Different practices among the Commission
Generation 2004 has recently been contacted by colleagues regarding their concerns over differing practices across Commission services concerning invitations to CAST selection procedures.
According to information received, access to CAST invitations appears to vary significantly between DGs. While some services reportedly continue to facilitate participation in CAST procedures to the Blue Book Trainees or existing statutory staff, others have introduced restrictions or no longer issue invitations. Concerns were expressed that these differing approaches may create unequal opportunities for candidates seeking to continue their careers within the EU institutions. Generation 2004 fully supports the idea of talent retention in the institutions. Regular invitations to CAST testing for colleagues who have already worked in the institutions, in one capacity or another, could help to facilitate this and at the same time would their contributions be recognized.
Why CAST matters
For many potential contract agent positions, successful completion of a CAST procedure is an important prerequisite. Differences in access to invitations may therefore have a direct impact on future career prospects.
Broader institutional interest
We fully understand that budgetary constraints and workforce planning considerations may have influenced decisions regarding procedures and invitations to participation in the CAST selections. Nevertheless, we believe that this issue should be viewed from a broader institutional perspective, considering both the professional development of colleagues and the long-term interests of European institutions. Enabling colleagues to participate successfully in CAST procedures contributes to maintaining a larger and more diverse pool of qualified candidates available to European administration. This strengthens the institutions’ capacity to respond to evolving operational needs, promotes mobility and career development within the European civil service, and helps ensure that the institutions continue to attract and retain the talent necessary to fulfil their missions effectively.
Need for transparency and equal treatment
Generation 2004 believes that transparency, predictability, and equal treatment should underpin any recruitment-related process applied across the Commission. Regardless of the policy ultimately chosen by the administration, it is important that staff and trainees clearly understand the applicable rules and that these rules are applied consistently across services.
Seeking clarification from DG HR
In light of the concerns raised, Generation 2004 has requested clarification from DG HR regarding the current policy on CAST invitations, the degree of discretion available to DGs, and the measures in place to ensure a coherent and equitable approach throughout the Commission.
Have you been affected?
We will continue to follow this issue and keep colleagues informed of any developments. If you have had a similar experience, we encourage you to share it with us.
References:
Generation 2004 note of 25 June 2026 – Practices [1] concerning the invitation to CAST testing.
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'); toolTips('.classtoolTips36','Blue Book trainees do a 5-month paid traineeship. Here is the eligibility criteria [3]: have completed a standard 3-year higher education degree … have no prior work experience of any kind, in excess of 6 weeks in any EU institution, body or agency, delegation, with Members of the European Parliament (MEPs), or Advocates General at the Court of Justice of the European Union (EUCJ) have a very good knowledge of languages.’
Many go on to participate in the \'pilot\' Junior Professional Programme (JPP [4]).
‘Blue Book trainees represent 91% of the JPP eligible applicants and 79% of selected junior professionals (JPs). Contract agents (CAs) function group IV represent 8% of the eligible candidates and 21% of selected JPs’ (p.9, JPP Evaluation Report [5])
'); toolTips('.classtoolTips47','Trade union or staff association (OSP) [Organisation syndicale et professionnelle]');