SL Annual Divisional Meeting

1
SL Annual Divisional Meeting

• Enrico Chiaveri, SL, CERN

2
ITEMS

• Budget 2002
• Succession Planning and Recruitment
• Industrial Service Contracts
• MAPS (Merit Advancement and Promotion Scheme)
• Training
• SL Technical Specification Committee
• Safety structure

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2002 SL Budget

• OPERATION BUDGET
• 2001 payment budget was 16760 KCHF
• 2002 payment budget foreseen is 14660 KCHF
• Difference is 2100 KCHF or 12.6 average for
  DIV

4
2002 Projects Budget

• LHC 16.5MCHF
• SLI 6MCHF
• LEP Dismantling 3MCHF
• CNGS 1.60 MCHF
• SPS Magnet Consolidation 0.4MCHF (0.6 MCHF
  requested)
• SPS Power Converters 0.5MCHF (0.9 MCHF
  requested)
• SPS Extraction Channels 0.2MCHF (0.8 MCHF
  requested)
• All other requests refused

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SL Division 2002 Total Budget

• Operation 14.66 MCHF
• LHC Machine 16.5 MCHF
• Other Projects 11.92 MCHF
• TOTAL 43.08 MCHF

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Succession planning and recruitment
SL Staff Evolution without recruitment
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Succession planning and recruitment
Sl Staff Evolution by category without
recruitment
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Succession planning and recruitment
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Succession planning and recruitment

• Allocation of posts to the Accelerator Sector in
  year 2001
• 5 posts
• LHC 2
• PS 1
• SL 2

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Succession planning and recruitment

• Total of posts received in SL
• 2 LD
• 2 posts for operator (given in advance
  recruitment to be compensated in 2003)

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Succession planning and recruitment
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SL Division Industrial Service Contracts

• Moving Towards Result Oriented
• A Policy Decision by CERN Management
• What have we achieved
• Creation of two industrial support structures for
  the division.
• Collection of data on activities
• Creation of Demandes de Travaux
• Creation of Forfait

13
SL Division Industrial Service Contracts

• Plan for 2002
• Continue analysis of Activity Report Data
• Improve definitions in the Demandes de Travaux
• Implement more Forfait
• Simulate other Forfait

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M.A.P.S. (Merit Advancement and Promotion Scheme)

• Training and Communication
• New supervisor training.
• Seminar for all supervisors - Jan/Feb (division
  based, morning or afternoon)
• Supervisor training in Sept/Oct/Nov based on
  lessons learned from 2002 exercise.

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M.A.P.S. (Merit Advancement and Promotion Scheme)

• Seminar for all supervisors
• MAPS as a management tool
• Communicate MAPS processes as described in
  Overview and AC 26
• Identify continuity and changes from MOAS to
  MAPS.
• Roles of all concerned
• Time scale for 2001-2002
• Advancement guidelines 2002

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Training 2001
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Training 2001
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Training 2001
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Training 2001
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SL Technical Specification Committee

• Divisional committee to oversee all Market
  Surveys and Technical Specifications for large
  contracts
• This has been a useful exercise for the Division
  and has been helpful for Engineers Technicians
  concerned.
• We now have information concerning all future
  contracts.
• A constructive follow up of the future
  expenditures will now be possible.

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SL Specification Committee
Work done during year 2001
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SL Specification Committee

• Work to be done during year 2002
• Invitations to Tender.12
• Market Survey .. 2

23
SAFETY Structure

• MOTIVATION 
• CERN is going through a complete
  transformation.. 
• Fewer employees but the same amount of work
• Outsourcing of a number of tasks resulting in a
  diverse workforce
• More Technical restraints
• And times are changing also
• Society in general is less prepared to take risks
• More regulations which are becoming increasingly
  restricting
• We must make Safety a higher priority in our
  work. It is in everybodys business to do so but

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SAFETY Structure

• MANDATE
• The Safety Committee of the Division assists the
  Division Leader and the Safety Representatives
• To that end, it gathers and discusses information
  and propositions about all safety issues within
  the Division. 
• The Safety Committee of the Division holds a
  plenary session at least every 3 months and a
  smaller group generally meets once a week..
• The Safety Committee of the Division is
  answerable to the Division Leader.

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SAFETY Structure

• Members
• DSO (Chairman)
• RSO (Secretary)
• FGSO
• (CSO)
• All TSOs
• All Safety Linkmen 
• Safety Coordinator

• Associate Members
• (informed and invited if needed)
• Division Leader and Deputy
• DPO
• Invited Representatives
• (permanently invited)
• TIS/GS
• TIS/RP

Limited trainig (10) DSO, RSO, FGSO, some
TSOs, Safety Coordinator, TIS/GS and TIS/RP
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SAFETY Structure

• THE RESULT
•  
• A Safety structure within the Division in which
• Safety issues are more obvious
• The work to achieve Safety is recognised
• Those working within Safety are more motivated
• Everybody is better informed
• Those working in Safety are more united and have
  a more coherent structure
• The Work towards achieving Safety is more
  efficient
• And in which Safety becomes everybodys business!