*Update 11.04.2024 the AST competition to be made open to AST-SC colleagues was finally published [1] in February, some 3 months [2] behind the original planning*
Original article: Equal opportunities but not for all. When individuals embark on a career within the European Commission, they hold legitimate expectations of progression and growth, regardless of their staff category. Whether one is a permanent official, a temporary employee, or a contract agent, the belief in opportunities for professional development is inherent.
Moreover, those with limited contracts hope for the chance to transition into permanent roles. However, as time unfolds, some find themselves stuck in roles with no prospects, while others face the looming expiration (or renewal) of their contracts, leaving them with limited options and an unending need to please. This reality fosters frustration and disappointment among some, questioning why the institution is not providing more avenues to retain and nurture internal talent.
It is disheartening to discover that the European Commission, an organisation charged with upholding the principles of equal opportunity and searching for ways to reward its already-motivated employees, does not offer the same career opportunities to all of its staff members.
Divergence in the New HR Strategy
The European Commission initiated the New HR Strategy with the aim of progress and improvement. One positive aspect was the commitment to regularly hold internal competitions, a step not consistently taken in the past. However, despite contributions from various stakeholders, certain categories of staff have found themselves excluded once more. Even where an individual possesses all the necessary qualifications, they are forced to compete externally with thousands of others, a situation not repeated elsewhere [3][1].
Additionally, if potential candidates do not fully meet (sometimes very, very specific [4]) notice requirements, such as required education or years of experience in a particular field, they cannot apply (even when the difference is a couple of days). This situation leads to frustration and disillusionment. Logically, an assistant (AST) will also not apply for an internal administrator (AD) competition of a lower grade[2]. This discrepancy in treatment raises concerns about fairness.
While the staff regulations theoretically permit ASTs to participate in AD competitions, and other institutions do allow this, this practice has not been consistently followed. It seems contradictory that the European institutions aim to prioritise its people and modernise the institution but fail to apply the same interpretation of the rules universally.
Positive aspects and discriminatory practices
Despite some shortcomings, there are positive aspects within this strategy, such as the commitment to regular internal competitions. Although contract staff were given possibility to take part in biennial cycles, it is still very much restricted in terms of quotas available and grades that can be accessed by each function group, totally neglecting real and demonstrable professional qualifications and years of experience gained in the institutions or beyond.
While we welcome HR plans to give AST-SC colleagues access to AST competitions, where is the next logical step? Why not do as the other institutions do and allow all who have the education and experience participate in any competitions? Increasing the pressure within the AST group is not a good long-term plan. ASTs are already routinely performing AD duties while receiving AST-level compensation, often in the hope of earning a place on the very limited certification programme. Of those who are unsuccessful in the many interviews, many subsequently find that they are unable to stop doing the AD tasks they picked up through fear of a negative evaluation at the end of the year. Generation 2004 has called upon the Commission to fulfil its promises from the New HR Strategy, particularly in granting AST-SC staff access to AST competitions as a first step, slated to happen this month (December 2023).
Lack of planning and many delays
Despite initial excitement regarding the planning of internal competitions for the period 2022-2024 [5], the Commission has experienced delays. The 2023 cycle, originally scheduled for the second quarter (Q2) with AD5 competition [6], was launched only in Q4, causing significant delays. Concerns arise about the remaining competitions planned for Q4 and their potential impact on the 2024 cycle. In May 2023, Generation 2004 requested DG HR regularly update staff on planning, but this call remains unfulfilled. Given the substantial delay, DG HR is urged to keep staff informed as it is in the EPSO competitions and address outstanding questions in our latest note [7].
Impact of external competitions on internal competitions
The pause [8] in external competitions by EPSO (European Personnel Selection Office), along with uncertainty about when they will resume in the next year, has repercussions on the European Commission’s recruitment needs. This situation, previously experienced during the COVID-19 pandemic, can limit the number of externally hired ADs, subsequently affecting other recruitment linked to this figure e.g. the number of individuals hired internally through internal competitions. This is due to applicable ceilings, such as the 5% of total appointments for Contract Agents and 20% of appointments of ASTs to AD function group (via certification).
A call for change
Generation 2004 emphasises the need for the Commission to allow ASTs (permanent and temporary) to participate in AD internal competitions, a practice common in other EU institutions. This change would harness the talents of colleagues with decades of professional experience. We are also asking for the opportunity to have a social dialogue meeting in which we can provide constructive feedback.
In conclusion, the European Commission must address disparities in career opportunities and ensure equal chances for growth and advancement for all its staff members. By fostering a more inclusive environment and upholding the principles of fairness and transparency, the Commission can better realise its commitment to its people and to modernisation.
As always, we would love to hear from you. Please do not hesitate to get in touch with us [9] or leave a comment below.
If you appreciate our work, please consider becoming a member of Generation 2004 [10].
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[1] EPSO will, for the first time, open an AST competition to both AST and AST-SC colleagues (December 2023 [11]). *Update 22.12.2023 the AST competition to be made open to AST-SC colleagues has slid to February 2024. [2]*
[2] Superficially, this is odd, we know. Look at the salary scales [12] and you will see why: an AST 7 who passes a competition to become an AD5 would take a significant cut in wages. Nevertheless, (very) long-term they could, theoretically at least, earn more. Similarly: look at the contract agent scale: it is not linear. FGII grade 6 step 1 earns the same as FGIII grade 8 step 1.