You have been provisionally assigned to a benchmark job, based on an automatic algorithm taking into account your current job title and professional code, as listed in the HR database.

If you consider that the benchmark job to which you have been provisionally assigned does not reflect your actual functions, there are two ways to initiate a review :

• You, as staff member, can initiate a review of your provisionally assigned benchmark job, via your supervisor and/or Group Leader or via your Human Resources Adviser (HRA).

• If you initiate a review via your supervisor and/or Group Leader, there will be a discussion with all involved parties, including your HRA, to evaluate your functions against the provisionally assigned benchmark job. Your Department Head will also be consulted, as well as the Frontline Management and the Compensation & Benefits Centre of Expertise (to guarantee equal treatment and consistency CERN-wide). Based on the information obtained a decision on your final assigned benchmark job will be made by your Department Head.
• If you initiate the review with your HRA, he/she will involve your supervisor and Group Leader, and a similar discussion as described above will

Employment contracts currently use a combination of the job code and professional category. For example a contract may refer to ‘Physicist’ (Applied Physics) which is the label of job code 7081, and this is in addition to the professional category 211, 7081 being one of the possible assignments of 211. This multi-layered, complex system needed to be simplified.

BMJs will offer this simplification in that future contracts will simply use a single coding system which will be that of the BMJ Title – immediately assigning the new recruit to the correct BMJ title.

• BMJ title: a generic title of the BMJ to which a staff member is assigned.
• Technical domain: the main technical expertise covered in the BMJ.  The technical domains are listed in the CERN Competency Model.
• Applicable post(s): a list of specific types of jobs that can be grouped under the corresponding BMJ.
• Definition: a general summary of the BMJ, setting out its general purpose.
• Qualifications and experience: the expected level and field of education and, if necessary, the required experience to hold a given BMJ.
• Grade(s): based on the new career structure, the range of typical Grade(s) covered by the BMJ.
• Main activities: a list of the main activities required to carry out a given BMJ.
• Competencies: A link to the CERN Competency Model containing an exhaustive list of the technical and behavioural competencies that will enable the staff member to carry out the activities.
• Related BMJ(s) and/or post(s): highlights other BMJs and/or posts that can be considered closely related to the corresponding BMJ. There are also natural gateways between applicable post(s) within a BMJ.
• Training and certification: necessary certification for the job (e.g. “Certified Fraud examiner”