Generation 2004 has formally contacted EPSO regarding the postponement of the reserve list publication for competition EPSO/AST/157/25 – Digital Communication.
Candidates recently discovered that the indicative publication date has been moved from July 2026 to October 2026. At the time of writing, no explanation has been communicated to candidates regarding the reasons for this delay.
Candidates deserve transparency
Generation 2004 recognises that competition timetables may occasionally need to be adjusted. However, when significant changes occur, candidates have a legitimate expectation that EPSO will provide clear information and realistic timelines.
The publication of a reserve list is not a minor administrative step. For many candidates, it is a decisive moment that determines access to career opportunities within the European institutions.
A delay of several months may have serious consequences for candidates who are currently serving as Contract Agents or temporary agents and who are awaiting the outcome of the competition before applying for permanent positions.
Real impact on careers and recruitment
The postponement comes at a time when many services are preparing for staff turnover due to retirements and departures. Recruitment planning is already underway in a number of areas, and vacancies may be filled before successful candidates are informed of the competition results.
This creates an unacceptable level of uncertainty both for candidates and for services seeking to retain experienced staff.
Competition procedures should support effective recruitment. When reserve lists are delayed without explanation, candidates are left unable to plan their careers and institutions may lose qualified internal talent.
Generation 2004 demands clarification
In a letter sent to EPSO, Generation 2004 has requested:
- an explanation for the postponement of the reserve list publication;
- clarification on whether further delays are anticipated;
- a revised and realistic timetable for completion of the competition.
We have also stressed that timely communication is essential to maintaining confidence in EPSO’s selection procedures.
A longstanding concern
This intervention forms part of Generation 2004‘s broader work on recruitment and career development issues within the EU institutions.
For many years, we have challenged excessive delays in selection procedures, lack of transparency in recruitment processes, and administrative practices that disadvantage contract and temporary staff seeking long-term careers in the European civil service.
We have consistently argued that competitions must serve their primary purpose: enabling the institutions to recruit qualified staff in a timely, transparent and predictable manner.
Candidates invest considerable time and effort in preparing for EPSO competitions. They are entitled to clear information and reasonable certainty regarding the timeline of the procedures in which they participate.
We will continue to follow this case
Generation 2004 will publish any response received from EPSO and continue to defend the interests of candidates affected by recruitment delays and administrative uncertainty.
If you are participating in any competitions and have been affected by postponements or any other issues, we invite you to contact us and share your experience.
toolTips('.classtoolTips23','
Contract Agents (CAs) were created by the 2004 staff regulations Reform. There are two types of CA: those with unlimited contracts, 3A [1] (‘indefinite’) and those with time-limited contracts [2], 3B [3]. CAs can belong to 4 different function groups (\'GF\') with different responsibilities and salaries [4].
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 [5]: 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 [6] (here is the cover e-mail [7]).
As a background you can see the report of the Commission to the Council regarding the recruitment of the contract agents in 2010 [8] (in French, COM(2011)802 final 23.11.2011).
');