Following my last article, some readers wanted to know what the tangible results of my consultations were: were the people who came to see me able to solve their problems? Did they resolve their conflicts? Did they find solutions? Here are some typical examples (names and contexts have been changed to respect confidentiality).

Paul*: “My work isn’t very interesting and I’m not learning much: what can I do? I don’t know who to talk to.” Together, we discussed Paul’s aspirations and skills. We considered the various options open to him and weighed up the advantages and disadvantages. In the end, Paul decided to broach the subject directly with his supervisor. This allowed his supervisor to better understand Paul’s wishes, which have now been met through the assignment of new tasks.

Judy*: “My brother is a director of a company that is participating in a call for tenders for my department, in which I am responsible for financial processes. Is there a conflict of interest? How can I find out?” We decided together that I, as the Ombud, would ask the IPT department about the principle, without mentioning her specific case. In the light of the response from IPT, Judy was reassured and resolved the issue directly with them.

Stan*: “My colleague Marysa* doesn’t understand what I expect from her, which creates tensions. Can you help me?” In agreement with Stan and Marysa, I organised a mediation session during which they were each able to express their expectations and agree on a way to work together. Thanks to this approach, communication between them was not only reestablished but also improved.

Peter*: “My supervisor was harsh during my mid-probation period interview. I get the impression that she doesn’t like me and wants to end my contract.” With Peter’s agreement, I contacted his supervisor to get her version of events. She told me that, on the contrary, she really appreciates Peter’s work and intends to keep him on; she just wanted to make a few adjustments. After this feedback, Peter told me that he had had a constructive discussion with his supervisor. It was just a misunderstanding and Peter is now completely reassured.

The Ombud gives members of the personnel the opportunity to be listened to in complete confidentiality and without being judged. Sometimes the people who come to see me just need someone to listen, without it leading to any particular action. In other circumstances, I can help them to see their situation more clearly and find solutions and the necessary resources to implement them. With the prior agreement of the parties concerned, I can also take certain actions. Among other measures, the Ombud can provide information, offer assistance or set up a mediation session.

*Names have been changed

Pierre Gildemyn

If you’d like to comment on any of my articles or suggest a topic that I could write about, please don’t hesitate to e-mail me at Ombuds@cern.ch.