Internal Competitions

Update on our collective action on internal competitions

We are in April and DG HR has not yet provided competition planning (provisional or otherwise). We do not think that this will change any time soon. Even if the planning was to become available now, the ongoing exclusion of certain staff categories (16 000 potentially eligible staff) from internal competitions requires action and the most recent example of this is the internal competition published at the end of the last year (COM/AD/02/21). Continue reading Update on our collective action on internal competitions

Stated objectives: ‘pilot’ Junior Professionals Programme (JPP) (long read)

On the occasion of the launching of the call for expressions of interest (21.03.2022) for the NINTH [9th] ‘pilot’[1] Junior Professionals Programme (JPP) we take the opportunity to look at the stated objectives of this ‘pilot’ programme.

First some context. We start with the figures. The Commission has around 32281 staff in total (DG HR, 2021 Key Figures). ‘Pilot’ JPP1-8 have produced some 200 junior professionals so far Continue reading Stated objectives: ‘pilot’ Junior Professionals Programme (JPP) (long read)

Update: internal competition COM/AD/02/21 (AD5) – Art. 90(2) complaint

The non-eligibility decision was sent out on 25.01.2022, please check your EPSO account.

For example, this is the decision that a member of Generation 2004 has received:

Continue reading Update: internal competition COM/AD/02/21 (AD5) – Art. 90(2) complaint

Update 25.01.2022: internal competition COM/AD/02/21 (AD5) – what’s next?

*25.01.2021Rejection letters are out, please let us know whether you took action and we can coordinate on the  next steps*

Thanks to all of you who answered our December call to action in response to yet another very discriminatory internal competition (COM/AD/02/21 (AD5)) which excludes over 16 000 potentially eligible candidates. Yes, we also noticed that the ‘talent screener’ was simply a request for permission and your staff number. We have a Microsoft Teams group on this topic, come and join the discussion! Continue reading Update 25.01.2022: internal competition COM/AD/02/21 (AD5) – what’s next?

Internal competitions – Time for collective action!

*Please see 27.01.2021 update*

In the wake of the announcement by DG HR of yet another very discriminatory internal competition (IC), Generation 2004 organised a conference to debate the matter. According to our analysis, this IC excludes over 16 000 potentially eligible candidates. Although other institutions allow anyone who meets the education and experience criteria to take part, the Commission is definitely doing it differently. Continue reading Internal competitions – Time for collective action!

NEW COMPETITION – SAME OLD STORY!

We invite you for a debate on further action on Thursday, 2 December 2021 at 12:30 (Brussels time). Webex connection details are available here.

We are also organising CBT training and AD5-internal-competition-specific training.

Another Internal Competition has just been announced which is exclusively open to Temporary Agents (TAs), i.e. mainly cabinet staff (‘parachutage’?) as well as our JPP ”Jeunesse dorée”. Oops HR did it again Continue reading NEW COMPETITION – SAME OLD STORY!

Internal competitions: EU institutions doing it differently

Contrary to the oft-repeated instructions that those applying for any internal competition [1] must belong to the same function group (here too), there are no Staff Regulations provisions that prohibit or limit the participation e.g. of officials AST/SC staff in AST internal competitions.

It is exactly because there are no legal restrictions, other EU institutions (the European Parliament, the Court of Justice, and the Committee of the Regions) allow AST/SC staff to apply for AST posts in their internal competitions. Continue reading Internal competitions: EU institutions doing it differently

Need to design a modern HR policy? Please start with the most evident modifications!

Generation 2004 strongly believes that a professional and efficient public administration implies competent, motivated and impartial civil servants working in a system dedicated to serving the public interest. However, while it may be relatively easy to of a merit-based civil service in conceptual terms, it is much more difficult to define the ways and means of putting it in practice. If anyone has any doubts about this, then Generation 2004 suggests that any doubtful minds consults. Continue reading Need to design a modern HR policy? Please start with the most evident modifications!

Contract Agents’ and Assistants’ access to internal competitions: Reply by Director-General Ingestad

In early July, following the announcement of an internal Administrator (AD5) competition tailored only to temporary agents, Generation 2004 addressed a note on Contract Agents’ and Assistants’ access to internal competitions to the Director-General of DG HR, Gertrud Ingestad.

At the same time, we also launched a petition in support of contract agents [1]. Continue reading Contract Agents’ and Assistants’ access to internal competitions: Reply by Director-General Ingestad

The Commission still does not believe in the intelligence of its staff!

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!