1. Reduce instability by:
- firstly, a mass recruitment of
AST/SC staff in the place of the CA FGII. Holding external competitions will
allow current FGII staff to enter these and pass them (statistics show that
external competitions are more beneficial to internal candidates, including
their job search if they pass). The growing number of successful AST/CA external
candidates will automatically increase the number of successful internal
competition candidates, since the latter depends on the former (5%).
- secondly by the granting of, on the
basis of transparent selection, 400 AT posts to CA staff with 6 years of
seniority. Under these conditions these employees will be able to
participate in an internal competition for permanent positions, less restrictive
than the competitions open every three years to contractors.
2. Provide a job market that is open and
accessible, initially for all of the Commission’s services, including the
executive agencies, and then for all of the institutions. The goal is to enable
colleagues, good professionals, to keep a job, and to enable staff on permanent
contracts to have other career paths and prospects, thus improving their skills
and avoiding repeated demotivating experiences. To achieve this, organise
regular transfers on a voluntary basis.
3. Extend CAST lists, which would facilitate the
hiring of employees that have passed the competition
4. Establish regular movement from function groups to
higher grids, thus improving the recognition of diplomats, professional
experience and the work done by CA staff. This measure will extend career
prospects and stimulate motivation.
5. Rapidly increase the reclassification rates
(promotions) of CA staff on permanent contracts, including the CA staff in
6. Automatic reclassification after three years,
and not on an ad hoc basis as at present, on the basis of appraisals of contract
agents on fixed-term contracts.
7. Organise internal competitions every two
years, with a seniority criterion limited to three years, as stipulated in
the Staff Regulations, and not three and a half years as is presently the case.
Allow all the successful candidates of the internal competitions to access civil
servant posts, if necessary via the granting of temporary staff contacts while
waiting for civil servant posts to open up.
8. Support from the Commission in organising
preparatory training for the competitions, during working hours.
9. Remove the period spent as an SNE when calculating
the “anti-cumulation rule” of a maximum of 7 years, allowing the cumulation
of years as SNE and CA.
10. Guarantee the extension of this rule to 10 years,
enabling the institution to retain the personnel it needs to operate smoothly;
provide pension and social security guarantees for staff covered by the Staff
Regulations who have worked 10 years in the services of the institutions.
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