Despite the promises made during the 2014 reform, non-management AD colleagues continue to experience a lack of recognition of their skills and are increasingly faced with career blockages and limited mobility opportunities.
Too often within services, managers who do not have all the technical skills necessary to carry out their mission are unable to establish an effective collaboration with the members of their team, including the most experienced ones, and instead engage in purely authoritarian approaches in trying to impose their views without a real dialogue.
As in many other organizations, our institution needs to put in place an early talent discovery policy to support the career development of both AD colleagues who have access to management positions and other colleagues with a more specialized profile so that they can continue their career, be valued and recognized as experts in their field.
- to reform appointment procedures in order to guarantee more transparency and fairness for access to management positions (see below);
- set up a genuine career path outside of management for specialized profiles allowing early detection of talents and enhancing the skills of these colleagues, particularly through high-level training and temporary secondments to specialized organizations;
- to reform the procedures allowing the appointment of senior experts.