In a recent internal communication on the 2026 Delegation rotation exercise [*], the European Commission announced opportunities for AST and AD staff to take up posts in European External Action Service (EEAS) Delegations around the world. Yet, one function group was (again) clearly overlooked. AST/SC staff are not even mentioned there, you have to dig to find any mention of this function group.And dig we did, and we found the only reference to the existence of the AST/SC function group: 

 ‘I am an AST-SC, can I apply? 
Yes if the list of posts in rotation includes AST-SC posts. This is not the case every year. Most AST-SC posts are those of secretaries to the Heads of Delegation. These posts mostly belong to the EEAS. You are free to apply to the posts published as part of the EEAS rotation exercise which are open to other EU institutions. In case you are selected, you will be transferred to the EEAS.’ (page 4 of 11, Rotation 2026 frequently asked questions (FAQs)) 

And we dig further: how many published posts in the two selection processes could we find? One! So, while not fully excluded, AST/SC colleagues’ opportunities are (again[**]) extremely limited. Here’s the breakdown by function group of the Commission side.  

 On the EEAS side, the List of EEAS posts has no AST/SC vacancies: zero! 

 Overlooked or lacking critical mass? 

This on-paper-only inclusion raises pressing questions. Why is an entire function group, the newest of all the function groups, but one which is still over a decade old, systematically overlooked? Well, even though the AST/SC function group has been around since the 2014 staff regulations reform, according to the 2025 key figures it numbers only some 1534 colleagues Commission-wide, so less than 5% of the total Commission staff (762 (Temporary Agents) + 772 (officials) out of a total staff of 32 860) and the group is over 78% female; the most unbalanced of all the function groups. The institutions risk being seen as a place where people struggle to realise their potential. 

 An AST/SC phase-in at the Commission but not the EEAS?
The Draft 2026 Commission budget provides for a certain amount of flexibility which (while questionable in terms of staff having work and responsibilities for which they are not recompensed) is useful to allow AST/SC colleagues to change role via by taking one of a set number of AST roles.   

’…posts in the function group AST may be occupied by officials and temporary staff in the AST/SC function group to reflect the gradual phase-in of the AST/SC function group.’ (administration, JRC, OIB, Publications Office etc.: pp. 955-963, all footnotes numbered 1).  

We have not yet found any similar phase-in within the EEAS. Why are AST/SC colleagues not offered the same flexibility in the EEAS as is present within the Commission? Why do they remain artificially limited and unable to apply for posts such as secretary to the Head of Delegation,  roles that are routinely filled by FGII Contract Agents (ostensibly the same level as AST/SC, see p50 Special report no 15/2019) or AST officials, even when it’s well known that AST/SC staff already perform AST roles without the corresponding recognition? 

From Reform to Exclusion 

The two staff regulations reforms have merged and divided groups, blurring important distinctions. Despite the stated intention of the 2014 reform to clarify career paths and align responsibilities, the Court of Auditors noted that this had not yet been achieved by 2019 (Recommendation 1, p46 Special report no 15/2019) and was still outstanding even in 2024 (Special Report 24/2024). AST/SC staff still find themselves particularly out of sync here and in a structurally weaker position. They are facing limited career development, lower pay scales, capped progression, restricted mobility, and systematic exclusion from delegation opportunities, even for roles that clearly match their job profile.  This is not simply a technicality, it reflects a systemic inequality and a failure to see and realise the enormous human potential already available in its staff. If AST/SC colleagues are recruited, evaluated, and promoted under the same rules as others, they should also have access to equal professional opportunities. 

A Structural Gap in Equal Treatment 

• Delegation secretarial posts are routinely filled by AST or FG II colleagues 

• AST/SC staff, despite having the matching profile, are not even eligible 

• This suggests a built-in structural barrier, not based on merit, but on function group labels 

This calls into question the principles of equal opportunity and fair treatment. If AST/SC colleagues are good enough to serve in demanding HQ roles, why are they blocked from applying for similar posts abroad?   

At Generation 2004, we strongly believe that career perspectives and mobility should not depend on function group labels. AST/SC staff are essential to the daily operations of our institutions. They deserve to be recognised — not sidelined. 

We call for: 

• The inclusion of AST/SC staff in delegation mobility cycles 

• Transparent and fair treatment across all staff categories 

What needs to change? 
This once again highlights how AST/SC colleagues remain largely excluded from meaningful mobility opportunities, even for posts that fall directly within their remit, such as secretarial support to Heads of Delegation or Heads of Sector. 

The institutions must reassess this oversight and make Delegation mobility more inclusive, in line with the values of fairness and equal opportunities. It’s not just about attracting talent, it’s about retaining talent and allowing colleagues to shine! 

AST/SC colleagues are not asking for privilege — just for equal access to career opportunities already offered to others doing the same work and already permitted within the Commission:  JRC, Publications Office, EPSO, PMO, OIB, OIL and OLAF. It’s time to align policies with principles and apply known solutions to already-recognised problems wherever they exist. 

As always, we would love to hear from you. Please do not hesitate to get in touch with us or leave a comment below. 

If you appreciate our work, please consider becoming a member of Generation 2004. 

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[*] Check out Staff Matters – European Commission – HR for EU Delegations – Officials for more information together with the Generation 2004 FAQ for AST/SCs. 

[**] In 2021 we listed the 8 main issues for AST/SC colleagues:  

1) Very slow promotion speed, 2) Very limited promotion quota, 3) Very small net salary increase, 4) Minimum pension by design, 5) AST/SC staff asked to do AST jobs, 6) very limited inclusion in internal competitions, 7) ineligibility for the Certification procedure, 8) ineligibility for the Junior Professionals Programme (JPP). We’d also like to see an evaluation of how far this new function group is meeting the intentions declared at its creation. 

[***] The AST/SC function group sits lower on the salary scale than the old category D: AST/SC1 is below the ‘subsistence’ salary of AST1 used to calculate pension, the invalidity allowance etc.