Having in mind the current wave of Euroscepticism, at Generation 2004 we believe it is time to defend the ‘European project’ and a common political agreement that fosters equal treatment between all staff categories. On the 4th of April 2019 Generation 2004 took the initiative to call for an “inter-syndical” meeting with all trade unions and staff organisations in order to discuss the situation of post-2004 staff in the EC. Generation 2004 not only organised this “inter-syndical” meeting, but made a point of being represented by several elected contract agents. Continue reading Generation 2004’s Contract Agents’ NEW initiative to get rid of inequality in the EU Workplace
Internal competitions should be conceived as a challenge and an opportunity, rather than as a source of problems. Obviously, it should be a tool to motivate staff at all levels and to retain the most talented and motivated employees from different categories. Internal competitions should provide an opportunity for staff to apply their skills and knowledge to areas beyond of their current jobs, should give the feeling that the institution is concerned about staff growth and at the same time provide avenues to reach individual career goals.
However, like any weapon, internal competitions need to be handled with care!
This time, again, the recently announced Internal Competitions show how the public institution treats and consequently demotivates talented and qualified staff. It seems that big EU slogans like Talent management and Career development are just empty words without any meaning. Continue reading The Commission still does not believe in the intelligence of its staff!
Generation 2004 has clarified the new provisions following the Social Dialogue with HR and trade unions!
The 7-year rule applies to non-permanent staff for specific tasks or for specialised tasks (if the skills are not already available within the institution):
- temporary agents
- contract agents
- intérimaires (up to 3 years of services are not taken into account for the 7-year rule)
…My Head of Unit always told me that my job description is not very important for my CA’s career, because it should only form the basis of my job specification. As a result, my job description presents a broad, general, and written statement of a specific job, based on the findings of a job analysis. It only includes generic duties, purpose, responsibilities, scope, and general working conditions of a job along with the job’s title, but never my effective, often additional, performed tasks…
Generation 2004 offers contract agents two arguments that highlight the importance of a good job description: Continue reading Why a job description is so important for a CA career?
How staff performance is managed in an organization determines to a large extent the success or failure of this organization. Indeed, a central reason for the use of performance appraisals is to improve staff’s performance. Appraisals can be valuable tools for communication with staff about how the job performance matches organizational expectations, and thus can contribute to an organization’s higher effectiveness. The other fundamental justification for performance appraisal includes Talent Management policy as a basis for any employment decision like promotions, terminations or transfers.
Therefore, improving appraisal for every staff member should be among the highest priorities of a modern organization, especially of the European Institutions which should give example to all Member States. This is valid for permanent officials (see articles above) but also for temporary staff. Continue reading NEW Appraisal of contract agents “3b”…. What is it for???
Generation 2004 has participated actively together with other Staff Organisations in the recent Social Dialogues concerning Contract Agents (technical consultation on the new general implementing provisions = GIPs and administrative consultation on the unemployment benefit scheme).
In parallel, Generation 2004 has closely monitored the quantitative evolution of the various staff categories. In particular, we don’t agree with the increasing number of contractual staff members used for permanent tasks in the EU public service. According to our last CA conference and individual consultations with contract staff, this practice seems to be more and more common, it is even judged by most to have become an everyday practice in the EU Institutions. Continue reading Contract Agents (follow up)
A conference was organised by Generation 2004 on 14 November to discuss Contract Agent’s function groups and work conditions following the adoption of the new GIPs for CAs (2017). Continue reading Contract Agents Conference
Commissioner Oettinger met the staff representation on 20 October. Apart from a surprisingly long intervention of the Commissioner on the departure of Mr. Kessler from OLAF, the meeting was essentially business as usual. Generation 2004 maintained its request that the draft decision of the Commission on the so-called external activities be amended so that CA3bs quickly receive the green light allowing them to take up a new job outside of the institutions after the end of their contract (currently, CA3bs are supposed to ask for permission 1 month before accepting a new job; Continue reading Report on the social dialogue at the Commission
Contract Agents account for more than a quarter of the European Institution’s population and are increasingly the victims of budgetary restrictions. Limited access to decent employment opportunities in the Institutions, insufficient job security and unfair working conditions are now well documented.
However, what is less documented is that there is a growing gap between the duties performed by CAs and their functional group. Continue reading You are a Contract Agent? Share your experience with us!
A wind of optimism is blowing in the EU institutions. Some are beginning to argue that the added-value of the EU has become clearer following the events of the past 18 months. Indeed, recent electoral rounds in France and in the Netherlands have been less negative than expected with respect to the future of the EU. The outcome of the elections in Germany is perceived by some observers as less encouraging. However, it is clear that the eurosceptics will not prevail there any time soon. Unfortunately, the main issues that affect the staff are still very unclear and may be affected by a number of events.
Obviously colleagues who happen to be British citizen are worried by the lack of clarity on their future. The only consolation at the moment is that the Belgian authorities are beginning to realise that EU officials of UK citizenship need assistance. The Brussels Commissioner (not one of our Commissioners but an official appointed by the Brussels region to provide administrative assistance to the expat community in Brussels) organised an info session last June and provides some advice on its website. It is useful to go through this advice if you are a UK citizen working in Brussels. Continue reading Wind in our sails, but in what condition is our ship?