Classifications of the employees

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SOLEIL Company Contents > Classifications of the employees

Classification	Tracks and levels
Change of level	Track NC
Table of levels and payment coefficients	Track C

Classification

The classification of each SOLEIL employee is based on two axes:

The professional track, which corresponds to the occupation practiced by the employee within SOLEIL.
The level, which corresponds to the employee’s position in the track and the duties he/she performs for SOLEIL.

There are also various positions within each level, expressed in whole numbers of base salary points, which determines the employee’s base salary.

Tracks and levels

Article 1.

Employees are grouped into two main categories of tracks within SOLEIL:

Non-executive track:
Track NC: Non-executive Technical and Administrative Employees
These employees work in different scientific and technical fields involved in the construction and operation of the SOLEIL synchrotron, or in various administrative areas: management, accounting, human resources, purchasing, personnel, office, reception, communication, etc.
Executive employees:
Track C: Engineers/researchers and administrative executives

Each track may include several levels, which are associated with respective minimum and maximum coefficients of payment, expressed in base salary points. Possible levels are numbered from N 02 to N 09.

The level at which an employee is placed in the track and the number of base salary points within this level are determined at first by the degree the employee holds and, if necessary, possibly adjusted during recruitment in order to take into account the employee’s previous professional experience that applies to SOLEIL and his/her duties within the organization.

Change of level

Changes of level are subject to rules of promotion set annually by an applicable text:

For levels N 02 to N 04, a level change can only occur after an employee has earned a predetermined number of points.
For levels N 06 to N 07, level changes are subject to specific annually defined rules of promotion.
These promotions come with an equal number of base salary points and may also include an increase.

Track NC: Non-executive Technical and Administrative Employees

N 02	Technical agent or Administrative agent Employee undertaking low-level tasks in the technical, administrative, or maintenance fields that require no particular training. Employee holding a CAP or BEP (or the equivalent) or having sufficient professional experience to conduct laboratory work, research, and tasks in the technical support area, and participating in ongoing administrative work including word processing or secretarial tasks. Minimum payment coefficient: 230.
N 03	Technician, Manager, or Secretary Employee holding a bachelor’s degree (or the equivalent) or having acquired equivalent knowledge through professional experience. He/she will undertake, according to the directives of the person or persons with whom he/she works, one or more of the following tasks (while also maintaining individual initiative): Laboratory work, research, and technical support Administrative tasks Word processing tasks, mail handling, and filing of documents as well as the interactive aspects of the position of secretary or assistant. He/she must be able to write ongoing correspondence according to the general directives given to him/her. Reception, public relations, and communications duties.
N 04	Assistant engineer, Assistant manager, or Assistant director Employee holding a minimum of the title of Superior Technician via obtaining of a DUT, a BTS, or a recognized equivalent degree, or having acquired via previous professional experience sufficient technical knowledge to handle, largely independently: Projects involving a large measure of initiative in the use of means and methods at his/her disposal Administrative problems of various natures according to the general directives he/she has received.
N 05	Principal Assistant engineer, Assistant Manager, or Assistant director Employee with a great deal of experience permitting him/her to: Conduct research tests Implement projects involving several disciplines Write technical or administrative reports Coordinate the actions of several employees Prepare balance sheets or mission statements for the responsible executives Manage complex files and ensure important responsibilities.

Track C: Engineers/researchers and administrative executives

These employees are led to work in various administrative, scientific, and technical fields covered by the construction and operation of the SOLEIL synchrotron. Their role places them in the hierarchical, scientific or technical, security, project management, or administration and management areas.

N 06	Entry-level executive Beginning engineer/researcher (less than five years of experience), holder of an engineering diploma recognized by the Titles Commission, a third-cycle university diploma obtained following a university curriculum or complete schooling or holder of a doctorate. Beginning administrative executive (less than five years of experience), holder of a national diploma or one authorized by the National Ministry of Education, sanctioning a university curriculum or complete schooling at the Bac + 5 level, as well as any diploma judged to be the equivalent of this. He/she occupies a position that permits him or her to acquire the experience necessary for his or her subsequent professional growth.
N 07	Executive Engineer/researcher or administrative executive having at least five years of professional experience, proving extensive experience and able to assume in a autonomous way responsibilities within the projects that are assigned to him or her by his or her hierarchical superior. An employee having been promoted from level N 05, whether because he/she has acquired at least ten years of experience in the latter category, and now has skills allowing him or her to fulfill the duties of executives and having been promoted to this level, or because he or she has obtained a diploma mentioned in the preceding paragraph and is able to carry out the professional duties associated with this.
N 08	Certified executive Experienced engineer/researcher or executive assuming management responsibilities and taking initiative within projects that are entrusted to him or her, or developing knowledge that constitutes a significant asset in his skill area, or a specialization in a particular area. Projects assigned to him or her require a capacity for judgment and initiative allowing him or her to be a force of proposition and innovation. He or she may occupy in future positions with more extensive responsibilities.
N 09	Senior executive Engineer/researcher or administrative executive occupying a position and performing duties that require the greatest autonomy in judgment and initiative, or assuming high-level management responsibilities. His/her duties require high technological abilities in his/her skill area necessitating coordination among several entities. In the area of activity where he/she is responsible, he/she is in a position to arbitrate projects that have a major impact, internal or external, on society. He/she is in a position to propose innovative programs or reorientations of programs or structures, permitting important advances in projects and the functioning of the company. He/she is capable of representing the company to other outside organizations, both at the national and international levels, and to be consulted by external specialists in his skill area. The extent of experience and knowledge possessed by this individual will permit him to advise SOLEIL directors and to bring a recognized opinion to important and innovative projects.

Table of levels and payment coefficients

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