Showing posts with label Post2004. Show all posts
Post-2004 10 years after...
It would be unfair to deny the harmful effects of the 2004 reform on colleagues recruited after 2004 as the Commission is doing, or even
worse to exploit their expectations for the benefit of cabinet members like it
has happened during the recent scandalous internal competitions!
What does
the famous Article 6 say?
The former Staff Regulations provided
for the drafting by the Commission of an annual report to ensure "the
equivalence between the average career progression in the career structure in
force before 1 May 2004 and progression of the average career in the career
structure in force after 1 May 2004".
The latest version of this report, which presents a comparison of two completely closed career structures, concluded that "administrators with experience tend to earn less, while secretaries / clerks earn quite more."
The latest version of this report, which presents a comparison of two completely closed career structures, concluded that "administrators with experience tend to earn less, while secretaries / clerks earn quite more."
The comparison was made from the career of officials
who retired before 1 May 2004 and those who were recruited after 1 May 2004: in
other words, it compares two populations who have never met.
Staff regulations in force from 1 January 2014 actually do not mention this report anymore. Anyway a new version of the report would show
nothing new compared to the previous report, except that blocking AD and AST
careers (supported by a union claiming to defend post-2004 staff and
imposed as part of the 2014 Reform) will instead penalize the same post-2004 staff and
make the equivalence of careers even more illusory.
Under these conditions, it was therefore too easy for DG HR to confirm
its analysis and deny the obvious problems of our post-2004 colleagues which R&D, for its part, has always denounced.
Why do post-2004 colleagues rightly feel that their career is not
equivalent to that of colleagues recruited before 1 May 2004?
The reason is simple: we compare our careers with the
ones of those who were recruited before 1 May 2004 and are still working. This
comparison is totally absent in the abovementioned report.
R&D can, however, provide hereafter an answer to all colleagues who do not understand the refusal of DG HR to recognize a difference between the two career structures, which seems indisputable.
R&D can, however, provide hereafter an answer to all colleagues who do not understand the refusal of DG HR to recognize a difference between the two career structures, which seems indisputable.
On which basis did R&D compare
the two career structures?
R&D has chosen two indicators to compare the career
structures of PRE and POST-2004.
- What is the current grade, after 10 years of career,
of colleagues recruited between 1 May 2003 and 30 April 2004 (PRE-2004) and
colleagues recruited between 1 May 2004 and 30 April 2005 (POST-2004)?
- What is the current grade of colleagues between 40 and
43 years old, recruited before 1 May 2004 (PRE-2004), and recruited after 1 May
2004 (POST-2004)?
These indicators are not intended to estimate, as did
the Commission, the difference, down to the euro, between typical average
careers yet largely hypothetical.
These indicators allow, on the other hand, to
evaluate on an actual basis, firstly, the career difference between
populations recruited one year apart (before and after the reform) and,
secondly, the career difference, at a particular age, between populations
recruited under two different Staff regulations.
And the results are quite different from those
obtained in the Commission's report!
Current grade, after 10 years of career, of colleagues recruited between 1 May 2003 and 30 April 2004 (PRE-2004) and colleagues recruited between 1 May 2004 and 30 April 2005 (POST-2004)
Current grade of colleagues between 40 and 43 years old, recruited before 1 May 2004 (PRE-2004), and recruited after 1 May 2004 (POST-2004)
In keeping with its policy, R&D conducted and will keep on conducting comprehensive
analyses and proposing legally founded initiatives.
R&D is not only interested in one single issue - the career of a minority - but is involved in all aspects of professional life of ALL staff: career, evaluation, promotion, pensions, statutory rights, working conditions at the office and any other aspect relevant to our professional life.
R&D is not only interested in one single issue - the career of a minority - but is involved in all aspects of professional life of ALL staff: career, evaluation, promotion, pensions, statutory rights, working conditions at the office and any other aspect relevant to our professional life.
R&D welcomes the commitments made by President Juncker, putting fairness at the heart of his action and showing the desire for a more inclusive staff policy as expressed by Vice-President Georgieva, which will be permitted by the resources freed by many upcoming retirements.
At the same time, following the same principles that have always driven its action, R&D will always keep on defending the post-2004 colleagues in all contexts.
Internal competitions: free consultation with our lawyers
AD10 (COM/1ADV10/13) - AD 12 (COM/2/ADV12/13)
AD7 (COM/1/AD7/13) - AD8 (COM/2/AD8/13) - AD9 (COM/3/AD9/13)
AST 3 (COM/1/AST3/13 - AST4 (COM/2/AST4/13)
Throughout the whole procees, R&D has assisted unsuccessful applicants by providing them with “request for review” templates and Article 90 templates drafted in close cooperation with specialised lawyers (R&D, its legal team and its lawyers).
Following the publication of the reserve lists, R&D is available to assist concerned colleagues and help them formulate an appeal where possible.
FREE CONSULTATION with the R&D lawyer and our experts
R&D has decided to provide to ALL UNSUCCESSFUL CANDIDATES of these internal competitions a FREE CONSULTATION with our lawyer and our internal experts.
If you wish to make an appointment do not hesitate to contact us by email at OSP-RD@ec.europa.eu
OUR POSITION
We share our colleagues’ deep disappointment regarding the results of these competitions:
Who could enthuse a system that, even if applied without blunders, would only combine the statistically insignificant likelihood of success with a pathetic approach that instead of increasing promotion opportunities by adding the laureates on the list of those promoted… would remove their job positions from the number of normal promotions, and this, despite a chronic shortage compared to the quotas of statutory means intended for the maintenance of a so-called career equivalence since… 2004?
We wish to remind you that as soon a the internal competitions were presented, R&D did not fail to point out all the limits and dangers of the chosen approach and its implementation (Renard déchaîné - juillet 2013 ; Internal competitions: the truth will be out! ; Internal competitions - R&D always at your side!) R&D underlined that these procedures were far from bringing even the start of a solution to the career problems suffered by our post-2004 colleagues.
R&D will not allow poor political decisions at the root of these internal competitions to become an excuse not to organise other ones in the future, thereby depriving the post-2004 and contractual agents colleagues of an ESSENTIAL tool to improve their situation!
NEXT STEPS
The Commission promised to carefully evaluate the results of the recently concluded competitions before organising any future ones. To this end:
1.R&D will make available a detailed technical and political analysis of these competition results to staff and the administration, once again pointing out the problems and limitations in both the conception and implementation of these procedures
2. Following the shameful manipulation of these internal competitions by the Barroso Commission, R&D will appeal to President Juncker in order to start a discussion with trade unions for agreement on effective measures, to be implemented in a transparent and fair manner, which could meet the legitimate expectations of our colleagues.
Internal competitions: the truth will out!
Enormous, for it concerns thousands of POST 2004 colleagues, who, once again, have been badly let down.
Charade, for these unofficial "promotions" have simply been removed from the quotas of the normal promotion exercise to allow these nominations to take place.
Charade, for the nature of the selection test and the choice of the questions showed a massive bias in favour of the Cabinet staff.
R&D's critical view on the subject was perceived at first as a smear campaign… but now the truth is out: out of the 40 laureates of the AD12 competition: 15 come from a Cabinet, to which one may add 5 Temporary Agents "linked to a cabinet" and one Temporary Agent working at EPSO… i.e. more than half the laureates on this list!
Guess how many laureates came from BUDG COMP, DGT, DIGIT, EAC, ECFIN, EMPL, ENER, ENTR, HOME, HR, MARE, MOVE, OIB, OIL, OLAF, OP, PMO, RTD, SANCO, SCIC and TAXUD? A grand total of none! Yes, you read it right: zero! Despite the fact that the population covered by this competition in these DGs represented a few thousand potential candidates. While the Cabinets, with only a hundred people, has 21 laureates.
R&D is not here to persecute the Cabinets, nor to deny the merits of Cabinet staff. Through these messages about golden parachutes, the internal competitions, the eligibility of ALL AD12/13 of the cabinets to the promotions exercise, R&D merely intends to defend the rights and expectations of all staff, and not to remain silent on any of the dodgy dealings that we are made aware of. European Commission careers cannot be handled like the World Cup, where the officials would be the audience, who pay dear for a ticket and end up with a slow career, while the phony Messi, Neymar and Ronaldo from the Cabinets get a penalty kick into an open net!
In the midst of this economic, political and institutional crisis, when citizens are being squeezed from every angle, the last thing they need to see is the European Commission following such bad personnel management practices. Not only does this maladministration badly impact the staff, but it also negatively affects the European spirit and jeopardizes the reputation and perspectives of the Union.
R&D commits to contact as soon as possible the new president of the European Commission to ensure that the POST 2004 issue becomes one of the priorities of the new college.
INTERNAL COMPETITIONS AD/AST: R&D invites you on Tuesday 4 February
R&D is preparing Art. 90 claim models to be made available to unsuccessful applicants in these competitions, but our assistance doesn't stop there! Since each case deserves special attention, we will provide you with personalised advice and an individual follow-up case by case.
Join us in the LSC meeting room (bdg.63) at 12.30 on Tuesday 4/2!
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