News
>> 02
April 2009
CDR 2009: R&D working to make the
Method works
This
year's pay rise needs to compensate for some of the losses
to our purchasing power that we suffered over the past few
years! Between 2004 and 2007, EU staff lost 2.3% of their purchasing
power in the framework
of the actual application of the 'method' for annual salary
adaptations, as combined with pension contribution increases
and a 'special levy' imposed by the Kinnock reform that is
increased every year until 2012 
More
about
>> 31
March 2009
CDR 2009: Iniquities and dangers
of the present CDR Exercise
In
the framework of the new CDR, some DGs will try (or are trying)
to convince colleagues that getting 3 points is 'normal'- equivalent
to 'medium/sufficient'. That is totally wrong!
More
about
>> 18
March 2009
CDR 2009: Watch out for traps!
practical advise
R&D refused this new system
and pointed out its dangers to staff right from the start.
R&D is engaging in information meetings with staff of all DGs and Commission
sites.
R&D experts accompany you at each and every stage of the procedure in order to
help you to identify
the traps of the new system and to avoid them. More
about
>> 6
March 2009
CDR 2009: Assessment and careers:
No transparency means abuse and cronyism !
As
we were expecting, transparency is not the 1st quality of the
new evaluation and promotion system. Most of you contact
us to get help because of the difficulties encountered by the
new system. As we are always at your service, R&D
makes its specialists knowledge available through. Here are
the planned information meetings: More
about
>> 26
January 2009
CDR 2009: Assessment and careers:
No transparency means abuse and cronyism !
Here are the initial problems and dangers
that implementation of the scheme is already beginning to throw up:
- Dialogue with no “outcomes";
- Untenable comparison;
- Limited opportunities for appealing;
- Opportunities for extremely rapid career acceleration for some;
- Weighting of the three appraisal criteria;
- Excessive transparency and efficiency; More
about
>> 26
January 2009
CDR 2009: A RECIPE FOR MORE CONFUSION AND FRUSTRATION
Despite the unanimous opposition from all
the trade unions to the new appraisal and promotion system, the evaluation
of thousands of colleagues has commenced without any prior testing,
and without any assurance that all the essential elements of the procedure
have been clarified. 
,
is extremely aware of the confusion in which staff find themselves,
and has decided to publish this “Renard Déchaîné” both to prepare colleagues
and to be in a position to defend them. If improvements in terms of
transparency and objectivity are not forthcoming from the ADMIN.
will
not hesitate to call on staff to respond significantly. As the first
part of the CDR is broadly similar the one carried out last year, readers
will know very well how to structure their self-appraisals.
More
about
>> 12 December 2008
The new appraisal and promotion system.
Going from VERY BAD to EVEN WORSE?
As soon as Vice-President Kallas arrived in post, he was able to identify the
damage done by the appraisal and promotion system that had been ushered in to
a fanfare of trumpets by his predecessor, Vice-President Kinnock. Kinnock, as
everyone will recall, had promised every one of us a transparent rapid-career
system. Sadly, we have (every one of us) had to deal with appraisal problems
arising out of promotion, an arbitrary and random dose of priority points meted
out by Directors-General, thresholds that have slipped further and further out
of reach despite the fact that we have increased our contributions – just when
you thought you’d been promoted.
And was it not the same Mr Kallas who was so quick to commission a report from
an external consultant, which merely confirmed what all officials already knew
about the damage caused by the CDR?
So it was decided to alter the “Kinnock System” radically... I More about
>> 7 avril 2008
NOTE A L'ATTENTION DE M. KALLAS
Objet: Révision des
modalités d'évaluation et de promotion – refus de
l'Alliance. Pour
en savoir plus
LLIANCE: 
:+32(2)2955676