ITER ORGANIZATION
REPORT ON HUMAN RESOURCES 2020
Statistics at a glance
As the work environment is adapted in 2020 to respect rigorous sanitary measures, virtual meetings take on a new importance. Here, the final validation of the central interlock operation screens and functionality is performed virtually by the ITER team and the Korean supplier.
3.8% ITER Organization staff turnover
989 total number of staff
209
total number of ITER Project Associates
STATISTICS AT A GLANCE
107 recruits in 2020
43
total number of interns
44.7 years average age of all staff
Contents Global Staff Metrics
6
Growth • Staff of Staff by Member • Distribution of Staff by Unit and Category • Distribution of Staff by Grade and Gender • Distribution of Staff by Age and Gender • Distribution Distribution by Unit • Gender per Category • Education • Other Staff Data
6 6 6 7 7 7 9 9
Staff Movements
10
by Unit and Category • Recruitment by Category and Gender • Recruitment by Member • Recruitment Mobility • Staff • Turnover
10 10 10 13 13
Non-ITER Organization Staff
14
Project Associates • ITER Staff • Interim • Experts Program 2020/2021 • Internship • Internship Program 2020/2022
14 14 14 15 15
Training
17
Budget • Training • Key Figures
17 17
Performance, Rewards & Recognition
18
Distribution • Performance • Rewards and Recognition
18 18
Staff Absences
20
Leave • Sickness • Special Leave
20 20
Remuneration and Benefits
21
of Labour Costs • Detail Costs for Installation/Departure • Travel • Removal Costs
21 21
Organization Chart
24
CONTENTS
1
In early 2020, the crane hall at the top of the Tokamak Building is closed over and cladded, permitting final tests to be performed on the full path of the overhead crane and the start of ITER machine assembly.
2
FOREWORD FROM THE HEAD OF HUMAN RESOURCES
Foreword from the Head of Human Resources W
e are pleased to share with you the ITER Organization’s 2020 Report on Human Resources.
The purpose of this report is to provide a number of statistics on the main activities undertaken by the Human Resources Department of the ITER Organization as regards the staff and non-staff resources that we manage. Of course, it cannot give a full picture of the responsibilities of the Department; in particular, it does not reflect the countless human exchanges between Human Resources and ITER Organization staff and managers that are crucial in this type of activity. In fact, most of our work cannot be captured by simple statistics. Nevertheless, the report is important for the public to understand the specificities of ITER Organization staffing and to have an overview of the types of activities carried out by the Human Resources Department. The 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 relocation. If you take the time, 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. The year 2020 was a singular one for the ITER Project: like the rest of the world, our activities were impacted by the Covid-19 pandemic, which continues in 2021 to impact and challenge us. In terms of Human Resources, one of the year’s main challenges was to maintain the planned activities under an overall working environment that had been adapted to rigorously respect sanitary measures. When compatible with the needs of the project, staff engaged in extensive telework during the first phase of the pandemic, from 17 March to 26 July 2020. Then, the ITER Organization implemented a “New Normal” policy, allowing staff the possibility to telework for up to three days per week, on a regular basis, in the joint interest of the ITER Organization and of its staff who may benefit from increased flexibility and an improved work-life balance. Sanitary measures impacted interactions in the workplace, and it is anticipated that this will continue for as long as the Covid-19 pandemic remains a serious health threat. Notwithstanding the difficult sanitary situation, the Human Resources Department continued to fulfil all its “normal
business” responsibilities, including recruitment activities, training, regular monthly payroll, and employment activities. It also provided regular support and guidance to staff and managers. Further to the overall reorganization implemented on 1 January 2020 to accompany the evolution of the project as it moves from design and construction activities to assembly, the Department also adapted its structure and some of its policies to better support the organization. In addition to these high-level changes, in 2020 the Department provided direct support to increase the number of staff members to 989 (+6.5 percent) by recruiting qualified and skilled people from all of the ITER Members. The figures behind this information are impressive: the team evaluated 3,488 applications for 91 recruitments. This year again, the non-staff category of ITER Project Associates progressed significantly, ramping up from 160 Associates in 2019 to 209 in 2020. Other human resources statistics remained globally stable in terms of distribution and profile compared to 2019, proving that the ITER Organization was able to continue to fulfill its role in spite of the Covid-19 pandemic. I would like to express my sincere appreciation to all those who took part in the activities related to the human resources required to support the ITER Organization and the ITER Project, as well as those who contributed to the development of this 2020 Report on Human Resources. 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. Eric Welch St. Paul-lez-Durance June 2021
FOREWORD FROM THE HEAD OF HUMAN RESOURCES
3
Mechanical installation in the cryoplant has passed 90% and teams are performing the first pre-commissioning activities.
4
ITER ORGANIZATION 2020 HUMAN RESOURCES STATISTICS
ITER ORGANIZATION 2020 HUMAN RESOURCES STATISTICS
ITER ORGANIZATION 2020 HUMAN RESOURCES STATISTICS
5
Global Staff Metrics On 31 December 2020
Staff Growth 989
1000
TOTAL STAFF 2020 989* *(Including 27 TCWS, 2 VAS, 2 SCS-N, 7 Post-Doc and 14 Secondees)
929
900
858
800 274 31.9%
700
278 28.1%
276 29.7%
P AND HIGHER CATEGORIES G CATEGORY
600 500
71.9% 28.1%
NUMBER OF STAFF INCREASED BY 6.5% IN 2020
400
711 71.9%
653 70.3%
584 68.1%
300 200
P and higher categories
100
G category
*See the Glossary (p. 22) for all definitions
0 2018
2019
2020
Distribution of Staff by Member IO STAFF 2020 IO STAFF 2019
989 929
2019
2020
EU 68.2%
EU 68.6%
US 5.6%
US 5.0%
RF 5.1%
RF 6.0%
KO 5.3%
KO 5.2%
%
JA 3.4% IN 3.0%
%
JA 3.5% IN 2.8% CN 9.0%
CN 9.4%
Distribution of Staff by Unit and Category Evolution by category
250
68.1%
70.3%
71.9%
31.9%
29.7%
28.1%
2018
2019
2020
200 39 16
150
100 166 14
21
22
50 13
67
24 47
25
26
0 DG+/ODG SQD
6
19
146
FPD
13 8 HRD
7 17
14 17
PCO
IT
9
63
CIO
EDD
12 DO
79
75
PLD
SCOD
30
P and higher categories CMO
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
MCD
G category
Global Staff Metrics On 31 December 2020
Distribution of Staff by Grade and Gender End 2020 WOMEN MEN
300
250
Evolution by Gender WOMEN REPRESENT MEN REPRESENT • 34.2% of total G category • 65.8% of total G category • 14.1% of total P category • 85.9% of total P category
200
150
221
100
71 28 3 D1
7 1 D2
1
0
DG
9 1 P6
33
16 P4
7 P5
81.0%
80.5%
80.3%
19.0%
19.5%
19.7%
2019
2020
117
150 50
195 (19.57%) 794 (80.3%)
P3
32
7
34
P2
7 P1
7 G6
60
43
17
26
G5
G4
45 35 G3
2018
1 10 G2
Women
Men
Distribution of Staff by Age and Gender >70 1 65-69 15 60-64 6
End 2020 AVERAGE AGE WOMEN (181) MEN (748)
44.7 YEARS 42.6 YEARS 45.3 YEARS
End 2019 AVERAGE AGE WOMEN MEN
44.2 YEARS 42.3 YEARS 44.7 YEARS
56
55-59
17
50-54
16
66 93
45-49
34
40-44
38
35-39
150 168 51
30-34
166
30
71
25-29 3 8
Women 0
50
100
150
200
Men
250
Gender Distribution by Unit 100% 4
90%
5 13
6
27
26
7 15
18
80%
OF 96 MANAGERS, 9 ARE WOMEN (9.4%) The proportion of women is higher in Support Units ODG, FPD and HRD.
10 26
70% 60%
14
Gender in Managerial Positions
24
9.4%
50% 27
40%
64
135
74 33
179
91 81
51
30%
90.6%
%
14 24
20% 10% 0%
7 8
Women ODG
SQD
FPD
HRD
PCO
IT
CIO
EDD
DO
CMO
MCD
PLD
Men
SCOD
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
7
Machine assembly kicks off in May 2020 with the installation of the heaviest machine component – the cryostat base (1,250 tonnes). With this spectacular first step, a five-year period of intense coordination and precision opens as the Tokamak basic machine is assembled piece by piece, layer by layer.
8
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
Global Staff Metrics In 2020
Education per Category 191 STAFF MEMBERS WITH A PHD 19.3% 553 STAFF MEMBERS WITH A MASTER’S OR ENGINEERING DEGREE 55.9%
450 400 101 350 300 250 200
4 317
150 17 100
66
187
82
118
50
69 0 PhD
Engineer
Bachelor
Master’s
18 Post-secondary degree
8 2 High school diploma
P and higher categories
G category
Other Staff Data VINON SUR VERDON 9% PIERREVERT 5% PERTUIS 4%
AIX-EN-PROVENCE 24%
Local Residence AIX-EN-PROVENCE AND MANOSQUE
52%
Marital Status MARRIED OR LEGAL PARTNERSHIP
79%
Number of Children STAFF MEMBERS WITH AT LEAST ONE DEPENDENT CHILD
73%
% OTHERS 30%
MANOSQUE 28%
SINGLE 21%
% MARRIED 79%
NO CHILDREN 27%
4+ CHILDREN 3% 3 CHILDREN 10%
2 CHILDREN 36%
% 1 CHILD 24%
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
9
Staff Movements In 2020
Recruitment by Unit and Category 25
20 2
TOTAL APPOINTMENTS (Including 16 IO staff members)
107
G CATEGORY P AND HIGHER CATEGORIES
21 (19.6%) 86 (80.4%)
5
15
1
10 18 3
4
14
5 1
6
5 3
3
0 ODG
SQD
1 CORP
9
9
1
13
3
IT
FPD
HRD
1 PCO
1 ENGN
1 DO
CIO
EDD
1 CNST
PLD
MCD
1 1 CMO
P and higher categories
G category
SCOD
Recruitment by Category and Gender TOTAL APPOINTMENTS WOMEN MEN
100 90
107 27 (25.2%) 80 (74.8%)
80
Gender distribution in recruitment
70 60
81%
77%
74.8%
19%
23%
25.2%
2018
2019
2020
69
50 40 30 20
11 10
17
10
Women
0 P AND HIGHER CATEGORIES
Men
G CATEGORY
Recruitment by Member 3,000
60
Nominated applications vs recruitments by Member in 2020
60.4%
55 2,519
2,500
RECRUITMENT OF NEWCOMERS TOTAL NUMBER OF APPLICATIONS
50
2,000
40
1,500
30
1,000
20 13.2%
500
10 249 68
133
137
JA
KO
232
7
4.4%
150
0
5.5%
4
5
IN
JA
4.4%
4.4%
4
4
0 CN
10
12
7.7%
EU
IN
RF
US
CN
EU
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
KO
RF
US
Number of applications Number of recruitments Selection rate: Recruitments against number of applications
91 3,488
All major assembly and installation contracts have been awarded by the ITER Organization for Assembly Phase I. Two major contracts for core machine assembly, two others for systems installation in the Tokamak Complex, and five contracts for plant installation on site are now running; a contract has also been concluded for vacuum vessel sector-to-sector welding.
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
11
Recruitment is progressing in step with project resource estimates and projections. As of 31 December 2020, 989 were directly employed by the Organization (+6.5% relative to 2019). Sixteen experts, 16 interns and 209 ITER Project Associates were also present on that date.
12
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
Staff Movements In 2020
Staff Mobility Appointments (via Internal & External Competition)
SCOD 2 (17%)
IT 1 (8%) CIO 1 (8%) EDD 1 (8%)
%
PLD 2 (17%)
APPOINTMENTS 12 TRANSFERS 64 *Organizational Transfer: Change of Department (including group), but keeping same function/duties. Functional Transfer: Change of functions/duties within same Department (including group).
MCD 5 (42%)
Transfers (Organizational & Functional*)
ODG 2 (3%)
SCOD 5 (8%) PLD 4 (6%) MCD 9 (14%)
SQD 17 (26%)
%
CMO 3 (5%) DO 1 (2%) EDD 1 (2%)
FPD 11 (17%)
CIO 3 (5%)
HRD 6 (9%)
PCO 2 (3%)
Turnover Departures by Member
DEPARTURES IN 2020* 37 GLOBAL TURNOVER 3.8% * From 1 January 2020 until 31 December 2020 inclusive.
Number of departures per category
16
60 50 14
14
9
40
10
30 39
20
12
27
10
P and higher categories
0
10
2019
8 6
6
9 8 7 6 5 4 3 2 1 0
4 3 2
2
2 0 CN
EU
IN
Number of departures by Unit/Office
6
6
JA
KO
US
G category
2020
8 6 5 4 1
4
3
3 1
1
1
Note: IT & DO Divisions are included as a direct report to Domain
DG ODG SQD FPD IT CIO EDD DO MCD PLD SCOD
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
13
Non-ITER Organization Staff On 31 December 2020
ITER Project Associates (IPA) IPA by Member
IPA by Unit
IN 55.5%
84
Total number of IPA 2020 2019
209 160
Interim contracts 2020 MANAGED IMPLEMENTED
123 82
Interim contracts 2019 MANAGED IMPLEMENTED
111 70
EU 20.1%
47
%
CN 10.0% US 0.5%
38
RF 6.2% 12
KO 2.9%
7
5 CIO
CMO
4
3
JA 4.8% EDD
HRD
MCD
PLD
SCOD SQD
4
5
IT
DO
Interim Staff € 674,806
€ 380,274 € 329,396 € 233,738
Payment statistics INTERIM CONTRACTS 2020 INTERIM CONTRACTS 2019
€ 194,090 € 122,694 € 83,600
€ 141,649 € 146,300
€ 98,430
11
4
4
4
25
11
7
4
7
4
€ 25,791 1
CIO
CMO
DO
EDD
FPD
HRD
MCD
ODG
PLD
SCOD
SQD
Total interim staff
EUR 2,430,768 EUR 2,443,457
Total cost
Experts Experts by Unit
Expert contract costs by Unit (in EUR)
ENGN/EDD 5
€63,070
Contract costs 2019 EXPERT CONTRACT COSTS NUMBER OF EXPERT CONTRACTS
SCOD 1 €50,000
IT 1 ENGN 2 CMO 1
No.
€38,200
€24,000
€13,000
€15,000
€12,550 €10,000
ODG/LGA 2
14
ENGN/ ODG ODG/ EDD LGA
EUR 75,490 16
Note: Contracts ongoing in 2020 may not necessarily be billed during the same year, thus explaining the apparent discrepancy between the number of experts and the costs per Unit.
SQD 2
ODG 2
Contract costs 2020 EXPERT CONTRACT COSTS EUR 225,820 NUMBER OF EXPERT CONTRACTS 16
SQD
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
CMO ENGN
IT
SCOD
Non-ITER Organization Staff On 31 December 2020
Internship program 2020/1 Interns by Member (focus on Cat A, B & S)
Interns by Department (focus on Cat A, B & S) 14
EU 21
13
12
CN 3
Total number of Interns 2020 2019
43 45
11
10
US 6
8
RF 1
No.
JA 1
7
7
6
5
4
IN 11
2 0 CNST
By Gender (Cat A, B & S) 35
CORP
DG
ENGN
SCOP
Interns by Category* 25
33
23
30 20 18
25 15
20 15
10 10
10
5 5
* See the Appendix (p.22) for Internship Policy & Categories.
2 0
0 FEMALE
Cat S
Cat B
Cat A
MALE
Internship program 2020/2 Month wise new joiners 2020 11
7 5 4 3
3
3 2 1
MARCH
JANUARY
APRIL
MAY
JUNE
JULY
AUGUST
SEPTEMBER
OCTOBER
Months
Internship Duration (Cat A, B & S) 24 12 10 8 7 6 5 4 3 2
1 1 3 2 2 16 4 2 6 6 0
2
4
6
8 Count of Interns
10
12
14
16
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
15
A new construction-focused management and organizational structure has been introduced for the optimized execution of the assembly and installation phase. The ITER Organization is responsible for the surveillance of all assembly and installation activities and for final compliance with requirements, including nuclear safety requirements in France.
16
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
Training In 2020
Key figures 2018
2019
2020
Number of IO staff *
858
899
953
Number of IO staff trained (at least 1 course)
528
671
658
Number of participations
1,223
1,957
1,938
Number of hours of training provided
8,258
12,112
10,326
TOTAL REGISTRATION COSTS K€ (HT)**
186 K€
210 K€
223 K€
2019
2020
6.2 hours
5.3 hours
2.2
2
107 €HT
115 €HT
4.5 k€
2.8 k€
Average course duration Average number of completed courses/staff 57% of trainings have been completed via on-line training (e-learning or remotely) Average cost per participation Mission costs related to training
* Number of IO staff in 2018 is the headcount at the end of December of the concerned year, while for 2019 and 2020 the number corresponds to an annual average headcount over the year. **All training fees corresponding to completed sessions (committed budget for planned training and the training costs of internal trainers are not included).
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
17
Performance, Rewards & Recognition In 2020
Performance Distribution Performance Levels 53.15%
52.24% 49.42%
41.06% 38.06%
36.85%
9.44%
9.09%
8.62%
0.90%
0.61%
0.56%
2019
2018
Performance levels
A
B+
B
B-
2020
Rewards and Recognition* Eligible Staff Members Rewarded (excl. competition and contract renewals) IN 2020 78.70% IN 2019 62.20% * Rewards and Recognition decisions are based in part on the annual performance results from the previous year.
485 52.0%
500 450 371 42.6%
400 350 300
231 24.8%
250 200
162 18.6%
150 100 50
Promotions (Performance Reviews) Award Seniority Step
18 1.9%
9 1.0%
0 2019
2020 29
30
25
20 17 15
10
10
9
5
Promotions (Competition) Promotions (Contract Renewals)
0 2019
18
2020
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
The ITER community celebrates the start of machine assembly in July 2020, in a virtual ceremony with dignitaries from the seven ITER Members. Three “highly skilled and motivated” professionals – chosen to represent the thousands that could not be present – are thanked for their hard work, dedication, and professional excellence.
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
19
Staff Absences In 2020
Sickness Leave Average number of days of sickness per staff member 4.50
Days of certified and non-certified sickness
4.24
4.00
3.59
Certified Sickness Non-Certified Sickness
3.00 2.56 2.50
Number of staff who requested Certified and Non-Certified Sickness Leave
2.00
300
1.50
262
250
1.00
0.69
0.70
212
200
0.32
0.50
150 100
0.00 2019
2018
2020
50 0
Certified Sickness Average Non Certified Sickness Average
Certified Sickness Headcount
Non-Certified Sickness Headcount
Special Leave Average number of Special Leave days per staff member 2.50
2.32
2.17 2
2.00 1.50 1.04 1.00
1.02 0.74
0.50 0.00 2018
Paternity Leave Illness Spouse/Child Death relative, Spouse/Child
2019
Maternity Leave Installation/Removal Other Special Leave
2020
Total Special Leave
Special Leave by Type OTHER SPECIAL LEAVE 8%
PATERNITY LEAVE 21%
DEATH RELATIVE, SPOUSE/CHILD 4% INSTALLATION/ REMOVAL 4% ILLNESS SPOUSE/CHILD 12%
20
%
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
62
AVERAGE NUMBER OF CERTIFIED SICKNESS LEAVE DAYS 9.69 9.69
325.5 2,539.5
No.
3.50
STAFF WITH CERTIFIED SICKNESS LEAVE OF 10 DAYS OR MORE
MATERNITY LEAVE 51%
Other Special Leave includes: • Overtime Compensation • Exceptional Leave • Marriage Leave • Unpaid Leave • Travelling Time • Job Search • Other SL (seconded staff)
Remuneration and Benefits In 2020
Detail of Labour Costs EUR 70,000,000.00
Total net salary EUR 83.06M = 60.74%
Total social contributions EUR 27.26M = 19.93%
Total internal tax EUR 26.28M = 19.33%
EUR 60,000,000.00
2020 TOTAL LABOUR COSTS EUR 136.60M NET SALARY + SOCIAL CONTRIBUTIONS + INTERNAL TAX
EUR 50,000,000.00
2019 EUR 40,000,000.00
Net Salary
EUR 75.91M
EUR 30,000,000.00
Social Contributions
EUR 24.91M
Internal Tax
EUR 20,000,000.00
TOTAL LABOUR COSTS
EUR 24.16M EUR 124.97M
EUR 10,000,000.00
P and higher categories
0.00 Basic Net Salary
Allowance
Employer Contributions
Employee Contributions
G category
Internal Tax
Travel cost for installation/departure (TCA) Distribution of TCA costs
EU 15% CN 18%
2020 TOTAL TCA COSTS EUR 125,469 TCA REIMBURSEMENT REQUESTS 73 AVERAGE COST PER TRAVELLER EUR 871
Total TCA costs (in EUR) 35,000
32,751
30,000 25,000
US 18% RF 4%
22,678
22,019
%
20,000
18,452
16,353
15,000
KO 26% 10,000
7,917
5,300
5,000
JA 13% IN 6%
0 CN
EU
IN
JA
KO
RF
US
Removal Costs Distribution of removal costs
2020 TOTAL REMOVAL COSTS REMOVALS AVERAGE REMOVAL COST
Annual removal costs (in EUR) 200,000
EU 28% CN 18% US 9%
180,000 161,332
160,000 140,000
RF 4%
EUR 584,406 69 EUR 8,470
131,148
120,000
KO 22% JA 6%
%
103,548
100,000 74,905
80,000 60,000
51,032 37,870
40,000
24,571
IN 13%
20,000 0
CN
EU
IN
JA
KO
RF
US
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
21
Glossary Category ITER Organization (IO) staff belong either to the Professional (P Staff and higher) 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, includes IO staff) or internal (i.e., open to IO staff under certain conditions). Management (& Top Management) A Managerial position is: Head of Domain, Office, Department, Division, Section/Division, or Section. Top Management is restricted to Director-General (DG), Deputy Director-General (DDG), Domain Heads, Heads of Offices and Departments, and ITER Council (IC) Secretary. Member The signatories of the ITER Agreement: the People’s Republic of China, Euratom, the Republic of India, Japan, the Republic of Korea, the Russian Federation, and the United States of America. Post-Doctoral Researchers ITER welcomes Post-Doctoral Researchers for a period of up to two years funded by the Monaco-ITER Fellowship program.
A virtual awards ceremony is created in December to recognize and applaud exceptional achievement in the very particular context of the Covid-19 pandemic.
Status IO staff can be Directly Employed (DES) or Secondees (coming from European Commission). Turnover The annual rate at which IO staff leave the IO; (number of departures/average headcount over the year) x 100. TCWS, VAS and SCS-N dedicated staff Arrangements between the IO and the Domestic Agencies (DAs) to ensure that, at DA cost, dedicated IO staff are recruited and deployed for the Tokamak Cooling Water System (TCWS), Vacuum Auxiliary System (VAS) and Safety Control System for Nuclear (SCS-N). ITER Project Associate (IPA) IPAs are assigned to ITER by a Home Institute to support the project for a maximum of four years.
In May, Prince Albert II of Monaco logs in by Skype to meet the postdoctoral fellows financed under a Partnership Arrangement with the Principality of Monaco.
22
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
Appendix: Internship program categories Category A Students enrolled in the last year of postgraduate program at a university (e.g., last year of Master’s 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 Englishspeaking 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.
Abbreviations and acronyms
F
L
FPD Finance & ProcurementDepartment
LGA Legal Affairs
C CIO Central Integration Office CMO Construction Management Office CN-DA Chinese Domestic Agency
G G Staff Staff members of the general services category
M MCD Machine Construction Department
H
O
HRD Human Resources Department
ODG Office of the Director-General
I
P
CNST Construction Domain
IAS Internal Audit Service
P staff Staff members of the professional and higher (management) categories
CORP Corporate Domain
ICS ITER Council Secretariat
D
IN-DA Indian Domestic Agency
DA Domestic Agency DG Director-General DO Design Office
E EDD Engineering Design Department ENGN Engineering Domain
IO ITER Organization
PLD Plant Construction Department
R RF-DA Russian Domestic Agency
IPA ITER Project Associate IT Information Technology
J JA-DA Japanese Domestic Agency
K EU-DA European Domestic Agency
PCO Project Control Office
KO-DA Korean Domestic Agency
S SCOD Science, Controls & Operation Department SCOP Science & Operation Domain SCS-N Safety Control System for Nuclear SQD Safety and Quality Department
T TCWS Tokamak Cooling Water System
U US-DA United States Domestic Agency After two years on site, the sixth group of Monaco-ITER Fellows (2019-2020) has concluded all assignments. An insider’s tour of the ITER worksite is one their last “postcards” from ITER.
V VAS Vacuum Auxiliary System
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
23
Organization chart ITER COUNCIL DEPUTY OF THE DIRECTOR-GENERAL SAFETY AND QUALITY DEPARTMENT SQD
DIRECTOR-GENERAL BERNARD BIGOT
INTERNAL AUDIT SERVICE IAS
LEGAL AFFAIRS LGA
Security, Health & Safety Occupational Health & Safety Security
OFFICE OF THE DIRECTOR-GENERAL ODG
COMMUNICATION COM
Environmental Protection & Nuclear Safety
ITER COUNCIL SECRETARIAT ICS
SENIOR ADVISERS SA
Quality Management
CORPORATE DOMAIN CORP
SCIENCE AND OPERATION DOMAIN SCOP
ENGINEERING DOMAIN ENGN
CONSTRUCTION DOMAIN CNST
FINANCE & PROCUREMENT DEPARTMENT FPD
SCIENCE, CONTROLS & OPERATION SCOD
CENTRAL INTEGRATION OFFICE CIO
MACHINE CONSTRUCTION DEPARTMENT MCD
Finance & Budget Accounting, Treasury & Systems Budget Management Financial Control
Science Experiments & Plasma Operation Plasma Modelling & Analysis
Procurement & Contracts Construction, Assembly & Logistics Engineering, Science, Operation & Corporate
Controls Data, Connectivity & Software Facility Control System Central Control Integration
HUMAN RESOURCES DEPARTMENT HRD
Operations Electrical Power Distribution
Talent Management Human Resources Services PROJECT CONTROL OFFICE PCO Engineering & Commissioning Project Control Building & Construction Project Control INFORMATION TECHNOLOGY IT Applications & Development IT Systems & Operation
Configuration Management Design & Configuration Control Document Control Integrated Engineering Analyses Physical & Functional Integration Design Integration System Integration ENGINEERING DESIGN DEPARTMENT EDD Port Plugs & Diagnostics In-Vessel Diagnostics Ex-Vessel Diagnostics Diagnostic Engineering Internal Components Blanket Divertor Tritium Breeding Blanket Systems Heating & Current Drive Electron Cyclotron Ion Cyclotron Neutral Beam Fuel Cycle Fuel & Wall Conditioning Tritium Plant Remote Handling & Radwaste Management Hot Cell & Radwaste Remote Handling DESIGN OFFICE CAD Infrastructure CAD Activities
Machine Assembly Planning & Contract Management Machine Assembly Integration Sector Modules Delivery & Assembly Vacuum Vessel Toroidal Field Coils Ex-Vessel Delivery & Assembly Magnet In-Cryostat, CTS, Auxiliaries Tokamak Complex Process Installation Vacuum Delivery & Installation Tokamak Cooling Water System PLANT CONSTRUCTION DEPARTMENT PLD Supply & Service Installation Field Engineering Installation Electrical Systems Installation Surveillance Mechanical & Piping Installation Surveillance Electrical Implementation Coil Power Supply I&C Infrastructure Mechanical Implementation Cooling, Mechanical & Welding Cryogenics CONSTRUCTION MANAGEMENT OFFICE CMO Site Planning & Coordination Site Management Building & Civil Works
Caption cover image: The huge water basins situated under the cooling towers and heat rejection area successfully pass tests for leak tightness and solidity in 2020. The heat rejection system will be turned over to the ITER commissioning team next year.
24
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
By year-end, 72.1% of the total work scope to First Plasma had been completed by the ITER Organization and the seven Domestic Agencies. "Total work scope" includes component design and manufacturing, building construction, component shipping and delivery, and machine and plant assembly on site.
ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020
25
ITER Organization Headquarters Route de Vinon-sur-Verdon CS 90 046 13067 St. Paul-lez-Durance Cedex France © ITER Organization, June 2021
www.iter.org
