The launch of the recent AD6 and AD7 internal competitions has once again highlighted a long-standing inconsistency in the Commission’s approach to career development.
While temporary agents remain broadly eligible, many AST officials continue to be excluded from specialist competitions despite performing equivalent duties and often possessing extensive institutional experience. Similarly, Contract Agents face consequences of regulatory restrictions, despite the recently published and awaited AD completion in which FG IV could participate.
The latest example is the AD6 specialist competition for case handlers. Across the Commission, many AST colleagues perform highly specialised policy, operational and case-handling functions. Yet, many were not allowed to take part.
This situation is difficult to reconcile with the Commission’s own ambitions. In the context of the Large Scale Review, the administration repeatedly speaks about talent management, skills, mobility and creating a more modern organisation. Senior management has recognised the need for more inclusive career paths across staff categories.
However, the reality is still very different.
Many AST colleagues have spent years, and in some cases decades, carrying out responsibilities comparable to those of AD colleagues. Their appraisal reports recognize their ability and expertise, and their managers rely on their knowledge. Yet when career opportunities arise, administrative barriers continue to prevent them from competing for a permanent position.
The contradiction is becoming increasingly difficult to justify.
A modern administration should not first ask whether a colleague belongs to the AD, AST, TA or CA category. It should ask whether that colleague possesses the competencies, experience and potential required for the job.
Generation 2004 consistently supported the opening of career opportunities for all staff categories. We welcome broader access for contract agents and temporary agents. However, these positive developments cannot justify the continued exclusion of experienced AST officials from specialist competitions.
At a time when the Commission faces recruitment challenges and an unprecedented retirement wave, systematically overlooking experienced internal talent is not only unfair to the individuals concerned, but also risks wasting expertise already available within the institution and misusing the budget entrusted to it.
Talent management cannot be selective. If the Commission wishes to become a genuinely skills-based organisation, it must ensure that all colleagues with the necessary competencies have a fair opportunity to compete.