ITER ORGANIZATION 2019 REPORT ON HUMAN RESOURCES

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2019

Statistics at a glance

5.3%

929

135

44.0 years

ITER Organization staff turnover

total number of staff

recruits in 2019

average age of all staff

160 total number of ITER Project Associates

Statistics at a glance

66 total number of interns

International Women’s Day is celebrated at ITER on 8 March with an exhibition in the lobby highlighting the contributions of women in the ITER Members to different fields of science and technology.

Women represent 19.5% of staff at the ITER Organization.

Contents Global staff metrics

6

• 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

10

• 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

12

• ITER Project Associates • Interim Staff • Experts • Visiting Researchers • Interns

12 12 12 13 13

Training

15

• Training Budget • Key Figures

15 15

Performance, rewards & recognition

17

• Performance Distribution • Rewards and Recognition

17 17

Staff absences

18

• Sickness Leave • Special Leave

18 18

Remuneration and benefits

19

• Detail of Labour Costs • Travel Costs for Installation/Departure • Removal Costs

19 19 19

Contents

1

One of the last “construction” tasks inside of the Tokamak pit is the installation of 18 cryostat bearings – ball-and-socket-type components that will permit the smooth transfer of forces from the machine to the cryostat crown. The area will then be handed over to the Tokamak assembly teams.

2

Foreword from the Head of Human Resources

Foreword from the Head of Human Resources Throughout this reform, the HRD undertook actions to revisit almost all areas of human resources and most notably: 1. working conditions, in particular via the implementation of a flexible work policy; 2. management of competencies, through the development of a competency model used in the context of recruitment and performance review with the support of the SuccessFactors Learning Management IT tool; 3. diversity of the staff, via efforts to promote employer branding in the Members that are underrepresented in the distribution of staff with the support of the Domestic Agencies and online professional networks.

W

e are pleased to share with you the ITER Organization’s 2019 report on human resources, whose purpose is to provide some statistics about the main activities undertaken by the Human Resources Department as regards to staff and non-staff resources.

Of course, it does not give a full picture of the responsibilities of the Department and cannot reflect the countless human exchanges between Human Resources and ITER Organization staff and managers on the many facets of employment; in fact, most of the work of cannot be captured by simple statistics. Nevertheless, the Report on Human Resources is important for the public to understand the specificities and variety of ITER Organization staffing.

The report offers a glimpse of the human dimension behind the ITER Organization through statistics presented on staff growth, demographics, recruitment, mobility, training, performance, rewards, absences, remuneration, and removal. If you take the time to peruse the document, you will discover the tremendous diversity of the Organization – not only in terms of job profile, but also in the personal situations of the staff members and their families coming from over 30 countries.

2019 Highlights In 2019, the Human Resources Department completed the implementation of human resources reform based on a detailed and comprehensive action plan launched in 2016. The aim of this reform was to improve and modernize the support provided to the ITER Organization’s most important asset: its staff.

In addition to these policy actions, in 2019 Human Resources increased the number of staff to 929 (+8.3%) by recruiting qualified and skilled people from each of the seven ITER Members. The figures behind this information are impressive: the team evaluated 4,012 applications for 135 appointments.

However, the most distinctive progression is for the nonstaff category of ITER Project Associates, which ramped up from 64 in 2018 to 160 in 2019.

The other statistics remain globally stable, whether in terms of distribution and profile of the staff compared to 2018.

Another significant challenge was to prepare for the overall reorganization that was implemented on 1 January 2020 in order to accompany the evolution of the project as it moved from design and construction to the assembly phase.

In conclusion, I would like to express my sincere appreciation to all those who took part in the human-resource activities required to support the ITER Organization and the ITER Project, as well as those who contributed to the development of this 2019 Report on Human Resources.

These accomplishments have been achieved thanks to the professionalism and hard work of the entire Human Resources team and of our colleagues at the ITER Organization and the Domestic Agencies.

Eric Welch St. Paul-lez-Durance November 2020

Foreword from the Head of Human Resources

3

ITER staff members gather in late November 2019 for a group photo on site. Just over 900 people (929) are directly employed by the ITER Organization.

4

ITER Organization 2019 Human Resources Statistics

ITER ORGANIZATION 2019 HUMAN RESOURCES STATISTICS

ITER Organization 2019 Human Resources Statistics

5

GLOBAL STAFF METRICS On 31 December 2019

STAFF GROWTH 1000

TOTAL STAFF 2019 *(Including 29 TCWS, 3 VAS, 1 SCS-N, 5 Post-Doc and 15 Secondees)

929

900

858

825

1000 800 900 700 1000 800 600 900

600 400 700 500 300 600 400 200 500 300 100 400

276 29.7%

274 31.9%

281 34.1%

584 68.1%

544 65.9%

584 68.1%

544 2017 65.9%

584 68.1% 2018

653 70.3% 2019

2017

2018

2019

2017

2018

2019

100 200 0 100

NUMBER OF STAFF INCREASED BY 8.3% IN 2019

653 70.3%

DISTRIBUTION OF STAFF BY MEMBER 0

P and higher categories

G category

*See the Glossary (p. 20) for all definitions P and higher categories

G category

P and higher categories

G category

IO STAFF 2019 IO STAFF 2018

929 858

2018

EU 69.8% US 5.6% RF 4.3% KO 3.7% JA 3.1% IN 4.2%

70.3% 29.7%

653 70.3%

544 65.9%

200 3000

P AND HIGHER CATEGORIES G CATEGORY

929 276 29.7%

858 274 31.9%

825 281 34.1%

700 500 800

276 929 29.7%

274 858 31.9%

281 825 34.1%

929*

2019

EU 68.2%

% % %

CN 9.2%

% % %

US 5.6% RF 5.1% KO 5.3% JA 3.4% IN 3.0% CN 9.4%

250 68.1%

70.3%

68.1%

70.3%

34.1% 65.9%

68.1% 31.9%

70.3% 29.7%

34.1%

31.9%

29.7%

34.1% 2017

31.9% 2018

29.7% 2019

2017

2018

65.9%

DISTRIBUTION OF STAFF BY DEPARTMENT AND CATEGORY

250 200

53

250 200 150

98

21

53

200

20

150 100

50 0 0

6

21 154

98

100 50

500

53

98

150

100

65.9% Evolution by category

130 21

93 23 10 17 DG+ 10 17 10 DG+ 17 DG+

13 13 CAB 13 13 CAB 13 13 CAB

21 FPD 23 21 23 FPD 21 FPD

10 8 HRD 10 8 HRD 10 8 HRD

7 17 PCO 7 17

9 26 93 CIO 93

7 PCO 17

CIO

PCO

CIO

SD 9 26 9 SD 26 SD

ITER Organization Report on Human Resources 2019

20 114 20

154 130 TED 130

154 PED

TED TED

114

12 60 12

P and higher categories

CST 114

SCOD 12 60

PED

CST

60 SCOD

PED

CST

SCOD

2017

2019

G category

2018

2019

P and higher categories

G category

P and higher categories

G category

GLOBAL STAFF METRICS On 31 December 2019

DISTRIBUTION OF STAFF BY GRADE AND GENDER End 2019 WOMEN MEN

250 250

181 (19.5%) 748 (80.5%)

250 200 200

Evolution by Gender WOMEN REPRESENT MEN REPRESENT • 34.1% of total G category • 65.9% of total G category • 13.3% of total P category • 86.7% of total P category

200 150 150 187 187 150 100 100

150 150

100 50 50

500 0

0

1 1 DG DG

2 2 DDG DDG

5 5 1 1 D2 D2

1

2

DG

DDG

5 1 D2

29 29 3 3 D1 D1 29 3 D1

8 8 1 1 P6 P6 8 1 P6

65 65

150

6 6 65 P5 P5

13 13 P4 P4

6 P5

13 P4

187

37 37 P3 P3 37 P3

80.2% 80.2%

106 106

106 22 22 P2 P2

13 13 4 4 P1 P1

30 30 7 7 G6 G6 30

13 4 P1

7 G6

22 P2

47 47

62 62

41 41

19 19 62 G5 G5

25 25 41 G4 G4

19

25

G3 G3 32

G5

G4

G3

32 32 47

19.8% 19.8% 80.2% 2017 2017 Women 19.8% Women

2 2 11 11 G2 G2

81.0% 81.0%

80.5% 80.5%

19.0% 19.0% 81.0% 2018 2018 Men 19.0% Men

19.5% 19.5% 80.5% 2019 2019 19.5%

2018

2019

2017

2 11 G2

Women

Men

DISTRIBUTION OF STAFF BY AGE AND GENDER >70 1 >70 1 65-69 14 65-69 14 >70 41 60-64 60-64 4

49 49

65-69 14 55-59 55-59 14

70 70

60-64 4 17 50-54 50-54 17

49

55-59 45-49 45-49

14 29 29

50-54 40-44 40-44

17

70

129 129 81

41 41

45-49 35-39 35-39

29 44 44

40-44 30-34 30-34

28 41 28

35-39 4 12 25-29 25-29 4 12 30-34 0 0

81 81

153 153 129

End 2019 AVERAGE AGE WOMEN (181) MEN (748)

44.2 YEARS 42.3 YEARS 44.7 YEARS

End 2018 AVERAGE AGE WOMEN MEN

44.0 YEARS 42.0 YEARS 44.5 YEARS

151 151 153

88 88

44

151

28

88

50 50

100 100

150 150

200 200

250 250

100

150 14 14

200

250

Women Women

Men Men

Women

Men

25-29 4 12 100% 100% 0

50

23 12 23 90% GENDER DISTRIBUTION 2222BY DEPARTMENT 12 90% 7 100% 80% 80% 90% 70% 70%

7

21 21

7 20 20

80% 60% 60% 70% 50% 50% 60% 40% 40% 50% 30% 30% 40% 20% 20%

10% 0%

22

14

23

11 11

12

29 12

10

OF 95 MANAGERS, 8 ARE WOMEN (8.4%) The proportion of women is higher in Support Departments HRD, CAB and FPD.

21 11 169 169

20 20 20

14 14 23 23

20 6 6

30% 10% 10% 20% 0% 0%

10 10

29 29

12 12

120 120

184 184

120

184

60 60

122 122 23 23

169

7 7

60

122

Gender in Managerial Positions 8.4% 91.6%

23

14 23

DG+ DG+

CAB CAB 6

FPD FPD

7 HRD HRD

PCO PCO

CIO CIO

CST CST

PED PED

SCOD SCOD

SD SD

TED TED

DG+

CAB

FPD

HRD

PCO

CIO

CST

PED

SCOD

SD

TED

Women Women

Men Men

Women

Men

% %

ITER Organization Report on Human Resources 2019

7

Of the 16,000 visitors to the ITER site in 2019, approximately 10 percent participated in one of the two Open Doors Days events. In addition to visits by the public, ITER receives industry representatives, Member state delegations, media teams, fusion students, and many, many local schoolchildren (~7,000).

8

ITER Organization Report on Human Resources 2019

450 METRICS GLOBAL STAFF 450 450 In 2019

400 400 400

350 350 EDUCATION PER CATEGORY 350 450

300 300 300

400

250 250 250

350

200 200 200

300

150 150 150

250 200

100 100 100

150 17 100

000

284 284 284

17 17 17

64 64 64

177 177 177

82 82 82

114 114 114 60 60 60 284 PhD PhD PhD

Engineer Engineer Engineer 64

177

Bachelor Bachelor Bachelor

Master Master Master

60 0

Engineer

PhD

17 17 17 Post-secondary Post-secondary Post-secondary degree degree degree

999 111 HighSchool School High School High Diploma Diploma Diploma

andhigher highercategories categories and higher categories PPPand

82

114

50

181 STAFF MEMBERS WITH A PHD 19.5% 515 STAFF MEMBERS WITH A MASTER’S OR ENGINEERING DEGREE 55.4%

100 444

50 50 50

4

100 100 100

Master

Bachelor

17 Post-secondary degree

9 1 High School Diploma

P and higher categories

G category

OTHER STAFF DATA VINON SUR VERDON 8% PIERREVERT 4% PERTUIS 4%

AIX-EN-PROVENCE 25%

Local Residence AIX-EN-PROVENCE AND MANOSQUE

54%

Marital Status MARRIED OR LEGAL PARTNERSHIP

79%

Number of Children STAFF MEMBERS WITH AT LEAST ONE DEPENDENT CHILD

74%

% OTHERS 30%

MANOSQUE 29%

%

SINGLE 21%

% MARRIED 79%

%

NO CHILDREN 26%

4+ CHILDREN 3% 3 CHILDREN 10%

2 CHILDREN 36%

%

% 1 CHILD 25%

ITER Organization Report on Human Resources 2019

9

categ categ GGGcateg

STAFF MOVEMENTS In 2019

RECRUITMENT BY DEPARTMENT AND CATEGORY 45 40 45 35 40 45 30 35 40 25 30 35 20 25 30 15 20 25 10 15 20 5 10 15 0 5 10

TOTAL APPOINTMENTS (Including 17 IO staff members)

135

G CATEGORY P AND HIGHER CATEGORIES

18 (13.3%) 117 (86.7%)

4

4

4 2 4 37 1

1 14

1 5

4

1 FPD 5

HRD

0 5 140

1 FPD 5

HRD

120 140

FPD

HRD

1 2 PCO 1 2 PCO 1 2 PCO

4

1 14 CIO 14 CIO

2 4 22 2

37

22

37

CST 22 CST

19 4

14

19

1 4

PED

SCOD 19

SD 1 4

PED

SCOD

SD 1 4

14 TED

P and higher categories

G category

14 TED

P and higher categories

G category

P and higher categories

G category

4 RECRUITMENT

BY CATEGORY AND GENDER 0 CIO

CST

PED

SD

SCOD

TED

100 120 140

TOTAL APPOINTMENTS WOMEN MEN

80 100 120

Gender 78% distribution in recruitment

81% 96

60 80 100 96

22%

77%

81% 19%

23% 77%

19% 2018

23% 2019

78% 96

20 40 60 0 20 40 200 3,000

2,823

0

21 P AND HIGHER CATEGORIES 21

G CATEGORY 8

P AND HIGHER CATEGORIES 21

G CATEGORY 8

70 2.2%

62 60 70

2,823 RECRUITMENT

BY MEMBER

3,000 2,500 2,000

Women

Men

2017

10

Women

19% 2018

2018

23% 2019

2019

Men

G CATEGORY

62

Nominated applications vs/recruitments by Member in 2019

2.2%

62

40 50 60

2,500 2,000 1,500

Men

2.2%

50 60 70

2,823

Women 22% 2017

10

P AND HIGHER CATEGORIES

3,000 2,500

22% 2017

8 10

77%

81% 78%

40 60 80

135 31 (23%) 104 (77%)

RECRUITMENT OF NEWCOMERS (Excluding 17 IO staff members)

118

30 40 50 2,000 1,500 1,000 1,500 1,000 500 1,000 5000 5000

0

10

20 30 40

587

587 CN 587 CN

20 EU

IN 20

EU

IN 20

CN

17 7.0%

13

EU

IN

114 JA 114 JA 114 JA

122 KO 122 KO 122 KO

143 RF 143 RF 143 RF

203 US 203 US 203 US

10 20 30

6.1% 13.9%

7

2.2%

0%

13 0 10 20

CN 2.2%

EU

CN

0 IN

EU

0 IN 0%

0

CN

ITER Organization Report on Human Resources 2019

EU

0 IN

10 7.0%

6.1% 13.9%

7 JA

4.4%

9

17

17 KO

0%

13 100

TOTAL NUMBER OF APPLICATIONS

13.9% 2.2%

10 RF 7.0%

6.1%

7 JA

KO

10 RF

JA

KO

RF

4.4%

9 US 4.4%

9 US

US

Number of applications Number of recruitments Selection rate: Recruitments against Number of applications applications number of Number of recruitments Selection rate: Recruitments against Number of of applications applications number Number of recruitments Selection rate: Recruitments against number of applications

4,012

STAFF MOVEMENTS In 2019

RECRUITMENT BY MEMBER (DISTRIBUTION) Distribution by Member RECRUITMENT OF NEWCOMERS IN 2019

118

EU 52.5%

CN 11.0%

% % % %

US 7.6% RF 8.5% KO 14.4% JA 5.9%

STAFF MOBILITY APPOINTMENTS TRANSFERS Appointments

I

Transfers

% %% %

TED 5 (25%)

SCOD 3 (20%)

CIO 1 (5%)

PED 1 (2%)

CST 3 (15%) FPD 2 (4%)

FPD 3 (15%)

TED 1 (2%) SD 4 (7%)

PED 3 (15%)

30

18 56

% %% %

SCOD 48 (85%)

60 27

TURNOVER 30

25 30

50 60

60

Departures 27 27 by Member 30 20 25

Number of departures per category 9

14

60 40 50

50

20

50 30 40

40

15

40 20 30

30

30 10 20

20

36

0 20 10

10

36 2018

10 0

0

25 27

25 15 20

14

14

9

5 15 10 0510

0

39

36

6

5 10 5 5 CN

5 CN 0

8

9 9

14 20 10 15

DEPARTURES IN 2019* 48 GLOBAL TURNOVER 5.3% * From 1 January 2019 until 31 December 2019 inclusive.

5 0

8

82

IN 8

JA 2

6

5 EU

CNEU

EUIN

6

US 2 6

INJA 2

JAUS

US

36

39

EU

IN

JA

US

P and higher categories

39 2019

G category

P and higher P andcategories higher categoriesG category G category 2018

2018

2019

2019

P and higher categories

0 CN

39

2018

G category

2019

ITER Organization Report on Human Resources 2019

11

NON-ITER ORGANIZATION STAFF On 31 December 209

ITER PROJECT ASSOCIATES (IPA) 70 IPA by Member

IN 51.9% EU 16.9%

% % %%

CN 15.6% US 1.3% RF 7.5%

66

60

66 66

70 60 60

70 50

66

60 50 50

60 40

39

50 40 40

50 30 34 34

40 30 30

40 20 34

34

30

20 10 10 77 20 99 15 0 15

JA 3.8%

1000 7 10 97

CIO CIO CIO

CIO

1 1

39

3 3

1

38

3

1 1

38

1 1

33FPD 33 33HRD PED SCOD 11CST 11 DG-QMD 11 11 11 11 11 9

CST CST DG-QMD DG-QMD FPD FPD

0

38 38

9

HRD HRD

3 3 11 1 1

1 1

0

66

38

39 39 39

15 1510 7

KO 3.1%

160 64

34

15

30 20 20

Total number of IPA 2019 2018

IPA by Department

70 70

CST FPD HRD CIO DG-QMD CST DG-QMD FPD

PED PED

33 3

SCOD SCOD

3 1 1

PED HRD SCOD PED

2018

SD

2018 2018

SD SD

TED TED

11 11

1 1

2019

TED

2019 2019

2018 20182019 2019

SD TED SCOD SD

TED

INTERIM STAFF 25 25

25 25

25 25 20 25 20 20

25

25

25 15

15 20 15 15

20

15 10 10

15

15 15

10

9

10 44 0

5 00

45 CAB CAB

0

0 CAB

4 9

12 12 12

77 2

9 7

CAB 4

CIO CIO CIO

CAB

CIO

CST CST CST

CIO

CST

CST

HRD/SD 1 CIO 1 CAB 1

SD 1 SCOD/TED/PED 1 SCOD 2 PED 2 LGA 1 IT 1

FPD

FPD

HRD

7 PED

HRD HRD

PED PED

HRD

HRD PED PED €40,000.00

22

QMD

QMD QMD 2

No. No. No.No.

2

2 22 SCOD SCOD 2

1

SCOD

11

TED

2

TED TED 1

1

TED

TED

QMD QMD SCOD SCOD

€40,000.00 €40,000.00

Experts by Department

TED 4

FPD FPD FPD

111 70

Interim contracts 2018 MANAGED IMPLEMENTED

156 65

7 12

EXPERTS

12

15

99

5 10 55

15

12

Interim contracts 2019 MANAGED IMPLEMENTED

Payment statistics INTERIM CONTRACTS 2019 INTERIM CONTRACTS 2018 *data updated in 2020

€34,338

Expert contract costs by Department (in EUR)

Contract costs 2019 EXPERT CONTRACT COSTS EUR 75,490.00 NUMBER OF EXPERT CONTRACTS 16

€40,000.00 €40,000.00 €30,000.00

€34,338 €34,338

€30,000.00 €30,000.00

€34,338€34,338

€30,000.00 €30,000.00 €20,000.00 €20,000.00 €20,000.00

€13,500 €11,375 €20,000.00 €13,500 €20,000.00 €13,500 €10,000.00 €11,375 €11,375 €6,000 €5,643 €10,000.00 €10,000.00 €13,500€13,500 €2,434 €2,200 €6,000 €5,643 €5,643€11,375€11,375€6,000

€10,000.00 €10,000.000 €2,434 €2,434

€2,200 LGA €6,000 PED €2,200 SCOD SCOD/ TED €6,000 TED/ PED CAB CIO SCOD/ TED CAB €2,434 CIO LGA LGA PED PED SCOD SCOD €2,200 SCOD/ €2,200 TED €2,434 TED/ TED/ PED PED 0 0 CAB CIO TED TED CAB LGA CIO PED LGA SCOD PED SCOD/ SCOD SCOD/ TED/ TED/ PED PED

00

ITER Organization Report on Human Resources 2019

EUR 2,443,457 EUR 2,7OO,OOO*

CAB

CIO

€5,643 €5,643

Contract costs 2018 EXPERT CONTRACT COSTS EUR 82,271.79 NUMBER OF EXPERT CONTRACTS 31 Note: Contracts ongoing in 2019 may not necessarily be billed during the same year, thus explaining the apparent discrepancy between the number of experts and the costs per Department.

NON-ITER ORGANIZATION STAFF

3

3

On 31 December 2019

VISITING RESEARCHERS Visiting Researchers by Member

NUMBER OF VISITING RESEARCHERS

Visiting Researchers by Department 3

32

3

3

5

JA 1 3

3

No. KO 4

2

No. No.

1 0

No. 1

11

CIO

SCOD

1

1

CIO

SCOD

CIO

SCOD

1

1

0

1 TED

0

0

INTERNS

12

1

21

CIO

TED

SCOD

TED

TED

Total number of Interns 2019 2018

Interns by Member (total number 45, focus on CAT A, B & S)

No. No. No. No.

EU 23

CN 3

66 54

US 4 RF 2 JP 6

IN 7 25

12

11 21 18

20 25 10 15 20 5 10 15 0

8

128 21

20 18

18

18

62 8 9

Cat B

40 6

Cat C

Cat S

4

0 Cat A

Cat B

Cat S

2 4 Cat A

Cat C

Cat B

8

8

11

9

8 10

2 8

CIO

CST

FPD

PED

SCOD

TED

2

2

2 4

0 Cat S CAB 2

4

4

4 CAB

9

6 1

9

5 9

11

* See the Appendix (p.20) for Internship 10 Policy & Categories.

9

84 10

21

10 Cat A

106 12

9 15

18

18

18

12

11 Interns by Department 21 (focus on Cat10A, B & S)10

Interns by Category*

105

05

9

18 25

25 15

10

10

20

1

1 Cat C

CIO

0 2

CST

FPD

PED

CAB

SCOD

CIO

TED

CST

FPD

PED

SCOD

TED

1 0

Cat A

Cat B

Cat S

Cat C

0 CAB

CIO

CST

FPD

PED

SCOD

TED

ITER Organization Report on Human Resources 2019

13

By year-end, 67.3% of the physical work to First Plasma had been achieved. “Physical work� includes component design and manufacture, site construction, shipment and delivery, and assembly and installation.

14

ITER Organization Report on Human Resources 2019

TRAINING In 2019

TRAINING BUDGET Staff having completed at least one course 800

Total registration costs in EUR

TRAINING BUDGET IN 2019

EUR 429,346

350,000 312,000

700

673

671

600

300,000 250,000

528

210,000

500 200,000

186,000

400 150,000 300 100,000

200

50,000

100 0

2017

2018

2019

0%

2017

2018

2019

KEY FIGURES Number of IO staff * Number of IO staff trained (at least 1 course) Number of participations

2017

2018

2019

825

858

899

673

528

671

2,119

1,223

1,957

Number of hours of training provided

14,309

8,258

12,112

TOTAL REGISTRATION COSTS K€ (HT)

312 K€

186 K€

210 K€

* Number of ITER Organization staff at the end of December for the years 2017 and 2018, and average number in 2019.

Average course duration Average number of completed courses/staff Average cost per participation Mission costs related to training

2018

2019

6.8 hours

6.2 hours

1.4

2.2

152 €HT

107 €HT

18 k€

4.5 k€

ITER Organization Report on Human Resources 2019

15

The steel structure of the crane hall (top) will be completed early next year. At that point, the temporary wall dividing the Tokamak Building from the Assembly Hall can be removed and the overhead cranes commissioned for work over the Tokamak pit.

16

ITER Organization Report on Human Resources 2019

PERFORMANCE, REWARDS & RECOGNITION In 2019 52.24%

PERFORMANCE DISTRIBUTION 49.42% 47.63%

52.24% 42.75% 47.63%

49.42% Performance 41.06% Levels

52.24% 38.06%

49.42%

47.63% 42.75%

41.06%

42.75%

38.06%

41.06%

38.06%

1.29%

8.18% 8.18%

9.09%

8.62%

8.18%

8.62%

0.14%

8.62%

2017 1.29% 0.14% 2017 1.29% 0.14% 2017

9.09%

0.90% 0.00%

9.09%

2018 0.90% 0.00% 2018 0.90% 0.00% 2018

REWARDS AND RECOGNITION

500

162 18.6% 162 18.6% 162 18.6%

9 1.0%

2018

18 1.9%

0

B-

C

B

B-

C

B

B-

C

IN 2019 78.70% IN 2018 62.20% The annual performance review affects the rewards and recognition exercise the year after performance evaluation. Therefore, the results are shown against the year of the annual performance review. These data supersede rewards and recognition figures previously published in the(Performance Social Report.Reviews) Promotions

Award Promotions (Performance Reviews) Seniority Step Award Seniority Step

2019 2019 29

25

29 29

25 25 17 15 17 15

17

15

10 5 10

0

B

B+

B+

Award Seniority Step Promotions (Performance Reviews)

2019

2018

25 20 25

5 0 5

B+

A

231 24.8% 231 24.8%

18 1.9% 18 1.9%

2018

30 25 30

15 10 15

A

Performance levels

231 24.8%

30

20 15 20

Performance levels

A

Eligible Staff Members Rewarded (excl. competition and contract renewals)

371 42.6% 371 42.6%

0

0.61% 0.00% 2019 0.61% 0.00% 2019

485 52.0% 485 52.0%

371 42.6%

9 1.0% 9 1.0%

Performance levels

485 52.0%

500

450 500 400 500 450 350 450 400 300 400 350 250 350 300 200 300 250 150 250 200 100 200 150 50 150 100 0 100 50

0.61% 0.00% 2019

Promotions (Competition) Promotions (Contract Renewals) 2018

2019

2018

2019

2018

2019

Promotions (Competition) Promotions (Competition) (Contract Renewals) Promotions Promotions (Contract Renewals) ITER Organization Report on Human Resources 2019

17

STAFF ABSENCES In 2019

SICKNESS LEAVE Average number of days of sickness per staff member 4.50 4.00 4.50 3.50 4.00 4.50 3.00 3.50 4.00 2.50 3.00 3.50 2.00 2.50 3.00 1.50 2.00 2.50 1.00 1.50 2.00 0.50 1.00 1.50 0.00 0.50 1.00 0.00 0.50 0.00

Days of certified and non-certified sickness

4.24 3.63 3.63

4.24

3.59

4.24

3.59

3.63

645 3,331.5

No. Certified Sickness Non-Certified Sickness No. Certified Sickness Non-Certified Sickness No.of staff whoCertified Number requested Certified Sickness

3.59

340

0.88 0.88 0.88 2017

339

0.69

340 335

339

0.70

0.69

340 335 330

339

330

2018 0.70

2019 0.69

Certified Sickness Headcount Certified Sickness Headcount

Non-Certified Sickness 330 Headcount Non-Certified Sickness Headcount

Certified Sickness Headcount

Non-Certified Sickness Headcount

SPECIAL LEAVE 2.50

335 330 325

2019 330 325

2019 325

330

2.32

Average number of Special Leave days per staff member 2.50 2.00

1.83

2.32

2.50 2.00 1.50

1.83

2.32

2.00 1.50 1.00

1.83

1.04

1.50 1.00 0.50

0.52

1.00 0.50 0.00 0.50 0.00 0.00

1.04

2.17 2.17 2.17

0.74 0.74

0.52

1.04

2017 0.52

2018

Paternity 2017 Leave Illness Spouse/Child Paternity Leave Death2017 relative, Spouse/Child Illness Spouse/Child Paternity LeaveSpouse/Child Death relative, Illness Spouse/Child Death relative, Spouse/Child

Maternity Leave 2018 Installation/Removal Maternity Leave Other Special Leave 2018 Installation/Removal Maternity Leave Other Special Leave Installation/Removal Other Special Leave

0.74 2019

Total 2019Special Leave Total Special Leave 2019

Total Special Leave

SPECIAL LEAVE BY TYPE OTHER SPECIAL LEAVE 12% DEATH RELATIVE, SPOUSE/CHILD 6% INSTALLATION/ REMOVAL 7%

% % %

ILLNESS SPOUSE/CHILD 21%

18

ITER Organization Report on Human Resources 2019

PATERNITY LEAVE 20%

MATERNITY LEAVE 34%

64

AVERAGE NUMBER OF CERTIFIED SICKNESS LEAVE DAYS 9.83

and Non-Certified Sickness Leave Non-Certified Sickness

0.70

Certified Sickness Average 2017 2018 Non Certified Sickness Average Certified Sickness Average 2017 2018 Average Non Certified Sickness Certified Sickness Average Non Certified Sickness Average

STAFF WITH CERTIFIED SICKNESS LEAVE OF 10 DAYS OR MORE

Other Special Leave includes: • Overtime Compensation • Exceptional Leave • Marriage Leave • Unpaid Leave • Travelling Time • Job Search • Other SL(SEC)

REMUNERATION AND BENEFITS In 2019

DETAIL OF LABOUR COSTS EUR 70,000,000.00 EUR 70,000,000.00 EUR 60,000,000.00 EUR 70,000,000.00 EUR 60,000,000.00 EUR 50,000,000.00 EUR 60,000,000.00 70,000,000.00 EUR EUR70,000,000.00 50,000,000.00 EUR 40,000,000.00 60,000,000.00 EUR 50,000,000.00 EUR EUR60,000,000.00 40,000,000.00 EUR 30,000,000.00 50,000,000.00 EUR 40,000,000.00 EUR EUR50,000,000.00 30,000,000.00 EUR 20,000,000.00 EUR 30,000,000.00 40,000,000.00 EUR EUR40,000,000.00 20,000,000.00 EUR 10,000,000.00 EUR 20,000,000.00 30,000,000.00 EUR EUR30,000,000.00 10,000,000.00 0.00 20,000,000.00 EUR 10,000,000.00 EUR 20,000,000.00 0.00 EUR 10,000,000.00 0.00 EUR 10,000,000.00 0.00 0.00

Total net income EUR 75.91M = 60.74%

Total social contributions EUR 24.91M = 19.93%

Total internal tax EUR 24.16M = 19.33%

2019 TOTAL LABOUR COSTS EUR 124.97 M NET INCOME + SOCIAL CONTRIBUTIONS + INTERNAL TAX 2018 Net Income

EUR 67.58M

Social Contributions

EUR 22.83M

Internal Tax

EUR 22.02M

TOTAL LABOUR COSTS

Basic Net Salary Basic Net Salary Basic Net Salary Basic Net Salary Basic Net Salary

Allowance Allowance Allowance Allowance Allowance

Employer Employee Contributions Contributions Employer Employee Contributions Contributions Employer Employee Contributions Contributions Employer Employee Contributions Contributions Employer Employee Contributions Contributions 70,000

Internal Tax Internal Tax Internal Tax Internal Tax Internal Tax

EUR 112.43M

P and higher categories

G category

P and higher categories P and higher categories

G category G category

P and higher categories P and higher categories

G category G category

TRAVEL COST FOR INSTALLATION/DEPARTURE (TCA) Distribution of TCA costs

EU 14% CN 11% US 25% RF 1% KO 30%

JA 7% IN 12%

% % % % %

REMOVAL COSTS Distribution of removal costs

EU 21% CN 12% US 13% RF 6%

KO 31%

JA 9% IN 7%

% % % % %

70,000 60,000 70,000 60,000 50,000 70,000 60,000 70,000 50,000 40,000 60,000 50,000 60,000 40,000 30,000 50,000 40,000 50,000 30,000 20,000 40,000 30,000 40,000 20,000 10,000 30,000 20,000 30,000 10,000 20,0000 10,000 20,000 0 10,000 0 10,000

Total TCA costs (in63,845 EUR) 63,845 63,845

52,790

63,845 63,845

52,790

52,790

52,790 52,790

29,966 26,182

24,228 29,966

26,182

24,228 29,966 24,228 24,228 24,228

26,182 14,767 29,966 14,767 29,966 26,182 26,182 14,767

CN

EU

IN

CN

EU

IN

CN

EU

0 CN 0 300,000 CN

EU EU

2,796

JA 14,767 14,767

KO

JA

KO

IN

JA

IN IN

JA JA

2,796 RF 2,796

US

RF

US

KO

RF 2,796 2,796

US

KO

RF

US US

KO RF 287,430

300,000

287,430

250,000 300,000

287,430

250,000 removal costs287,430 (in EUR) 300,000 Annual 198,306 200,000 250,000 300,000 287,430 198,306

200,000 250,000 150,000 200,000 250,000

198,306 119,685

150,000 108,067198,306 200,000 198,306 100,000 150,000 200,000 67,997

0 0

EUR 924,622 109 EUR 8,482.77

119,685 57,669

85,467

67,997 85,467 108,067 67,997 50,000 100,000 108,067 85,467 50,0000 100,000 CN EU 67,997 IN 85,467 JA 67,997 0

2019 TOTAL REMOVAL COSTS REMOVALS AVERAGE REMOVAL COST

119,685

85,467

108,067

100,000 150,000 108,067 50,000 100,000 150,000

50,000 50,0000

2019 TOTAL TCA COSTS EUR 214,574 TCA REIMBURSEMENT REQUESTS 110 AVERAGE COST PER TRAVELLER EUR 822.00

57,669 119,685 119,685 57,669

KO 57,669 RF

US

CN

EU

IN

JA

KO 57,669 RF

US

CN

EU

IN

JA

KO

RF

US

CN CN

EU EU

IN IN

JA JA

KO KO

RF RF

US US

ITER Organization Report on Human Resources 2019

19

GLOSSARY Category ITER Organization staff belong either to Professional (P Staff and above) or to 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.

ITER Project Associate (IPA) IPAs are assigned to ITER by a Home Institute to support the Project for a maximum of four years.

Management (& Top Management) A Managerial position is: Head of Office, Department, Division, Section/Division, or Section. Top Management is restricted to Director General (DG), Deputy Directors-General (DDGs), Heads of Cabinet, Offices and Departments and ITER Council (IC) Secretary.

Member According to ITER Agreement, IO is made of seven Members: 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 the European Commission).

Turnover It is the annual rate at which IO employees quit the ITER Organization (IO) ; (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 (DAs) to ensure that, at DA cost, dedicated IO staff are recruited and deployed for Tokamak Cooling Water System (TCWS), Vacuum Systems (VAS) and Safety Control System for Nuclear (SCS-N).

APPENDIX: INTERNSHIP POLICY & CATEGORIES Category A Students enrolled in the last year of postgraduate program at a university (e.g., last year of Master or last year of Engineering School). At least three years of studies 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 studies 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 France where internships are mandatory , or upon approval by the Office of the Director General (e.g., for English speaking children registered in national schools).

Category S Students pursuing a Ph.D. at a university or participating in a program in a scientific or technical field, which has a specific agreement with the IO (e.g., Memorandum of Understanding with a laboratory, industry, university or government).

Scholarship students or grant holders may be included in this category.

The sixth group of Monaco Fellows recruited under the Monaco-ITER Partnership Arrangement arrives at ITER in 2019 from Korea, Spain, India, the United States, and Japan.

20

ITER Organization Report on Human Resources 2019

A celebration is held in July for the completion of the cryostat base and lower cylinder, two huge components that will be needed early in the Tokamak assembly sequence.

ABBREVIATIONS AND ACRONYMS C CAB Cabinet of the Director-General CIO Central Integration Office CN-DA Chinese Domestic Agency COM Communications COO Chief Operating Officer Six hundred people – members of ITER and the local community – take part in the ninth edition of the ITER Games.

CST Construction Department

D DA Domestic Agency

O

DDG Deputy Director-General

ORAP External Relations & Action Plan Implementation Office

DG Director-General

P

E

PCO Project Control Office

EU-DA European Domestic Agency

PED Plant Engineering Department

F FPD Finance & Procurement Department

G G Staff Staff members of the general services category

P Staff Staff members of the professional and higher (management) categories

Q QMD Quality Management Division

H

R

HRD Human Resources Department

RCO Relations Coordinating Officer

I

RF-DA Russian Federation Domestic Agency

IAS Internal Audit Service

S

ICS ITER Council Secretariat

SCOD Science & Operation Department

IN-DA Indian Domestic Agency

SCS-N Safety Control System for Nuclear

IO ITER Organization

SD Safety Department

IPA ITER Project Associate

T

J

TCWS Tokamak Cooling Water System

JA-DA Japanese Domestic Agency

TED Tokamak Engineering Department

K

U

KO-DA Korean Domestic Agency

US-DA United States Domestic Agency

L

v

LGA Legal Affairs

VAS Vacuum Auxiliary System

ITER Organization Report on Human Resources 2019

21

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