We’ve written a lot already about the issues related to the remotely-proctored EPSO competitions. When we first raised these issues on your behalf with EPSO and its management board in December 2022 (and in April 2023), we anticipated that they would be addressed (whyever wouldn’t they be, right?). However, to our surprise (and disappointment), not much was done. To add insult to injury, the very same issues we highlighted then continue to be present, even across different providers, in the internal competitions: a situation we find both frustrating and scandalous. Nevertheless, the response continues to be unsatisfactory: ‘everything is fine’ (January, February and May). Continue reading The competitions are in dire straits
Generation 2004, in cooperation with Ya Semos Europeos, has organised a webinar on the application and competition process for the internal competitions in the External Action Service (EEAS). These don’t happen very often and we understand that you want to make the best of this opportunity.
We focus on practical aspects of the application:
- work experience requirements
- tips for the talent screener for those competitions which have it
- the most common mistakes done by the candidates
You can find the PowerPoint presentation here.
Generation 2004 finds the situation for Local agents in Delegation Türkiye frustrating. We urge the administration to do the right thing: uphold the rule of law and principle of equal treatment. Abide by the outcome of the court case and comply with the instructions of the court. The pretext/excuse of a “lack of administrative” budget does not hold water. Losing a court case is not a daily operational business and therefore no institution should expect to be able to meet the financial liabilities under that business-as-usual budget item. Continue reading Ongoing difficulties for Local agents in Delegation Türkiye
*Update 07.03.2023, the internal competition FAQs [*] are not explicit on whether it’s possible to modify the date/time of MCQ/written tests. We have asked for the page to be updated with this information but do note that the answer is unlikely to be a positive one. If you have more information, please send it to us! Future internal competitions will be listed here.* Here is our Article 90 template (version 2) for anyone who was unable to change the order of their languages in sysper.
Against all the odds, the internal competitions are moving forward, which is a very pleasant surprise.
The organisers recently published an update of the indicative calendar for AD5, as well as some additional information (addendum/addenda) on the other competitions. Continue reading 2022 internal competitions, where are we?
Last month DG HR published several long-awaited internal competitions. If you are eligible, Generation 2004 is happy for you. However, if you are one of those that cannot apply even though you have been working for our institution for many years, do not lose your faith. We are aware of this problem and will continue fighting against this discrimination even though there are fast careers for some.
Many colleagues were already in a similar situation last year when we encouraged them to apply even if they were not ‘eligible’, for reason as wide as: Continue reading Internal competitions – excluded again?
Generation 2004 has been contacted by many colleagues serving outside the territory of the European Union regarding the issue of renewing their service passport (‘laissez-passer’ (LP)). While for the issuing of this document (e.g. for a new start in a new country (‘posting’)) the associated travel costs are met by the services, the same is not true for the renewal. Continue reading Laissez-passer renewal unnecessarily complicated and expensive?
*Update 14.03.2023 DGT staff meeting Luxembourg 09.03.2023 the acting DG stated that the only element of standby duty which is voluntary (yes, this there is a bit of mental gymnastics in a duty being voluntary) is that the translator has some flexibility in the choice of week. That is, this is official confirmation of what was stated in the 2019 Central Staff Committee note 18/12/2019 (2019)7798989: ‘The scheme is ‘voluntary’ in that it is stated that staff are not obliged to be on standby. In practice staff report that they feel obliged to ‘volunteer’ in order to share the burden with colleagues.’ Note also that compensation is ‘up to middle managers'(Article 55(3) requires a more detailed system than this.**Update 19.12.2022, congratulations on finishing the Permanent Delegation of Translators (DPT) elections and we note with concern the suggested plan to fit Brussels DGT staff to the available space in any new building, as opposed to finding a building to fit the number of staff.* Continue reading Follow-up special DGT meeting
Unfortunately, we have yet another example of circumstances where our secretary and clerk (AST/SC) colleagues are again treated unfairly, this time not within the Commission itself, but in the European External Action Service (EEAS) with its 144 EU Delegations around the world, specifically when it comes to applying for jobs there (‘postings’). We remind you that AST/SC is the smallest, most restricted and newest of all three function groups for officials, it’s been around only 8 years: it was created by the 2014 staff regulation reform. Continue reading EEAS: discriminatory treatment of AST/SC staff
While the flexible working arrangements such as offsetting and recuperating working hours (‘flexitime’) and working from home are implemented for Member States and headquarters (HQ), as of today, colleagues in 144 Delegations around the world still have no legal basis to telework. This issue has been flagged multiple times in different meetings with management and a social dialogue was planned to be concluded in September 2022. As of today, still, nothing. Continue reading No work-life balance for colleagues in Delegations?
*Update 10.03.2023 in January 2023 the Commission abandoned its draft guidelines in favour of reworking the frequently asked questions (FAQs).*
Generation 2004 firmly believes that the EU institutions should focus on impact and output rather than the means of work. When the pandemic has shown that, for many roles, teleworking can be as effective as office presence (and is considered equivalent), why does the EU appear to prefer to go back in time? Why burden colleagues with again finding balance, having to revamp their schedules and routines with the associated stresses in order to be present in their place of employment rather than letting them continue to telework in peace, efficiently, effectively, and happily? Continue reading Hybrid working guidelines for DGs and Delegations, what should we expect?