Staff Survey 2021 


20,885 colleagues responded to the Staff Survey with hopes that their voices and opinions will be heard and proper policies put in place!

They deserve to receive the detailed findings with concrete measures that will subsequently be put in place!

While in its early days the Staff Survey struggled to gain the support of staff and DGs, R&D strongly supported this unique tool to get a clear insight into the situation within the institution. Over time, this has enabled us to receive more detailed analysis and to draw conclusions from it, calling for concrete action to be taken.


It was thanks to R&D‘s constant requests, following the disastrous results of the 2014 Staff Survey, that in 2016 this exercise and the results were finally taken seriously (« Staff Survey 2016 » – Renouveau & Démocratie ( Indeed, Ms Georgieva, then Vice-President, finally required each DG and Service to draw conclusions from the assessments made by the colleagues assigned to them. Thus, the analysis was taken into account and discussed at the level of each Directorate and Unit during ad hoc meetings with colleagues.

In 2018, the disclosure of the first results was rather hidden, highlighting the positive results while ignoring the negative ones. R&D had to intervene several times with Mr. Oettinger, Commissioner in charge of Human Resources, to ensure the greatest transparency and that all the results by DG and Directorate were published (Dissemination of the results from the 2018 Staff Survey: Thank you, Commissioner Oettinger, for having accepted all our requests and for putting an end to the charade! – Renouveau & Démocratie ( ). On this basis, R&D carries out in-depth analysis, based on scientific research on the various themes addressed, with the input of various experts at conferences (e-Conferences of the “Renard” – Renouveau & Démocratie ( and thus preparing its work programme (Programme-EN-impression.pdf ( ).

2021: Staff Survey launched in the midest of a pandemic and forced teleworking!

The last Staff Survey was launched last year. Despite the prevailing health crisis, according to the first summary results, 56% of you participated.

Again according to the first results, your opinion on the “Commission as an attractive place to work” and on “Well-being at work and work/life balance” has plunged.

This is all the more worrisome as these two issues are crucial for your future and that of the institution!

An employer who receives negative feedback from his staff on his image, well-being and working conditions can never attract new recruits and ensure cultural diversity.

The experts are unanimous: the staff is the ambassador of the attractiveness of its employer!

We are at the turning point of a major change in our working environment which will be reflected in our work organisation and our well-being! A quality of work-life policy is more than necessary in these uncertain times.

We need to accompany this change with all the necessary resources today, involving all the stakeholders in the institution and not centralising this exercise to a few key people.


This is why it is essential to disclose all the details of the results with the utmost transparency and to discuss them at the level of each Directorate-General and Directorate, …etc. .

R&D requests:

  • The details of the results by DG and AND by Directorate, …etc.
  • Details of the answers by staff category
  • Publication of the answers to the open questions

Cristiano Sebastiani,