*Update 10.04.2024 CA 3b are more than half of all contract Agent staff at the Commission. Check the figures below[1].* Original article: How staff performance is managed in an organization determines to a large extent the success or failure of this organization. Indeed, a central reason for the use of performance appraisals is to improve staff’s performance. Appraisals can be valuable tools for communication with staff about how the job performance matches organizational expectations, and thus can contribute to an organization’s higher effectiveness. The other fundamental justification for performance appraisal includes Talent Management policy as a basis for any employment decision like promotions, terminations or transfers.
Therefore, improving appraisal for every staff member should be among the highest priorities of a modern organization, especially of the European Institutions which should give example to all Member States. This is valid for permanent officials (see articles above) but also for temporary staff.
What is the European logic behind the annual appraisal for colleagues CA type 3b?
Referring to the new general implementing provision = GIPs (in force since 2017), any eligible contract agent type 3b must be assessed as from his/her third year of engagement[2]. The whole appraisal process involves several steps, from self-assessment to dialogue with the Reporting Officer until the final report. Theoretically, it is an important opportunity for every agent to take stock of the past year and reflect on the future. Furthermore, this exercise should help the agent to answer two key questions:
- “What are the organisation’s expectations for me?”
- “How am I going to meet these expectations?”
However, for contract staff “3b” there is no evaluation of the general performance (“satisfactory” or “unsatisfactory”); so the appraisal reports for contract staff “3b” will be finalized with the “N/A” conclusion. Is this really the best practice to improve staff’s motivation and efficiency? Moreover, despite the fact that Contract Agents type 3b are subject to an assessment of their competences, performance and conduct in the service, merit and performance cannot be rewarded since there is no possibility for a reclassification decision.
In the real, professional life outside the EU Institutions…..
When appraisals are not carried out appropriately, legal issues can result that place the organization at risk. Appraisals are often used in organizational disciplinary procedures in addition to promotional decisions within the organization. If the improper application and use of appraisals affect employees negatively, this can lead to legal actions against the organization. The Commission is very insecure about its treatment of CA3bs, maybe this explains why its appraisal procedure is void of any real content as far as Contract Agent type 3b are concerned.
[1] 3bs make up over half of all contract staff:
| 3a | 3b | total | |
| 2020 | 3496 | 3947 | 7443 |
| 2021 | 3529 | 3949 | 7478 |
Figures are taken from Annex 2 [1] in the table of CSC notes below.
| Sending date n° Ares |
Title of Central Staff Committee note | Reply & date |
| 06/02/2024 (2024)887510 |
Renewed request for Statistical Data on the use of Contract Staff [2] | |
| 25/04/2023 (2023)2911987 |
Request for Annual Report on the use of Contract Agents and statistic data [3] | HR [4] Annex 1 [5] Annex 2 [1] |
[2] C(2017)6760 final [6] Title III, Article 12(1-3).
toolTips('.classtoolTips23','Contract Agents (CAs) were created by the 2004 staff regulations Reform. There are two types of CA: those with unlimited contracts, 3A [7] (‘indefinite’) and those with time-limited contracts [8], 3B [9]. CAs can belong to 4 different function groups (\'GF\') with different responsibilities and salaries [10].
As the use of contract staff becomes increasingly common, there has been a corresponding increase in the diversity of status and pay of the Commission’s workforce. For example, GFIV contract staff meeting the same minimum recruitment requirements (education and experience) as junior administrators may earn 28 % less. (European Court of Auditors, 2019, Special report no 15/2019 [11]: Implementation of the 2014 staff reform package at the Commission – Big savings but not without consequences for staff, point 61, page 34)
We have a working group dedicated to the dossier, and in December 2012 we addressed the first of many letters (\'notes\') about Contract Agents to Human Resources of all Institutions and agencies [12] (here is the cover e-mail [13]).
As a background you can see the report of the Commission to the Council regarding the recruitment of the contract agents in 2010 [14] (in French, COM(2011)802 final 23.11.2011).
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