NORMAL CAREERS DELAYED TO MAKE WAY FOR RAPID CAREERS


You are a good or very good official as shown by your appraisal reports, you work hard, you have the normal seniority foreseen in the Staff Regulations, and meet the necessary linguistic requirements; it could be that you are even flagged for promotion; you therefore reasonably expected to be promoted this year. BUT YOU ARE NOT ON THE PROMOTION LIST!

The Administrative Notice 12-2013 / 16.04.2013 states that 'an official who has demonstrated the merit expected would be promoted at the average speed derived from the Staff Regulations'. If you compare names on this year's and previous years' promotion lists you will find a sudden rise in the percentage of staff promoted 1 or 2 years faster than normal for the grade. This means that officials in a 4-year grade will have to wait five or six years to be promoted because their promotion places have been given to officials promoted in 2 or 3 years. In the previous points-based system only 8% of officials were on a rapid career, but this year the number of rapid careers has risen dramatically, with a corresponding increase in delayed careers.

And if you add up all the promotions, you will find that the quotas in some grades are significantly below what they ought to be according to the Staff Regulations, which means that the administration has decided not to promote as many officials as they should do to meet the legal requirements.

The protection provided by the points-based system of the promotion prospects of normal, well-performing staff has disappeared. The new promotion system expects the Director-General and Directors to read and take account of all your appraisal reports for every year you have been in your grade. But how can they do this when they have hundreds or even thousands of staff? Despite its faults, the points-based system at least provided the very busy high-level management with a convenient overview of your merit over time in the grade and ensured your long years of good service were taken into account.

So what could you do if you are not on the promotion lists?

Submit an appeal against your career delay. This is the only means foreseen in the procedure. But you should know that the chances of success are minimal since the Joint Promotion Committees dispose of only 5% of the total number of promotions (a total of about 250 for everybody !). Furthermore, the number of appeals in 2013 is likely to be far higher than last year.

How many colleagues have been affected by career delay but have not even introduced an appeal?

Those colleagues are suffering the consequences of this system introduced by VP Šefčovič and the errors committed by the administration in eliminating the points-based system. Must we continue to use this opaque system which delays the careers of the majority on the pretext of a comparison of merit which is not practically possible?

TAO-AFI asks all the staff unions to join in this request for concertation with DG HR to arrive at fundamental improvements to the current appraisal and promotion system.

Have you been affected? Are you a victim of the system? Please send your experience to REP PERS OSP TAO-AFI.