ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2019
Statistics at a glance
5.3%
929
135
44.0 years
ITER Organization staff turnover
total number of staff
recruits in 2019
average age of all staff
160 total number of ITER Project Associates
Statistics at a glance
66 total number of interns
International Women’s Day is celebrated at ITER on 8 March with an exhibition in the lobby highlighting the contributions of women in the ITER Members to different fields of science and technology. Women represent 19.5% of staff at the ITER Organization.
Contents Global staff metrics
6
• 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
10
• 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
12
• ITER Project Associates • Interim Staff • Experts • Visiting Researchers • Interns
12 12 12 13 13
Training
15
• Training Budget • Key Figures
15 15
Performance, rewards & recognition
17
• Performance Distribution • Rewards and Recognition
17 17
Staff absences
18
• Sickness Leave • Special Leave
18 18
Remuneration and benefits
19
• Detail of Labour Costs • Travel Costs for Installation/Departure • Removal Costs
19 19 19
Contents
1
One of the last “construction” tasks inside of the Tokamak pit is the installation of 18 cryostat bearings – ball-and-socket-type components that will permit the smooth transfer of forces from the machine to the cryostat crown. The area will then be handed over to the Tokamak assembly teams.
2
Foreword from the Head of Human Resources
Foreword from the Head of Human Resources Throughout this reform, the HRD undertook actions to revisit almost all areas of human resources and most notably: 1. working conditions, in particular via the implementation of a flexible work policy; 2. management of competencies, through the development of a competency model used in the context of recruitment and performance review with the support of the SuccessFactors Learning Management IT tool; 3. diversity of the staff, via efforts to promote employer branding in the Members that are underrepresented in the distribution of staff with the support of the Domestic Agencies and online professional networks.
W
e are pleased to share with you the ITER Organization’s 2019 report on human resources, whose purpose is to provide some statistics about the main activities undertaken by the Human Resources Department as regards to staff and non-staff resources. Of course, it does not give a full picture of the responsibilities of the Department and cannot reflect the countless human exchanges between Human Resources and ITER Organization staff and managers on the many facets of employment; in fact, most of the work of cannot be captured by simple statistics. Nevertheless, the Report on Human Resources is important for the public to understand the specificities and variety of ITER Organization staffing. The report offers a glimpse of the human dimension behind 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 terms of job profile, but also in the personal situations of the staff members and their families coming from over 30 countries. 2019 Highlights In 2019, the Human Resources Department completed the implementation of human resources reform based on a detailed and comprehensive action plan launched in 2016. The aim of this reform was to improve and modernize the support provided to the ITER Organization’s most important asset: its staff.
In addition to these policy actions, in 2019 Human Resources increased the number of staff to 929 (+8.3%) by recruiting qualified and skilled people from each of the seven ITER Members. The figures behind this information are impressive: the team evaluated 4,012 applications for 135 appointments. However, the most distinctive progression is for the nonstaff category of ITER Project Associates, which ramped up from 64 in 2018 to 160 in 2019. The other statistics remain globally stable, whether in terms of distribution and profile of the staff compared to 2018. Another significant challenge was to prepare for the overall reorganization that was implemented on 1 January 2020 in order to accompany the evolution of the project as it moved from design and construction to the assembly phase. In conclusion, I would like to express my sincere appreciation to all those who took part in the human-resource activities required to support the ITER Organization and the ITER Project, as well as those who contributed to the development of this 2019 Report on Human Resources. These accomplishments have been achieved thanks to the professionalism and hard work of the entire Human Resources team and of our colleagues at the ITER Organization and the Domestic Agencies.
Eric Welch St. Paul-lez-Durance November 2020
Foreword from the Head of Human Resources
3
ITER staff members gather in late November 2019 for a group photo on site. Just over 900 people (929) are directly employed by the ITER Organization.
4
ITER Organization 2019 Human Resources Statistics
ITER ORGANIZATION 2019 HUMAN RESOURCES STATISTICS
ITER Organization 2019 Human Resources Statistics
5
GLOBAL STAFF METRICS On 31 December 2019
STAFF GROWTH 1000
TOTAL STAFF 2019 *(Including 29 TCWS, 3 VAS, 1 SCS-N, 5 Post-Doc and 15 Secondees)
929
900
858
825
1000 800 900 700 1000 800 600 900
600 400 700 500 300 600 400 200 500 300 100 400
276 29.7%
274 31.9%
281 34.1%
584 68.1%
544 65.9%
584 68.1%
544 2017 65.9%
584 68.1% 2018
653 70.3% 2019
2017
2018
2019
2017
2018
2019
100 200 0 100
NUMBER OF STAFF INCREASED BY 8.3% IN 2019
653 70.3%
DISTRIBUTION OF STAFF BY MEMBER 0
P and higher categories
G category
*See the Glossary (p. 20) for all definitions P and higher categories
G category
P and higher categories
G category
IO STAFF 2019 IO STAFF 2018
929 858
2018
EU 69.8% US 5.6% RF 4.3% KO 3.7% JA 3.1% IN 4.2%
70.3% 29.7%
653 70.3%
544 65.9%
200 3000
P AND HIGHER CATEGORIES G CATEGORY
929 276 29.7%
858 274 31.9%
825 281 34.1%
700 500 800
276 929 29.7%
274 858 31.9%
281 825 34.1%
929*
2019
EU 68.2%
% % %
CN 9.2%
% % %
US 5.6% RF 5.1% KO 5.3% JA 3.4% IN 3.0% CN 9.4%
250 68.1%
70.3%
68.1%
70.3%
34.1% 65.9%
68.1% 31.9%
70.3% 29.7%
34.1%
31.9%
29.7%
34.1% 2017
31.9% 2018
29.7% 2019
2017
2018
65.9%
DISTRIBUTION OF STAFF BY DEPARTMENT AND CATEGORY
250 200
53
250 200 150
98
21
53
200
20
150 100
50 0 0
6
21 154
98
100 50
500
53
98
150
100
65.9% Evolution by category
130 21
93 23 10 17 DG+ 10 17 10 DG+ 17 DG+
13 13 CAB 13 13 CAB 13 13 CAB
21 FPD 23 21 23 FPD 21 FPD
10 8 HRD 10 8 HRD 10 8 HRD
7 17 PCO 7 17
9 26 93 CIO 93
7 PCO 17
CIO
PCO
CIO
SD 9 26 9 SD 26 SD
ITER Organization Report on Human Resources 2019
20 114 20
154 130 TED 130
154 PED
TED TED
114
12 60 12
P and higher categories
CST 114
SCOD 12 60
PED
CST
60 SCOD
PED
CST
SCOD
2017
2019
G category
2018
2019
P and higher categories
G category
P and higher categories
G category
GLOBAL STAFF METRICS On 31 December 2019
DISTRIBUTION OF STAFF BY GRADE AND GENDER End 2019 WOMEN MEN
250 250
181 (19.5%) 748 (80.5%)
250 200 200
Evolution by Gender WOMEN REPRESENT MEN REPRESENT • 34.1% of total G category • 65.9% of total G category • 13.3% of total P category • 86.7% of total P category
200 150 150 187 187 150 100 100
150 150
100 50 50
500 0
0
1 1 DG DG
2 2 DDG DDG
5 5 1 1 D2 D2
1
2
DG
DDG
5 1 D2
29 29 3 3 D1 D1 29 3 D1
8 8 1 1 P6 P6 8 1 P6
65 65
150
6 6 65 P5 P5
13 13 P4 P4
6 P5
13 P4
187
37 37 P3 P3 37 P3
80.2% 80.2%
106 106
106 22 22 P2 P2
13 13 4 4 P1 P1
30 30 7 7 G6 G6 30
13 4 P1
7 G6
22 P2
47 47
62 62
41 41
19 19 62 G5 G5
25 25 41 G4 G4
19
25
G3 G3 32
G5
G4
G3
32 32 47
19.8% 19.8% 80.2% 2017 2017 Women 19.8% Women
2 2 11 11 G2 G2
81.0% 81.0%
80.5% 80.5%
19.0% 19.0% 81.0% 2018 2018 Men 19.0% Men
19.5% 19.5% 80.5% 2019 2019 19.5%
2018
2019
2017
2 11 G2
Women
Men
DISTRIBUTION OF STAFF BY AGE AND GENDER >70 1 >70 1 65-69 14 65-69 14 >70 41 60-64 60-64 4
49 49
65-69 14 55-59 55-59 14
70 70
60-64 4 17 50-54 50-54 17
49
55-59 45-49 45-49
14 29 29
50-54 40-44 40-44
17
70
129 129 81
41 41
45-49 35-39 35-39
29 44 44
40-44 30-34 30-34
28 41 28
35-39 4 12 25-29 25-29 4 12 30-34 0 0
81 81
153 153 129
End 2019 AVERAGE AGE WOMEN (181) MEN (748)
44.2 YEARS 42.3 YEARS 44.7 YEARS
End 2018 AVERAGE AGE WOMEN MEN
44.0 YEARS 42.0 YEARS 44.5 YEARS
151 151 153
88 88
44
151
28
88
50 50
100 100
150 150
200 200
250 250
100
150 14 14
200
250
Women Women
Men Men
Women
Men
25-29 4 12 100% 100% 0
50
23 12 23 90% GENDER DISTRIBUTION 2222BY DEPARTMENT 12 90% 7 100% 80% 80% 90% 70% 70%
7
21 21
7 20 20
80% 60% 60% 70% 50% 50% 60% 40% 40% 50% 30% 30% 40% 20% 20%
10% 0%
22
14
23
11 11
12
29 12
10
OF 95 MANAGERS, 8 ARE WOMEN (8.4%) The proportion of women is higher in Support Departments HRD, CAB and FPD.
21 11 169 169
20 20 20
14 14 23 23
20 6 6
30% 10% 10% 20% 0% 0%
10 10
29 29
12 12
120 120
184 184
120
184
60 60
122 122 23 23
169
7 7
60
122
Gender in Managerial Positions 8.4% 91.6%
23
14 23
DG+ DG+
CAB CAB 6
FPD FPD
7 HRD HRD
PCO PCO
CIO CIO
CST CST
PED PED
SCOD SCOD
SD SD
TED TED
DG+
CAB
FPD
HRD
PCO
CIO
CST
PED
SCOD
SD
TED
Women Women
Men Men
Women
Men
% %
ITER Organization Report on Human Resources 2019
7
Of the 16,000 visitors to the ITER site in 2019, approximately 10 percent participated in one of the two Open Doors Days events. In addition to visits by the public, ITER receives industry representatives, Member state delegations, media teams, fusion students, and many, many local schoolchildren (~7,000).
8
ITER Organization Report on Human Resources 2019
450 METRICS GLOBAL STAFF 450 450 In 2019
400 400 400
350 350 EDUCATION PER CATEGORY 350 450
300 300 300
400
250 250 250
350
200 200 200
300
150 150 150
250 200
100 100 100
150 17 100
000
284 284 284
17 17 17
64 64 64
177 177 177
82 82 82
114 114 114 60 60 60 284 PhD PhD PhD
Engineer Engineer Engineer 64
177
Bachelor Bachelor Bachelor
Master Master Master
60 0
Engineer
PhD
17 17 17 Post-secondary Post-secondary Post-secondary degree degree degree
999 111 HighSchool School High School High Diploma Diploma Diploma
andhigher highercategories categories and higher categories PPPand
82
114
50
181 STAFF MEMBERS WITH A PHD 19.5% 515 STAFF MEMBERS WITH A MASTER’S OR ENGINEERING DEGREE 55.4%
100 444
50 50 50
4
100 100 100
Master
Bachelor
17 Post-secondary degree
9 1 High School Diploma
P and higher categories
G category
OTHER STAFF DATA VINON SUR VERDON 8% PIERREVERT 4% PERTUIS 4%
AIX-EN-PROVENCE 25%
Local Residence AIX-EN-PROVENCE AND MANOSQUE
54%
Marital Status MARRIED OR LEGAL PARTNERSHIP
79%
Number of Children STAFF MEMBERS WITH AT LEAST ONE DEPENDENT CHILD
74%
% OTHERS 30%
MANOSQUE 29%
%
SINGLE 21%
% MARRIED 79%
%
NO CHILDREN 26%
4+ CHILDREN 3% 3 CHILDREN 10%
2 CHILDREN 36%
%
% 1 CHILD 25%
ITER Organization Report on Human Resources 2019
9
categ categ GGGcateg
STAFF MOVEMENTS In 2019
RECRUITMENT BY DEPARTMENT AND CATEGORY 45 40 45 35 40 45 30 35 40 25 30 35 20 25 30 15 20 25 10 15 20 5 10 15 0 5 10
TOTAL APPOINTMENTS (Including 17 IO staff members)
135
G CATEGORY P AND HIGHER CATEGORIES
18 (13.3%) 117 (86.7%)
4
4
4 2 4 37 1
1 14
1 5
4
1 FPD 5
HRD
0 5 140
1 FPD 5
HRD
120 140
FPD
HRD
1 2 PCO 1 2 PCO 1 2 PCO
4
1 14 CIO 14 CIO
2 4 22 2
37
22
37
CST 22 CST
19 4
14
19
1 4
PED
SCOD 19
SD 1 4
PED
SCOD
SD 1 4
14 TED
P and higher categories
G category
14 TED
P and higher categories
G category
P and higher categories
G category
4 RECRUITMENT BY CATEGORY AND GENDER 0 CIO
CST
PED
SD
SCOD
TED
100 120 140
TOTAL APPOINTMENTS WOMEN MEN
80 100 120
Gender 78% distribution in recruitment
81% 96
60 80 100 96
22%
77%
81% 19%
23% 77%
19% 2018
23% 2019
78% 96
20 40 60 0 20 40 200 3,000
2,823
0
21 P AND HIGHER CATEGORIES 21
G CATEGORY 8
P AND HIGHER CATEGORIES 21
G CATEGORY 8
70 2.2%
62 60 70
2,823 RECRUITMENT BY MEMBER
3,000 2,500 2,000
Women
Men
2017
10
Women
19% 2018
2018
23% 2019
2019
Men
G CATEGORY
62
Nominated applications vs/recruitments by Member in 2019
2.2%
62
40 50 60
2,500 2,000 1,500
Men
2.2%
50 60 70
2,823
Women 22% 2017
10
P AND HIGHER CATEGORIES
3,000 2,500
22% 2017
8 10
77%
81% 78%
40 60 80
135 31 (23%) 104 (77%)
RECRUITMENT OF NEWCOMERS (Excluding 17 IO staff members)
118
30 40 50 2,000 1,500 1,000 1,500 1,000 500 1,000 5000 5000
0
10
20 30 40
587
587 CN 587 CN
20 EU
IN 20
EU
IN 20
CN
17 7.0%
13
EU
IN
114 JA 114 JA 114 JA
122 KO 122 KO 122 KO
143 RF 143 RF 143 RF
203 US 203 US 203 US
10 20 30
6.1% 13.9%
7
2.2%
0%
13 0 10 20
CN 2.2%
EU
CN
0 IN
EU
0 IN 0%
0
CN
ITER Organization Report on Human Resources 2019
EU
0 IN
10 7.0%
6.1% 13.9%
7 JA
4.4%
9
17
17 KO
0%
13 100
TOTAL NUMBER OF APPLICATIONS
13.9% 2.2%
10 RF 7.0%
6.1%
7 JA
KO
10 RF
JA
KO
RF
4.4%
9 US 4.4%
9 US
US
Number of applications Number of recruitments Selection rate: Recruitments against Number of applications applications number of Number of recruitments Selection rate: Recruitments against Number of of applications applications number Number of recruitments Selection rate: Recruitments against number of applications
4,012
STAFF MOVEMENTS In 2019
RECRUITMENT BY MEMBER (DISTRIBUTION) Distribution by Member RECRUITMENT OF NEWCOMERS IN 2019
118
EU 52.5%
CN 11.0%
% % % %
US 7.6% RF 8.5% KO 14.4% JA 5.9%
STAFF MOBILITY APPOINTMENTS TRANSFERS Appointments
I
Transfers
% %% %
TED 5 (25%)
SCOD 3 (20%)
CIO 1 (5%)
PED 1 (2%)
CST 3 (15%) FPD 2 (4%)
FPD 3 (15%)
TED 1 (2%) SD 4 (7%)
PED 3 (15%)
30
18 56
% %% %
SCOD 48 (85%)
60 27
TURNOVER 30
25 30
50 60
60
Departures 27 27 by Member 30 20 25
Number of departures per category 9
14
60 40 50
50
20
50 30 40
40
15
40 20 30
30
30 10 20
20
36
0 20 10
10
36 2018
10 0
0
25 27
25 15 20
14
14
9
5 15 10 0510
0
39
36
6
5 10 5 5 CN
5 CN 0
8
9 9
14 20 10 15
DEPARTURES IN 2019* 48 GLOBAL TURNOVER 5.3% * From 1 January 2019 until 31 December 2019 inclusive.
5 0
8
82
IN 8
JA 2
6
5 EU
CNEU
EUIN
6
US 2 6
INJA 2
JAUS
US
36
39
EU
IN
JA
US
P and higher categories
39 2019
G category
P and higher P andcategories higher categoriesG category G category 2018
2018
2019
2019
P and higher categories
0 CN
39
2018
G category
2019
ITER Organization Report on Human Resources 2019
11
NON-ITER ORGANIZATION STAFF On 31 December 209
ITER PROJECT ASSOCIATES (IPA) 70 IPA by Member
IN 51.9% EU 16.9%
% % %%
CN 15.6% US 1.3% RF 7.5%
66
60
66 66
70 60 60
70 50
66
60 50 50
60 40
39
50 40 40
50 30 34 34
40 30 30
40 20 34
34
30
20 10 10 77 20 99 15 0 15
JA 3.8%
1000 7 10 97
CIO CIO CIO
CIO
1 1
39
3 3
1
38
3
1 1
38
1 1
33FPD 33 33HRD PED SCOD 11CST 11 DG-QMD 11 11 11 11 11 9
CST CST DG-QMD DG-QMD FPD FPD
0
38 38
9
HRD HRD
3 3 11 1 1
1 1
0
66
38
39 39 39
15 1510 7
KO 3.1%
160 64
34
15
30 20 20
Total number of IPA 2019 2018
IPA by Department
70 70
CST FPD HRD CIO DG-QMD CST DG-QMD FPD
PED PED
33 3
SCOD SCOD
3 1 1
PED HRD SCOD PED
2018
SD
2018 2018
SD SD
TED TED
11 11
1 1
2019
TED
2019 2019
2018 20182019 2019
SD TED SCOD SD
TED
INTERIM STAFF 25 25
25 25
25 25 20 25 20 20
25
25
25 15
15 20 15 15
20
15 10 10
15
15 15
10
9
10 44 0
5 00
45 CAB CAB
0
0 CAB
4 9
12 12 12
77 2
9 7
CAB 4
CIO CIO CIO
CAB
CIO
CST CST CST
CIO
CST
CST
HRD/SD 1 CIO 1 CAB 1
SD 1 SCOD/TED/PED 1 SCOD 2 PED 2 LGA 1 IT 1
FPD
FPD
HRD
7 PED
HRD HRD
PED PED
HRD
HRD PED PED €40,000.00
22
QMD
QMD QMD 2
No. No. No.No.
2
2 22 SCOD SCOD 2
1
SCOD
11
TED
2
TED TED 1
1
TED
TED
QMD QMD SCOD SCOD
€40,000.00 €40,000.00
Experts by Department
TED 4
FPD FPD FPD
111 70
Interim contracts 2018 MANAGED IMPLEMENTED
156 65
7 12
EXPERTS
12
15
99
5 10 55
15
12
Interim contracts 2019 MANAGED IMPLEMENTED
Payment statistics INTERIM CONTRACTS 2019 INTERIM CONTRACTS 2018 *data updated in 2020
€34,338
Expert contract costs by Department (in EUR)
Contract costs 2019 EXPERT CONTRACT COSTS EUR 75,490.00 NUMBER OF EXPERT CONTRACTS 16
€40,000.00 €40,000.00 €30,000.00
€34,338 €34,338
€30,000.00 €30,000.00
€34,338€34,338
€30,000.00 €30,000.00 €20,000.00 €20,000.00 €20,000.00
€13,500 €11,375 €20,000.00 €13,500 €20,000.00 €13,500 €10,000.00 €11,375 €11,375 €6,000 €5,643 €10,000.00 €10,000.00 €13,500€13,500 €2,434 €2,200 €6,000 €5,643 €5,643€11,375€11,375€6,000
€10,000.00 €10,000.000 €2,434 €2,434
€2,200 LGA €6,000 PED €2,200 SCOD SCOD/ TED €6,000 TED/ PED CAB CIO SCOD/ TED CAB €2,434 CIO LGA LGA PED PED SCOD SCOD €2,200 SCOD/ €2,200 TED €2,434 TED/ TED/ PED PED 0 0 CAB CIO TED TED CAB LGA CIO PED LGA SCOD PED SCOD/ SCOD SCOD/ TED/ TED/ PED PED
00
ITER Organization Report on Human Resources 2019
EUR 2,443,457 EUR 2,7OO,OOO*
CAB
CIO
€5,643 €5,643
Contract costs 2018 EXPERT CONTRACT COSTS EUR 82,271.79 NUMBER OF EXPERT CONTRACTS 31 Note: Contracts ongoing in 2019 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
3
3
On 31 December 2019
VISITING RESEARCHERS Visiting Researchers by Member
NUMBER OF VISITING RESEARCHERS
Visiting Researchers by Department 3
32
3
3
5
JA 1 3
3
No. KO 4
2
No. No.
1 0
No. 1
11
CIO
SCOD
1
1
CIO
SCOD
CIO
SCOD
1
1
0
1 TED
0
0
INTERNS
12
1
21
CIO
TED
SCOD
TED
TED
Total number of Interns 2019 2018
Interns by Member (total number 45, focus on CAT A, B & S)
No. No. No. No.
EU 23
CN 3
66 54
US 4 RF 2 JP 6
IN 7 25
12
11 21 18
20 25 10 15 20 5 10 15 0
8
128 21
20 18
18
18
62 8 9
Cat B
40 6
Cat C
Cat S
4
0 Cat A
Cat B
Cat S
2 4 Cat A
Cat C
Cat B
8
8
11
9
8 10
2 8
CIO
CST
FPD
PED
SCOD
TED
2
2
2 4
0 Cat S CAB 2
4
4
4 CAB
9
6 1
9
5 9
11
* See the Appendix (p.20) for Internship 10 Policy & Categories. 9
84 10
21
10 Cat A
106 12
9 15
18
18
18
12
11 Interns by Department 21 (focus on Cat10A, B & S)10
Interns by Category*
105
05
9
18 25
25 15
10
10
20
1
1 Cat C
CIO
0 2
CST
FPD
PED
CAB
SCOD
CIO
TED
CST
FPD
PED
SCOD
TED
1 0
Cat A
Cat B
Cat S
Cat C
0 CAB
CIO
CST
FPD
PED
SCOD
TED
ITER Organization Report on Human Resources 2019
13
By year-end, 67.3% 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 Report on Human Resources 2019
TRAINING In 2019
TRAINING BUDGET Staff having completed at least one course 800
Total registration costs in EUR
TRAINING BUDGET IN 2019
EUR 429,346
350,000 312,000
700
673
671
600
300,000 250,000
528
210,000
500 200,000
186,000
400 150,000 300 100,000
200
50,000
100 0
2017
2018
2019
0%
2017
2018
2019
KEY FIGURES Number of IO staff * Number of IO staff trained (at least 1 course) Number of participations
2017
2018
2019
825
858
899
673
528
671
2,119
1,223
1,957
Number of hours of training provided
14,309
8,258
12,112
TOTAL REGISTRATION COSTS K€ (HT)
312 K€
186 K€
210 K€
* Number of ITER Organization staff at the end of December for the years 2017 and 2018, and average number in 2019.
Average course duration Average number of completed courses/staff Average cost per participation Mission costs related to training
2018
2019
6.8 hours
6.2 hours
1.4
2.2
152 €HT
107 €HT
18 k€
4.5 k€
ITER Organization Report on Human Resources 2019
15
The steel structure of the crane hall (top) will be completed early next year. At that point, the temporary wall dividing the Tokamak Building from the Assembly Hall can be removed and the overhead cranes commissioned for work over the Tokamak pit.
16
ITER Organization Report on Human Resources 2019
PERFORMANCE, REWARDS & RECOGNITION In 2019 52.24%
PERFORMANCE DISTRIBUTION 49.42% 47.63%
52.24% 42.75% 47.63%
49.42% Performance 41.06% Levels
52.24% 38.06%
49.42%
47.63% 42.75%
41.06%
42.75%
38.06%
41.06%
38.06%
1.29%
8.18% 8.18%
9.09%
8.62%
8.18%
8.62%
0.14%
8.62%
2017 1.29% 0.14% 2017 1.29% 0.14% 2017
9.09%
0.90% 0.00%
9.09%
2018 0.90% 0.00% 2018 0.90% 0.00% 2018
REWARDS AND RECOGNITION
500
162 18.6% 162 18.6% 162 18.6%
9 1.0%
2018
18 1.9%
0
B-
C
B
B-
C
B
B-
C
IN 2019 78.70% IN 2018 62.20% The annual performance review affects the rewards and recognition exercise the year after performance evaluation. Therefore, the results are shown against the year of the annual performance review. These data supersede rewards and recognition figures previously published in the(Performance Social Report.Reviews) Promotions
Award Promotions (Performance Reviews) Seniority Step Award Seniority Step
2019 2019 29
25
29 29
25 25 17 15 17 15
17
15
10 5 10
0
B
B+
B+
Award Seniority Step Promotions (Performance Reviews)
2019
2018
25 20 25
5 0 5
B+
A
231 24.8% 231 24.8%
18 1.9% 18 1.9%
2018
30 25 30
15 10 15
A
Performance levels
231 24.8%
30
20 15 20
Performance levels
A
Eligible Staff Members Rewarded (excl. competition and contract renewals)
371 42.6% 371 42.6%
0
0.61% 0.00% 2019 0.61% 0.00% 2019
485 52.0% 485 52.0%
371 42.6%
9 1.0% 9 1.0%
Performance levels
485 52.0%
500
450 500 400 500 450 350 450 400 300 400 350 250 350 300 200 300 250 150 250 200 100 200 150 50 150 100 0 100 50
0.61% 0.00% 2019
Promotions (Competition) Promotions (Contract Renewals) 2018
2019
2018
2019
2018
2019
Promotions (Competition) Promotions (Competition) (Contract Renewals) Promotions Promotions (Contract Renewals) ITER Organization Report on Human Resources 2019
17
STAFF ABSENCES In 2019
SICKNESS LEAVE Average number of days of sickness per staff member 4.50 4.00 4.50 3.50 4.00 4.50 3.00 3.50 4.00 2.50 3.00 3.50 2.00 2.50 3.00 1.50 2.00 2.50 1.00 1.50 2.00 0.50 1.00 1.50 0.00 0.50 1.00 0.00 0.50 0.00
Days of certified and non-certified sickness
4.24 3.63 3.63
4.24
3.59
4.24
3.59
3.63
645 3,331.5
No. Certified Sickness Non-Certified Sickness No. Certified Sickness Non-Certified Sickness No.of staff whoCertified Number requested Certified Sickness
3.59
340
0.88 0.88 0.88 2017
339
0.69
340 335
339
0.70
0.69
340 335 330
339
330
2018 0.70
2019 0.69
Certified Sickness Headcount Certified Sickness Headcount
Non-Certified Sickness 330 Headcount Non-Certified Sickness Headcount
Certified Sickness Headcount
Non-Certified Sickness Headcount
SPECIAL LEAVE 2.50
335 330 325
2019 330 325
2019 325
330
2.32
Average number of Special Leave days per staff member 2.50 2.00
1.83
2.32
2.50 2.00 1.50
1.83
2.32
2.00 1.50 1.00
1.83
1.04
1.50 1.00 0.50
0.52
1.00 0.50 0.00 0.50 0.00 0.00
1.04
2.17 2.17 2.17
0.74 0.74
0.52
1.04
2017 0.52
2018
Paternity 2017 Leave Illness Spouse/Child Paternity Leave Death2017 relative, Spouse/Child Illness Spouse/Child Paternity LeaveSpouse/Child Death relative, Illness Spouse/Child Death relative, Spouse/Child
Maternity Leave 2018 Installation/Removal Maternity Leave Other Special Leave 2018 Installation/Removal Maternity Leave Other Special Leave Installation/Removal Other Special Leave
0.74 2019
Total 2019Special Leave Total Special Leave 2019
Total Special Leave
SPECIAL LEAVE BY TYPE OTHER SPECIAL LEAVE 12% DEATH RELATIVE, SPOUSE/CHILD 6% INSTALLATION/ REMOVAL 7%
% % %
ILLNESS SPOUSE/CHILD 21%
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ITER Organization Report on Human Resources 2019
PATERNITY LEAVE 20%
MATERNITY LEAVE 34%
64
AVERAGE NUMBER OF CERTIFIED SICKNESS LEAVE DAYS 9.83
and Non-Certified Sickness Leave Non-Certified Sickness
0.70
Certified Sickness Average 2017 2018 Non Certified Sickness Average Certified Sickness Average 2017 2018 Average Non Certified Sickness Certified Sickness Average Non Certified Sickness Average
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 SL(SEC)
REMUNERATION AND BENEFITS In 2019
DETAIL OF LABOUR COSTS EUR 70,000,000.00 EUR 70,000,000.00 EUR 60,000,000.00 EUR 70,000,000.00 EUR 60,000,000.00 EUR 50,000,000.00 EUR 60,000,000.00 70,000,000.00 EUR EUR70,000,000.00 50,000,000.00 EUR 40,000,000.00 60,000,000.00 EUR 50,000,000.00 EUR EUR60,000,000.00 40,000,000.00 EUR 30,000,000.00 50,000,000.00 EUR 40,000,000.00 EUR EUR50,000,000.00 30,000,000.00 EUR 20,000,000.00 EUR 30,000,000.00 40,000,000.00 EUR EUR40,000,000.00 20,000,000.00 EUR 10,000,000.00 EUR 20,000,000.00 30,000,000.00 EUR EUR30,000,000.00 10,000,000.00 0.00 20,000,000.00 EUR 10,000,000.00 EUR 20,000,000.00 0.00 EUR 10,000,000.00 0.00 EUR 10,000,000.00 0.00 0.00
Total net income EUR 75.91M = 60.74%
Total social contributions EUR 24.91M = 19.93%
Total internal tax EUR 24.16M = 19.33%
2019 TOTAL LABOUR COSTS EUR 124.97 M NET INCOME + SOCIAL CONTRIBUTIONS + INTERNAL TAX 2018 Net Income
EUR 67.58M
Social Contributions
EUR 22.83M
Internal Tax
EUR 22.02M
TOTAL LABOUR COSTS
Basic Net Salary Basic Net Salary Basic Net Salary Basic Net Salary Basic Net Salary
Allowance Allowance Allowance Allowance Allowance
Employer Employee Contributions Contributions Employer Employee Contributions Contributions Employer Employee Contributions Contributions Employer Employee Contributions Contributions Employer Employee Contributions Contributions 70,000
Internal Tax Internal Tax Internal Tax Internal Tax Internal Tax
EUR 112.43M
P and higher categories
G category
P and higher categories P and higher categories
G category G category
P and higher categories P and higher categories
G category G category
TRAVEL COST FOR INSTALLATION/DEPARTURE (TCA) Distribution of TCA costs
EU 14% CN 11% US 25% RF 1% KO 30%
JA 7% IN 12%
% % % % %
REMOVAL COSTS Distribution of removal costs
EU 21% CN 12% US 13% RF 6%
KO 31%
JA 9% IN 7%
% % % % %
70,000 60,000 70,000 60,000 50,000 70,000 60,000 70,000 50,000 40,000 60,000 50,000 60,000 40,000 30,000 50,000 40,000 50,000 30,000 20,000 40,000 30,000 40,000 20,000 10,000 30,000 20,000 30,000 10,000 20,0000 10,000 20,000 0 10,000 0 10,000
Total TCA costs (in63,845 EUR) 63,845 63,845
52,790
63,845 63,845
52,790
52,790
52,790 52,790
29,966 26,182
24,228 29,966
26,182
24,228 29,966 24,228 24,228 24,228
26,182 14,767 29,966 14,767 29,966 26,182 26,182 14,767
CN
EU
IN
CN
EU
IN
CN
EU
0 CN 0 300,000 CN
EU EU
2,796
JA 14,767 14,767
KO
JA
KO
IN
JA
IN IN
JA JA
2,796 RF 2,796
US
RF
US
KO
RF 2,796 2,796
US
KO
RF
US US
KO RF 287,430
300,000
287,430
250,000 300,000
287,430
250,000 removal costs287,430 (in EUR) 300,000 Annual 198,306 200,000 250,000 300,000 287,430 198,306
200,000 250,000 150,000 200,000 250,000
198,306 119,685
150,000 108,067198,306 200,000 198,306 100,000 150,000 200,000 67,997
0 0
EUR 924,622 109 EUR 8,482.77
119,685 57,669
85,467
67,997 85,467 108,067 67,997 50,000 100,000 108,067 85,467 50,0000 100,000 CN EU 67,997 IN 85,467 JA 67,997 0
2019 TOTAL REMOVAL COSTS REMOVALS AVERAGE REMOVAL COST
119,685
85,467
108,067
100,000 150,000 108,067 50,000 100,000 150,000
50,000 50,0000
2019 TOTAL TCA COSTS EUR 214,574 TCA REIMBURSEMENT REQUESTS 110 AVERAGE COST PER TRAVELLER EUR 822.00
57,669 119,685 119,685 57,669
KO 57,669 RF
US
CN
EU
IN
JA
KO 57,669 RF
US
CN
EU
IN
JA
KO
RF
US
CN CN
EU EU
IN IN
JA JA
KO KO
RF RF
US US
ITER Organization Report on Human Resources 2019
19
GLOSSARY Category ITER Organization staff belong either to Professional (P Staff and above) or to 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. ITER Project Associate (IPA) IPAs are assigned to ITER by a Home Institute to support the Project for a maximum of four years. Management (& Top Management) 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 According to ITER Agreement, IO is made of seven Members: 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 the European Commission). Turnover It is the annual rate at which IO employees quit the ITER Organization (IO) ; (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 (DAs) to ensure that, at DA cost, dedicated IO staff are recruited and deployed for Tokamak Cooling Water System (TCWS), Vacuum Systems (VAS) and Safety Control System for Nuclear (SCS-N).
APPENDIX: INTERNSHIP POLICY & CATEGORIES Category A Students enrolled in the last year of postgraduate program at a university (e.g., last year of Master or last year of Engineering School). At least three years of studies should be in a field linked to IO activities. Category B Students enrolled at a university or an equivalent institution with at least one year of studies post-high school. Category C Students enrolled at an international Secondary School, international High School or section where internships are mandatory (e.g., “3ème” and “2nde” students in France), or English-speaking students from a school outside France where internships are mandatory , or upon approval by the Office of the Director General (e.g., for English speaking children registered in national schools). Category S Students pursuing a Ph.D. at a university or participating in a program in a scientific or technical field, which has a specific agreement with the IO (e.g., Memorandum of Understanding with a laboratory, industry, university or government). Scholarship students or grant holders may be included in this category.
The sixth group of Monaco Fellows recruited under the Monaco-ITER Partnership Arrangement arrives at ITER in 2019 from Korea, Spain, India, the United States, and Japan.
20
ITER Organization Report on Human Resources 2019
A celebration is held in July for the completion of the cryostat base and lower cylinder, two huge components that will be needed early in the Tokamak assembly sequence.
ABBREVIATIONS AND ACRONYMS C CAB Cabinet of the Director-General CIO Central Integration Office CN-DA Chinese Domestic Agency COM Communications COO Chief Operating Officer Six hundred people – members of ITER and the local community – take part in the ninth edition of the ITER Games.
CST Construction Department
D DA Domestic Agency
O
DDG Deputy Director-General
ORAP External Relations & Action Plan Implementation Office
DG Director-General
P
E
PCO Project Control Office
EU-DA European Domestic Agency
PED Plant Engineering Department
F FPD Finance & Procurement Department
G G Staff Staff members of the general services category
P Staff Staff members of the professional and higher (management) categories
Q QMD Quality Management Division
H
R
HRD Human Resources Department
RCO Relations Coordinating Officer
I
RF-DA Russian Federation Domestic Agency
IAS Internal Audit Service
S
ICS ITER Council Secretariat
SCOD Science & Operation Department
IN-DA Indian Domestic Agency
SCS-N Safety Control System for Nuclear
IO ITER Organization
SD Safety Department
IPA ITER Project Associate
T
J
TCWS Tokamak Cooling Water System
JA-DA Japanese Domestic Agency
TED Tokamak Engineering Department
K
U
KO-DA Korean Domestic Agency
US-DA United States Domestic Agency
L
v
LGA Legal Affairs
VAS Vacuum Auxiliary System
ITER Organization Report on Human Resources 2019
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