Please find here the recording of the 2023 conference [1], and its slides [2].
The promotion/reclassification process is not particularly user-friendly. It’s not always clear how DGs choose who to reward [3], nor why some years appear to be better than others [4]. There are situations suggesting that some staff are less favoured [5], while some staff are evaluated as ‘not applicable’ [6], regardless of how well they work.
What happens between now and the publication [7] 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 [8].
- some appraisals will be less positive than expected, or even ‘unsatisfactory’: don’t panic! Here’s are some of the options [9].
- we can appeal [10] 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
This presentation builds on our recent presentation on the self-assessment [11] and covers:
- the decision chain and the bodies involved,
- your chances of getting a promotion/reclassification,
- how to successfully file an appeal [10] 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 [12] | 2 years | staff regulations Annex I.B [13] and our chart [14] with those percentages converted to years | Officials and temporary staff [15] |
| Temporary agents [16] (2a and 2d [17] ) | Yes | Reclassification (JRC/GROW/RTD [18] only?) [*] | 2 years | Staff Regulations Annex I.B [13] | Officials and temporary staff [15] |
| Temporary agents (2b, 2c, 2e, 2f [17] ) | Yes | no[**] | Not applicable (N/A) | N/A | Officials and temporary staff [15] |
| Contract Agents [19] 3a | Yes | reclassification [20] | 2 years | Page 3 of Ares(2021)2467829 – 12/04/2021 CSC note on CA 3a [21] | Contract Agents 3a [22] |
| Contract Agents 3b [6] | Yes | no | ≤ 3 years | N/A | Contract Agents 3b [23] |
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 [24] and the system of quotas [25] 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):
- 2021, Abuse of the annual appraisal exercise (“CDR”) in the European Commission as tool of psychological harassment with recommendations how to prevent this and better protect the targetted colleagues: second analytical paper [26]
- 2022, My Commission Calvary: Testimonies of harassment at the European Commission [27]
If you appreciate our work, please consider becoming a member of Generation 2004 [28].
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[*] There is a joint committee on reclassification (not promotion) for Temporary Agents (TAs) of JRC/GROW/RTD [18] only. We also see TAs with permanent contracts (yes, mental gymnastics are necessary here: to be permanently temporary) 2a and 2d [17] listed for reclassification. [**] 16.01.2023 HR response to our questions on TAs: Conditions of Employment of Other Servants (CEOS [29]) (Article 15(2)) which states that only the provisions on annual reports [appraisal] from the Staff Regulations [30] (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 [31], paragraph 48).[***] Probation reports cannot and should not be used for promotion purposes [32].