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.
Generation2004 has been most active in this year’s promotion exercise. Our representatives attended virtually all working group meetings including those concerning mostly pre-2004 staff. We were successful in achieving a significant amount of down-cascading. Nevertheless, with the new promotion rules in place and the abolishment of the point system, seniority in the grade has again become the unwritten rule of the game. As this impairs disproportionally colleagues with a lot of experience outside the Institutions as well as those who hold demanding posts, it is a major shortcoming of the current promotion system. IT MUST BE ADDRESSED. NOW.