TEC Meeting 122 May 2014

News from each programme

1. Technical Management Training

2. Leadership Coaching

3. Language Training

4. Safety Training

5. Technical Training

TEC Meeting 222 May 2014

Learning & Development

Technical Management Training

HR-L&DS Schuh

TEC Meeting 322 May 2014

• REGULAR PROGRAMME – new courses/news:• Introduction to knowledge transfer tools• PMI Project Management – CAPM/PMP preparation• CAPM/PMP exam vouchers as external training• Procurement – services: pending!! info to registrations• BE Linkperson course: review for next session 2015• Managing by project: new trainer (November AG GDPM consultants)

• REGULAR PROGRAMME – preparation:• TE: FSU Coordinator workshop – VPR/PGV• PH: Quality Assurance (technical) - VPR

• Marie-Curie TRAININGS – not visible in catalogue: • Entrepreneurship for Scientists (ARDENT)• Introduction to Project Management w/ 6h-e-learning (ARDENT)• Effective scientific communication (picoSEC)• Idea generation and creativity (EDUSAFE)• CV Writing and Interview Skills• Scientific Writing

TECHNICAL MANAGMENT: NEWS

TEC Meeting 422 May 2014

Current scheme:• Mix of “M&C”-style charging of 300CHF / day and real cost charging for

new courses

Move fully to real cost charging:• same format as Technical Training

- course price calculated for the minimum number of participants- Session price= real cost/final number of participants in session

Implementation:• All 2014 sessions will be charged under the new scheme• DTOs will be provided with training list of waiting/invited/attended

participants per department with old and new prices• EDH catalogue update with new course prices will start July 1st (for a min.

1 week)

TECHNICAL MANAGEMENT: CHARGING

TEC Meeting 522 May 2014

Learning & Development

Leadership Coaching

HR-L&DP. Goy

TEC Meeting 622 May 2014

WHY LEADERSHIP COACHING?

Need expressed from various stakeholders to provide further support to managers

Coaching :

Provides appropriate support to managers and leaders to integrate and fulfil their role and responsibilities

Is a customized and individualized approach (appropriate at such level of responsibilities)

Is recognized as the most effective support at management level to optimize performance, enhance strategic thinking to support effectiveness and efficiency

Helps to deal with performance management issues and how to keep up staff motivation

TEC Meeting 722 May 2014

COACHING - GENERAL OBJECTIVES

• Enhance professional skills • Support transition successfully into a new position• Develop the individual’s potential • Provide career support • Help manage stress • Support in process changes and in resolving

conflicts • Enhance personal impact and performance• Develop emotional intelligence & strategic focus

TEC Meeting 822 May 2014

Leadership coaching for:

1. DEPARTMENT HEADS and DIRECTORS GROUP LEADERS

2. SUPERVISORS

3. STAFF designated by DHs

Leadership coaching financed by the Department concerned

On an exceptional basis

LEADERSHIP CULTUREHR RECOMMENDATIONS

TEC Meeting 922 May 2014

1. Request for Leadership coaching is first discussed between hierarchy (including DH) and HRA

2. Leadership coaching is administered by HR-L&D (coaching agreement)

3. Follow-up by HR Frontline (back to the workplace)

4. Process within Department Information to DTO

LEADERSHIP CULTUREHR RECOMMENDATIONS

TEC Meeting 1022 May 2014

1. All newly appointed Directors, Department Heads & Group Leaders (i.e., appointed in the previous calendar year): Leadership coaching offered systematically Participation on a voluntary basis Aim: to accompany them in taking on a new

function (“know what & how to do …”) 8 – 10 sessions over a 6 month period Also applicable to Team Leaders & future GLs & TLs

2. Existing DHs/GLs: subject to discussion with hierarchy

FOR WHOM ?HR RECOMMENDATIONS

TEC Meeting 1122 May 2014

Supervisors(exceptional basis)

1. First line support should be addressed by the HR Frontline, in collaboration with the supervisor, in the framework of performance management.

2. External “Coaching for performance” agreement should be granted on an exceptional basis only.

Remarks : ‘Coaching skills for supervisors’ available in training modules offered in the leadership curriculum

FOR WHOM ?HR RECOMMENDATIONS

TEC Meeting 1222 May 2014

Staff (designated by DHs) (exceptional basis)

Leadership coaching : Subject to discussion with hierarchy and HR Participation on a voluntary basis Aim: to enhance professional effectiveness

through personal development (“know how to be…”)

8 – 10 sessions over a 1 year period

FOR WHOM ?HR RECOMMENDATIONS

TEC Meeting 1322 May 2014

Slide from TEC Dec 2013

TEC Meeting 1422 May 2014

Mandate: pitch CDP-internal admin processes at SV-level, more concise, efficient format

Objectives:• Spirit of role & responsibilities• Selected basic information on key processes: NOT exhaustive, the survival kit• Orient them where to find information• Introduce key experts or reference staff• Supervisor reference document + online (supervisor e-Guide?)

Format:• Orientation day: 1-1.5h / theme around mini case studies + panel experts for Q&A• Networking lunch• 4-6 20’ tracked webinars with basic key messages: view before orientation day, quiz?• Supervisor reference guide: full documentation of all administrative CERN processes

for supervisors by domain

Target implementation: autumn 2014

CDP - INTERNAL PROCESSES: UPDATE

Project outline proposal –

communicated these days

TEC Meeting 1522 May 2014

Learning & Development

Language Training

HR-L&DE. Mosselmans

TEC Meeting 1622 May 2014

• Contrat avec Paroles arrive à son terme les cours (tailor made, spécifique, etc.)

doivent se terminer avant mi-juillet Les cours d’été n’auront pas lieu cette

année Une réunion sera fixée début juillet

• Salles de cours 2 salles supplémentaires à Prévessin

LANGUAGE TRAINING

TEC Meeting 1722 May 2014

Learning & Development

Safety Training

HR-L&DC. Balle

The Safety Training service offers:

- E-Learning courseshttps://sir.cern.ch

- Face-to-face courseshttps://cta.cern.ch

- Taylor-made courses, sending a request to:safety-training@cern.ch

Example: habilitation électrique sessions for BE-RF (Eric)

SAFETY TRAINING

• The requestor benefits from:o A centralized service with an overview of all courses (current and past)o The experience in organizing trainingso The IT-tools of Safety Training

Moreover:• We ensure that the training provider and the trainer are certified• The course and the participants are recorded in our database, which we share with HR-

LD and which is directly linked to the database of personnel files• The successful participation of a course is linked to access-rights• Refresher courses can be organized (with automatic notification to the participants!) to

ensure a periodic update• Other teams may benefit from tailor-made courses• Taylor-made courses are “hidden”, thus not listed in the CTA front-office catalogue

Taylor-made courses mean that:

SAFETY TRAINING

As of January 1st, 2014:New codes and course titles in CTA catalogue

Tunnel mock-up in Prévessin Safety Training Centre:Helium leak simulation

TEC Meeting 2222 May 2014

Learning & Development

Technical Training

HR-L&DV. Perez Reale

TEC Meeting 2322 May 2014

• REGULAR PROGRAMME: • Beginning of each year/semester session calendar for trainings happening

>= 1 once a year will be sent to DTOs and shown in catalogue• Current training programme will be reduced by ~50%: all trainings held

once a year will be kept for all categories

• OTHER LESS REGULAR TRAININGS: • Trainings (< 1/year) will be left in training catalogue with NO Sign up

button. • When contacted by interested participants for these trainings work with

DTOs to see if an in-house can be organized • If no in-house possible suggest participants to go external • Trainings not so often needed by groups/projects to be collected by DTOs

via LNI each year

• NEW TRAININGS: New trainings throughout the year as requested and through LNI

Proposal to start new programme: September 2014

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MEETING WITH DTOS 24.04.14