Promotions

How the promotion system works, and why you might be disappointed with this year’s promotion exercise

Promotions, z Newsletter article Print This Post

As every year, the decision of who to promote or not will be largely driven by a set of crude quotas supplied to DGs by DG HR. Because of the clumsy way quotas are calculated many hard working colleagues who have performed well will be left scratching their heads, disappointed at their lack of promotion.

To explain the problem, let us visualise two different DGS with 6 colleagues at each DG of the same grade, where the grade in question has a promotion rate set by the staff regulations of 33% (e.g. AST3->AST4, AD8->AD9, etc.) implying an average promotion rate of 3 years: Continue reading How the promotion system works, and why you might be disappointed with this year’s promotion exercise →

Promotions: adapted Article 90 template available in January

Newsletter #20 - Dec 2016, Promotions, z Newsletter article Print This Post

Every year G2004 provides support to members but also colleagues irrespectively of their trade union affiliation in defending their rights in the framework of promotions exercise. We congratulate everyone who received their welldeserved promotion this year. For those of you who did not find their names on the list of promoted officials for 2016 we offer our support for an article 90 appeal. During this year’s exercise G2004 representatives in the Promotions Committees deposited an objection note (for AD and AST) which will give additional factual weight to the claims of all who decide to launch an appeal. Our new adapted template will be available in January.

Candy Crush 2014

Certification, Features, Promotions Print This Post

OCTOBER 2014 – Candy Crush 2014: How DG HR plans to circumvent the statute and use more EU admin budget to benefit top-earners without management responsibility

Candyland

You may remember that in our June newsletter we had expressed the hope that the Commission would make positive use of the new provisions in the staff regulations, which (justifiably) limit the career progression of AD12+ staff without any management responsibility. Continue reading Candy Crush 2014 →

Internal competitions (ICs) and promotions: bad habits never die

Newsletter #1 - Dec 2013, Promotions, z Newsletter article Print This Post
  • Participation rates of up to 28 colleagues per post (a mere 3% probability of success…) in the internal competitions demonstrate the urgent need for a comprehensive and holistic remedy to the injustice brought about by the 2004 reform and its aftermath. Moreover, figures also show that the probability of success varies widely between grades and fields. Generally speaking, the higher your starting grade, the higher your chances. Also, choosing HR and budget management as your field was apparently a good idea. Another inexplicable feature of these ICs is the imposed minimum grades, comparable only with introducing minimum income as eligibility criteria in open competitions. Generation2004 is working on an in-depth assessment of the ICs which will give more details and also highlight the major shortcoming of the IC in comparison to the Generation2004 proposal tabled earlier this year.
  • Generation2004 has been most active in this year’s promotion exercise. Our representatives attended virtually all working group meetings including those concerning mostly pre-2004 staff. We were successful in achieving a significant amount of down-cascading. Nevertheless, with the new promotion rules in place and the abolishment of the point system, seniority in the grade has again become the unwritten rule of the game. As this impairs disproportionally colleagues with a lot of experience outside the Institutions as well as those who hold demanding posts, it is a major shortcoming of the current promotion system. IT MUST BE  ADDRESSED. NOW.