BREAKING NEWS!
The new multi-annual programme of internal competitions has been announced,
including the new AST to AD internal competition!
R&D would like to thank Mr Quest for announcing a structural policy for internal competitions.
Our voices have finally been heard! Well, better late than never…
R&D reiterates the need for a real staff policy with clear career prospects for all and with a much stronger role for DG-HR and Staff Representation.
Mr Quest, Director-General of DG-HR.S announces the new multiannual programme of internal competitions, in his interview in Commission en Direct of 5/2/2025 (DG HR Director-General on new recruitment model)
First and foremost, we welcome this announcement, which puts an end to the abhorrent practice, which R&Dhas always denounced, of internal competitions organised mainly, if not exclusively, at the end of the College’s term in order to give tenure to colleagues in cabinets.
Concerning our AST colleagues: finally internal competitions to become ADs. A victory for R&D
Among the various things mentioned, we warmly welcome Mr Quest’s specific reference to the fact that Assistant Colleagues (ASTs) will have the opportunity to participate in internal competitions to become Administrators (ADs).
This “revolutionary” model of internal competitions has been in place for some time in other Institutions with the same Staff Regulations (e.g. the Committee of the Regions); in response to the constant requests and suggestions from R&D to follow the example of other Institutions as regards the internal competitions allowing AST-SC colleagues to become ASTs, DG-HR.S has always replied that “such competitions are not possible according to the Staff Regulations”.
As the largest trade union in the European civil service, we are committed to defending the uniqueness of the Staff Regulations and their equal application in all institutions, while ensuring that Commission staff are not disadvantaged.
Thus, R&Dprovided evidence of the procedures organised by other institutions, which showed that our demands were fully compatible with the Staff Regulations and in fact, it appears now that this type of internal competitions is indeed possible also for the European Commission and, better late than never, the administration has decided to go for them.
This is already a very important first step for our Assistant colleagues, who have become increasingly frustrated in recent years with the certification exercise often perceived as a selection mechanism too much based on the subjective opinion of the management and not always duly recognising the merits of ASTs colleagues, especially for the less visible ones, working “far from the sun”.
Concerning our AC colleagues : “facta non verba”
We are glad to notice that concerning our colleagues facing precariousness, Mr Quest mentioned in his interview that the DG-HR “will have a comprehensive approach to non-permanent staff, in particular contract agents”.
R&Dwill wait to see how this comprehensive approach will be materialised into concrete actions with real impact and career prospects.
Concerning our AST-SC colleagues : time to catch up
Now that, thanks to R&D‘s efforts, the alleged legal impossibility of organising internal competitions for AST-SC colleagues has been ruled out, we expect DG-HR to make up for lost time in pointless legal discussions and come up with an honest and generous plan to offer real opportunities to our colleagues.
R&D can never forget how these colleagues have been treated, both in terms of promotions and of internal competitions. That is why we will never give up the cause of AST-SCs and will always shout that AST-SCs colleagues are not “children of a lesser God” (All we are saying… is give AST-SCs a chance! – Renouveau & Démocratie).
Concerning our AD colleagues … all AD colleagues and not only those in the cabinets
In his interview, Mr Quest didn’t mention anything about the higher AD and AST grades. The administration needs to be able to offer solutions and ways to motivate staff in all categories and in all grades …and not only at the end of the College’s term.
The devil is in the detail and the road to hell is paved with good intentions
We are confident that these announcements will be accompanied by actions.
We request HR to provide a detailed short-term planning of internal competitions for all categories and grades to offer real opportunities for staff to succeed. Compared to what we saw during the 2022-2024 Internal Competitions, we expect a higher frequency, more posts for laurates, more fields and gradings that reflect the professional experience of colleagues.
But unfortunately, the good news stops there!
The announcement of how future open competitions will be organised and the decentralisation of these procedures to the level of each DG and Service do not in any way offer the guarantees of transparency and equal treatment that candidates are entitled to expect from our institution.
It is clear that the disastrous management of EPSO, which the Commission and the other Institutions have not been able to correct despite the requests of the staff representatives, must not be used as a pretext to call into question the principles and guarantees which must be taken into account when organising any open competition.
The coordination measures envisaged by DG-HR, with no clear role for staff representation, do nothing to alleviate these fears.
As many different staff policies as there are DGs and Services ? Facing the scenario of the “disappearance” of any real governance at central level ?
This approach presented for the organisation of future open competitions, which so clearly limits the role of DG HR and staff representation, is just the latest example of increasingly decentralised governance, which R&D firmly rejects, as it does nothing to ensure the fair and transparent implementation of any staff policy throughout the institution, opening the door to as many different approaches and staff policies as there are DGs and Services.
DG HR cannot play just a “pale notary” role
R&D calls for effective central governance of the implementation of any aspect of the staff policies.
DG HR cannot play just a “pale notary” role, registering the practices of the DGs and Services, recording requests for derogations … all this without any real power or political willingness to intervene to correct them, being “intimidated” by the “lamentations” of the services concerning an allegedly over-rigid attitude on its part, when everyone can easily see that never before has the DG-HR had such a reduced role in terms of governance at central level.
Staff Representation’s role is crucial and cannot be forgotten!
Similarly, and naturally, in this unacceptable “disappearance scenario” of any central governance, the Staff Representation seems to disappear and “be forgotten”; at every opportunity and any proposal made, the staff representation is perceived as an “obstacle” to the implementation of this excessive decentralisation, and all its legitimate demands are rejected as alleged “co-management” measures whereas this is, by no means, the case.
On the contrary, the Staff Representation is a key player in ensuring the fair and transparent implementation of any Staff policy throughout the Institution.
Cristiano SEBASTIANI
Chairman