Careers, Recruitment and Professional Development
UNION SYNDICALE CALLS FOR
- That EPSO and the Commission develop a strategy to attract more candidates from under-represented categories (such as certain nationalities, gender stereotypes on certain job profiles, visible and invisible disability carriers…) and all job profiles, including secretarial ones, from across the European Union.
- That the Commission ensures that the promotion (or reclassification) of staff is accompanied by increased levels of responsibility, greater autonomy and/or the possibility of a change of position.
- That promotion and seniority are given greater visibility and recognition by the institution.
- That the Commission actively ensures that gender equality is reflected in professional responsibilities and career progression.
- All policies and actions relating to human resources, accommodation and support services should take account of the need to make the Commission more attractive.
SEVEN PRIORITY DEMANDS :
- Make it easier for AST-SCs to enter the AST career via dedicated internal competitive examinations.
- Encourage and organize the mobility of contract agents in the offices and GF1 CAs throughout the institution, for those who wish to do so.
- Encourage mobility for those who want it, especially after the age of 50, through specific plans developed by each DG.
- Encourage the mobility of AST7s who are blocked to positions where they can be promoted.
- Put an end to secretive processes for appointing senior assistants and senior experts.
- Ensure an acceptable quota of promotions for senior experts.
- That the Commission organizes competitions for specialized profiles that have long been neglected (e.g. social assistant profiles), so as not to make these careers precarious by reserving them for the profiles of contract agents.
