As we explained in our previous article [1] on this very topic, there is quite a lot of room for improvement in the current annual reshuffling of staff and posts around the world (‘rotation’) in EU Delegations.
To start with, there is no real provision for the rotation of Contractual Agents (CA), who form a substantial part of the staff in Representations[1]. While one could argue that Contractual Agents in Representations are most often local staff who might be less willing to move to another representation (‘rotate’), it seems logical nevertheless to offer such an option for those who might be willing to make a career abroad.
The situation of administrators (ADs) and assistants (ASTs) is, in theory, better. At least there is a rotation exercise every year. What do these colleagues think of the rotation?
The results of the survey confirm the concerns: colleagues are not getting the information they need to make informed decisions. Most colleagues who responded to our survey (61%) experienced difficulties with their rotation and considered the support from DG COMM or DG HR to be enough. In addition, 23% of the respondents were not fully informed about the rules of the rotation exercise and the possibilities which exist to extend their posting[2].
Among the written replies, we read with surprise that a colleague was asked to come back to Brussels for just a few months before their retirement. It is hard to believe that this decision was beneficial for the institution. Other colleagues suggest that the rotation at the Representations should follow the Delegations [2] model.
The other aspects of the survey show a mixed picture [3] check out our corresponding note [4][3].
The survey was completed by 31 colleagues, mostly (94%) currently working in Representations. Half of the respondents moved with their family. The survey was open between 13/11/2023 and 31/01/2024 (47 working days).
The results of the survey confirm the line taken by Generation 2004. We request DG COMM and DG HR:
- explain any steps taken to improve the rotation experience all round.
- 05.02.2024 HR response: the local HR strategy will review the rules in the future and will consult staff committees.
- We’d like this to be a little more concrete, but for the moment we keep it in mind. If any of you hear anything, please get in touch [5]!
- provide a description of how the process ensures application of the rotation rules in a transparent way.
- 05.02.2024 HR response: extensive and personalised support is available for those rotating. The rules and vacancies are published and transparent.
- Our survey results are at odds with these assertions. Is the issue then one of communication? Are the existing rules not being applied or are there gaps in the rules? What is your take on this? [5]
- provide a list and criteria for the Representations upgrading the head.
- 05.02.2024 HR response: of the 4 examples given, only 1 is permanent and it is in line with Paris. The other 3 relate to geographical balance at senior management level.
- We’d like this to be a little more detailed. We will watch how this evolves in future rotations. If any of you hear anything, please get in touch [5]!
Have you different views from those in the survey? As usual, we’d be happy to hear from you. [5]
If you appreciate our work, please consider becoming a member of Generation 2004 [6].
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[1] There are no figures showing staff in Representations and regional Offices [7] in the 27 Member States but an idea of numbers can be the 19 vacancies for officials [8] in total for the 2024 rotation. Nevertheless, to get an idea of the proportion of Contract Agents: in October 2023 364 of the 932 DG Communication (COMM [9]) staff were Contract Agents.
[2] Brussels, 31.7.2008 C(2008) 3983 [10] final Commission Decision of 31.7.2008 on establishing Rules on the rotation of officials in Representations.
[3] This note follows up 17.04.2020 [11], 25.05.2020 [12], 10.11.2020 [13], 16.12.2020 [14], 22.03.2021 [15], 19.04.2021 [16] and 27.11.2023 [17]. We received a response 05.02.2024 as above.
toolTips('.classtoolTips21','This is an annual reshuffling of staff and posts either between Delegations [2] (outside the EU) or between Representations [9] (inside the EU).'); toolTips('.classtoolTips23','Contract Agents (CAs) were created by the 2004 staff regulations Reform. There are two types of CA: those with unlimited contracts, 3A [18] (‘indefinite’) and those with time-limited contracts [19], 3B [20]. CAs can belong to 4 different function groups (\'GF\') with different responsibilities and salaries [21].
As the use of contract staff becomes increasingly common, there has been a corresponding increase in the diversity of status and pay of the Commission’s workforce. For example, GFIV contract staff meeting the same minimum recruitment requirements (education and experience) as junior administrators may earn 28 % less. (European Court of Auditors, 2019, Special report no 15/2019 [22]: Implementation of the 2014 staff reform package at the Commission – Big savings but not without consequences for staff, point 61, page 34)
We have a working group dedicated to the dossier, and in December 2012 we addressed the first of many letters (\'notes\') about Contract Agents to Human Resources of all Institutions and agencies [23] (here is the cover e-mail [24]).
As a background you can see the report of the Commission to the Council regarding the recruitment of the contract agents in 2010 [25] (in French, COM(2011)802 final 23.11.2011).
Our articles on Contract Agents [26]
'); toolTips('.classtoolTips39','‘Offices’ is normally used to mean 3 specific services [27]: OIB, OIL and the PMO but not EPSO, the OP or OLAF [27]. Unfortunately, the term is used differently elsewhere, so please always check! The draft Commission budget 2026 [28] (pp. 958-963) uses ‘Offices’ to cover all 6: OIB, OIL, PMO, EPSO, the OP and OLAF as do the General Implementation Provisions (GIP) C(2011)1264 [29].
'); toolTips('.classtoolTips47','Trade union or staff association (OSP) [Organisation syndicale et professionnelle]');