SOCIAL REPORT
Performance, Rewards & Recognition In 2017
Performance Distribution Performance Levels
53.1% 47.6%
45.9% 45.0%
42.8%
40.6%
8.1% 3.4% A
2.6% B+ B 2015
B-
8.2% 1.0%
0.3% C
A
B+ B 2016
B-
A
B+
B
1.3% 0.1% BC 2017
Performance levels
A
B+
B
B-
C
Rewards and Recognition Eligible Staff Members Rewarded In 2017 In 2016
300 255 34.3%
250 200
59.20% 56.90%
173 23.3%
159 29.2%
139 25.5%
150 100 50
12 2.2%*
0
30
Promotions (Performance Reviews) Award Seniority Step
12 1.6% 2016
2017
28
25 20 15
14
13
10 5
Promotions (Competition) Promotions (Contract Renewals)
2 0
2016
2017
* % of all staff
ITER ORGANIZATION 2017 SOCIAL REPORT
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Staff Absences In 2017
Sickness Leave Average number of days of sickness per staff member 4.00
3.7
3.49
Days of certified and non-certified sickness
3.63
3,000.5 (80%)
Certified Sickness Non-Certified Sickness
0.00
Average number of Certified Sickness Leave days
Number of staff who requested Certified and Non-Certified Sickness Leave
2.00
0.91
0.90
2015
0.88
2016
2017
Certified Sickness Average Non Certified Sickness Average
360 350 340 330 320 310 300 290 280 270 260
355 296 Certified Sickness Headcount
Non-Certified Sickness Headcount
Special Leave Average number of Special Leave days per staff member 2.50
2.28
2.00
1.88
1.83
0.51
0.52
1.50 1.10 1.00 0.50 0.00 2015
Paternity Leave Illness Spouse/Child Death relative, Spouse/Child
2016
Maternity Leave Installation/Removal Other Special Leave
2017
Total Special Leave
Special Leave by Type OTHER SPECIAL LEAVE 13%
PATERNITY LEAVE 23%
DEATH RELATIVE, SPOUSE/CHILD 8% INSTALLATION/REMOVAL 8% ILLNESS SPOUSE/CHILD 20%
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ITER ORGANIZATION 2017 SOCIAL REPORT
35
730 (20%)
3.00
1.00
Staff with Certified Sickness Leave of 10 days or more
MATERNITY LEAVE 28%
Other Special Leave includes: • Overtime Compensation • Exceptional Leave • Marriage Leave • Unpaid Leave • Travelling Time • Job Search • Other
10.14
Remuneration and Benefits In 2017
Detail of Labour Costs Total net income EUR 63.81 M = 60.65%
EUR 60,000,000.00
Total internal tax EUR 20.36 M = 19.35%
Total social contributions EUR 21.04 M = 20.00%
EUR 50,000,000.00
2017 Net income Social Contributions Internal Tax Total Labour Costs
EUR 63.81 M EUR 21.04 M EUR 20.36 M EUR 105.21 M
2016 Net Income Social Contributions Internal Tax Total Labour Costs
EUR 56.40 M EUR 18.51 M EUR 17.83 M EUR 92.84 M
EUR 40,000,000.00 EUR 30,000,000.00 EUR 20,000,000.00 EUR 10,000,000.00 0.00
P and higher categories Basic Net Salary
Allowance
Employee Contributions
Employer Contributions
G category
Internal Tax
Travel Costs for Installation/Departure (TCA) Distribution of TCA costs EU 12%
Total TCA costs (in EUR) 45,000 42,517 40,000
CN 19%
34,860
35,000 US 23%
KO 16%
JA 10%
EUR 167,218 117 EUR 770
2017 Total removal costs Removals Average removal cost
EUR 736,676 100 EUR 7,366.76
32,473
30,000 24,861
25,000 RF 1%
2017 Total TCA costs TCA reimbursement requests Average cost per traveller
21,690
20,000 15,000 10,163
10,000 5,000
IN 19%
0
654
CN
EU
IN
JP
KO
RF
US
Removal Costs Distribution of removal costs
Annual removal costs (in EUR)
EU 25%
250,000
CN 27%
200,000 196,896
US 14% RF 1%
184,528
150,000
KO 16%
115,871 102,147
100,590
100,000 JA 4% 50,000
27,639 9,005
IN 13%
0
CN
EU
IN
JP
KO
RF
US
ITER ORGANIZATION 2017 SOCIAL REPORT
19
Appendix: Internship Policy & Categories Meet the fifth cohort of Monaco Fellows, five young scientists and engineers who come to ITER for a two-year post-doctoral research stint funded by the Principality of Monaco.
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 1,300 per month (four to six months, extendable to a year).
Glossary Category: ITER Organization (IO) staff belong either to the Professional (P Staff and above) or to the Support (G Staff ) category.
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).
Competition (recruitment): For recruitments, two types of competition exist: external, i.e., open to citizens of an ITER Member including IO staff; or internal, i.e., open to IO Staff under certain conditions.
Category C: “Job shadowing” internships for secondary or high school students. Interns observe working conditions and may assist the supervisor in various tasks;
Management (and Top Management):
• Interns are not paid (up to four weeks).
A Managerial Position is: Head of Office, Department, Division, Section/Division, or Section. Top Management is restricted to Director-General (DG), Deputy Directors-General (DDGs), Heads of Cabinet, Offices and Departments and ITER Council (IC) Secretary.
Member: There are seven signatories to the ITER Agreement: China, the European Union, India, Japan, the Republic of Korea, the Russian Federation and the 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.
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 Memorandum of Understanding or agreement with university/ school (up to four years).
Status: IO Staff can be directly-employed (DES) or Secondees (coming from European Commission).
Turnover: The rate at which IO employees quit the Organization, is calculated as: (number of departures/average headcount over the year) x100.
TCWS, VAS and SCS-N dedicated staff: Arrangements between the ITER Organization and the Domestic Agencies (DAs) 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).
ITER Project Associate (IPA): IPAs are assigned to ITER by an institute in a Member state to support the project for a maximum of four years.
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ITER ORGANIZATION 2017 SOCIAL REPORT
Ready – steady – go! Every year, ITER employees meet local residents from Vinon-sur-Verdon and surrounding villages for friendly competitions in a number of sporting disciplines. Fun is always guaranteed. Photo: Agence ITER France
Abbreviations and Acronyms CAB CIO CN-DA COM COO CST DA DDG DG EU-DA FPD G Staff HRD IAS ICS IN-DA IO IPA JA-DA KO-DA LGA ORAP PCO PED P Staff & higher QAA RCO RF-DA SCOD SCS-N SD TCWS TED US-DA VAS
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 Human Resources Department Internal Audit Service ITER Council Secretariat Indian Domestic Agency ITER Organization ITER Project Associate Japanese Domestic Agency Korean Domestic Agency Legal Affairs External Relations & Action Plan Implementation Office Project Control Office Plant Engineering Department Staff members of the professional and higher (management) categories Quality Assurance & Assessment Division Relations Coordinating Officer Russian Federation Domestic Agency Science & Operation Department Safety Control System for Nuclear Safety Department Tokamak Cooling Water System Tokamak Engineering Department United States Domestic Agency Vacuum Auxiliary System
This aerial view shows a part of the Tokamak Building slab prior to concrete pouring. Anchor plates for attaching equipment create an intricate pattern on the rebar below. Photo: ITER Organization/EJF Riche
ITER ORGANIZATION 2017 SOCIAL REPORT
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ITER Organization Headquarters Route de Vinon-sur-Verdon CS 90 046 13067 St. Paul-lez-Durance Cedex France © ITER Organization, July 2018
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