Many of you contacted us about the publication of the second of the promised internal competitions [1]: the specialist AD7/AD9 financial risk management [2]. We agree, we too were disappointed: this was not the new approach for internal competitions [3] announced in February 2025, that of internal competitions being open to colleagues from other function groups (yes, the Parliament’s been doing this for years [4], but at the Commission it’s new).
Managing expectations?
While we do understand that not every one of the 10 generalist and 10 specialist internal competitions would be so open, some of them will be and that is already a big change. We did expect those flexible and inclusive ones to be among the first announced. So, it’s unfortunate that, after the generalist competitions slid from end June (QII) 2025 to December (QIV) 2025, two rigid specialist competitions are the first ones published. Why is that unfortunate? Well, hopes were raised and then dashed: internal competition COM/AD/104/2025 for Financial Risk Management Officers [2] and Funding Operations Officers (AD7 and AD9) is not open to ASTs, just as the translator competition was closed to ASTs. So, colleagues might meet all other criteria with regards to titles and experience but be in the wrong function group to be eligible: what about talent management?
[5]
Neither of these specialist competitions calls reflects the flexibility promised in the Commission’s planning. Both are restricted to specific AD profiles, leaving behind those who were meant to benefit most from this new phase of internal competitions and again excluding those who gained relevant and verifiable experience [6] before (or even while) completing a formal qualification.
Would staff in other function groups really meet the criteria?
The Court of Auditors says it’s possible, yes.
‘…62 % [of recently recruited administrator officials] were over 40, which makes it likely that they already had at least 10 years of professional experience when they joined the institutions, more than what is usually required for the grades of the competitions.’ p.19 European Court of Auditors, Special Report 23/2020 [7]
‘These minimum education requirements [for AST and AST/SC function groups] have barely changed from the first version of the staff regulations in 196218, which referred to an advanced level of secondary education or equivalent professional experience […] These requirements are out of step with the current level of educational attainment in the EU where over 75 % of the EU population has at least completed secondary education, and 30 % has completed university studies1. As a result, staff in the SC and AST function groups may often have qualifications that are not aligned with their job requirements. This can lead to demotivation and have an impact on staff performance.’ Paragraphs 92 and 93 European Court of Auditors, Special Report 24/2024 [8]
Ten Months Without Real Progress
It is also striking that, ten months into 2025, almost none of the competitions foreseen in the official planning have actually materialised. The long delay has already had serious consequences for many colleagues, especially Contract Agents nearing the six-year limit of their service.
Without timely competitions, these colleagues lose their chance to remain in the institution, taking their knowledge and experience with them and further widening the gap between promises and practice.
In short, the Commission’s internal competition plan is, so far, failing to deliver on its own objectives. Instead of promoting fairness and mobility, it has so far served to reinforce the existing hierarchies within the institution.
No Response from DG HR
Generation 2004 has already written to HR on this topic [9] and, in the absence of a response, we are drafting a follow-up asking which competitions will be open to other function groups and why the generalist competitions are delayed.
A Broader Paralysis: EPSO Competitions Also at a Standstill
Although this article focuses on internal competitions, it is impossible not to mention that EPSO competitions are also largely paralysed: there are none currently open. [10] Apart from one ongoing selection procedure, many long-awaited competitions for permanent officials have still not been published, including the major generalist competition expected months ago.
We understand that this standstill is linked to the change of EPSO’s external contractor, responsible for the organisation of selection procedures and related IT systems. However, as no clear information has been communicated, we can only assume that this transition is the main cause of the current paralysis.
Whatever the reason, the process should have been managed in a way that ensured continuity of recruitment activities, not a complete interruption. As a result, both internal and external competitions remain effectively frozen, leaving staff without clear prospects and institutions facing growing uncertainty about their future workforce planning.
Conclusion
With nearly a year gone, only two internal competitions have been published, neither of which delivers on the long-promised inclusion of AST/SCs, ASTs or contract agents. At the same time, EPSO competitions remain frozen, showing that the problem is not isolated but structural.
If this is what the “new internal competitions strategy” looks like in practice, it risks becoming just another tactical diversion rather than a career breakthrough.
Generation 2004 calls once again on DG HR to respect the commitments made to staff, launch the promised competitions without further delay, and open them to all categories of colleagues, ensuring that the internal competition system truly serves as a tool for career development, fairness, and equal opportunity across the institution.
As we’ve said before on this topic [11]: this raises a critical question: Is this an actual solution to career stagnation, or just a temporary measure to deflect frustration from staff?
As always, we would love to hear from you. Please do not hesitate to get in touch with us [12] or leave a comment below.
If you appreciate our work, please consider becoming a member of Generation 2004 [13].