Self-Assessment conference in Brussels

Are the Assessment and promotion exercises really independent from each other?

We say this is not entirely true!

Your report may indeed be only one of the elements taken into account when your DG prepares the draft promotion list… but the language of your appraisal will decide the fate of your appeal if you launch one for not being proposed.

Therefore your self-assessment and the evaluation by the reporting officer must very positively mirror your performance.

Want to know more about DO’s and DON’Ts of self-assessment and appeals?

Join our lunch-time event on the unwritten rules of the appraisal and promotion exercises.

WHEN: Thursday 10 JANUARY 2019, 12.30 – 14.30

WHERE: Grande Salle CCP (Rue de la Loi 80 Ground flr)

Web Streaming recording
To ask questions when using web streaming please register to our website and use the comments section at the bottom of this page to do so. We will monitor it and will try to answer question during the event. If that is not possible we will do so afterwards.

Conference materials:

15 thoughts on “Self-Assessment conference in Brussels

    1. Hi Kelly,
      Thanks for your question.
      What do you mean by advisor? Is it maybe a mentor role to offer guidance to the trainee or more of a coordinator of the work of the trainee? Or is it something else?

      1. Hi Fabricio, blue book trainees are placed under the responsibility of an adviser (official in the unit the trainee is placed). More detail on the role and corresponding obligations is available here:
        I was wondering if this activity can be taken into account when answering to the question if one has been nominated by the administration for certain tasks (ref. slide 3).

        1. Thanks for the link. I wasn’t aware such role was officially defined but it’s actually a good thing it is. 🙂
          It seems to be a mentor on steroids. It involves not only mentoring but also monitoring of the trainee’s behaviour.
          It surely is something to mention in your report but it is mostly an operational role, which I suspect was assigned to you by your direct manager or DG hierarchy and not by DG HR. If this is correct then it doesn’t fall in the category of work referred to in the “General comments / Dialogue” tab of the report.
          I hope this helps!

          1. Indeed, you are right, it was assigned by my HoU (and informed to DG HR). Thank you for your answer, it is clear now.

  1. This will be my first self-assessment as a permanent official. Do you have an example or examples of good models to follow?

    1. I don’t think we have gathered a library of examples. But I’ll ask my colleagues if they have anything on this and will come back on it later.

  2. ‘Responsibilities’: one would think of listing the tasks one has been attributed in the task list and job description. Yet the sysper description ‘..type of responsibility taken on by the jobholder…’ seems to suggest additional responsibilities taken on [on top of normal tasks], demonstrating initiative. So what are we supposed to put there exactly?

    1. Hi McDo!
      It does seem we have to create a more hands on and example based presentation for the future.
      Thank you for your feedback.

  3. Just a general comment on the presentation, I would have welcome focussing more on how to fill in a self-assessment, and less on the complaint process, which in the end was really what you were talking about. Not really on anyone’s mind surely at this time…

    1. Thank you for your comment. We will take it into consideration for future editions.
      Another user also asked about examples and as I replied I do not think we have created a set of them yet.

    1. Hi,
      It was when you asked this morning… 🙂
      Meanwhile we have just published our latest issue. Let me know if you didn’t get it.

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