Recording of the conference. [1]
2021 is fast approaching and with it are the appraisal and promotion/reclassification[1] exercises (Indicative timetable: 7-9 January 2021 Launch of self-assessments). It is crucial to understand these important administrative processes because they dictate how your career will progress.
Generation 2004 organises a conference to explain these two processes and offer tips on how to prepare your self-assessment and your one-on-one interview with your reporting officer.
The conference will take place on Monday, January 11 between 12:00 and 13:30 via Webex.
Feel free to ask questions via chat which we will monitor during the conference; we will either answer questions live or address them later in written.
As usual, we will offer one-on-one sessions to help colleagues by reviewing their self-assessments. If you would like to have our help then you must register here:
[2]
Please be so kind as to prepare a first draft of your self-assessment; keep in mind we will help you improve it but not write it from scratch with you [2].
Here is the presentation [3] [please open with Firefox, Chrome is known not to work, thanks to our readers for highlighting this!] with the 2021 indicative timetable [4] visible on myintracomm [3].
If you appreciate our work, please consider becoming a member of Generation 2004 [5].
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[1] See DG HR, 2021, Human Resources in 2020 [6] p. 97 point 2 for figures on reclassification.
[2] Please note that we might need 2-3 working days to do our part and include this time in your planning: it might not be feasible for us to deal with last-minute requests.
[3] Generation 2004 thanks the Harassment Watch Network for their input in this conference: you can find it here [7] and via the links below.
GO TO COMMUNITY [8]
https://webgate.ec.europa.eu/connected/ideas/10994 [9]
https://myintracomm.ec.europa.eu/net/forum/Pages/Index.aspx?Idmess=16615 [10]
[*] 23.07.2021 [11] Harassment Watch Network second analytical paper: How you can and you are being harassed through the CDR process. And how the current system encourages that
The Central Staff Committee survey [12] is open until 25.10.2021, please participate
toolTips('.classtoolTips8','A grounds-up initiative of colleagues, created in late 2019, as a response to the problem of harassment within the Commission. HWN wants to see our workplace free of harassment and any other form of violence and discrimination, a place where every colleague feels respected and valued, working in dignity and fully enjoying human rights: to break the silence around harassment, the isolation of colleagues affected by harassment as well as the fear, which many colleagues still have when being confronted with harassment.
Offers self-help group meetings and its advocacy team drafts policy papers and provides input for other entities e.g. the Central Staff Committee, where the HWN is very much appreciated.
Find them here [13], read about them here [14] and consult their publications:
- 2020, Deficiencies of the anti-harassment policy of the European Commission and elements of a true reform: Working papers of the Harassment Watch Network, Volume 1 [15]
- 2021, Abuse of the annual appraisal exercise (“CDR”) in the European Commission as tool of psychological harassment with recommendations how to prevent this and better protect the targetted colleagues: second analytical paper [16]
- 2021, Comments of the Harassment Watch Network on the draft HR strategy [17]
- 2022, Expectations of the Harassment Watch Network with regard to a new Commission Anti-harassment Decision [18]
- 2022, My Commission Calvary: Testimonies of harassment at the European Commission [19]
We nominated the HWN for a 2021 diversity and inclusion Award [20]category 4 Outstanding Staff Group of the Year based on their exceptional dedication and constructive work on this difficult topic. Unfortunately the HWN did not win this time.
'); toolTips('.classtoolTips8','A grounds-up initiative of colleagues, created in late 2019, as a response to the problem of harassment within the Commission. HWN wants to see our workplace free of harassment and any other form of violence and discrimination, a place where every colleague feels respected and valued, working in dignity and fully enjoying human rights: to break the silence around harassment, the isolation of colleagues affected by harassment as well as the fear, which many colleagues still have when being confronted with harassment.
Offers self-help group meetings and its advocacy team drafts policy papers and provides input for other entities e.g. the Central Staff Committee, where the HWN is very much appreciated.
Find them here [13], read about them here [14] and consult their publications:
- 2020, Deficiencies of the anti-harassment policy of the European Commission and elements of a true reform: Working papers of the Harassment Watch Network, Volume 1 [15]
- 2021, Abuse of the annual appraisal exercise (“CDR”) in the European Commission as tool of psychological harassment with recommendations how to prevent this and better protect the targetted colleagues: second analytical paper [16]
- 2021, Comments of the Harassment Watch Network on the draft HR strategy [17]
- 2022, Expectations of the Harassment Watch Network with regard to a new Commission Anti-harassment Decision [18]
- 2022, My Commission Calvary: Testimonies of harassment at the European Commission [19]
We nominated the HWN for a 2021 Diversity and Inclusion Award [20]category 4 Outstanding Staff Group of the Year based on their exceptional dedication and constructive work on this difficult topic. Unfortunately the HWN did not win this time.
');