R&D feels it is necessary to inform you about discussions currently taking place on the high-level joint body that is chaired by Mr Ersboell, and was set up following the conciliation that took place last March after the strike notice was lodged.

The body has just completed a first reading of various reform consultation documents; they reveal key differences in the way the trade unions and the administration assess these proposals:
- some pose no problem, or else even represent considerable progress (e.g. writing how to alter pay into the Regulations);
- others have clearly been drawn up too quickly and they are not applicable in their present state (e.g. reports);
- and other poorly designed proposals contribute no significant added value compared with the present system (e.g. promotions).

Strengthening career structures – or breaking them up?

With regard to the consultation document on strengthening [sic] career structures, which will be one of the key points of discussion, R&D has studied Option A (‘Reform of the existing system in favour of a more linear career’) and Option B (‘A new career structure for an entirely linear career’); both were proposed by the Commission on 28 February.

At this stage, discussions undertaken, and contacts made, by R&D underline the enormous risks involved in negotiating with a Council that will focus on a large number of proposed alterations to the Regulations flowing from Option B – despite commitments from Mr Kinnock that will not survive for long in the Council…

As a result of the Commission’s right to initiate rules (droit d’initiative), it exercises control over proposals: the Commission must make use of this right in such a way that it does not present draft rules that could totally change the nature of the Regulations, and with the serious possibility of there being lasting deterioration of careers, pay and pension rights.

That is why, R&D will continue to speak out against the linear career proposal and the plan to make draconian reductions, and will seek adjustments to the present career systeme l’option A.

In response to the zeal, enthusiasm and excessively argumentative style that Mr Kinnock displayed when defending his linear career project (Accurates information on the more linear career system-http://www.cc.cec/home/admref/en/html/LCSrebuttal.htm) R&D that has no time for sterile debate – prefers on this occasion to hand over to the Secretary-General of the European Parliament, Julian Priestley. In a letter dated 28 March to the EP Bureau, he wrote that the first approach envisaged by the Commission (i.e. Option A) had the advantage of not excessively disturbing the present arrangement with regard to both its effects on staff and administrative management. The issue of bottlenecks impeding promotion to the next higher grade could be resolved – as the administration of the European Parliament is currently in the process of examining with staff representatives – by the introduction of new continuing professional training that was focused on the Institution’s needs, and which would open the door to a higher grade. By contrast, the second approach (i.e. Option B – the linear career) planned by the Commission was tantamount to a review of the entire career structure in the European public sector, and would mean the reclassification of over 25,000 officials currently in post: it would also involve an inevitably very complex mechanism that had yet to be defined, and was likely to trigger a mass of disputes. Linear careers, according to Mr Priestley would probably reduce current bottlenecks between the various categories, but it would be necessary to establish a match between the measure adopted and the resulted obtained (and justify it), and provide the necessary guarantees in terms of skills and professional knowledge so that the passage to certain higher grades is effectively the same as the current passage to a higher category, and does not open the door to slippages.

 Mr Kinnock will undoubtedly, as he has already done in respect of information passed out to the trade unions, announce urbi et orbe that it is yet again a matter of allegations and remarks that have no foundation, and are therefore totally fallacious.

 R&D will ask staff to consider just one thing: is a wish to reduce bottlenecks the real reason why Mr Kinnock defends his linear career proposal with such ardour despite the fact that it will bring about a review of the entire career structure in the European public sector?

 R&D will keep you fully informed of the Ersboell Group’s first achievements.

The Executive Committee

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