If you ever wondered about the numbers of staff working for the European Commission, or if you would just like to satisfy your curiosity about how many colleagues of your nationality work in our institution, then we have the answers for you. Continue reading HR key figures 2020
Here is a good example for a Catch-22 situation: Staff on fixed-term contracts excluded from potential roles due to their fixed-term contracts.
Generation 2004 again challenges the unequal treatment of staff, this time coming from what would ideally be the most unlikely of sources, the Local Staff Committee (LSC) in Brussels, which refused to interview those candidates who had ‘only a year left’ before hitting the arbitrary 7-year rule for their recent vacant post since it would be a ‘waste of time’. It is most unfortunate that an LSC would choose not to lead by example, choose not to seize this opportunity to take action and fulfil their declared responsibility to ‘represent the interests of the staff ’. But what can we expect from from U4U and Alliance (R&D, TAO, SFE and SE), a coalition representing the interests of the already-relatively-well-looked-after? Continue reading Catch-22: Do as I say, not as I do
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. Continue reading Contract Agents’ and Assistants’ access to internal competitions: Reply by Director-General Ingestad
The recent announcement that the internal Administrator (AD5) competition is tailored to temporary agents is, for the vast majority of EU staff, the straw that broke the camel’s back. Many Contract Agents (CAs) – the most neglected staff category, Assistants (AST) and Secretarial and Clerk Assistants (AST/SC) fulfil the criteria for the competition; excluding them from this career advancement opportunity is a major loss for the European Commission and a major source of frustration for these categories of staff. Continue reading Petition in support of Contract Agents!
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)