z Newsletter article | Generation 2004

Participation rates of up to 28 colleagues per post (a mere 3% probability of success…) in the internal competitions demonstrate the urgent need for a comprehensive and holistic remedy to the injustice brought about by the 2004 reform and its aftermath. Moreover, figures also show that the probability of success varies widely between grades and fields. Generally speaking, the higher your starting grade, the higher your chances. Also, choosing HR and budget management as your field was apparently a good idea. Another inexplicable feature of these ICs is the imposed minimum grades, comparable only with introducing minimum income as eligibility criteria in open competitions. Generation2004 is working on an in-depth assessment of the ICs which will give more details and also highlight the major shortcoming of the IC in comparison to the Generation2004 proposal tabled earlier this year.

Since its (official) foundation last year, Generation2004 has been heavily involved in the staff regulation reform on all levels and on all fronts. Unlike others, our activities mainly focused on Member States. During several meetings with a number of permanent representations, we demonstrated clearly how the burden of the 2004 reform had been largely carried by post-2004 staff, who therefore should be spared this time round. For obvious reasons, Generation2004 was virtually the only staff association to do so and encountered an astounding level of unawareness. If anything, this has helped to convince Member States that their initial demands were unreasonable and counterproductive.

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