Limited job mobility for Contract Agents.  Contract agents (CAs) face significant barriers when seeking job security, never mind career advancement. Generation 2004 believes that this makes the Commission less attractive as an employer and further, that it negatively impacts staff morale. The availability of CA positions is scarce, and in some cases, obtaining a new job can result in a backwards move: a lower classification rather than any step up.

The option to change job or role (‘mobility’) between different non-permanent contracts envsages too many scenarios (see annex III, articles 1-8 of the general provisions for implementing Article 79(2) of the Conditions of Employment of Other Servants (GIPs/CEOS)), sometimes making career progression too complex an endeavour.  We analysed the job mobility for contract agents in more depth in one of our previous articles.  Ideally, when a contract agent transitions to a new position, their classification should never deteriorate[*]. The fact that can and that it does highlights the need for systemic change. 

The need to renegotiate GIPs 2017 

One of the most effective ways to address these challenges is through the renegotiation of the 2017 GIPs (see postulate 2). A revision of these provisions could help ensure that CAs do not suffer classification setbacks when switching jobs. Additionally, renegotiating the GIPs could open discussions on Article 13 (which currently allows for the upgrade of a function group (‘CA screening‘) but does not apply to CA3B contract agents[**]) or set out more favourable recruitment grades to take better account of one’s experience. This change would provide more opportunities for advancement within the system. 

Career stagnation for CA3Bs 

Currently, CA3B contract agents face a particularly rigid career structure. Once recruited, they only progress in step and are not subject to reclassification (promotion), in spite of sometimes having an evaluation/appraisal. Grading might be reviewed upon renewal of the contract once a CA has been employed for at least three years (see title II article 5 § 6), but only for those who were recruited in the first grade of their function group. In practice this means that throughout their six-year contract, most contract agents remain at the very same grade without any opportunity for meaningful career growth. The lack of reclassification options effectively limits their professional development and motivation. 

External selection as the only viable path? 

Since internal promotions are not an option, external selection procedures remain the only realistic avenue for CA3Bs to advance in any meaningful way. However, to our surprise even these external opportunities come with challenges. While some internal colleagues are occasionally considered for higher function groups, the selection process is not always sufficiently open. It was brought to our attention that some Directorates-General (DGs) publish external (‘public’) notices that do not explicitly exclude internal candidates, but then they either exclude or do not consider at all candidates internal to their service. 

Ensuring equal opportunities for internal contract agents  

At Generation 2004, we acknowledge the necessity of strengthening the DGs’ workforce with fresh skills and new competencies. However, we firmly believe that internal candidates should always be given equal opportunities to compete for higher positions. Their skills and experience should be fairly evaluated through a transparent selection process. Achieving a balance between internal and external candidates is crucial to maintaining a motivated workforce and aligning with the Commission’s broader commitment to talent retention. 

Share your experience 

Are you a contract agent who experienced exclusion from external selection for a CA position in a higher function group in your DG/Service despite having appropriate qualifications?  We want to hear from you. Depending on the feedback we receive, we may bring these concerns to the administration for further action. Your testimonies are also valuable in supporting our advocacy for the renegotiation of the GIPs, ensuring fairer career mobility and classification on grade for all contract agents. 

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.

[*] Nor should it ever have led to a change in retirement age: check out the Picard case.

[**] Check sysper to see which type of contract you have: the differences are striking.