*Update 05.11.2025 we have seen the article suggesting ending the EU civil service ^[1] and are evaluating its content. We intend to attend the staff event on the large-scale review of the Commission on Friday 21 November ^[2], as we encourage you all to do also.*

Original article: We intend to address the issues raised there in our response to the large scae review.* Generation 2004 invites all colleagues to a brainstorming session on the Large-Scale Review ^[3] – the new reflection exercise launched by the Commission to assess its structure and functioning.  While the official message ^[4] speaks of modernisation, agility and simplification, many colleagues are sceptical. We have seen in the past ^[5] – in 2004 and 2014 ^[6] – how such exercises ended in reforms that weakened staff rights and career prospects ^[7] (‘perspectives’).

Therefore, Generation 2004 invites you all to join for a staff conference and brainstorming session to share facts, discuss staff concerns, and consider what this “review” could mean for our careers, rights, and future, before decisions are taken.

3rd of November at 13.30-14.30

JOIN US

(link will follow)

Your experience matters – let’s speak up together for our rights, our careers, and our FUTURE!

Let’s make sure the voice of staff is heard before others decide for us!

Our concern has only deepened since it was announced that the High-Level Group will be chaired by Catherine Day ^[4], who also played a central role in the implementation of the 2004 and 2014 reforms of the staff regulations. How can this be presented as a “new reflection” when it starts with the same people who shaped the last ones? the Commission has become a less-attractive place to work with each of these reforms and the complexity has increased manyfold, what will make this review different?

Who would be the best person for the job?

While we acknowledge Catherine Day’s institutional experience, the choice of someone who retired nearly a decade ago, before the telework transformation and structural shifts of the COVID era, makes it harder for staff to believe this process will be forward-looking, particularly when it’s led by someone who will not have to work in an environment shaped by the results of that review. 

Bypassing staff representatives and staff committees?

The trade unions and staff associations (OSPs) have written to the Commissioner all together, requesting that staff representatives be formally involved in the High-Level Group and that there be clear guarantees that the Staff Regulations will not be reopened. So far, there has been no formal written reply from the Commissioner.

Instead, the administration referred to the October plenary of the Central Staff Committee, stating that the matter would be discussed there. Nevertheless, that meeting has now taken place, yet the issue was not addressed and no official response was given.

An unfulfilled agenda point cannot in any way replace a proper written answer to a joint letter representing staff interests!

Real, meaningful inclusion?

During the recent exchanges with DG HR, we were told that staff representatives could make proposals and possibly contribute to certain work streams within the Large-Scale Review. However, there were no clear details, commitments, or timelines on how such contributions would be taken into account.

We note that, despite promises of an “extensive consultation of staff and parent DGs”, there has been no real transparency, no published reports of the College of Commissioners, no clear planning, and no structured dialogue with staff representatives.

…or reinventing the wheel?

We also note no reference to staff consultations or evaluations which have already taken place, are we reinventing the wheel? Is the administration listening to what it’s already been told? We recommend starting with the following resources:

• European Court of Auditors, 2019, Special report no 15/2019 ^[7]: Implementation of the 2014 staff reform package at the Commission – Big savings but not without consequences for staff
• European Court of Auditors, 2020, Special Report 23/2020 ^[8]: The European Personnel Selection Office: Time to adapt the selection process to changing recruitment needs.
• European Court of Auditors, 2024, Special Report 24/2024 ^[9]: EU Civil service A flexible employment framework, insufficiently used to improve workforce management (and replies ^[10])
• European Commission, 2011, Report to the European Parliament and the Council equivalence between old and new career structures, Article 6 of the staff regulations COM(2011) 171/2  ^[11]
• European Commission, 2021, Report from the Commission to the European Parliament and the Council assessing the functioning of the Staff Regulations of officials and the Conditions of employment of other servants of the European Union (COM(2021) 439 final ^[12])
• the Staff Surveys ^[13] and their belated follow-up actions ^[14]: where are the evaluations of the effectiveness of those actions?
• Annual reports of the Mediation service ^[15], noting particularly their recommendations which are repeated and where no follow-up is shown ^[16]: see our work on this via the Central Staff Committee
  

  01/02/2022 (2022)740804

  Follow-up on 2020 Annual Activity Report presentation [17] + Annex 1 [18] + Annex 2 [16]

  SG [19] 17/03/2022

…or is it simply about the money?

The Commission’s claim of “people first” in its new HR strategy ^[20] feels increasingly hollow as actions speak louder than words. The 2004 and 2014 Staff Regulation Reforms ^[6] were heralded as necessary measures to reduce spending. These reforms achieved   ^[21]€4.2 billion in savings during the 2014–2020 period alone and are projected to save a staggering  €19.2 billion by 2064.  However, the cost of these savings has been borne almost entirely by staff. Evidence of this is that for an increasing number of staff, job security has become a luxury ^[22]. The Commission has increasingly turned to  using time-limited ^[23] contracts with low wages ^[22], creating a growing group of non-permanent staff who are dependent on the renewal of their contract and unable to say no to additional responsibilities or ‘voluntary’ ^[24] additional tasks or work.  These measures actively undermine any action to attract and retain top talent and fail to support existing staff. For those who do manage to stay, deteriorating conditions ^[24] and limited career opportunities ^[25] sap motivation and professional satisfaction.

Generation 2004 will remain vigilant, and we will keep asking the questions others prefer not to raise.  We can raise your questions.

If you have any information about the exercise, more details about how consultations are being carried out, or any questions or comments — please let us know ^[26]. 

As always, we would love to hear from you.

Please do not hesitate to get in touch with us ^[26] or leave a comment below.

If you are interested in becoming more involved or if you are thinking of standing in the November 2025 Luxembourg Local Staff Committee elections ^[27]
Please get in touch with us ^[28]by 3rd November 2025 at midday.

If you appreciate our work, please consider becoming a member of Generation 2004 ^[29].