*Update 19.02.2025: ‘By default, all [internal] competitions will be cross-category.’ (Stay tuned: A new approach for internal competitions) This is excellent news and should now put the Commission on an even footing with the Parliament and other EU institutions. We hope that this inclusion is genuine and that the competitions are not otherwise skewed to reduce participation. Participation in these competitions can be done in parallel to the certification: use all your options!*
Original article: In our Newsletter (10.10.2023), we announced a survey for assistant (AST), secretary/clerk (AST/SC), Contract Agent (CA) or Temporary agent (TA). The survey is now closed, and we thank the 1581 colleagues who contributed. We present here our preliminary results and will follow up in more detail in a later edition of our newsletter. The majority of respondents were ASTs and CAs, female colleagues, mainly from 40- to 60-year-old, based in Brussels/Commission.
The survey findings indicate that while 60% of those who responded expressed satisfaction with their current job, a significant part (63%) express dissatisfaction or strong dissatisfaction with the available career opportunities. Moreover, 39% of participants feel they are undertaking tasks beyond their job grade without due recognition (check out the list of tasks here).
The main obstacles to career advancement identified are severely limited promotion or reclassification opportunities, restricted or little access to internal competitions, and a lack of access to certification.
Key concerns related to career progression include a perceived lack of transparency regarding career paths and development opportunities, as well as an insufficient recognition and use of existing skills and experience[1].
After analysis of the entire survey, our preliminary conclusion is that career growth, promotions, and access to opportunities and the certification should be determined by staff performance and what they bring to contribute to the success of the institution, rather than the number of years worked, job grade, or employment-contract type.
If you appreciate our work, please consider becoming a member of Generation 2004.
[1] For many years we have criticised the promotions/reclassification system:
1. There is no evidence that an Institution-wide comparison of merit took place at Joint Preparatory Group and Join Promotion Committee level.
2. An ex-ante-allocation of promotion possibilities among DGs is incompatible with an Institution-wide comparison of merits.
3. The variable quality of reports does not allow for transparent and reproducible comparisons of merit.
See examples: 2021, 2020, 2018, 2017.
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Older updates
Update 08.03.2024: do women have fewer promotable tasks i.e. are women spending time and energy on less-valued jobs? What are your thoughts?
