HUMAN RESOURCES
ITER ORGANIZATION 20 21
45.1 AVERAGE AGE, ALL STAFF 244 NUMBER OF ITER PROJECT ASSOCIATES 71 NUMBER OF INTERNS 6.3% STAFF TURNOVER 1,035 NUMBER OF STAFF 121 RECRUITS IN 2021 Inside of the Tokamak pit, where ITER machine assembly has been underway since May 2020.
Foreword from the Head of Human Resources ..... 3 Global Staff Metrics 6 • Staff Growth 6 • Distribution of Staff by Member 6 • Distribution of Staff by Unit and Category 6 • Distribution of Staff by Grade and Gender 7 • Distribution of Staff by Age and Gender 7 • Gender Distribution by Unit 7 • Education per Category 8 • Other Staff Data 8 Staff Movements 10 • Recruitment by Unit and Category 10 • Recruitment by Category and Gender 10 • Recruitment by Member 10 • Staff Mobility 12 • Turnover 12 Non-ITER Organization Staff 14 • ITER Project Associates 14 • Interim Staff 14 • Experts 14 • Internship Program 2021/1 15 • Internship Program 2021/2 15 Training........................................................................................................................ 17 • Key Figures 17 Performance, Rewards & Recognition ........................... 18 • Performance Distribution 18 • Rewards and Recognition 18 Staff Absences 20 • Sickness Leave 20 • Special Leave 20 Remuneration and Benefits 21 • Detail of Labour Costs 21 • Travel Costs for Installation/Departure 21 • Removal Costs 21 Glossary ...................................................................................................................... 22 Appendix 22 Abbreviations and Acronyms 23 Organization Chart .................................................................................... 24 2021CONTENTS 1CONTENTS -
Recruitment is progressing in step with project resource estimates and projections. As of 31 December 2021, 1,035 people were directly employed by the ITER Organization (+ 4.7% relative to 2020). 14 experts, 71 interns and 244 ITER Project Associates were also active on that date.
FOREWORD FROM THE HEAD OF HUMAN RESOURCES
I am pleased share with you the ITER Organization’s 2021 Report on Human Resources.
This exercise is the first of a kind for me, since I was appointed as the new Head of Human Resources on 1 December 2021 further to the departure of Eric Welch, to whom I would express recognition for the achievement of the human resources action plan and the excellent services he provided during his time at the ITER Organization. Being well experienced in in ternational projects and the nuclear industry, I will lead the Department in the same spirit of cooperation with other units and Domestic Agencies to support the well-being of staff members at work for the success of the project.
In 2021, the ITER Project continued to be impacted by the Covid-19 pandemic, and this also affected the acti vities of the Human Resources Department. The “new normal” way of working, allowing staff the possibility to telework for up to three days per week, on a regular basis, is giving good results in terms of efficiency for the project, thereby containing the impact of Covid-19 on daily work. However, the sanitary restrictions conti nued to limit the travel possibilities for newcomers and staff taking leave in their home country.
In 2021, the Department revisited the policy of inter nal mobility to optimize the process and conditions for staff to be assigned to other activities in the interest of the project, and the change is giving good results so far. Furthermore, Human Resources continues digitalizing its activities to develop a more user-friendly and ser vice-oriented approach that is appreciated by the staff. In addition to these high-level changes, in 2021 the Department provided direct support to increase the number of ITER Organization staff to 1,035 (+4.7%) by recruiting qualified and skilled people from all of ITER Members. The figures behind this information are im pressive: the team supported hiring managers in the evaluation of more than 3,500 applications for 128 re cruitments.
Despite actions taken to improve the geographical and gender diversity of the staff, the recruitment results for 2021 were below expectations in this respect:
• Only 34.7% of the appointments were for non-EU can didates (vs 39.3% in 2020), which did not improve the global staff geographical distribution. In addition, there are higher departure rates for non-EU staff;
• Women represented only 9.9% of the appointments, compared to 25.2% in 2020, reflecting the low number of female applications.
In 2022, the ITER Organization will continue to launch actions to increase diversity.
The 2021 turnover was also higher than in 2020 (6.3%), notably because a significant number of staff resigned to go back to their home country after a long period of absence due to Covid-19. The 2020 rate (3.8%) was well below the average turnover observed during previous years (5.6%), also due to Covid-19; in 2021, the progression is not a matter of concern for the ITER Organization, as it remains globally contained; howe ver, the evolution for 2022 will be carefully monitored.
The non-staff category “ITER Project Associates” ramped up from 209 in 2020 to 244 in 2021, approaching the target of 250. The HR team also managed the contracts of 82 interim staff in 2021.
I would like to express my sincere appreciation for the professionalism and hard work of the entire Human Re sources team and our colleagues at the ITER Organiza tion and the Domestic Agencies who worked to further the human resources activities that support the ITER Organization and the ITER Project.
Finally, I cannot conclude this introduction without thanking Director-General Bernard Bigot, who passed away on 14 May 2022, for his inestimable contribution to the success of the project and his indefectible com mitment to making ITER a better place to work. He will be remembered by the Human Resources team and this report is dedicated to his memory.
FOREWORD
HEAD
FROM THE
OF HUMAN RESOURCES - 3
MARIA-KATIA SANCHEZ St. Paul-lez-Durance, August 2022
- HUMAN RESOURCES STATISTICS4
Five new Monaco-ITER Postdoctoral Fellows join ITER in 2021 (the seventh group since 2008). The program, which pairs bright new professionals with top specialists in their field, has created a lasting impact on the fusion community by creating a strong network that continues to expand.
ITER ORGANIZATION
HUMAN RESOURCES STATISTICS
HUMAN RESOURCES STATISTICS 5 2021
CATEGORIES
CATEGORY
2021GLOBAL STAFF METRICS - GLOBAL STAFF METRICS6 2019 2020 2021 1,200 900 600 300 0 STAFF GROWTH 929 276 29.7% 278 28.1% 282 27.2% 653 70.3% 711 71.9% 753 72.8% 989 1,035 DG+/ODG SQD FPD HRD PCO IT CIO EDD DO CMO MCD PLD SCOD 250 200 150 100 50 0 DISTRIBUTION OF STAFF BY UNIT AND CATEGORY 28 47 29 9 14 13 2331 64 156 161 92 86 34 70.3 71.9 72.8 17 34 17 13 66 11 13 7 11 22 1423 On 31 December 2021 TOTAL STAFF 2021 1,035* (Including 25 TCWS, 2 VAS, 2 SCS-N, 5 Post-Doc, and 13 Secondees) P AND HIGHER CATEGORIES 72.8% G CATEGORY 27.2% NUMBER OF STAFF INCREASED BY 4.7% IN 2021 *See the Glossary (p.22) for all unit definitions 2020 EUROPE 68.6% USA 5.0% RUSSIA 6.0% KOREA 5.2% JAPAN 3.5% INDIA 2.8% CHINA 9.0% 2021 EUROPE USA 4.4% RUSSIA 6.6% KOREA 5.3% JAPAN 3.6% INDIA 2.1% CHINA 8.5% DISTRIBUTION OF STAFF BY MEMBER 2019 2020 2021 29.728.1 27.2 69.5% P AND HIGHER CATEGORIES G CATEGORY P AND HIGHER
G
IO Staff 2021: 1,035 EVOLUTION BY CATEGORY IO Staff 2020: 989
GLOBAL STAFF METRICS - 7 DISTRIBUTION OF STAFF BY GRADE AND GENDER 300 250 200 150 100 50 0 1 1 1 9 7 41074 12 69 2632 4 1 16 168 238 31 34 128 19 69 29 47 32 36 DG D2 D1 P6 P5 P4 P3 P2 P1 G6 G5 G4 G3 G2 2019 2020 2021 WOMEN 34.4% OF TOTAL G CATEGORY WOMEN REPRESENT MEN REPRESENT 13.3% OF TOTAL P CATEGORY MEN 65.6% OF TOTAL G CATEGORY 86.7% OF TOTAL P CATEGORY 197(19%) 838 (81%) Evolution by Gender END 2021 19.5% 19.7% 19% 80.5% 80.3% 81% DISTRIBUTION OF STAFF BY AGE AND GENDER WOMEN 42.6YEARS 45.3YEARS MEN END 2020 Average age: 47.7 years WOMEN 43.6YEARS 45.5YEARS MEN END 2021 Average age: 45.1 years 197 838 > 70 65 - 69 60 - 64 55 - 59 50 - 54 45 - 49 40 - 44 35 - 39 30 - 34 25 - 29 500 100 150 200 250 2 1 1 20 57 63 120 139 191 174 71 54 37 42 14 21 21 7 100 % 75 % 50 % 25 % 0 % 11 25 52 17 26 26 6 16 13 8 73 6 35 7 31 3 64 13 146 27 170 25 100 105 9 15 GENDER DISTRIBUTION BY UNIT OF 126 MANAGERS, 12 ARE WOMEN (9.5%) The proportion of women is higher in Support Departments ODG, FPD and HRD. WOMEN MEN ODG SCODPLDMCDCMODOEDDCIOITPCOHRDFPDSQD 90.5% 9.5% GENDER IN MANAGERIAL POSITIONS
OTHER STAFF DATA 3 191 16 120 107 352 70 83 1828 - GLOBAL STAFF METRICS8 2021GLOBAL STAFF METRICS I n 2021 PhD Engineer Master’s Bachelor Post-secondary degree High school diploma 400 300 200 100 0 EDUCATION PER CATEGORY 65 194 STAFF MEMBERS WITH A PhD (18.7%) 595 ADDITIONAL STAFF MEMBERS WITH A MASTER’S OR ENGINEERING DEGREE (57.5%) LOCAL RESIDENCE AIX-EN-PROVENCE AND MANOSQUE 52% MARITAL STATUS MARRIED AND LEGAL PARTNERSHIP 79% NUMBER OF CHILDREN STAFF MEMBERS WITH AT LEAST ONE DEPENDENT CHILD: 73% MANOSQUE OTHER PERTUIS 3% PIERREVERT 5% VINON SUR VERON 9% 24% 28%31% SINGLE MARRIED 21% 79% 4+ CHILDREN 3% 2 CHILDREN NO CHILD1 CHILD 3 CHILDREN36% 11% 26%24% P AND HIGHER CATEGORIES G CATEGORY AIX-EN-PROVENCE
Thousands of kilometres of armoured cables, running below ground in a maze of galleries, will deliver the huge quantity of electrical power required by the ITER machine and plant systems.
- STAFF MOVEMENTS10 2021STAFF MOVEMENTS I n 2021 25 20 15 10 5 0 RECRUITMENT BY UNIT AND CATEGORY TOTAL APPOINTMENTS 121 (including 16 IO staff members) G CATEGORY 22 (18.2%) P AND HIGHER CATEGORIES 99 (81.8%) ODG FPDSQD HRDIT DO CIO EDD CNST PLD MCD CMO SCOD 2 2 22 2 11 10 25 13 17 14 1 1 1 7 25 2 2 CN EU IN JA KO RF US CN EU IN JA KO RF US P AND HIGHER CATEGORIES G CATEGORY RECRUITMENT BY CATEGORY AND GENDER TOTAL APPOINTMENTS 121 WOMEN 12 (9.9%) MEN 109 (90.1%) WOMEN MEN 191 P AND HIGHER CATEGORIES G CATEGORY 100 90 80 70 60 50 40 30 20 10 0 7 5 17 92 2019 2020 2021 7774.8 90.1 23 25.2 9.9 RECRUITMENT OF NEWCOMERS 105 TOTAL NUMBER OF APPLICATIONS 3,501 NUMBER OF APPLICATIONS NUMBER OF RECRUITMENTS SELECTION RATE: RECRUITMENTS AGAINST NUMBER OF APPLICATIONS RECRUITMENT BY MEMBER NOMINATED APPLICATIONS VS RECRUITMENTS BY MEMBER IN 2021 3,000 2,500 2,000 1,500 1,000 500 0 195 2,514 112 137 197 198 148 5.6% 3.2% 3.9% 5.6%4.2% 5.7% 71.8% 80 70 60 50 40 30 20 10 0 4 67 6 5 8 9 6 3.8% 5.7% 4.8% 7.6%5.7% 8.6% 63.8%
A second ring magnet, poloidal field coil PF5, is successfully lowered into the assembly pit during the year.
10 27 - STAFF MOVEMENTS12 2021STAFF MOVEMENTS I n 2021 STAFF MOBILITY APPOINTMENTS: 19 (VIA INTERNAL AND EXTERNAL COMPETITION) *Organizational Transfer: Change of unit (including group), but keeping same function/ duties. Functional Transfer: Change of functions/ duties within same unit (including group). * From 1 January 2021 until 31 December 2021 inclusive. SQD 1 EDD 7 37% IT 1 CIO 1 5% 5% 5% MCD 4 21% PLD 3 16% FPD 2 11% TRANSFERS: 170 (ORGANIZATIONAL AND FUNCTIONAL*) MCD 37 EDD 30SCOD 34 22% 18%20% PLD 24 14% FPD 14 IT 128% 7% ODG 2 1% SQD 2 1% HRD 2 1% CIO 4 2% DO 3 2% CMO 2 1% PCO 4 3% TURNOVER DEPARTURE BY MEMBER NUMBER OF DEPARTURES PER CATEGORY NUMBER OF DEPARTURES BY UNIT/OFFICE DEPARTURES IN 2021* 64 GLOBAL TURNOVER 6.3% 6 31 10 4 3 10 CN EU IN JA KO US 35 30 25 20 15 10 5 0 Note: IT & DO Divisions are included as a direct report to Domain 2021 70 60 50 40 30 20 10 0 11 2019 9 39 2020 53 20 15 10 5 0 2 2 2 32 9 17 1 1 5 5 5 10 ODG SQD FPD HRD PCO IT CIO EDD DO CMO MCD PLD SCOD P AND HIGHER CATEGORIES G CATEGORY SQD 1
It takes a team. Supervisors, technicians, metrologists and crane operators plan the next activity in the Assembly Hall.
14 2021NON-ITER ORGANIZATION STAFF On 31 December 2021 ITER PROJECT ASSOCIATES (IPA) INTERIM STAFF TOTAL INTERIM STAFF 2021: 82 IPA BY MEMBER TOTAL NUMBER OF IPA 2021 244 2020 209 MANAGED 137 IMPLEMENTED 82 MANAGED 123 IMPLEMENTED 82 INTERIM CONTRACTS 2021 EUR 3,210,425 INTERIM CONTRACTS 2020 EUR 2,430,768 JAPAN 4.1% KOREA 2.9% RUSSIA 4.5% CHINA 8.2% EUROPE 18.4% 30 25 20 15 10 5 0 €358,915 €142,140 CIO CMO EDD FPD HRD MCD ODG PLD SCOD SQD DO 8 5 2 3 1 6 76 10 10 24 IPA BY UNIT 80 60 40 20 0 CIO CMO EDD HRD MCD PLD SCOD SQD IT DO 11 50 59 12 75 33 9 85 EXPERT CONTRACT COSTS BY UNIT ENGN /EDD ODG /LGA ODG SQD ENGN CIO INTERIM CONTRACTS 2021 INTERIM CONTRACTS 2020 PAYMENT STATISTICS TOTAL INTERIM STAFF TOTAL COST €231,589 €828,574 €308,440 €444,961 €98,223 €317,695 €218,812 €230,803 EXPERTS EXPERT CONTRACTS BY UNIT EXPERT CONTRACT COSTS EUR 267,900 NUMBER OF EXPERT CONTRACTS 14 EXPERT CONTRACT COSTS EUR 225,820 NUMBER OF EXPERT CONTRACTS 16 CONTRACT COSTS 2021 CONTRACT COSTS 2020 Note: Contracts ongoing may not necessarily be billed during the same year, thus explaining the apparent discrepancy between the number of experts and the cost per unit. €151,100 €9,250 €35,000 €10,000 €12,550 €50,000 ENGN/EDD ODG/LGA 6 4 ODG 1 SQD 1 ENGN 1 CIO 1 €30,274 - NON-ITER ORGANIZATION STAFF INDIA 61.9%
BY GENDER (A,
C)
NON-ITER ORGANIZATION STAFF - 15
B &
INTERNS BY CATEGORY* FEMALE CAT AMALE CAT B CAT C INTERNSHIP PROGRAM 2021/1 INTERNSHIP PROGRAM 2021/2 INTERNSHIP DURATION (A & B) NEW INTERNS BY MONTH 2021 * Internship Program Categories see Appendix 60 50 40 30 20 10 0 30 20 10 0 51 20 19 20 32 INTERNS BY DOMAIN (FOCUS ON CAT. A, B & C) CNST CORP DG ENGN SCOP 10 8 6 4 2 0 Total number of Interns (A,B,C) 2021 71 Total number of Interns (A,B,C) 2020 43 INTERNS PER MEMBER TOTAL NUMBER: 71 (FOCUS ON CAT. A, B & C) JAN FEB MAR DECNOVOCTSEPAUGJULJUNMAYAPR 1 1 1 6 4 3 7 10 10 8 8 12 0 5 MONTHS 10 15 20 25 30 12 6 5 4 3 2 1 1 25 3 3 6 CHINA 2 RUSSIA 2 JAPAN 1 INDIA KOREA USA 9 9 9 EUROPE 9 9 9 8 8 1 1 1 1 A B C 2 2 6 6 4 439
In September, ITER Director-General Bernard Bigot introduces European Commissioner for Energy Kadri Simson to the ITER Project and ongoing construction activities.
KEY FIGURES
AVERAGE COURSE DURATION
hours (4.7
AVERAGE NUMBER OF COMPLETED COURSES/STAFF
(2.4 in
OF TRAININGS
been completed via
training (e-learning
AVERAGE COST PER PARTICIPATION
162HT (€
in
MISSION COSTS RELATED TO TRAINING
(€2.8
in
TRAINING - 17 2019 2020** 2021 NUMBER OF IO STAFF* 899 953 1,035 NUMBER OF IO STAFF TRAINED (AT LEAST 1 COURSE) 671 813 827 NUMBER OF PARTICIPATIONS 1,957 2,321 3,104 NUMBER OF HOURS OF TRAINING PROVIDED 12,112 11,086 17,164 TOTAL REGISTRATION COSTS K€ (HT)* 210 k€ 522 k€ 504 k€ 2021TRAINING In 2021
* All training fees corresponding to completed sessions (committed budget for planned training and training cost of internal trainers are not included). **ITER Academy/PCO and HRD/Talent Mapping data have been aggregated for 2020.
5.5
2.9
2020) 66%
have
on-line
or remotely)
E
224HT
2020)
E6k
k
2020)
hours in 2020) The 23,000-tonne ITER Tokamak.
- PERFORMANCE, REWARDS & RECOGNITION18 2021PERFORMANCE, REWARDS & RECOGNITION In 2021 PERFORMANCE DISTRIBUTION PERFORMANCE LEVELS REWARDS AND RECOGNITION* AWARD PROMOTIONS (CONTRACT RENEWALS) SENIORITY STEP A B+ B B- C 2019 9.09% 9.44% 8.80% 52.24%53.15%54.13% 38.06% 36.85% 36.20% 0.61% 0.56% 0.00%0.65% 2019 2019 2020 2020 2021 2021 0.00% 0.22% 2020 2021 PROMOTIONS (PERFOMANCE REVIEWS) PROMOTIONS (COMPETITION) IN 2021 89.5% IN 2020 78.7% ELIGIBLE STAFF MEMBERS REWARDED (EXCL. COMPETITION AND CONTRACT RENEWALS): * Rewards and Recognition decisions are based in part on the annual performance results from the previous year. 600 500 400 300 200 100 0 60 50 40 30 20 10 0 1% 1.9% 1.5% 42.6% 371 29 485 10 589 53 231 249 162 9 17 17 9 18 15 52% 62% 18.6% 24.8% 26%
In
the assembly of the ITER Tokamak, attention to every detail is important.
- STAFF ABSENCES20 2021STAFF ABSENCES In 2021 SICKNESS LEAVE SPECIAL LEAVE SPECIAL LEAVE BY TYPE AVERAGE NUMBER OF SPECIAL LEAVE DAYS PER STAFF MEMBER AVERAGE NUMBER OF DAYS OF SICKNESS PER STAFF MEMBER DAYS OF CERTIFIED AND NON-CERTIFIED SICKNESS LEAVE NUMBER OF STAFF WHO REQUESTED CERTIFIED AND NON-CERTIFIED SICKNESS LEAVE STAFF WITH CERTIFIED SICKNESS LEAVE OF 10 DAYS OR MORE 56 AVERAGE NUMBER OF CERTIFIED SICKNESS LEAVE DAYS 10.87 2019 2019 Certified Sickness Headcount Non-Certified Sickness Headcount2020 2020 2021 2021 4 3,5 3 2,5 2 1,5 1 0,5 0 2.5 2 1.5 1 0.5 0 240 230 220 210 CERTIFIED SICKNESS AVERAGE PATERNITY LEAVE * Other Special Leave includes: Overtime Compensation, Exceptional Leave, Marriage Leave, Unpaid Leave, Travelling Time, Job Search, Other SL (Seconded Staff) DEATH RELATIVE, SPOUSE/CHILD MATERNITY LEAVE CERTIFIED SICKNESS NON-CERTIFIED SICKNESS AVERAGE ILLNESS SPOUSE/CHILD TOTAL SPECIAL LEAVE INSTALLATION/REMOVAL OTHER SPECIAL LEAVE* NON-CERTIFIED SICKNESS2.56 0.32 2.44 0.37 3.59 0.69 2.17 0.74 2.00 1.02 1.95 1.07 387.5 2,524 232 216 PATERNITY LEAVE DEATH RELATIVE, SPOUSE/CHILD ILLNESS SPOUSE/CHILD MATERNITY LEAVE INSTALLATION/REMOVAL OTHER SPECIAL LEAVE* 55% 13% 17% 5% 5% 5%
140,000 120,000 100,000 80,000 60,000
180,000 150,000
P
HIGHER CATEGORIES G CATEGORY
TRAVEL COSTS FOR INSTALLATION/DEPARTURE (TCA) DISTRIBUTION OF TCA COSTS DISTRIBUTION OF REMOVAL COSTS REMOVAL COSTS Employee Employer REMUNERATION AND BENEFITS - 21 2021REMUNERATION AND BENEFITS In 2021 DETAIL OF LABOUR COSTS Basic Net Salary TOTAL NET SALARY EUR 87.95M (60.72%) TOTAL SOCIAL CONTRIBUTIONS EUR 28.96M (20%) TOTAL INTERNAL TAX EUR 27.92M (19.28%) Contributions Allowance Internal Tax € 70M € 60M € 50M € 40M € 30M € 20M € 10M 0 BREAKDOWN TCA COSTS (IN EUR) CN EU IN JA KO RF US 160,000
40,000 20,000 0 €67,347 €25,597 €151,752 €18,386 €36,338 €7,279 €10,926 ANNUAL REMOVAL COSTS (IN EUR) CN EU IN JA RF 210,000
120,000 90,000 60,000 30,000 0 €104,275 €215,328 €77,385 €78,778 KO €48,940 €143,456 US €24,443 TOTAL LABOUR COSTS EUR 144.83M (Net Salary + Social Contributions + Internal Tax) TOTAL TCA COSTS EUR 317,625 TCA REIMBURSEMENT REQUESTS 256 AVERAGE COST PER TRAVELLER EUR 663 TOTAL REMOVAL COSTS EUR 692,605 REMOVALS 88 AVERAGE REMOVAL COSTS EUR 7,871 Net Salary EUR 83.06M Social Contributions EUR 27.26M Internal Tax EUR 26.28M TOTAL LABOUR COSTS EUR 136.60M 2021 2021 2021 2020 INDIA KOREA JAPAN CHINA EUROPE 48% 12% 6% 8% 21% USA 3%RUSSIA 2% EUROPE INDIA JAPAN CHINA USA 31% 21%11% 15% 11% KOREA 7% RUSSIA 4%
AND
GLOSSARY
CATEGORY
ITER Organization (IO) staff belong either to the Professional (P Staff and higher) or 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 Domain, Office, Department, Division, or Section. Top Management is restricted to DirectorGeneral (DG), Deputy Director-General (DDG), Heads of Domains, Offices and Departments and ITER Council (IC) Secretary.
MEMBER
The signatories to the ITER Agreement are: 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 (POST-DOC)
ITER welcomes Postdoctoral Researchers for a period of up to two years funded through the Monaco-ITER Postdoctoral Fellowship program and through the ITER Organization Postdoctoral Fellowship program.
STATUS
IO staff can be Directly Employed (DES) or Secondees (coming from the European Commission).
TURNOVER
The annual rate at which IO staff leave the IO. It is calculated as: (the 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 Systems (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.
INTERNSHIP PROGRAM CATEGORIES
CATEGORY A
Students enrolled in the last year of a postgraduate program at a university (e.g., the last year of a Master’s or the last year of engineering school). At least three years of study 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 study 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 of France where internships are mandatory, or upon approval by the Office of the Director-General (e.g., for Englishspeaking children registered at national schools).
CATEGORY S
Students pursuing a PhD at a university or participating in a program, in a scientific or technical field, which has a specific agreement with the IO (e.g., a Memorandum of Understanding with a laboratory, industry, university, or government). Scholarship students or grant holders may be included in this category.
ASSIMILATED CATEGORY C (OR UNPAID/ SIMPLIFIED CATEGORY A OR B)
Students enrolled as Category A or Category B for short durations (less than two months).
- GLOSSARY22
APPENDIX:
ABBREVIATIONS AND ACRONYMS
Over 85% of the infrastructure required for First Plasma is in place on the ITER site in southern France.
CCIO Central Integration Office
CMO Construction Management Office
CN-DA Chinese Domestic Agency
CNST Construction Domain
CORP Corporate Domain
DDA Domestic Agency
DG Director-General DO Design Office
EEDD Engineering Design Department
ENGN Engineering Domain
EU-DA European Domestic Agency
FFPD Finance & Procurement Department
GG STAFF Staff members of the General Services category
HHRD Human Resources Department
IIAS Internal Audit Service
ICS ITER Council Secretariat
IN-DA Indian Domestic Agency
IO ITER Organization
IPA ITER Project Associate
IT Information Technology
JA-DA Japanese Domestic Agency
K
KO-DA Korean Domestic Agency
LLGA Legal Affairs
MMCD Machine Construction Department
OODG Office of the Director-General
PP STAFF Staff members of the Professional and higher (management) categories
PCO Project Control Office
PLD Plant Construction Department
R
RF-DA Russian Domestic Agency
S
SCOD Science, Controls & Operation Department
SCOP Science & Operation Domain
SCS-N Safety Control System for Nuclear SQD Safety and Quality Department
TTCWS Tokamak Cooling Water System
U
US-DA United States Domestic Agency
VVAS Vacuum Auxiliary System
ABBREVIATIONS AND ACRONYMS - 23
J
AND
MACHINE CONSTRUCTION DEPARTMENT
CONSTRUCTION MANAGEMENT
- ORGANIZATION CHART24 ORGANIZATION CHART Caption
cover image:
The ITER
magnet program advanced strongly in
2021. To date, 11/19
toroidal
field
coils,
3/6 poloidal
field coils,
and 2/7 central solenoid
modules have been delivered.
ITER COUNCIL SAFETY
QUALITY DEPARTMENT SQD DEPUTY OF THE DIRECTOR-GENERAL INTERNAL AUDIT SERVICE IAS ITER COUNCIL SECRETARIAT ICS LEGAL AFFAIRS LGA COMMUNICATION COM SENIOR ADVISORS SA SECURITY, HEALTH & SAFETY Occupational Health & Safety Security ENVIRONMENTAL PROTECTION & NUCLEAR SAFETY QUALITY MANAGEMENT SCIENCE & OPERATION DOMAIN SCOP SCIENCE, CONTROLS & OPERATION SCOD SCIENCE > Experiments & Plasma Operation > Plasma Modelling & Analysis CONTROLS > Data, Connectivity & Software > Facility Control System > Central Control Integration OPERATIONS > Electrical Power Distribution > Commissioning & Operations Readiness PLANT CONSTRUCTION DEPARTMENT PLD
OFFICE CMO CONSTRUCTION DOMAIN CNST
MCD > 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 > 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 > Tokamak Cooling Water System > Site Planning & Coordination > Site Management > Building & Civil Works ENGINEERING DESIGN DEPARTMENT EDD ENGINEERING DOMAIN ENGN CENTRAL INTEGRATION OFFICE CIO CONFIGURATION MANAGEMENT > Design & Configuration Control > Document Control > Integrated Engineering Analyses PHYSICAL & FUNCTIONAL INTEGRATION > Design Integration > System Integration 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 (DO) > CAD Infrastructure > CAD Activities CORPORATE DOMAIN CORP FINANCE & PROCUREMENT DEPARTMENT FPD HUMAN RESOURCES DEPARTMENT HRD PROJECT CONTROL OFFICE PCO FINANCE & BUDGET > Accounting, Treasury & Systems > Budget Management > Financial Control PROCUREMENT & CONTRACTS > Construction, Assembly & Logistics > Engineering, Science, Operation & Corporate > Talent Management > Human Resources Services > Engineering & Commissioning Project Control > Building & Construction Project Control INFORMATION TECHNOLOGY > IT Applications & Development > IT Systems & Operation DIRECTORGENERAL BERNARD BIGOT OFFICE OF THE DIRECTORGENERAL ODG
A proud team, as the first vacuum vessel sector (#6) is moved into assembly tooling in April.
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