The numbers speak an unmistakable language. The success rate of JRC ASTs in the certification procedure is considerably below that of ASTs from other DGs. While JRC’s ASTs accounted for approximately 9.5% of all ASTs in the Commission in 2019 [1], henceforth considered to be the benchmark, their share of certifications is much lower and persistently so (Figure 1): Except for a one-off-high in 2016 with a share of 7% (although still below 9.5%), the share of certifications in other years was much lower. Continue reading Certification in the JRC – one size does not fit all
Staff Categories
Modernisation of the Local Agents working conditions
For over 3 years all trade unions and EU delegation staff committees have been working with the administration to finalise the exercise of modernising Local Agent (LA) working conditions.
Although Generation 2004 participated in two rounds of social dialogue meetings in the EEAS in May, the decision was however finalised without our involvement as written in our article “Nihil de nobis, sine nobis!”. Although the power to adopt the last three implementing rules was delegated to Continue reading Modernisation of the Local Agents working conditions
Petition in support of Contract Agents!
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!
“Nihil de nobis, sine nobis!” at the EEAS Social Dialogue
Two rounds of social dialogue bilateral discussions between Director Francoise Collet of the European External Action Service (EEAS) and the Trade Unions (TUs) and staff associations (SAs) of the EEAS and the European Commission (EC), as well as one round with the Director General Gianmarco Di Vito (EEAS) were held through videoconference from our homes during the confinement. Continue reading “Nihil de nobis, sine nobis!” at the EEAS social dialogue
Acquired rights… and acquired disadvantages
You surely have already heard about acquired rights. All of us acquire one or the other right in the course of our professional life. For example, you acquire pension rights according to the accrual rate applying to you [1]. You also acquire the right to follow a certain career path on the event of your recruitment, which follows some selection procedure such as an open competition. This procedure determines, in which part of the EU “caste system” you end up. Your qualifications, experience and abilities only count to the extent that you fulfil some minimum criteria to gain admission to the respective selection procedure. It also will not matter that much what tasks you will carry out in the end. Possibilities for breaking out of your own caste are rather limited. Continue reading Acquired rights… and acquired disadvantages
Social dialogue on Temporary Agents
The Decision on Temporary Agents (TAs) has been reported to the next Commission.
Last May, Director of HR.B ‘Talent Management & Diversity’, C. LEVASSEUR presented and hastily pressed for approval of the draft decision on TAs at the European Commission (EC), a proposal setting out new selection procedures and working conditions. The initial draft decision was not a mere update of the current GIPs for the purposes of the service, but a radical change on our institution’s HR policy. Continue reading social dialogue on Temporary Agents
Generation 2004’s Contract Agents’ NEW initiative to get rid of inequality in the EU Workplace
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
The Commission still does not believe in the intelligence of its staff!
*Update 22.11.2024 the Parliament allows anyone meeting the experience and education criteria to participate in its internal competitions, regardless of function group or contract type. The European Court of Auditors, 2024, Special report 24/2024: EU Civil service–A flexible employment framework, insufficiently used to improve workforce management recommends that the Commission open its internal competitions (Recommendation 3(c)).*
Continue reading The Commission still does not believe in the intelligence of its staff!
7-year rule for non-permanent staff – What does it imply?
*Update 2024*Update 28.06.2023, note that if you do get the 7th ‘unicorn’ year (well done!), you may have to redo the 9-month probation period. Yes, after 6 years of employment you will have to repeat this step: 9 of your last 12 months in a 7-year career will be spent on probation. Consider how this impacts requests for annual leave or the ability to push back when your workload exceeds what is humanly possible.*
Original article: 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 (TAs)
- Contract Agents (CAs)
- agency staff (‘intérimaires’) (up to 3 years of services are not taken into account for the 7-year rule)
Continue reading 7-year rule for non-permanent staff – What does it imply?
The 6-year rules
There are two 6-year rules in the Commission:
The 6-year rule for Contract Agents (CAs) – which makes it impossible for a CA 3b to work for more than 6 years in the Commission. This rule is enforced very strictly, no matter how hard you work(ed), you are fired after 6 years if you are a CA 3b.- The 6-year rule for the Staff Representation – which imposes that staff representatives cannot be seconded to the staff representation for more than 6 years over a rolling period of 10 years [1]. The purpose of this healthy rule is to ensure that staff representatives stay in touch with the services of the Commission. Indeed, the staff representation benefits from 41 full time secondments which allow them to sit the joint committees where staff issues are discussed with DG HR but also to represent the voice of the staff. When a staff member gets a secondment, they leave their service for a period of time during which they work for the staff representation, just like when someone is seconded to another organisation in the interest of the service. The danger of course is that he or she may lose touch with reality, which highlights the need and importance of the 6-year rule. Generation 2004 has always been worried about these secondments, we know too well that the staff representatives of 2004 did nothing to defend us back then and instead traded our rights against access for them to grades that they would not have been able to reach beforehand. In the end, we have, however, taken the secondments because if you are not present in the relevant meetings, things proceed without you.
