Generation 2004 has taken the initiative to survey around 40 delegations and the feedback shows that nearly 25% of respondents have either no, or close to no, possibility of teleworking. While teleworking has been an effective mode of work since 2009 [1] for Brussels and other EU workplaces, there is still, as of today (12 years later!) not even a draft decision for teleworking for delegations. The COVID-19 pandemic has sped up the process almost everywhere, ironically, proving to the Commission that teleworking is a completely workable and implementable procedures in delegations as well.
If teleworking is [..] ‘part of a modernising trend in organisation that focuses on result-based management and objective driven performance to increase efficiency of operations’[2], why are these realities and circumstance not also applicable to delegations?
The communication sent by the European External Action Service (EEAS) Secretary General Stefano Sannino on 1 September 2021 was very clear: ‘[..] Wherever the health and safety conditions allows for it, we do encourage staff in delegations to follow similar provisions as those place in Headquarters as from Monday 13 September 2021[..]’.[3] Despite all the evidence for teleworking being effective (general teleworking started 13 March 2020!), some middle management in delegations are still in favour of the old school approach and only recognise time physically spent in the office as working hours. It is almost as though they are still asking ‘why use online banking when you can queue to deposit money in the bank?’
It is clear, the world is changing and realities are different – but management stay the same.
Generation 2004 invites all middle management in delegations to have a discussion on what they perceive to be the added value of having all staff present 100% in the office while our laptops and networks are capable of making it possible to perform all and any tasks from another location.
While working under the current COVID-19 rules, those put in place to try to address this unprecedented pandemic, we are all having to assess risk. Many colleagues have suffered a loss of family members; some parents are not comfortable with the risks involved in sending their children back to childcare; some colleagues have underlying medical conditions that render them particularly vulnerable to exposure to the virus, etc.
In addition, even when colleagues are present in delegations, some delegations are still not arranging meetings and mass gatherings. If staff go back to the office and continue to attend online meetings, what is the point of being back?
It is important to back up any human resource policy and practice with reasoning and logic. In the end, the Commission has accumulated a highly qualified, rational and intelligent work force, why not consult that knowledge, include us in the decision-making process and accept our constructive criticism where the processes are incomplete or not achieving their stated aims?
Please feel free to provide any feedback, observation and your comments to Generation 2004, we love to hear from you!
[1] Decision C(2009)10224 of 18 December 2009 : see Administrative Notices.
[2] Commission Decision on the implementation of telework in Commission Departments, C(2015) 9151 final (17.12.2015)
[2] ‘… as of Monday 13 September 2021, all staff should come back to the office at least one day per week[1], agreed upon with the line manager, and taking into account the needs of the service. We should in any case not surpass during this phase the ceiling of 50% of staff presence in the office at the same time’. (extract from EEAS SG email, 01.09.2021).
