Performance Appraisal and Management at CERN HR

Mid / End Probation Review Monitor and evaluate results of work objectives, progress etc.
Chance for feedback / dialogue
Check / finetune development needs
Performance appraisal over 6 months / over the year (what has been achieved and how it has been achieved)<br>

Salary Grid<br>

Annual Performance Review M erit
E valuation and
R ecognition
I ntegrated
T oolkit<br>

The Annual Interview A wonderful opportunity

for dialogue / to listen to the other’s point of view / exchange views
to support development
to acknowledge accomplishments
to assess strengths and weaknesses
to provide direction for new objectives and development Preparation is therefore crucial Performance appraisal principles Performance appraisal is mandatory for all staff members
Results over reference year are discussed between supervisor and staff member.
Both the WHAT and the HOW are assessed (competencies).
The discussion is recorded in an official EDH report (MERIT report).<br>

Four performance qualifications Which lead directly to a yearly performance reward: Augmentation de salaire Annual
lump-sum
Payment
(non-
recurrent) BOTH Oustanding
Strong
Fair
Insufficient Remarquable
Elevée
Acceptable
Insuffisante<br>

Where can I find out more? MERIT FAQ – Admin e-guide
E-learning
MERIT Coordinators
HRAs<br>