Welcome to the fourth edition of our Newsletter!
This month’s edition reflects a growing sense of transition across the European institutions. A major focus of this edition is the evolving landscape of EPSO competitions and internal career progression. We take a detailed look at the new cognitive testing introduced in the AD7 internal competition [1] and provide practical guidance through a dedicated legal overview of complaints procedures, administrative queries and available legal remedies [2]. We also analyse the recent technical difficulties surrounding EPSO’s AD7 Data Management competition, [3]with wider implications of the new TAO testing platform, and take a look at growing concerns regarding the coherence of the Commission’s internal competitions strategy, following the publication of COM/AD/106/2026 [4] and the exclusion of AST colleagues from certain career opportunities despite their operational experience.
At the same time, we continue following developments linked to the Large-Scale Review and the future of non-permanent staff within the institutions. In this context, we express our support for the Contract Agents’ collective petition [5] and discuss key issues affecting contract agents.
In parallel, we address the growing economic pressure affecting staff. Following recent social dialogue discussions with DG HR on the energy crisis [6], we explore the consequences of rising energy and transport costs, but also the potentially longer-term effects on food prices, household purchasing power and living conditions [7] for colleagues across different staff categories. We continue to advocate for pragmatic flexibility measures and targeted support where necessary.
Staff wellbeing and institutional responsibility are also central themes this month. We raise concerns regarding the gradual externalisation of preventive healthcare services and the future role of the Medical Service [8]. In parallel, we publish a strong reflection on IDOC procedures [9] and due process guarantees, examining broader questions of fairness, proportionality and respect for fundamental rights within administrative investigations.
For colleagues based in Luxembourg, we also provide practical guidance on acquiring Luxembourgish nationality [10] and the potential implications for expatriation and foreign residence allowances.
Last but not least, do not miss our conference on reclassification and promotion appeals [11], taking place at lunchtime on 11 June, as well as our trainings (EPSO AD7 Audit self-study exam packages [12] and study group [13], and AD7 internal competition SHL G+ exam packages [14]).
That’s all for now!
Enjoy the reading and do not hesitate to get in touch [15] if you believe we can help.
toolTips('.classtoolTips23','Contract Agents (CAs) were created by the 2004 staff regulations Reform. There are two types of CA: those with unlimited contracts, 3A [16] (‘indefinite’) and those with time-limited contracts [17], 3B [18]. CAs can belong to 4 different function groups (\'GF\') with different responsibilities and salaries [19].
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 [20]: 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 [21] (here is the cover e-mail [22]).
As a background you can see the report of the Commission to the Council regarding the recruitment of the contract agents in 2010 [23] (in French, COM(2011)802 final 23.11.2011).
Our articles on Contract Agents [24]
'); toolTips('.classtoolTips24','Formal negotiations and meetings between the representative trade unions and staff associations (OSPs [25]) [Organisations syndicales et professionnelles] and HR.'); toolTips('.classtoolTips27','Formal negotiations and meetings between the representative trade unions and staff associations OSPs (Organisations syndicales et professionnelles) and HR.'); toolTips('.classtoolTips45','Investigation and Disciplinary Office of the Commission https://myintracomm.ec.europa.eu/staff/en/staff-conduct/idoc/Pages/index.aspx [26]'); toolTips('.classtoolTips47','Trade union or staff association (OSP) [Organisation syndicale et professionnelle]');