Between 2015 and 2018, 1,264 permanent AST positions were eliminated as well as 409 temporary AST positions (ref.: HR Statistical Bulletins). These job cuts have inevitably led to work overload.
In addition, AST colleagues are facing increasing difficulties due to:
- publication of a very limited number of vacancy notices, often intended for the most likely candidates, resulting in almost non-existent mobility;
- limited career opportunities;
- AST positions systematically replaced by CA or AST/SC colleagues;
- lack of recognition of AD tasks performed;
- non-transparent selection procedure for the access to certification giving too much weight to the goodwill of the DG.
- the setting of a real mobility policy for AST staff;
- the consideration of all AD tasks in the career development as well as in the promotion exercise;
- similarly to the recent approach of the Committee of the Regions, the organization of internal competitions enabling AST colleagues to access the AD category;
- the revision of the certification procedure ensuring a more equitable selection of candidates that does not depend on the sole discretion of the DG, with credible appeal procedures that can correct errors and abuses;
- the reform of procedures allowing the appointment of senior assistants.