ITER Organization 2016 Social Report

ITER ORGANIZATION 2016 SOCIAL REPORT

STATISTICS AT A GLANCE

4.63%

¢ ITER Organization staff turnover

41.16 years

¢ Female staff – average age

43.90 years

¢ Male staff – average age

43.41 years

¢ Average age of all staff

162

¢ Recruits in 2016

1,491

¢ Missions by ITER staff

35

¢ Total number of Interns

ITER ORGANIZATION 2016 SOCIAL REPORT

REPORT CONTENTS

ITER ORGANIZATION 2016 SOCIAL REPORT

T

he year 2016 was a challenging and productive year for the ITER Organization Human Resources Department. In support of the priorities of the ITER Project, we increased the number of staff by 15 percent, recruiting qualified and skilled staff from each of the seven ITER Members.

CONTENTS

ITER Games is an annual event for ITER staff, ITER contractors, and the sportswomen and men who live in the nearby towns of Vinon-sur-Verdon and Saint Paul-lez-Durance. With athletic events of all kinds in the morning and activities for families in the afternoon, the Games give those working on the ITER Project an opportunity to interact with the local population.

FOREWARD FROM THE HEAD OF HUMAN RESOURCES

3

ITER ORGANIzATION HUMAN RESOURCES 2016 STATISTICS

5

GlObAl STAFF METRICS ON 31 DECEMbER 2016 ¢ Staff Growth ¢ Distribution of Staff by Member ¢ Distribution of Staff by Department and Category ¢ Distribution of Staff by Grade and Gender ¢ Distribution of Staff by Age and Gender ¢ Gender distribution by Department ¢ Education per Category ¢ Other Staff Data

6 6 6 7 7 7 9 9

STAFF MOvEMENTS: RECRUITMENTS, DEpARTURES AND MObIlITy ¢ Recruitment by Department and Category ¢ Recruitment by Category and Gender ¢ Recruitment by Member ¢ Recruitment by Member (Distribution) ¢ Staff Mobility ¢ Turnover

10 10 10 11 11 11

NON-ITER ORGANIzATION STAFF ¢ Experts ¢ visiting Researchers ¢ Interns

13 13 13

TRAINING ¢ Training budget ¢ Key Figures

14 14

pERFORMANCE, REWARDS & RECOGNITION ¢ performance Distribution ¢ Rewards and Recognition

15 15

STAFF AbSENCES ¢ Sickness leave ¢ Special leave

17 17

REMUNERATION AND bENEFITS ¢ Detail of labour Costs ¢ Travel Costs for Installation/Departure (TCA) ¢ Removal Costs

18 18 18

OFFICIAl DUTy ExpENSES ¢ Number of Missions by Department ¢ Main Destinations

19 19

GlOSSARy & AppENDIx

20

AbbREvIATIONS AND ACRONyMS

21

ITER ORGANIZATION 2016 SOCIAL REPORT

1

FOREWORD FROM THE HEAD OF HUMAN RESOURCES

ITER Members China, the European Union, India, Japan, Korea, Russia and the United States are all contributing to the project by fabricating the machine’s components and plant systems.

Full-pace fabrication activities are underway now in factories on three continents … and in facilities on the ITER site. (Pictured: an on-site workshop where Indian contractors are assembling the ITER cryostat.)

2

ITER ORGANIZATION 2016 SOCIAL REPORT

FOREWORD FROM THE HEAD OF HUMAN RESOURCES

I

t is a pleasure for me to introduce the first ITER Organization Social Report – a newcomer on the shelf of our annual reporting that provides an overview of the employment experience at the ITER Organization and shows, in great detail, the diversity inherent to our international working environment. However, as Head of the Human Resources Department since October 2016 only, I must begin by emphasizing that the progress and accomplishments referred to in this report 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.

The year 2016 was a challenging and productive year for the ITER Organization. In support of the priorities of the ITER Project, we increased the number of staff by 15 percent, recruiting qualified and skilled staff from each of the seven ITER Members. Our workforce remains highly educated, and we welcomed increased numbers of visiting researchers and interns. The importance of representation from the Members has been reiterated and the progress made in 2016 is expected to continue and accelerate in 2017.

We also redefined the guidelines for becoming an ITER Project Associate, a non-staff category created with the support of the Domestic Agencies for increased support to technical departments. This new scheme, which will bring up to 200 experts from the Domestic Agencies to work on site at ITER, was approved in 2016 and will be fully implemented in 2017.

Although travel and collaboration in other locations remains crucial to the construction phase of the project, as ITER Organization staff collaborate closely with Domestic Agency colleagues and their suppliers, the number and cost of missions decreased in 2016. A continued focus on optimization and cost-effectiveness will continue in 2017 and beyond.

FOREWORD FROM THE HEAD OF HUMAN RESOURCES Eric Welch Saint-Paul-lez Durance July 2017

Following my arrival I presented a comprehensive Human Resource Action Plan to the ITER Council to continue to modernize, update, integrate and harmonize our policies, processes, and tools. In order to meet the needs of the ITER Project we must demonstrate flexibility, within the framework of our regulations, and consistency with our core values of operational excellence, loyalty to the ITER Project, trust, team mindset and spirit, and the best use of public money. We shall continue to create external attractiveness for diverse applicants; adhere to merit-based recruitment and selection; allow mobility through competition or transfers; and improve selfservice tools, access to information, and transparency.

As you can see on the following pages, the social report presents a number of statistics about the ITER Organization: staff growth, demographics, recruitment, mobility, training, performance, rewards, absences, remuneration, removal, missions. The clear and simple graphics in fact represent tremendous complexity – not only the diversity of job profiles, but also the personal situations of 740 staff members and their families coming from over 30 countries.

I would like to express my sincere appreciation to all those who took part in the countless activities related to human resources required to support the ITER Organization and the ITER Project, as well those who contributed to the development of this 2016 Social Report.

ITER ORGANIZATION 2016 SOCIAL REPORT

3

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

Over 700 people from 30 countries work in the Departments and Offices of the ITER Organization.

Recruitment in 2016 increased by 119 percent over the previous year, as the project prepares to enter the assembly and installation phase. (This staff photo was taken in early 2016 in the Cryostat Workshop just before the first assembly equipment was installed.)

4

ITER ORGANIZATION 2016 SOCIAL REPORT

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

ITER ORGANIZATION 2016 SOCIAL REPORT

5

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

GlObAl STAFF METRICS On 31 December 2016

Staff Growth TOTAL STAFF 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 740 (Including 23 TCWS, 2 VAS, 1SCSN, 4 Post-Doc. and 12 Secondees)*

740 642

609

G category . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36.2% P and higher categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 63.8%

268 36.2% 268 41.7%

248 40.7%

NUMbER OF STAFF INCREASED by 15% IN 2016

361 59.3%

374 58.3%

2014

2015

472 63.8%

G category

P and higher categories

2016

*See Appendix for definitions

Distribution of Staff by Member IO STAFF 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 740 IO STAFF 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 642 2015

2016

EU 69.47%

EU 69.19%

US 4.98%

US 5.14%

RF 4.67%

RF 4.86%

KO 4.98%

KO 4.32%

JA 3.89%

JA 3.38%

IN 3.43%

IN 4.05%

CN 8.57%

CN 9.05%

Distribution of Staff by Department and Category EvOLUTION by CATEGORy

200 178

180

63.8%

160

160

145

140

59.3%

58.3%

40.7%

41.7%

37 98

120

50

100

36.2%

80 57 8

60 40 20 0

28 11 17

80

CAB**

CIO

49

24

CST

FPD

15

16 9 7 HRD

20 5 15 PCO

** Including: DG, ORAP, COO, RCO, IAS, ICS

6

55 9

95

39

ITER ORGANIZATION 2016 SOCIAL REPORT

PED

14 8 6 QAA

123 2014

46

28 9 19

SCOD

SD

G category TED

2015

P and higher categories

2016

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

GlObAl STAFF METRICS On 31 December 2016

Distribution of Staff by Grade and Gender END 2016 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 145 (19.59 % of total) Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 595 (80.41% % of total)

160 140 120

EvOLUTION by GENDER WOMEN REPRESENT • 32.46% of total G category • 12.29% of total P category

100 80 129

124

57

60

78.82%

79.75%

80.41%

21.18%

20.25%

19.59%

2015

2016

48

40

51

59 20 0

MEN REPRESENT • 67.54% of total G category • 87.71% of total P category

1

2

DG

DDG

20 3 D1

6 1 D2

7 1 P6

5 P5

16

18

P4

P3

49 15 4 P1

10 P2

41

26 4 G6

21 5 G5

1 16

G4

G3

2014

Women

Men

G2

Distribution of Staff by Age and Gender 65-70

END 2016 Average age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.41 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41.16 Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.90

9

9

60-64

35

39

4

55-59

58

50-54

60

7

101

40-44

97

116

15 31

128

125

35-39

33

88

30-34 22

5

END 2015 Average age . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.20 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40.80 Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43.80

78

18

45-49

25-29

65

32

158

120

Women

27

Men

Gender Distribution by Department OF 84 MANAGERS, 11 ARE WOMEN (13%) The proportion of women is higher in Support Departments HRD, CAb and FPD

100% 90% 80%

4 10

17

GENDER IN MANAGERIAL POSTIONS 17

70% 14 60% 161

49

10 133

48

132

13%

50% 87%

40% 30%

12 18

22

20%

11 6

10% 0%

CAB

17

8

CIO

CST

4

FPD

HRD

PCO

PED

27

7

13 QAA

SCOD

Women SD

Men

TED

ITER ORGANIZATION 2016 SOCIAL REPORT

7

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

Work is underway now on the main scientific facility – the seven-storey Tokamak Complex.

In the perfectly circular central well, the machine will be assembled from bottom up in a six-year process that begins in 2018. (ITER Headquarters is visible in the background.)

8

ITER ORGANIZATION 2016 SOCIAL REPORT

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

GlObAl STAFF METRICS In 2016

Education per Category 155 Staff members with PhD . . . . . . . . . . . . . . . . . . . . . . . . . 20.92% 378 additional staff members with a Master’s or engineering degree . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51.36%

300 250 85

200 150

3 20

100 161

152 112

50

69 83 34

0 PhD

ENGINEER

MASTER

BACHELOR

8 POST-SECONDARY DEGREE

8 1 HIGH SCHOOL DIPLOMA

G category

P and higher categories

Other Staff Data LOCAL RESIDENCE Aix-en-Provence and Manosque . . . . . . . . . . . . . . . . . . . . . . . . . 53%

PERTUIS 4% PIERREvERT 4%

OTHER 32%

vINON SUR vERDON 7%

AIX-EN-PROvENCE 25%

MANOSQUE 28%

MARITAL STATUS Married and legal partnership . . . . . . . . . . . . . . . . . . . . . . . . . . . 66%

SINGLE 34%

MARRIED 66%

NUMbER OF CHILDREN Staff members with at least one dependent child . . . . . . . . . .65%

4+ CHILDREN 3% 3 CHILDREN 8%

2 CHILDREN 30%

NO CHILDREN 34%

1 CHILD 25%

ITER ORGANIZATION 2016 SOCIAL REPORT

9

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

STAFF MOvEMENTS In 2016

Recruitment by Department and Category 50 45

5

40 35

7

RECRUITMENT EvOLUTION IN 2016 THE NUMbER OF RECRUITMENTS INCREASED by 119%

9

30

APPOINTMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 162 (Including 32 IO staff members) G category . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 (17%) P and higher categories . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134 (83%)

25

180 41

20 31

15

1 CAB

4 CIO

162 74

31

0

18

5 0

+ 212% 60

26

10

+ 119%

120

CST

DG

3 3 FPD

TOTAL RECRUITMENT

7 1 HRD

3 PCO

1 RCO

PED

SCOD

2 SD

TED

2015 G category

- 10% 28

G CATEGORY

134 43 P AND HIGHER CATEGORIES

2016 P and higher categories

Recruitment by Category and Gender

140

APPOINTMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 162 Women . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 (14% of total) Men . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139 (86% of total)

120

GENDER DISTRIbUTION IN RECRUITMENT

160

100 80

82%

91%

86%

18%

9%

14%

2014

2015

2016

116

60 40 20

23 18

5 G CATEGORY

0

Women

Men

P AND HIGHER CATEGORIES

Recruitment by Member 4000

90

3500

80

Nominated applications vs recuitments by Member: 130 recruitments of newcomers for a total of 5,156 applications

2.2%

70

3000

Selection rate: Recruitment against number of applications

60

2500

50 2000

3,793

85

40

1500

30

1000

20

500

10

565

95

0 CN

EU

IN

31

41

93

JA

KO

RF

538

2.5% 10.5% 14

10

0 US

10 ITER ORGANIZATION 2016 SOCIAL REPORT

CN

EU

IN

1.7% 3.2% 9.8% 7.5% 9 1 7 4 JA KO RF US

Number of applications Number of recruitments

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

STAFF MOvEMENTS In 2016

Recruitment by Member (Distribution) 130 recruitments of newcomers EU 65% CN 11% US 7% RF 5% KO 3% JA 1% IN 8%

Staff Mobility Appointments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32 (following 28 external competitions and 4 internal competitions) Transfers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121 Appointments

Transfers CIO 5

TED 11

FPD 3 TED 35

CIO 30

CST 2 FPD 3 TCWS 2

PCO 1

SCOD 1

PED 7

CST 12 PED 36

HRD 3 PCO 2

Turnover 20 50

18

40

16

30

14

20 10

12 14

0

10 8 6 4

1

2 2

3

1 2

0 CN

EU

IN

3

3 1 JA

KO

1 RF

US

45 40 35 30 25 20 15 10 5 0

Number of departures per type 1 19

1 9

22

12 10

2015

DEPARTURES IN 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31

21

2015 2016 Number of departures per category

30

Global turnover 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4.63% Global turnover 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6.71%

21

END OF CONTRACTS: End of contract term . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Early termination . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 End of Post Doctorate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2 Resignation End of contract

End of probation period

G category

P and higher categories

2016

ITER ORGANIZATION 2016 SOCIAL REPORT 11

ExECUTIVE SUMMARy

Building has been underway on the ITER platform since 2010 under the responsibility of the European Domestic Agency. All major civil works contracts have been awarded and components are arriving. Photo: © LNM

12 ITER ORGANIZATION 2016 SOCIAL REPORT

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

NON-ITER ORGANIzATION STAFF In 2016

Experts Expert contract costs by Department (in EUR)

IN 2016 Expert Contract Costs . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 158,510 Number of contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 32

Number of Expert contracts by Department

45,700 42,835

32,000

17,350

IN 2015 Expert Contract Costs . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 469,000 Number of contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51 10

18,125

8 5

4

3

2,500 CAB

PED

LGA

SCOD

SD

TED

CAB

LGA

2 PED

SCOD

SD

TED

visiting Researchers Visiting Researcher by Member

NUMbER OF vISITING RESEARCHERS 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Visiting Researcher by Department

20 18 16

CN 12

ALMOST 50% OF vISITING RESEARCHERS COME FROM CHINA

14 12 IN 9

10

19

8 6 KO 2 4 2 2

2

PED

SCOD

0 TED

Interns Interns by Member

TOTAL NUMbER OF INTERNS 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29

Interns by category*

16 14

EU 61.90%

US 19.05% CN 4.76% IN 9.52%

Interns by Department Technical and scientific internships (21 A,B,S)*

12

RF 4.76%

12

10

10 8 8

14 12

6

6 10

4

4

6 2

3

2 0

0 Cat A

Cat C

Cat S

Cat B

4

4 CIO

1 LGA

2 PED

SCOD

TED

* Internship Policy & Categories: see Appendix

ITER ORGANIZATION 2016 SOCIAL REPORT 13

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

TRAINING In 2016

Training budget Training budget in 2016 . . . . . . . . . . . . . . . . . . . . . . . . . EUR 218,000 P PARTICIPATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 73% G PARTICIPATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27% TRAINING COMPLETED ON SITE . . . . . . . . . . . . . . . . . . . . . . . . . . 98%

Number of Staff having completed at least 1 course

90% 502 Staff members 80%

467 Staff members 70% 60%

404 Staff members

50% 82%

40%

73%

30%

55%

20% 10% 0% 2014

2016

2015

Total registration costs in EUR (HT)

EUR 450,000 EUR 400,000 EUR 350,000 EUR 300,000

216,000*

EUR 250,000 EUR 200,000 EUR 150,000 EUR 100,000

218,000 173,000

189,000

2014

2015

EUR 50,000 EUR 0 2016

Key Figures Number of IO staff (end of December) Number of IO staff trained (at least 1 course) Number of participations Number of hours of training provided Total registration costs K€ (HT)

2014 609 502 1,263 7,614 173 K€

2015 642 467 1,103 6,077 189 (+216*) K€

2016 740 404 1,094 7,320 218 K

variance 2015/2016 +15% -13% -1% +20% +15%

AvERAGE COURSE DURATION . . . . . . . . . ~ 6.7 HOURS (6 IN 2015) AvERAGE NUMbER OF COMPLETED COURSES/STAFF . . . . . . . . . . . . . . . . . . . . . . . . . . ~ 1.5 (1.7 IN 2015) AvERAGE COST PER PARTICIPATION . . . . . . . 200 € (190 € IN 2015) MISSION COSTS RELATED TO TRAINING . . . . 24 K€ (19 K€ IN 2015)

*Plus Design Plan Coaching (EUR 216 K for 94 participants)

14 ITER ORGANIZATION 2016 SOCIAL REPORT

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

pERFORMANCE, REWARDS & RECOGNITION In 2016

performance Distribution

66.13% 53.07% 45.86% 45.06% 40.61% 31.44%

8.12% 0.81% 1.62%

3.41%

2.56% 0.34%

0.96%

2015

2014

Performance levels

A

B+

B

B-

C

2016

Rewards and Recognition 180 159 21.5%

160

139 18.7%

136 21.2%

140

ELIGIbLE STAFF MEMbERS REWARDED IN 2016 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 56.10% IN 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45.70%

111 103 18% 16.9%

120 100

82 12.7%

80 60 40 20

Promotions (appraisals) Step Advancement/Award Time in Service step

12 1.62%

3 0.5%*

0 2015

2014 30

2016

28

25

20

15 11 10

5

9

4

4 2

0 2014

2015

Promotions (competion) Promotions (contract renewals)

2016

* % of total staff

ITER ORGANIZATION 2016 SOCIAL REPORT 15

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

In order to leverage qualified resources from the ITER Members during the assembly and installation phase, the ITER Organization has created the status of ITER Project Associate.

As many as 200 ITER Project Associates are expected to contribute in the next years on site, while remaining employed by their home institution.

16 ITER ORGANIZATION 2016 SOCIAL REPORT

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

STAFF AbSENCES In 2016

Sickness leave Average number of days sick per Staff member 4.00 3.49

3.50 3.00

Distribution of Certified and non-Certified Sickness 3.70 NON CERTIFIED SICKNESS TOTAL 676.5 days 20%

2.98

2.50 2.00 1.50 1.00

0.86

0.90

0.91

2014

2015

2016

CERTIFIED SICKNESS TOTAL 2,739.5 days 80%

0.50 0.00

Certified Sickness Average Non Certified Sickness Average

Special leave Average number of days of absence for Special Leave per Staff member 2.50 2.28 2.00

1.88

1.88

1.50 1.10 1.00

0.87 0.51

0.50

0.00 2014

2015

2016

Total average Paternity Leave Maternity Leave Illness Spouse/Child Installation/Removal Death Relative, Spouse/Child Other Special Leave

Distibution of Special Leave by type * OTHER SPECIAL LEAvE 11% DEATH RELATIvE , SPOUSE/CHILD 6% INSTALLATION/REMOvAL 8%

ILLNES SPOUSE/CHILD 21%

PATERNITy LEAvE 27%

MATERNITy LEAvE 27%

* Other Special Leave includes Overtime Compensation, Exceptional Leave, Marriage Leave, Unpaid Leave, Travelling Time, Job Search, and Other.

ITER ORGANIZATION 2016 SOCIAL REPORT 17

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

REMUNERATION AND bENEFITS In 2016

Detail of labour Costs

EUR 50,000,000

Total net income EUR 56.40 M = 60.75%*

Total social contributions EUR 18.51 M = 30.71%*

Total internal tax EUR 17.93 M = 19.31%*

EUR 45,000,000 EUR 40,000,000

IN 2016 Net Income . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 56.40 M Social Contributions . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 18.51 M Internal Tax . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 17.93 M TOTAL LAbOUR COSTS* . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 92.84 M

EUR 35,000,000

IN 2015 Net Income . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 52.40M Social Contributions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 16.96M Internal Tax . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 16.45M TOTAL LAbOUR COSTS* . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 85.81M

EUR 30,000,000 EUR 25,000,000 EUR 20,000,000 EUR 15,000,000 EUR 10,000,000 EUR 5,000,000

P and higher categories

G category

EUR 0 BASIC NET SALARY

ALLOWANCE

EMPLOYEE CONTRIBUTIONS

EMPLOYER CONTRIBUTIONS

INTERNAL TAX

* Total net income + social contributions + internal tax = total labour costs.

Travel Costs for Installation/Departure (TCA) Total TCA costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 149,000 TCA reimbursement requests . . . . . . . . . . . . . . . . . . . . . . . . . . . . 106 Average TCA cost . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 1,405 Average cost per traveller . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 705

Distribution of TCA costs

CN 19%

US 22%

ELSEWHERE 4%

RF 2%

Total TCA costs (in EUR) 27,994

26,145

33,226

24,616

EU 10%

KO 16%

14,348

14,272

IN 17%

JA 10%

6,010 2,795 CN ELSEWHERE EU

IN

JA

KO

RF

US

Removal Costs Total removal costs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 640,262 Number of removals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 81 Average removal cost . . . . . . . . . . . . . . . . . . . . . . . . . . . . . EUR 7,904 Distribution of removal costs KO 12%

CN 13%

US 19%

EU 31%

Average removal cost (in EUR) 15,060

9,927 JA 6%

7,327 6,166

IN 17%

4,623

CN

18 ITER ORGANIZATION 2016 SOCIAL REPORT

10,213 8,464

RF 3%

EU

IN

JA

RF

US

KO

ITER ORGANIZATION HUMAN RESOURCES 2016 STATISTICS

OFFICIAl DUTy ExpENSES In 2016

Number of Missions by Department 600 600,000

NUMbER OF MISSIONS REGISTERED IN 2016 . . . . . . . . . . . . . 1,491 AvERAGE COST PER MISSION . . . . . . . . . . . . . . . . . . . . . . . . EUR 870

500

Decrease in number of missions since end 2015 . . . . . . . . . . 13.5% Decrease in total cost of missions . . . . . . . . . . . . . . . . . . . . . . . . 30% Decrease in average cost per mission . . . . . . . . . . . . . . . . . . . . . 18% Number of missions in 2015 . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1,724

400 300 204,000 200

518 186,000

88,000 100 35,000

39,000

85

114

CAB

CIO

0

403 1 COO

246

32,000

76

97

CST

DG

18,000 2,673 38 9 FPD HRD

944 5 ICS

175 28,000 48,000 70 285 13,000 31 25 1 ORAP PCO PED QAA SCOD SD TED

Number of missions and amount in EUR

Main Destinations

41

39

37

16

JAPAN

RUSSIAN FED.

SWITZERLAND

UNITED KINGDOM

CZECH REPUBLIC

15

14

12 AUSTRIA

41

BELGUIM

50

NETHERLANDS

55

INDIA

63 MONACO

70 SOUTH KOREA

83 GERMANY

90

CHINA

SPAIN

110

ITALY

FRANCE

149

USA

Main destinations by country

579

Main destinations by city DEGGENDORF (DE) 21

GANDINAGAR (IN) 20

SASSENAGE (FR) 23

MARSEILLE AND AND REGION (FR) 134

PADOvA (IT) 24 ST. PETERSbURG (RU) 28 LyON (FR) 29 CHIETI (IT) 29 DAEJON (KO) 38

AIX-EN-PROvENCE (FR) 124

HEFEI (CN) 47

MONACO 63

bARCELONA (ES) 82

PARIS (FR) 78

ITER ORGANIZATION 2016 SOCIAL REPORT 19

GLOSSARY & APPENDIX

GLOSSARy Category: ITER Organization Staff belong either to the Professional category (P Staff and above) or to the Support category (G Staff ).

Competition (recruitment): For recruitments, two types of competition exist: external (i.e., open to citizens of an ITER Member); or internal (i.e., open to IO Staff under certain conditions).

Management (and Top Management): A Managerial Position is: Head of Office, Department, Division, Section/Division, or Section. Top Management is restricted to DG, DDGs, Head of Cabinet, Offices and Departments and IC Secretary.

Member: There are seven signatories to the ITER Agreement: China, European Union, India, Japan, Republic of Korea, Russian Federation, United States of America Post-Doctoral Researchers (Post-Doc): ITER welcomes post-doctoral researchers for a period of up to two years funded by the Monaco Fellowship program.

Status: IO Staff can be Directly-employed (DES) or Secondees (coming from EU Commission).

Turnover: Turnover, the rate at which ITER Organization employees quit the Organization, is calculated as: (nb of departures/average headcount over the year) x 100.

TCWS, VAS and SCS-N dedicated staff: Arrangements between the ITER Organization and the Domestic Agencies to ensure that dedicated staff are recruited and deployed for the Tokamak Cooling Water System (TCWS), Vacuum Systems (VAS) and Safety Control System for Nuclear (SCS-N).

The Executive Project Board (EPB) is the project’s executive decision-making body, which reunites the Director-General, the Deputy Director-Generals, and all Domestic Agency Heads.

20 ITER ORGANIZATION 2016 SOCIAL REPORT

In support of project priorities, the Human Resources Department increased the number of staff by 15 percent in 2016, recruiting qualified and skilled staff from each of the seven ITER Members.

APPENDIX: INTERNSHIP POLICy AND CATEGORIES Category A: Short to long-term scientific or technical internships for candidates with at least four years of studies post- high school. Interns are highly involved in IO activities and undertake a specific project under the supervision of an IO staff member; • Interns are paid an allowance of EUR 1300 per month (four to Six months, extendable to a year).

Category B: Short-term internships for candidates with at least one year of studies post-high school. Interns contribute to projects or research in their field of study under the supervision of an IO staff member; • Interns are paid an allowance of EUR 650 per month (up to three months, extendable to a year).

Category C: “Job shadowing” internships for secondary or high school students. Interns observe working conditions and may assist the supervisor in various tasks; • Interns are not paid (up to four weeks).

Category S: Specific internship cases to be considered on an individual basis. These may be short to long-term scientific or technical internships which are subject to a particular agreement with a laboratory, industry, university or government. Interns are highly involved in IO activities and undertake a specific project under the supervision of an IO staff member.

• The travel cost and allowance paid to trainees or students shall be considered on an individual basis, funded by a partner or directly funded by the IO as defined in an existing MoU and agreement with university/school (up to four years).

Cover image… In southern France, 35 nations are collaborating to build the world's largest tokamak, a magnetic fusion device that has been designed to prove the feasibility of fusion as a large-scale and carbon-free source of energy based on the same principle that powers our Sun and stars.

ABBREVIATIONS AND ACRONyMS

ABBREVIATIONS AND ACRONYMS Cabinet of the Director-General Central Integration Office Chinese Domestic Agency Communications Chief Operating Officer Construction Department Domestic Agency Deputy Director-General Director-General European Domestic Agency Finance & Procurement Department Staff members of the general services category HRD Human Resources Department IAS Internal Audit Service ICS ITER Council Secretariat IN-DA Indian Domestic Agency IO ITER Organization IPA ITER Project Associate JA-DA Japanese Domestic Agency KO-DA Korean Domestic Agency LGA Legal Affairs ORAP External Relations & Action Plan Implementation Office PCO Project Control Office PED Plant Engineering Department P Staff and Staff members of the professional higher and higher (management) categories QAA Quality Assurance & Assessment Division RCO Relations Coordinating Officer RF-DA Russian Federation Domestic Agency SCOD Science & Operation Department SCS-N Safety Control System for Nuclear SD Safety Department TCWS Tokamak Cooling Water System TED Tokamak Engineering Department US-DA Unites States of America Domestic Agency VAS Vacuum Auxiliary System CAB CIO CN-DA COM COO CST DA DDG DG EU-DA FPD G Staff

Components provided by the ITER Members as in-kind contributions will be assembled on site in pre-determined sequences. Any pre-assembly activities will take place in the Assembly Hall (pictured) which is equipped with bespoke tooling and heavy capacity overhead cranes.

ITER ORGANIZATION 2016 SOCIAL REPORT 21

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