Generation 2004, in collaboration with Yasemos Europeos, is happy to invite you to a free info session for the AST3 internal competition. You will get tips and tricks on how to fill in the application, as well as advice on how to tackle the different parts of the exam. There will be a Q&A session at the end of the conference.
Continue reading Free conference: AST3 internal competition – 10 July 2026
In our February article, The €900 million question: the Commission’s building sell-off and its consequences, Generation 2004 examined the Commission’s decision to sell 23 office buildings in Brussels for approximately €900 million and highlighted a number of questions regarding the long-term implications of this unprecedented real-estate transaction.
The European Commission frequently speaks about talent management, competencies, lifelong learning and the need to build a more modern and agile administration. These themes have become increasingly prominent in discussions surrounding the Large-Scale Review and the future of the European civil service.
At the heart of these discussions lies a simple idea: institutions should be able to identify, develop, and retain talent wherever it exists.
Yet recent feedback received by Generation 2004 raises an important question: does the current system of internal competitions truly recognise professional experience and demonstrated competence, or does it still rely too heavily on formal labels and rigid eligibility criteria?
The launch of the recent AD6 and AD7 internal competitions has once again highlighted a long-standing inconsistency in the Commission’s approach to career development.
While temporary agents remain broadly eligible, many AST officials continue to be excluded from specialist competitions despite performing equivalent duties and often possessing extensive institutional experience. Similarly, Contract Agents face consequences of regulatory restrictions, despite the recently published and awaited AD completion in which FG IV could participate.
Continue reading Internal Competitions: Is the Commission Really Using Its Internal Talent?
The recent AD7 internal competition introduced a new cognitive assessment based on the SHL General Ability Test.
While innovation in selection methods is not inherently problematic, the feedback received from candidates raises important questions about both the implementation of the test and its relevance for assessing experienced officials.
Most of us joined the EU institutions believing that the rules would protect us. That professional performance would matter.
This case challenges that assumption. Continue reading What are the limits of administrative discretion? A case that concerns us all
This question must have already passed by your head. With passing time, it can be coming more often.
Here is some basic information.
A respectful workplace is where integrity, fairness, collaboration, professionalism and trust are the norm. It involves treating colleagues with dignity, fairness, and kindness, creating a safe environment where everyone feels valued and comfortable, regardless of background or position.
Continue reading Respect@work = Zero-tolerance culture for harassment
Different practices among the Commission
Generation 2004 has recently been contacted by colleagues regarding their concerns over differing practices across Commission services concerning invitations to CAST selection procedures.
Spending behaviour patterns for EU staff in Belgium is used for calculating the ‘JBLI COEFFICIENT ‘, while 20% of staff lives in Luxembourg.
The 2026 Family Budget Survey, one of the important components for calculating the correction coefficients, was launched on the 11th of March for staff living in Belgium. Unfortunately, spending habits of staff in Luxembourg, who also have the 100% coefficient (=Brussels), is not considered for this exercise, as the bilateral parities are only calculated with reference to Brussels (Article 1(1) of Annex XI to the staff regulations).
Continue reading Spending in Luxembourg is not taken into account
