ITER ORGANIZATION 2020 REPORT ON HUMAN RESOURCES

ITER ORGANIZATION

REPORT ON HUMAN RESOURCES 2020

Statistics at a glance

As the work environment is adapted in 2020 to respect rigorous sanitary measures, virtual meetings take on a new importance. Here, the final validation of the central interlock operation screens and functionality is performed virtually by the ITER team and the Korean supplier.

3.8% ITER Organization staff turnover

989 total number of staff

209

total number of ITER Project Associates

STATISTICS AT A GLANCE

107 recruits in 2020

43

total number of interns

44.7 years average age of all staff

Contents Global Staff Metrics

6

Growth • Staff of Staff by Member • Distribution of Staff by Unit and Category • Distribution of Staff by Grade and Gender • Distribution of Staff by Age and Gender • Distribution Distribution by Unit • Gender per Category • Education • Other Staff Data

6 6 6 7 7 7 9 9

Staff Movements

10

by Unit and Category • Recruitment

by Category and Gender • Recruitment

by Member • Recruitment Mobility • Staff • Turnover

10 10 10 13 13

Non-ITER Organization Staff

14

Project Associates • ITER Staff • Interim • Experts Program 2020/2021 • Internship • Internship Program 2020/2022

14 14 14 15 15

Training

17

Budget • Training • Key Figures

17 17

Performance, Rewards & Recognition

18

Distribution • Performance • Rewards and Recognition

18 18

Staff Absences

20

Leave • Sickness • Special Leave

20 20

Remuneration and Benefits

21

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

21 21

Organization Chart

24

CONTENTS

1

In early 2020, the crane hall at the top of the Tokamak Building is closed over and cladded, permitting final tests to be performed on the full path of the overhead crane and the start of ITER machine assembly.

2

FOREWORD FROM THE HEAD OF HUMAN RESOURCES

Foreword from the Head of Human Resources W

e are pleased to share with you the ITER Organization’s 2020 Report on Human Resources.

The purpose of this report is to provide a number of statistics on the main activities undertaken by the Human Resources Department of the ITER Organization as regards the staff and non-staff resources that we manage.

Of course, it cannot give a full picture of the responsibilities of the Department; in particular, it does not reflect the countless human exchanges between Human Resources and ITER Organization staff and managers that are crucial in this type of activity.

In fact, most of our work cannot be captured by simple statistics. Nevertheless, the report is important for the public to understand the specificities of ITER Organization staffing and to have an overview of the types of activities carried out by the Human Resources Department.

The report offers a glimpse of the human dimension of the ITER Organization through statistics presented on staff growth, demographics, recruitment, mobility, training, performance, rewards, absences, remuneration, and relocation.

If you take the time, 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.

The year 2020 was a singular one for the ITER Project: like the rest of the world, our activities were impacted by the Covid-19 pandemic, which continues in 2021 to impact and challenge us.

In terms of Human Resources, one of the year’s main challenges was to maintain the planned activities under an overall working environment that had been adapted to rigorously respect sanitary measures.

When compatible with the needs of the project, staff engaged in extensive telework during the first phase of the pandemic, from 17 March to 26 July 2020. Then, the ITER Organization implemented a “New Normal” policy, allowing staff the possibility to telework for up to three days per week, on a regular basis, in the joint interest of the ITER Organization and of its staff who may benefit from increased flexibility and an improved work-life balance.

Sanitary measures impacted interactions in the workplace, and it is anticipated that this will continue for as long as the Covid-19 pandemic remains a serious health threat.

Notwithstanding the difficult sanitary situation, the Human Resources Department continued to fulfil all its “normal

business” responsibilities, including recruitment activities, training, regular monthly payroll, and employment activities.

It also provided regular support and guidance to staff and managers.

Further to the overall reorganization implemented on 1 January 2020 to accompany the evolution of the project as it moves from design and construction activities to assembly, the Department also adapted its structure and some of its policies to better support the organization.

In addition to these high-level changes, in 2020 the Department provided direct support to increase the number of staff members to 989 (+6.5 percent) by recruiting qualified and skilled people from all of the ITER Members. The figures behind this information are impressive: the team evaluated 3,488 applications for 91 recruitments.

This year again, the non-staff category of ITER Project Associates progressed significantly, ramping up from 160 Associates in 2019 to 209 in 2020.

Other human resources statistics remained globally stable in terms of distribution and profile compared to 2019, proving that the ITER Organization was able to continue to fulfill its role in spite of the Covid-19 pandemic.

I would like to express my sincere appreciation to all those who took part in the activities related to the human resources required to support the ITER Organization and the ITER Project, as well as those who contributed to the development of this 2020 Report on Human Resources.

These accomplishments 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.

Eric Welch St. Paul-lez-Durance June 2021

FOREWORD FROM THE HEAD OF HUMAN RESOURCES

3

Mechanical installation in the cryoplant has passed 90% and teams are performing the first pre-commissioning activities.

4

ITER ORGANIZATION 2020 HUMAN RESOURCES STATISTICS

ITER ORGANIZATION 2020 HUMAN RESOURCES STATISTICS

ITER ORGANIZATION 2020 HUMAN RESOURCES STATISTICS

5

Global Staff Metrics On 31 December 2020

Staff Growth 989

1000

TOTAL STAFF 2020 989* *(Including 27 TCWS, 2 VAS, 2 SCS-N, 7 Post-Doc and 14 Secondees)

929

900

858

800 274 31.9%

700

278 28.1%

276 29.7%

P AND HIGHER CATEGORIES G CATEGORY

600 500

71.9% 28.1%

NUMBER OF STAFF INCREASED BY 6.5% IN 2020

400

711 71.9%

653 70.3%

584 68.1%

300 200

P and higher categories

100

G category

*See the Glossary (p. 22) for all definitions

0 2018

2019

2020

Distribution of Staff by Member IO STAFF 2020 IO STAFF 2019

989 929

2019

2020

EU 68.2%

EU 68.6%

US 5.6%

US 5.0%

RF 5.1%

RF 6.0%

KO 5.3%

KO 5.2%

%

JA 3.4% IN 3.0%

%

JA 3.5% IN 2.8% CN 9.0%

CN 9.4%

Distribution of Staff by Unit and Category Evolution by category

250

68.1%

70.3%

71.9%

31.9%

29.7%

28.1%

2018

2019

2020

200 39 16

150

100 166 14

21

22

50 13

67

24 47

25

26

0 DG+/ODG SQD

6

19

146

FPD

13 8 HRD

7 17

14 17

PCO

IT

9

63

CIO

EDD

12 DO

79

75

PLD

SCOD

30

P and higher categories CMO

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

MCD

G category

Global Staff Metrics On 31 December 2020

Distribution of Staff by Grade and Gender End 2020 WOMEN MEN

300

250

Evolution by Gender WOMEN REPRESENT MEN REPRESENT • 34.2% of total G category • 65.8% of total G category • 14.1% of total P category • 85.9% of total P category

200

150

221

100

71 28 3 D1

7 1 D2

1

0

DG

9 1 P6

33

16 P4

7 P5

81.0%

80.5%

80.3%

19.0%

19.5%

19.7%

2019

2020

117

150 50

195 (19.57%) 794 (80.3%)

P3

32

7

34

P2

7 P1

7 G6

60

43

17

26

G5

G4

45 35 G3

2018

1 10 G2

Women

Men

Distribution of Staff by Age and Gender >70 1 65-69 15 60-64 6

End 2020 AVERAGE AGE WOMEN (181) MEN (748)

44.7 YEARS 42.6 YEARS 45.3 YEARS

End 2019 AVERAGE AGE WOMEN MEN

44.2 YEARS 42.3 YEARS 44.7 YEARS

56

55-59

17

50-54

16

66 93

45-49

34

40-44

38

35-39

150 168 51

30-34

166

30

71

25-29 3 8

Women 0

50

100

150

200

Men

250

Gender Distribution by Unit 100% 4

90%

5 13

6

27

26

7 15

18

80%

OF 96 MANAGERS, 9 ARE WOMEN (9.4%) The proportion of women is higher in Support Units ODG, FPD and HRD.

10 26

70% 60%

14

Gender in Managerial Positions

24

9.4%

50% 27

40%

64

135

74 33

179

91 81

51

30%

90.6%

%

14 24

20% 10% 0%

7 8

Women ODG

SQD

FPD

HRD

PCO

IT

CIO

EDD

DO

CMO

MCD

PLD

Men

SCOD

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

7

Machine assembly kicks off in May 2020 with the installation of the heaviest machine component – the cryostat base (1,250 tonnes). With this spectacular first step, a five-year period of intense coordination and precision opens as the Tokamak basic machine is assembled piece by piece, layer by layer.

8

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

Global Staff Metrics In 2020

Education per Category 191 STAFF MEMBERS WITH A PHD 19.3% 553 STAFF MEMBERS WITH A MASTER’S OR ENGINEERING DEGREE 55.9%

450 400 101 350 300 250 200

4 317

150 17 100

66

187

82

118

50

69 0 PhD

Engineer

Bachelor

Master’s

18 Post-secondary degree

8 2 High school diploma

P and higher categories

G category

Other Staff Data VINON SUR VERDON 9% PIERREVERT 5% PERTUIS 4%

AIX-EN-PROVENCE 24%

Local Residence AIX-EN-PROVENCE AND MANOSQUE

52%

Marital Status MARRIED OR LEGAL PARTNERSHIP

79%

Number of Children STAFF MEMBERS WITH AT LEAST ONE DEPENDENT CHILD

73%

% OTHERS 30%

MANOSQUE 28%

SINGLE 21%

% MARRIED 79%

NO CHILDREN 27%

4+ CHILDREN 3% 3 CHILDREN 10%

2 CHILDREN 36%

% 1 CHILD 24%

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

9

Staff Movements In 2020

Recruitment by Unit and Category 25

20 2

TOTAL APPOINTMENTS (Including 16 IO staff members)

107

G CATEGORY P AND HIGHER CATEGORIES

21 (19.6%) 86 (80.4%)

5

15

1

10 18 3

4

14

5 1

6

5 3

3

0 ODG

SQD

1 CORP

9

9

1

13

3

IT

FPD

HRD

1 PCO

1 ENGN

1 DO

CIO

EDD

1 CNST

PLD

MCD

1 1 CMO

P and higher categories

G category

SCOD

Recruitment by Category and Gender TOTAL APPOINTMENTS WOMEN MEN

100 90

107 27 (25.2%) 80 (74.8%)

80

Gender distribution in recruitment

70 60

81%

77%

74.8%

19%

23%

25.2%

2018

2019

2020

69

50 40 30 20

11 10

17

10

Women

0 P AND HIGHER CATEGORIES

Men

G CATEGORY

Recruitment by Member 3,000

60

Nominated applications vs recruitments by Member in 2020

60.4%

55 2,519

2,500

RECRUITMENT OF NEWCOMERS TOTAL NUMBER OF APPLICATIONS

50

2,000

40

1,500

30

1,000

20 13.2%

500

10 249 68

133

137

JA

KO

232

7

4.4%

150

0

5.5%

4

5

IN

JA

4.4%

4.4%

4

4

0 CN

10

12

7.7%

EU

IN

RF

US

CN

EU

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

KO

RF

US

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

91 3,488

All major assembly and installation contracts have been awarded by the ITER Organization for Assembly Phase I. Two major contracts for core machine assembly, two others for systems installation in the Tokamak Complex, and five contracts for plant installation on site are now running; a contract has also been concluded for vacuum vessel sector-to-sector welding.

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

11

Recruitment is progressing in step with project resource estimates and projections. As of 31 December 2020, 989 were directly employed by the Organization (+6.5% relative to 2019).

Sixteen experts, 16 interns and 209 ITER Project Associates were also present on that date.

12

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

Staff Movements In 2020

Staff Mobility Appointments (via Internal & External Competition)

SCOD 2 (17%)

IT 1 (8%) CIO 1 (8%) EDD 1 (8%)

%

PLD 2 (17%)

APPOINTMENTS 12 TRANSFERS 64 *Organizational Transfer: Change of Department (including group), but keeping same function/duties.

Functional Transfer: Change of functions/duties within same Department (including group).

MCD 5 (42%)

Transfers (Organizational & Functional*)

ODG 2 (3%)

SCOD 5 (8%) PLD 4 (6%) MCD 9 (14%)

SQD 17 (26%)

%

CMO 3 (5%) DO 1 (2%) EDD 1 (2%)

FPD 11 (17%)

CIO 3 (5%)

HRD 6 (9%)

PCO 2 (3%)

Turnover Departures by Member

DEPARTURES IN 2020* 37 GLOBAL TURNOVER 3.8% * From 1 January 2020 until 31 December 2020 inclusive.

Number of departures per category

16

60 50 14

14

9

40

10

30 39

20

12

27

10

P and higher categories

0

10

2019

8 6

6

9 8 7 6 5 4 3 2 1 0

4 3 2

2

2 0 CN

EU

IN

Number of departures by Unit/Office

6

6

JA

KO

US

G category

2020

8 6 5 4 1

4

3

3 1

1

1

Note: IT & DO Divisions are included as a direct report to Domain

DG ODG SQD FPD IT CIO EDD DO MCD PLD SCOD

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

13

Non-ITER Organization Staff On 31 December 2020

ITER Project Associates (IPA) IPA by Member

IPA by Unit

IN 55.5%

84

Total number of IPA 2020 2019

209 160

Interim contracts 2020 MANAGED IMPLEMENTED

123 82

Interim contracts 2019 MANAGED IMPLEMENTED

111 70

EU 20.1%

47

%

CN 10.0% US 0.5%

38

RF 6.2% 12

KO 2.9%

7

5 CIO

CMO

4

3

JA 4.8% EDD

HRD

MCD

PLD

SCOD SQD

4

5

IT

DO

Interim Staff € 674,806

€ 380,274 € 329,396 € 233,738

Payment statistics INTERIM CONTRACTS 2020 INTERIM CONTRACTS 2019

€ 194,090 € 122,694 € 83,600

€ 141,649 € 146,300

€ 98,430

11

4

4

4

25

11

7

4

7

4

€ 25,791 1

CIO

CMO

DO

EDD

FPD

HRD

MCD

ODG

PLD

SCOD

SQD

Total interim staff

EUR 2,430,768 EUR 2,443,457

Total cost

Experts Experts by Unit

Expert contract costs by Unit (in EUR)

ENGN/EDD 5

€63,070

Contract costs 2019 EXPERT CONTRACT COSTS NUMBER OF EXPERT CONTRACTS

SCOD 1 €50,000

IT 1 ENGN 2 CMO 1

No.

€38,200

€24,000

€13,000

€15,000

€12,550 €10,000

ODG/LGA 2

14

ENGN/ ODG ODG/ EDD LGA

EUR 75,490 16

Note: Contracts ongoing in 2020 may not necessarily be billed during the same year, thus explaining the apparent discrepancy between the number of experts and the costs per Unit.

SQD 2

ODG 2

Contract costs 2020 EXPERT CONTRACT COSTS EUR 225,820 NUMBER OF EXPERT CONTRACTS 16

SQD

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

CMO ENGN

IT

SCOD

Non-ITER Organization Staff On 31 December 2020

Internship program 2020/1 Interns by Member (focus on Cat A, B & S)

Interns by Department (focus on Cat A, B & S) 14

EU 21

13

12

CN 3

Total number of Interns 2020 2019

43 45

11

10

US 6

8

RF 1

No.

JA 1

7

7

6

5

4

IN 11

2 0 CNST

By Gender (Cat A, B & S) 35

CORP

DG

ENGN

SCOP

Interns by Category* 25

33

23

30 20 18

25 15

20 15

10 10

10

5 5

* See the Appendix (p.22) for Internship Policy & Categories.

2 0

0 FEMALE

Cat S

Cat B

Cat A

MALE

Internship program 2020/2 Month wise new joiners 2020 11

7 5 4 3

3

3 2 1

MARCH

JANUARY

APRIL

MAY

JUNE

JULY

AUGUST

SEPTEMBER

OCTOBER

Months

Internship Duration (Cat A, B & S) 24 12 10 8 7 6 5 4 3 2

1 1 3 2 2 16 4 2 6 6 0

2

4

6

8 Count of Interns

10

12

14

16

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

15

A new construction-focused management and organizational structure has been introduced for the optimized execution of the assembly and installation phase. The ITER Organization is responsible for the surveillance of all assembly and installation activities and for final compliance with requirements, including nuclear safety requirements in France.

16

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

Training In 2020

Key figures 2018

2019

2020

Number of IO staff *

858

899

953

Number of IO staff trained (at least 1 course)

528

671

658

Number of participations

1,223

1,957

1,938

Number of hours of training provided

8,258

12,112

10,326

TOTAL REGISTRATION COSTS K€ (HT)**

186 K€

210 K€

223 K€

2019

2020

6.2 hours

5.3 hours

2.2

2

107 €HT

115 €HT

4.5 k€

2.8 k€

Average course duration Average number of completed courses/staff 57% of trainings have been completed via on-line training (e-learning or remotely) Average cost per participation Mission costs related to training

* Number of IO staff in 2018 is the headcount at the end of December of the concerned year, while for 2019 and 2020 the number corresponds to an annual average headcount over the year. **All training fees corresponding to completed sessions (committed budget for planned training and the training costs of internal trainers are not included).

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

17

Performance, Rewards & Recognition In 2020

Performance Distribution Performance Levels 53.15%

52.24% 49.42%

41.06% 38.06%

36.85%

9.44%

9.09%

8.62%

0.90%

0.61%

0.56%

2019

2018

Performance levels

A

B+

B

B-

2020

Rewards and Recognition* Eligible Staff Members Rewarded (excl. competition and contract renewals) IN 2020 78.70% IN 2019 62.20% * Rewards and Recognition decisions are based in part on the annual performance results from the previous year.

485 52.0%

500 450 371 42.6%

400 350 300

231 24.8%

250 200

162 18.6%

150 100 50

Promotions (Performance Reviews) Award Seniority Step

18 1.9%

9 1.0%

0 2019

2020 29

30

25

20 17 15

10

10

9

5

Promotions (Competition) Promotions (Contract Renewals)

0 2019

18

2020

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

The ITER community celebrates the start of machine assembly in July 2020, in a virtual ceremony with dignitaries from the seven ITER Members. Three “highly skilled and motivated” professionals – chosen to represent the thousands that could not be present – are thanked for their hard work, dedication, and professional excellence.

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

19

Staff Absences In 2020

Sickness Leave Average number of days of sickness per staff member 4.50

Days of certified and non-certified sickness

4.24

4.00

3.59

Certified Sickness Non-Certified Sickness

3.00 2.56 2.50

Number of staff who requested Certified and Non-Certified Sickness Leave

2.00

300

1.50

262

250

1.00

0.69

0.70

212

200

0.32

0.50

150 100

0.00 2019

2018

2020

50 0

Certified Sickness Average Non Certified Sickness Average

Certified Sickness Headcount

Non-Certified Sickness Headcount

Special Leave Average number of Special Leave days per staff member 2.50

2.32

2.17 2

2.00 1.50 1.04 1.00

1.02 0.74

0.50 0.00 2018

Paternity Leave Illness Spouse/Child Death relative, Spouse/Child

2019

Maternity Leave Installation/Removal Other Special Leave

2020

Total Special Leave

Special Leave by Type OTHER SPECIAL LEAVE 8%

PATERNITY LEAVE 21%

DEATH RELATIVE, SPOUSE/CHILD 4% INSTALLATION/ REMOVAL 4% ILLNESS SPOUSE/CHILD 12%

20

%

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

62

AVERAGE NUMBER OF CERTIFIED SICKNESS LEAVE DAYS 9.69 9.69

325.5 2,539.5

No.

3.50

STAFF WITH CERTIFIED SICKNESS LEAVE OF 10 DAYS OR MORE

MATERNITY LEAVE 51%

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

Remuneration and Benefits In 2020

Detail of Labour Costs EUR 70,000,000.00

Total net salary EUR 83.06M = 60.74%

Total social contributions EUR 27.26M = 19.93%

Total internal tax EUR 26.28M = 19.33%

EUR 60,000,000.00

2020 TOTAL LABOUR COSTS EUR 136.60M NET SALARY + SOCIAL CONTRIBUTIONS + INTERNAL TAX

EUR 50,000,000.00

2019 EUR 40,000,000.00

Net Salary

EUR 75.91M

EUR 30,000,000.00

Social Contributions

EUR 24.91M

Internal Tax

EUR 20,000,000.00

TOTAL LABOUR COSTS

EUR 24.16M EUR 124.97M

EUR 10,000,000.00

P and higher categories

0.00 Basic Net Salary

Allowance

Employer Contributions

Employee Contributions

G category

Internal Tax

Travel cost for installation/departure (TCA) Distribution of TCA costs

EU 15% CN 18%

2020 TOTAL TCA COSTS EUR 125,469 TCA REIMBURSEMENT REQUESTS 73 AVERAGE COST PER TRAVELLER EUR 871

Total TCA costs (in EUR) 35,000

32,751

30,000 25,000

US 18% RF 4%

22,678

22,019

%

20,000

18,452

16,353

15,000

KO 26% 10,000

7,917

5,300

5,000

JA 13% IN 6%

0 CN

EU

IN

JA

KO

RF

US

Removal Costs Distribution of removal costs

2020 TOTAL REMOVAL COSTS REMOVALS AVERAGE REMOVAL COST

Annual removal costs (in EUR) 200,000

EU 28% CN 18% US 9%

180,000 161,332

160,000 140,000

RF 4%

EUR 584,406 69 EUR 8,470

131,148

120,000

KO 22% JA 6%

%

103,548

100,000 74,905

80,000 60,000

51,032 37,870

40,000

24,571

IN 13%

20,000 0

CN

EU

IN

JA

KO

RF

US

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

21

Glossary Category ITER Organization (IO) staff belong either to the Professional (P Staff and higher) or to the Support (G Staff) category.

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

Management (& Top Management) A Managerial position is: Head of Domain, Office, Department, Division, Section/Division, or Section.

Top Management is restricted to Director-General (DG), Deputy Director-General (DDG), Domain Heads, Heads of Offices and Departments, and ITER Council (IC) Secretary.

Member The signatories of the ITER Agreement: the People’s Republic of China, Euratom, the Republic of India, Japan, the Republic of Korea, the Russian Federation, and the United States of America.

Post-Doctoral Researchers ITER welcomes Post-Doctoral Researchers for a period of up to two years funded by the Monaco-ITER Fellowship program.

A virtual awards ceremony is created in December to recognize and applaud exceptional achievement in the very particular context of the Covid-19 pandemic.

Status IO staff can be Directly Employed (DES) or Secondees (coming from European Commission).

Turnover The annual rate at which IO staff leave the IO; (number of departures/average headcount over the year) x 100.

TCWS, VAS and SCS-N dedicated staff Arrangements between the IO and the Domestic Agencies (DAs) to ensure that, at DA cost, dedicated IO staff are recruited and deployed for the Tokamak Cooling Water System (TCWS), Vacuum Auxiliary System (VAS) and Safety Control System for Nuclear (SCS-N).

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

In May, Prince Albert II of Monaco logs in by Skype to meet the postdoctoral fellows financed under a Partnership Arrangement with the Principality of Monaco.

22

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

Appendix: Internship program categories Category A Students enrolled in the last year of postgraduate program at a university (e.g., last year of Master’s 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 Englishspeaking 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.

Abbreviations and acronyms

F

L

FPD Finance & ProcurementDepartment

LGA Legal Affairs

C CIO Central Integration Office CMO Construction Management Office CN-DA Chinese Domestic Agency

G G Staff Staff members of the general services category

M MCD Machine Construction Department

H

O

HRD Human Resources Department

ODG Office of the Director-General

I

P

CNST Construction Domain

IAS Internal Audit Service

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

CORP Corporate Domain

ICS ITER Council Secretariat

D

IN-DA Indian Domestic Agency

DA Domestic Agency DG Director-General DO Design Office

E EDD Engineering Design Department ENGN Engineering Domain

IO ITER Organization

PLD Plant Construction Department

R RF-DA Russian Domestic Agency

IPA ITER Project Associate IT Information Technology

J JA-DA Japanese Domestic Agency

K EU-DA European Domestic Agency

PCO Project Control Office

KO-DA Korean Domestic Agency

S SCOD Science, Controls & Operation Department SCOP Science & Operation Domain SCS-N Safety Control System for Nuclear SQD Safety and Quality Department

T TCWS Tokamak Cooling Water System

U US-DA United States Domestic Agency After two years on site, the sixth group of Monaco-ITER Fellows (2019-2020) has concluded all assignments. An insider’s tour of the ITER worksite is one their last “postcards” from ITER.

V VAS Vacuum Auxiliary System

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

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Organization chart ITER COUNCIL DEPUTY OF THE DIRECTOR-GENERAL SAFETY AND QUALITY DEPARTMENT SQD

DIRECTOR-GENERAL BERNARD BIGOT

INTERNAL AUDIT SERVICE IAS

LEGAL AFFAIRS LGA

Security, Health & Safety Occupational Health & Safety Security

OFFICE OF THE DIRECTOR-GENERAL ODG

COMMUNICATION COM

Environmental Protection & Nuclear Safety

ITER COUNCIL SECRETARIAT ICS

SENIOR ADVISERS SA

Quality Management

CORPORATE DOMAIN CORP

SCIENCE AND OPERATION DOMAIN SCOP

ENGINEERING DOMAIN ENGN

CONSTRUCTION DOMAIN CNST

FINANCE & PROCUREMENT DEPARTMENT FPD

SCIENCE, CONTROLS & OPERATION SCOD

CENTRAL INTEGRATION OFFICE CIO

MACHINE CONSTRUCTION DEPARTMENT MCD

Finance & Budget Accounting, Treasury & Systems Budget Management Financial Control

Science Experiments & Plasma Operation Plasma Modelling & Analysis

Procurement & Contracts Construction, Assembly & Logistics Engineering, Science, Operation & Corporate

Controls Data, Connectivity & Software Facility Control System Central Control Integration

HUMAN RESOURCES DEPARTMENT HRD

Operations Electrical Power Distribution

Talent Management Human Resources Services PROJECT CONTROL OFFICE PCO Engineering & Commissioning Project Control Building & Construction Project Control INFORMATION TECHNOLOGY IT Applications & Development IT Systems & Operation

Configuration Management Design & Configuration Control Document Control Integrated Engineering Analyses Physical & Functional Integration Design Integration System Integration ENGINEERING DESIGN DEPARTMENT EDD Port Plugs & Diagnostics In-Vessel Diagnostics Ex-Vessel Diagnostics Diagnostic Engineering Internal Components Blanket Divertor Tritium Breeding Blanket Systems Heating & Current Drive Electron Cyclotron Ion Cyclotron Neutral Beam Fuel Cycle Fuel & Wall Conditioning Tritium Plant Remote Handling & Radwaste Management Hot Cell & Radwaste Remote Handling DESIGN OFFICE CAD Infrastructure CAD Activities

Machine Assembly Planning & Contract Management Machine Assembly Integration Sector Modules Delivery & Assembly Vacuum Vessel Toroidal Field Coils Ex-Vessel Delivery & Assembly Magnet In-Cryostat, CTS, Auxiliaries Tokamak Complex Process Installation Vacuum Delivery & Installation Tokamak Cooling Water System PLANT CONSTRUCTION DEPARTMENT PLD Supply & Service Installation Field Engineering Installation Electrical Systems Installation Surveillance Mechanical & Piping Installation Surveillance Electrical Implementation Coil Power Supply I&C Infrastructure Mechanical Implementation Cooling, Mechanical & Welding Cryogenics CONSTRUCTION MANAGEMENT OFFICE CMO Site Planning & Coordination Site Management Building & Civil Works

Caption cover image: The huge water basins situated under the cooling towers and heat rejection area successfully pass tests for leak tightness and solidity in 2020. The heat rejection system will be turned over to the ITER commissioning team next year.

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ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

By year-end, 72.1% of the total work scope to First Plasma had been completed by the ITER Organization and the seven Domestic Agencies. "Total work scope" includes component design and manufacturing, building construction, component shipping and delivery, and machine and plant assembly on site.

ITER ORGANIZATION REPORT ON HUMAN RESOURCES 2020

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