How to increase your chances to get a promotion/reclassification in 2023?

We will put the January 2023 presentation here after 30.01.2023, in the meantime, the 2022 version is still available.

The promotion/reclassification process is not particularly user-friendly. It’s not always clear how DGs choose who to reward, nor why some years appear to be better than others. There are situations suggesting that  some staff are less favoured, while some staff are evaluated as ‘not applicable’, regardless of how well they work.

What happens between now and the publication of the draft promotion/reclassification lists in June? And what happens between then and the publication of the final lists in November?

As far as we interact with the system:

  • we all have a talk with our line manager (even those who have chosen to transferring the report from the previous year): here’s our guide on how to prepare.
  • some appraisals will be less positive than expected, or even ‘unsatisfactory’: don’t panic! Here’s are some of the options.
  • we can appeal our non-inclusion in the draft June list

Our presentation will look at what happens behind the scenes: the work we don’t see.

Attend our event

Monday, 30 January 2023 12.30-14.30

Here are the connection details

This presentation builds on our recent presentation on the self-assessment and covers:

  • the decision chain and the bodies involved,
  • your chances of getting a promotion/reclassification,
  • how to successfully file an appeal in June

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 all staff might take part in the appraisal exercise. Only those who are eligible for promotion/reclassification take part in the promotion/reclassification exercises.

 Staff Appraisal Reward possible? Minimum time in grade (‘seniority’) to be eligible Average speed of reward 2023

instructions and timetable

Officials Yes Promotion 2 years Staff Regulations Annex I.B  and our chart with those percentages converted to years Officials and temporary staff
Temporary agents  (2a and 2d ) Yes Reclassification (JRC/GROW/RTD only?) [*] 2 years Staff Regulations Annex I.B Officials and temporary staff
Temporary agents (2b, 2c, 2e, 2f ) Yes no[**] Not applicable (N/A) N/A Officials and temporary staff
Contract Agents  3a Yes reclassification 2 years Page 3 of Ares(2021)2467829 – 12/04/2021 CSC note on CA 3a Contract Agents 3a
Contract Agents 3b Yes no ≤ 3 years N/A Contract Agents 3b

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 can have more of an influence on your advancement (or otherwise) than the (ostensible) comparison of merits.

Please remember also that you are evaluated on the time you were present: there should be no mention of your leave of any kind. It does not matter if you were off sick or on parental leave or on holiday, how good was your work while you were present?

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):

If you appreciate our work, please consider becoming a member of Generation 2004.

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[*] There is a joint committee on reclassification (not promotion) for Temporary Agents (TAs) of JRC/GROW/RTD only. We also see TAs with permanent contracts (yes, mental gymnastics are necessary here: to be permanently temporary) 2a and 2d  listed for reclassification.

[**] 16.01.2023 HR response to our questions on TAs: Conditions of Employment of Other Servants (CEOS) (Article 15(2)) which states that only the provisions on annual reports [appraisal] from the Staff Regulations (SR) (Article 43) apply by analogy to TAs. By contrast, there is no such provision concerning  promotion (SR Article 45). This means that, in principle, TAs are not subject to promotion. This principle is confirmed in the case-law of the General Court (e.g. T-366/15 P, paragraph 48).

[***] Probation reports cannot and should not be used for promotion purposes.

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