ITER ORGANIZATION
Social Report 2018
Statistics at a glance
5.9% • ITER Organization staff turnover 42.0 years • Female staff – average age 44.5 years • Male staff – average age 44.0 years • Average age of all staff 113 • Recruits in 2018 64 • Total number of ITER Project Associates
54 • Total number of interns
Statistics at a glance
Contents Global staff metrics • Staff Growth • Distribution of Staff • Distribution of Staff and Category • Distribution of Staff and Gender • Distribution of Staff and Gender
A portable stand, virtual reality goggles … the ITER Project is represented at fusion, energy and science conferences around the world. ITER scientists and engineers also write broadly; in 2018, they published 58 papers as lead author or co-author in refereed journals.
6 6 6
by Member by Department
6 by Grade 7 by Age 7
• Gender Distribution by Department • Education per Category • Other Staff Data Staff movements • Recruitment by Department and Category • Recruitment by Category and Gender
7 9 9 10
• Recruitment by Member • Recruitment by Member (Distribution)
10
• Staff Mobility • Turnover Non-ITER Organization staff • ITER Project Associates • Interim Staff • Experts • Visiting Researchers • Interns Training • Training Budget • Key Figures Performance, rewards & recognition • Performance Distribution • Rewards and Recognition Staff absences • Sickness Leave • Special Leave Remuneration and benefits • Detail of Labour Costs • Travel Costs for Installation/Departure
11 11 12 12 12 12 13 13 15 15 15 17 17 17 18 18 18 19 19
• Removal Costs
19
10 10
11
Contents
19
1
Approximately one dozen concrete formulations have been necessary for projects in the Tokamak Complex. This one – for the concrete crown that will sit under the machine – is being tested for fluidity requirements.
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 appropriate 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 Councilapproved staffing plan. In 2018, Human Resources increased the number of staff to 858 by recruiting qualified and skilled people from each of the seven ITER Members. The figures behind this information are impressive: the team evaluated 3,579 applications for 113 appointments. The year was challenging and productive in other ways, also. Sixty-four ITER Project Associates – a non-staff category created to leverage qualified resources from the Domestic Agencies – were assigned to the ITER Project at the end of the year, compared to 13 in 2017; a new competency model was developed to assist the Organization in defining current and future requirements and available resources; and organizational changes were introduced to support the Organization in its oversight role of assembly and installation activities on the worksite. Finally, the new success factors learning management IT tool has been helping the ITER Organization to manage and implement learning programs effectively since the beginning of 2018. 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 2018 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. The 2018 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 October 2019
Foreword from the Head of Human Resources
3
Looking across the worksite towards ITER Headquarters, where over 800 people from 35 nations collaborate daily to realize one of the most ambitious science and engineering projects in the world.
4
ITER Organization Social Report 2018
ITER ORGANIZATION
2018 Human Resources Statistics
ITER Organization Social Report 2018
5
Global Staff Metrics On 31 December 2018
Staff Growth Total Staff 2018 858* (Including 25 TCWS, 2 VAS, 1 SCS-N, 5 Post-Doc and 12 Secondees)*
1000 900
858
825
800
740 268 36.2%
600
274 31.9%
281 34.1%
700
P and higher categories G category
500
68.1% 31.9%
Number of staff increased by 4% in 2018
400 300 200
584 68.1%
544 65.9%
472 63.8%
P and higher categories
100
G category
*See the Glossary (p. 20) for all definitions
0
2017
2016
2018
Distribution of Staff by Member IO Staff 2018 IO Staff 2017
858 825
2017
2018
EU 69.2%
EU 69.8%
US 5.8%
US 5.6%
RF 4.4%
RF 4.3%
%
KO 3.9% JA 3.0% IN 4.4% CN 9.3%
%
KO 3.7% JA 3.1% IN 4.2% CN 9.2%
Distribution of Staff by Department and Category Evolution by category
200 180
65.9%
68.1%
36.2%
34.1%
31.9%
2016
2017
2018
63.8%
160
55
140
99
23
120 20
100 80 124
60
0
6
10
24
9
13
18
15
19
DG+
CAB
FPD
10 93
86
40 20
126
6 9 HRD
5 17 PCO
ITER Organization Social Report 2018
53
24
P and higher categories CIO
SD
TED
PED
CST
SCOD
G category
Global Staff Metrics On 31 December 2018
Distribution of Staff by Grade and Gender End 2018 Women Men
200 180
163 (19.0%) 695 (81.0%)
160
Evolution by Gender Women represent • 32.1% of total G category • 12.8% of total P category
140 120
168
100 142
80 60
50
79
40
63
20
28 4 D1
5 1 DG DDG D2 2
1
0
8 1 P6
15
5 P5
P4
57
49
16
19
G5
G4
28
29
13 4 P1
16
P3
P2
7 G6
34 G3
2 12
Men represent • 67.9% of total G category • 87.2% of total P category
80.4%
80.2%
81.0%
19.6%
19.8%
19.0%
2017
2018
2016
Women
Men
G2
Distribution of Staff by Age and Gender >65
12
60-64 3
49
55-59
15
50-54
16
45-49
73 125
40-44
38
35-39
39
127
End 2017 Average age Women Men
43.6 years 41.5 years 44.1 years
149
28
25-29 4
44.0 years 42.0 years 44.5 years
61
20
30-34
End 2018 Average age Women (163) Men (695)
85
14
Women 0
20
40
60
80
100
120
140
160
180
Men
200
Gender Distribution by Department 100% 18
12
90% 8
19
9
8
80% 24
70%
25 11
8
Gender in Managerial Positions
21
60%
11%
50% 167 40%
20
124
139
54
14
30% 20%
19
7
FPD
HRD
122
%
89%
22
7
10% 0%
Of 82 managers, 9 are women (11%) The proportion of women is higher in Support Departments CAB, FPD and HRD.
Women DG
CAB
PCO
CIO
CST
PED
SCOD
SD
Men
TED
ITER Organization Social Report 2018
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The annual ITER Robots competition continues to grow. In 2018, over 700 students represented their schools with Lego robots capable of carrying out ITER-like robotic tasks.
8
ITER Organization Social Report 2018
Global Staff Metrics In 2018
Education per Category 170 staff members with a PhD 462 staff members with a Master’s or engineering degree
350 300
19.8% 53.8%
92 250 200 4 150 17
238
100
70
166 115
50
83 51
0
PhD
Engineer
Master
Bachelor
13 Post-secondary degree
8 1 High School Diploma
P and higher categories
G category
Other Staff Data PERTUIS 4%
OTHER 33%
PIERREVERT 4% VINON SUR VERDON 8% MANOSQUE 27%
Local Residence Aix-en-Provence and Manosque
51%
Marital Status Married or legal partnership
75%
Number of Children Staff members with at least one dependent child
72%
% AIX-EN-PROVENCE 24%
SINGLE 25%
% MARRIED 75%
1 CHILD 24%
NO CHILDREN 28%
4 + CHILDREN 3% 3 CHILDREN 10%
% 2 CHILDREN 35%
ITER Organization Social Report 2018
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Staff Movements In 2018
Recruitment by Department and Category Total appointments 113 (Including 16 IO staff members) G category 19 (17%) P and higher categories 94 (83%)
30
25
6
20
15
4 21
10 3
1
12
5
0
1
18 12
9 2 3 1 DG (QMD) CAB
5
2
FPD
HRD
6
5
2
P and higher categories PCO
SD
CIO
TED
PED
CST
G category
SCOD
Recruitment by Category and Gender Total appointments Women Men
120
100
113 21 (19%) 92 (81%)
Gender distribution in recruitment
80
86% 78% 60
81%
80
40
22% 14%
19%
20
0
2016
12
16
5 G CATEGORY
P AND HIGHER CATEGORIES
Women
2017
2018
Men
Recruitment by Member 3,000
60 2,532
2,500
50
2,000
40
1,500
30
1,000
20
500
475
10
1.7%
10.7% 8.3%
298 0
10
CN
EU
Nominated applications vs/recruitments by Member in 2018 Recruitment of newcomers 97 (Excluding 16 IO staff members) Total number of applications 3,579
2.2%
20
75
84
95
IN
JA
KO
RF
ITER Organization Social Report 2018
US
20%
0
CN
EU
IN
JA
KO
3.0% 5.3%
RF
US
Number of applications Number of recruitments Selection rate: Recruitments against number of applications
Staff Movements In 2018
Recruitment by Member (Distribution) Distribution by Member Recruitment of newcomers in 2018 (Excluding 16 IO staff members)
97
Appointments Transfers
10 60
EU 57.8%
CN 8.2%
%
US 9.3% RF 5.2% KO 7.2% JA 8.2% IN 4.1%
Staff Mobility
Appointments
Transfers CST 1 (10%)
TED 1 (10%) SCOD 1 (10%)
SD 5 (8%)
%
FPD 2 (20%)
CST 15 (25%)
TED 6 (10%)
SCOD 2 (3%) QMD 18 (30%)
%
HRD 1 (10%)
PED 4 (40%)
FPD 2 (3%) HRD 1 (2%) PCO 1 (2%) PED 10 (17%)
Turnover Departures by Member
Number of departures per category
25
Departures in 2018 Global turnover
60 50
50 5.9%
21 45
20
40
14 10
35
15
30 25 10
20 6
7
6
5
4
3
34
36
2017
2018
15 10
3
5 0
P and higher categories
0 CN
EU
IN
JA
KO
RF
US
G category
ITER Organization Social Report 2018
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Non-ITER Organization Staff On 31 December 2018
ITER Project Associates (IPA) IPA by Member (Plus one from Australia)
IPA by Department 40
EU 15
38
35
AU 1 US 1
Total number of IPA 2018 2017
64 13
30
RU 4 25 KO 4 20
JA 4
No.
IN 10
15 10
9 7
5 CN 25
3
3 1
0
1
1
1
CIO CST FPD HRD PED QMD SCOD SD
TED
Interim Staff 25 20
20
15
10
9
1 CAB
CIO
Interim contracts 2017 Managed Implemented
101 59
Payment statistics Interim contracts 2018 Interim contracts 2017
EUR 1,538,934 EUR 1,815,440
7
5
0
156 65
9
7 5
Interim contracts 2018 Managed Implemented
CST
FPD
HRD
2
2
2
SCOD
SD
TED
1
PCO
PED
QMD
Experts Experts by Department
Expert contract costs by Department (in EUR)
12
€25,000.00 10
10
€20,000.00
€19,968.69 €19,475.00
€21,400.00
€16,528.10
8 7
€15,000.00
6 4
4
€10,000.00
4
€4,450.00
€5,000.00
2
2
1
1
1
1 €450.00
0
0 CAB CIO HRD/ HRD/ LGA SCOD SCOD/ SD CAB SD TED/ PED
12
ITER Organization Social Report 2018
TED
CAB LGA HRD SCOD SD
TED
Contract costs 2018 Expert contract costs EUR 82,271.79 Number of expert contracts 31 Contract costs 2017 Expert contract costs EUR 146,184 Number of expert contracts 27 Note: Contracts ongoing in 2018 may not necessarily be billed during the same year, thus explaining the apparent discrepancy between the number of experts and the costs per Department.
Non-ITER Organization Staff On 31 December 2018
Visiting Researchers Visiting Researchers by Member
Visiting Researchers by Department
Number of Visiting Researchers 3 All visiting researchers in 2018 came from China. In 2017 there were 7 visiting researchers.
2.5 CN 3 2
2
No.
1.5
1
1
0.5
0
CIO
TED
Interns Total number of Interns 2018 2017
Interns by Member (categories A, B & S only)
EU (16) 47%
US (7) 20%
54 32
%
RF (2) 6% KO (1) 3%
JA (5) 15% IN (3) 9%
Interns by Category*
* See the Appendix (p.20) for Internship Policy & Categories
Interns by Department (focus on Cat A, B & S)
25
15 12 20
20
10
10
15
15
10
9
9 5
4 3
5
2 1
0
Cat A
Cat B
Cat S
Cat C
1
1
1
0 CAB CIO FPD HRD PCO PED SCOD SD
TED
ITER Organization Social Report 2018
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By the end of the year, 59.7% of the physical work to First Plasma had been achieved. “Physical work� includes component design and manufacture, site construction, shipment and delivery, and assembly and installation.
14
ITER Organization Social Report 2018
Training In 2018
Training Budget Staff having completed at least one course 800
EUR 186,000
312,000
700
673
300,000
600 528
250,000 218,000
500 400
Training Budget in 2018
Total registration costs in EUR 350,000
200,000
404
186,000
150,000 300 100,000
200
50,000
100 0
2016
2017
2018
0%
2016
2017
2018
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)
2016 740 404 1,094 7,320 218 K€
2017 825 673 2,119 14,309 312 K€
2018 858 528 1,223* 8,258 186 K€
2017 6.8 hours
2018 6.8 hours
Average number of ≈ 2.6 completed courses/staff
≈ 1.4
Average course duration
Average cost per participation Mission costs related to training
150 €HT 152 €HT 15 K€
18 K€
98% of the training has been completed on site. * Induction training in 2018 includes 13 training topics for which participants were registered separately in past years, generating a decrease in participant numbers.
ITER Organization Social Report 2018
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Twice a year, in May and October, ITER opens its doors to the public. A team of 50 volunteers is always on hand to explain the intricacies of fusion science and the paradigm shift that widescale fusion energy could represent to humanity.
16
ITER Organization Social Report 2018
Performance, Rewards & Recognition In 2018
Performance Distribution Performance Levels 49.42%
47.63% 42.75%
41.06%
45.86% 45.06%
8.62%
8.18%
8.12%
1.29%
0.96% A
B+ B 2016
B-
A
B+
B B2017
0.90%
0.14% C
A
B+
B B2018
Performance levels
A
B+
B
B-
C
Rewards and Recognition 381 46.9%
400
Eligible Staff Members Rewarded In 2018 In 2017
350 300
69.1% 59.2%
255 34.3%
250 173 23.3%
200
165 20.3%
150 100 50
Promotions (Performance Reviews) Award Seniority Step
15 1.8%
12 1.6%
0
2017
2018
30 25
25
20
15
15
14
13
10
5
0
Promotions (Competition) Promotions (Contract Renewals) 2017
2018
ITER Organization Social Report 2018
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Staff Absences In 2018
Sickness Leave Average number of days of sickness per staff member 4.50 4.00
Days of certified and non-certified sickness
4.24 3.70
604 3,639
No.
3.63
3.50
Certified Sickness Non-Certified Sickness
3.00 2.50
370
1.50 0.91
0.70
0.50 0.00
365
360
0.88
350
341
340
2016
2017
2018
Certified Sickness Average Non Certified Sickness Average
330 320
Certified Sickness Headcount
Non-Certified Sickness Headcount
Special Leave Average number of Special Leave days per staff member 2.50 2.00
2.32 1.88
1.83
1.50 1.04 1.00 0.50
0.51
0.52
2016
2017
0.00
Paternity Leave Illness Spouse/Child Death relative, Spouse/Child
Maternity Leave Installation/Removal Other Special Leave
2018
Total Special Leave
Special Leave by Type OTHER SPECIAL LEAVE 11%
PATERNITY LEAVE 16%
DEATH RELATIVE, SPOUSE/CHILD 5% INSTALLATION/ REMOVAL 5%
ILLNESS SPOUSE/CHILD 18%
18
ITER Organization Social Report 2018
%
MATERNITY LEAVE 45%
47
Average number of Certified Sickness Leave days 9.97
Number of staff who requested Certified and Non-Certified Sickness Leave
2.00
1.00
Staff with Certified Sickness Leave of 10 days or more
Other Special Leave includes: • Overtime Compensation • Exceptional Leave • Marriage Leave • Unpaid Leave • Travelling Time • Job Search • Other
Remuneration and Benefits In 2018
Detail of Labour Costs Total net income EUR 67.58 M = 60.11%
Total social contributions Total internal tax EUR 22.83M = 20.30% EUR 22.02M = 19.58%
EUR 60,000,000.00 EUR 50,000,000.00
2018 Total labour costs EUR 112.43 M net income + social contributions + internal tax 2017 Net Income Social Contributions Internal Tax Total Labour Costs
EUR 40,000,000.00 EUR 30,000,000.00 EUR 20,000,000.00
EUR 52.61 M EUR 21.04 M EUR 20.36 M EUR 105.21 M
EUR 10,000,000.00 0.00
P and higher categories Basic Net Salary
Allowance
Employer Employee Contributions Contributions
G category
Internal Tax
Travel Costs for Installation/Departure (TCA) Distribution of TCA costs EU 9% CN 12%
KO 28%
50,353
50,000
US 26%
RF 3%
Total TCA costs (in EUR) 60,000
46,953
2018 Total TCA costs EUR 178,769 TCA reimbursement requests 97 Average cost per traveller EUR 1,842.98
40,000
%
29,653
30,000 21,790
20,000 15,366 9,420
10,000
JA 17%
5,234
IN 5%
0
CN
EU
IN
JA
KO
RF
US
Removal Costs Distribution of removal costs
Annual removal costs (in EUR) 180,000
EU 23%
160,000
155,414
153,579
146,545
CN 8%
2018 Total removal costs Removals Average removal cost
EUR 657,589 96 EUR 6,849.89
140,000 US 24%
RF 7%
KO 22%
%
120,000 100,000 76,938
80,000 60,000 52,466
46,449
40,000 JA 12% IN 4%
26,198
20,000 0
CN
EU
IN
JA
KO
RF
US
ITER Organization Social Report 2018
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Glossary Category: ITER Organization (IO) staff belong either to the Professional (P Staff and above) or to the Support (G Staff) category. 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. Management (and Top Management): A Managerial position is: Head of Office, Department, Division, Section/Division, or Section. Top Management is restricted to Director-General (DG), Deputy DirectorsGeneral (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. Status: IO Staff can be directly employed (DES) or Secondees (coming from European Commission).
Always a hit: musically talented members of the ITER community have formed a band that livens staff events and holiday celebrations.
Appendix: Internship Policy & Categories Category A: Short- to long-term scientific or technical internships for candidates with at least four years of studies posthigh 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).
Turnover: The rate at which IO employees quit the Organization, calculated as: (number of departures/average headcount over the year) x 100.
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).
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).
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).
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. Two of the 135 fusion PhD students who attended the 2018 FuseNet PhD event held at ITER Headquarters.
20
ITER Organization Social Report 2018
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).
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 QMD 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 Management 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
ITER Games has become a fixture of staff life at ITER: every September, over 600 people join in for a full day of fun, sport and Provencal traditions like pétanque and lunch in the shade of the centuries-old plane trees.
ITER Organization Social Report 2018
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ITER Organization Headquarters Route de Vinon-sur-Verdon CS 90 046 13067 St. Paul-lez-Durance Cedex France © ITER Organization, November 2019
www.iter.org