*** Update – You can find the recording [1] and the presentation [2] here ***
The whole appraisal and promotion/reclassification processes can be a bit of a mystery. It’s not always clear how DGs choose who to reward, nor why some years appear to be better than others. There might be situations suggesting that some staff were less favoured [3].
What happens between now and the publication [4]of the draft promotion/reclassification lists in June? And what happens between then and the publication of the final lists in November?
For a clear reply on this and other related questions,
Attend our event
Thursday, 5th February 2026 12.30-14.30
Our conference will look at what happens behind the scenes: the work we don’t see.
The presentation builds on our recent conference on the self-assessment [5] and covers:
- the decision chain and the bodies involved,
- your chances of getting a promotion/reclassification,
- how to successfully file an appeal [6] in June
Save the date in your calendar if you want to know more!
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NEXT STEPS IN THE PROMOTION PROCESS
Generally speaking, here are the next steps as far as we interact with the system:
- we all have a talk with our line manager (‘reporting officer’) (even those who have chosen to transferring the report from the previous year): here’s our guide on how to prepare [7].
- In June a draft list of staff proposed for promotion will be published: if your name is not there, but you believe you deserve a promotion, you can appeal [8] your non-inclusion in the draft June list.
- In November, a final list of promoted staff will be published, including those who succeeded in the appeal phase. It’s also possible to appeal non-inclusion in the final November list, but chances are very slim, to say the least (still, if you want us to check your text with you we will).
PROMOTION AND RECLASSIFICATION: HOW DOES IT WORK?
The annual promotion and reclassification decisions are taken by the Appointing Authority (AIPN), on the basis of
- proposals by each DG;
- recommendations by a Joint Promotion (or reclassification) Committee (JPC).
DGs and JPCs must determine who deserves a promotion/reclassification on the basis of a comparison of merits. While (almost) all staff might take part in the appraisal exercise, only those who are eligible for promotion/reclassification take part in the promotion/reclassification exercises.
The comparison of merits on which the promotion procedure is based takes into account:
- the appraisal reports since the last promotion or, failing that, since recruitment [*]
- the use of languages in the execution of duties
- the level of responsibilities exercised (to be taken into consideration on a systematic basis alongside the two other elements).
Unfortunately, the system is more than a little flawed and the system of quotas allocated each year by DG HR can have more of an influence on your advancement (or otherwise) than the (ostensible) comparison of merits.
For any of you who are concerned about the career development review (CDR) in the context of possible harassment, we appreciate the work of our colleagues in the Harassment Watch Network (HWN):
- 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 targeted colleagues: second analytical paper [9]
- 2022, My Commission Calvary: Testimonies of harassment at the European Commission [10]
For more information, follow our upcoming conference or get in touch with us!
If you appreciate our work, please consider becoming a member of Generation 2004 [11].
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[*] Probation reports cannot and should not be used for promotion purposes [12].
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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 [9]
- 2021, Comments of the Harassment Watch Network on the draft HR strategy [16]
- 2022, Expectations of the Harassment Watch Network with regard to a new Commission Anti-harassment Decision [17]
- 2022, My Commission Calvary: Testimonies of harassment at the European Commission [10]
We nominated the HWN for a 2021 diversity and inclusion Award [18]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 [9]
- 2021, Comments of the Harassment Watch Network on the draft HR strategy [16]
- 2022, Expectations of the Harassment Watch Network with regard to a new Commission Anti-harassment Decision [17]
- 2022, My Commission Calvary: Testimonies of harassment at the European Commission [10]
We nominated the HWN for a 2021 Diversity and Inclusion Award [18]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('.classtoolTips12','In English psychological harassment is more commonly known as bullying. Here it would be specifically workplace bullying.
The C(2006) 1624/3 [19] Commission decision on the European Commission policy on protecting the dignity of the person and preventing psychological harassment and sexual harassment Section 2.1 lists examples of this behaviour.
The update, C(2023) 8630 [20] Commission decision on the prevention of and fight against psychological and sexual harassment, and repealing Decision C(2006) 1624/3 point 8, page 2 lists examples of this behaviour.
Check out these videos How to tell if you’re being bullied at work? [21] and Workplace bullying [22] for more examples.
');