Presentation on theme: "European Personnel Selection Office"— Presentation transcript:
1 European Personnel Selection Office 11/04/2017European Personnel Selection OfficeErik Halskov Director
2 The European Communities Personnel Selection Office (EPSO) 11/04/2017The European Communities Personnel Selection Office (EPSO)Legally established by decision of the EU institutions on 26 July Fully operational 1 January 2003Mission: to organize open competitions to select highly qualified staff for recruitment to all institutions of the European UnionEPSO was created as part of the administrative reform launched by the Commission in year 2000Reform included an overhaul of the personnel policy, from selection and recruitment to retirement. EPSO created as part of the reform of selection and recrutment.To be recruited as a permanent official one has to pass a competitionPreviously each institution organised their own competitionsEPSO – organised competitions on behalf of all the institutions – i.e. in principle a candidate having passed a competition can now be recruited by any of the institutionsWith EPSO, one could say that we have created on single ”portal” for recruitment to the EU institutionsCommon standards & proceduresReference:EPSO’s tasks (Staff Regulations Annex 3):Organise open competitions at request of individual institutionsProvide technical support for internal competitions at request of institutionsAssistance in selection of temporary & contract staff at request of institutionsDetermine contents of all examinations for appointment to a higher function group (i.e. from AST to AD) Assistance in selection of temporary & contract staff at request of institutionsDefinition & organisation of assessment of linguistic ability for first promotion purposes
3 European Institutions recruit selected candidates 11/04/2017EPSOselects candidates***European Institutionsrecruit selected candidatesNote the differences in distribution of responsibilities:EPSO= Selection through competitions - can be seen as a process to ”quality ensure” candidatesInstitutions= Actual recruitment
4 European Institutions 11/04/2017European InstitutionsEuropean ParliamentCouncilEuropean CommissionCourt of JusticeCourt of AuditorsEuropean Economic & Social CommitteeCommittee of the RegionsEuropean OmbudsmanSummary of the EU institutions behind EPSOThere is more out there than the Commission! - feel for the range of opportunitiesThough Commission approx. 70% off all staffMainly based in Brussels, but some staff based in Luxembourg, Strasbourg and elsewhere
5 EPSO Resources Today: 140 staff 11/04/2017EPSO ResourcesToday: 140 staffOwn premises: Av. de Cortenbergh 80 in Brussels : close to all European InstitutionsAnnual budget : 22 million €EPSO:Approximately 130 staffBudget: 25 million EUR for 2005 – about 20 for EPSO – 5 for EAS
6 EXAMPLES EUR 2 (Bulgaria and Romania) Translators (AD5) 11/04/2017EXAMPLESEUR 2 (Bulgaria and Romania)Translators (AD5)Interpreters (AD5)EUR 2 and EUR 10Administrators – EPA, Law, Economics, Audit (AD5)Secretaries (AST1)EPA- European Public AdministrationHR – Human resources
7 Structure of presentation 11/04/2017Structure of presentationSelectionRecruitmentCareerSTRUCTURE OF PRESENTATION:SelectionLegal provisionsCompetition structure / Stages of a typical competitionCompetitions coming up (provisional work programme)RecruitmentOverview of the institutions, facts and figures, relevant statisticsTypes of contracts. Competitions focused on selection of permanent officials!CareerThe career systemStaff reporting system, promotionTraining, mobilityCommission external servicesWorking conditions
8 Selection 11/04/2017 Selection Basic requirements Legal provisions Competition structure / Stages of a typical competitionCompetitions coming up (provisional work programme)
9 Permanent Officials Employed and taxed by EU 11/04/2017Permanent OfficialsEmployed and taxed by EUSeparate social security systemLongterm employment securitySalary according to fixed salary tableRecruitment through open competitionsReform of working conditions as of 1 May 2004TYPES OF CONTRACT1 – Permanent officialsWill come back to working conditions such as salary level etc!
10 Categories of staff AD – Administrators 11/04/2017Categories of staffAD – AdministratorsFormer A and LA (administrators, managers, linguists)AST – AssistantsFormer B (administrative assistants)and C (secretaries)During the administrative reform, a new career structure was created.Two new staff categories /function groupsAD (former A and LA) – graduate entry – Focus of this presentation!AST (former B, C and to a certain extent D)
11 BASIC REQUIREMENTS FOR “AD” CATEGORY 11/04/2017BASIC REQUIREMENTS FOR “AD” CATEGORYUniversity degreeEU citizenKnowledge of 2 EU languagesSpecific requirements for each competitionFurther comments on educational requirements and languages follows!
12 Notice of competition Legal basis Published in the Official Journal 11/04/2017Notice of competitionLegal basisPublished in the Official JournalCategory, grade, fieldBasic and Specific requirementsExpiry date for application etc.The Start of the Selection procedureIs – the legal basis – Print, keep, consult throughout the competition!!!Published in:-Official Journal,-on EPSOs website,-two main newspapers in all Member States – in Spain it’s normally in ”El País” and in ”La Vanguardia” sometimes in “Expansión y empleo” (part of “El Mundo”)Contains – type of job, category, grade, requirements, exactly which tests will be done in the particular case etcand information about how (and when) to apply!Application now normally on-line – directly on EPSOs website!And all communication between EPSO and candidate through website via EPSO profile – to be checked regularly!
13 Competition structure 11/04/2017Competition structure1. Pre-selection tests All applicants2. Written sectionFixed number3. Oral examinationA typical competition has 3 stages: See more details further on!pre-selection – whith the aim of making a first sift and reducing the number of candidates to manageable numbers: all suitably qualified candidates are invitedWritten tests – only a fixed number invited – the number being fixed in the Notice of competitionOral test – only a fixed number, in accordance with Notice of competitionThe Notice of competition also sets out the aim for number of successful candidates – ”laureates”Example of magnitude to the right! Main sift normally at pre-selection.
14 Pre-selection tests Multiple-choice questions 11/04/2017Pre-selection testsMultiple-choice questionsKnowledge in specialist fieldEU-knowledgeGeneral aptitude: Verbal & Numerical reasoningAll pre-selection tests in Second languageAll suitably qualified candidates are invited to participate in pre-selection tests, usually held at test centres in all Member StatesMultiple choice questions, usually covering 1) test in the specialist area of the competition 2) verbal & numerical reasoning to assess general intellectual capacities, 3) Knowledge of main developments in EU unification and in the various Community policiesTests are taken in the second EU language. There is therefore no need for a separate test in the language, and there is a more realistic test of the ability to work in the second languageMarked anonymously by machine. Candidates receive a numerical score. Must achieve a pass mark in all papers. Placed in order of merit.
15 Written section Interview Essay in specialist field 11/04/2017Written sectionEssay in specialist fieldWritten test:Highest scoring candidates who achieve a pass mark in the pre-selection tests will be admitted to the written tests.Written tests are often taken on the same day as the pre-selection tests, for organisational reasons, but only the papers of those admitted to the written stage will be marked.Narrative exercise, to test skills in comprehension, analysis, drafting, summarising etc.Assessed by two separate markers, and by a third in case of doubt.Oral test: (new click to get it on the screen…)Candidates placed in merit order and highest scorers invited to oral examination, usually in Brussels.Interview with a Jury / Selection BoardInterviewInterview with Selection board
16 Reserve list List of successful candidates 11/04/2017Reserve list List of successful candidatesCompetition finalized by establishment of the Reserve listInstitutions recruit from these lists / EPSO act as “clearing house”No guaranteed recruitmentNormally at least a year from application to start of recruitmentCandidates with the highest scores in the written and oral exams will be placed on a reserve list in groups of merit.Reserve list will be made available to all institutions, who can then consider candidates for specific vacancies on the basis of their qualifications and experience, but respecting the merit groups wherever possibleReserve lists are usually valid for 2 years, but may be extended, There is no guarantee of employment, but in practice most laureates will be offered posts during that period.It takes time – be aware and have patience!
17 11/04/2017How to apply?Application period normally starts when the Notice of competition is publishedNo regular cycle of competitionsRegistration for most competitions on-lineAll details on the web siteTo be noted
18 MYTHS No age limit for EU competitions No national quotas 11/04/2017MYTHSNo age limit for EU competitionsNo national quotas(though we work to indicative recruitment targets for enlargement competitions)To be noted
19 Recruitment 11/04/2017 Recruitment Overview of the institutions, facts and figures, relevant statisticsTypes of contracts. Competitions focused on selection of permanent officials!
20 Actual staff per institution 11/04/2017Actual staff per institutionEuropean Parliament13%European Ombudsman0%Council9%European Commission70%European Court of Justice3%Court of Auditors2%Economical and SocialCommitteeCommittee of Regions1%About 70% work for the Commission ( staff)13 % for the Parliament (5000 staff)9% for the Council (3000 staff)Which leaves only a few per cent for the remaining institutions(as mentioned)Mainly based in Brussels, but some staff based in Luxembourg, Strasbourg and elsewhere
22 Commission Staff 2005 Number Percentage Permanent Officials 20 170 78 11/04/2017Commission Staff 2005NumberPercentagePermanent Officials20 17078Temporary Agents1 5706Auxiliaries2 1308Contract Agents9504National ExpertsTotal25 77010090% are officials! – i.e. 90 % has been recruited through competitions – main door in!But there are also other categories of staff!Auxiliaries will gradually be replaced by Contract agents.Comment:Numbers for AUX, ENDs and Trainees estimates based on available budget and average cost for the respective types of contracts in 2004.
23 Recruitment to Commission 2004 11/04/2017Recruitment to Commission 2004Staff getting status of permanent official in 2004Staff with status of ”probationer” in 2004A*4401183B*166475C*146203Total7521861NB: No easy measurement!1- Many of the staff who gained status of permanent official in 2004 have in practice started in 2003!2- Among the fonctionnaires stagiaires – also nationals of the new Member States who were temporary agents before 2004 are included. And – figures are somewhat inflated due to nationals of the old Member States who gained this status just before reform!”Normal” recruitment per year would probably be somewhere in between (if there is any such thing as “normal” just after enlargement…)I assume the ”fonctionnaires stagiaires” are closest to the normal concept of recruitment for 2004.In this group (a total of 1861) are:17% from Belgium13% from IT, D and F respectively9% from Spain! – (160 persons)8% in total from the new Member StatesHowever– the 8% from the new Member States does not provide a full and adequate picture.- Many are still on temporary contracts!
25 Career 11/04/2017 Career The career system Staff reporting system, promotionTraining, mobilityCommission external servicesWorking conditions
26 A new career systemObjective: Officials producing good results must be able to progress - both in their career and in terms of pay - until retirementTwo basic categories: Assistants and AdministratorsEntrance requirements raised for AST: no officials without upper secondary education and three years of professional experienceNew career structure: more grades and less function groupsPromotion on meritCareer transition facilitated
27 Old structure 1 2 3 4 5 6 7 8 A1 A2 A3 A4 A5 A6 A7 A8 11/04/2017 A-category!Many steps, few grades.A lot of automaticity.
28 New structure11/04/201712345161514131211109876AD-category!Fewer steps, more grades.Less automaticity and more promotion based on merit!
29 Career structure (cont.) 11/04/2017Career structure (cont.)function group ADfunction group ASTDirector-GeneralAD 16Director-General/ DirectorAD 15Administrator working for example as:Director / Head of unit / Adviser / linguistic expert; economic expert; legal expert; medical expert; veterinary expert; scientific expert; research expert; financial expert, audit expertAD 14Head of Unit/Adviser/linguistic expert; economic expert; legal expert; medical expert; veterinary expert; scientific expert; research expert; financial expert, audit expertAD 13Head of Unit/principal translator, principal interpreter, principal economist; principal lawyer; principal medical officer; principal veterinary inspector; principal scientist; principal researcher; principal financial officer, principal audit officerAD 12Assistant working for example as:AD 11AST 11Personal assistant (p.a.); clerical officer; technical officer; IT officerHead of Unit/senior translator; senior interpreter; senior economist ; senior lawyer; senior medical officer; senior veterinary inspector; senior scientist; senior researcher; senior financial officer, senior audit officerAD 10AST 10AD 9AST 9Translator; interpreter; economist; lawyer; medical officer; veterinary inspector; scientist; researcher; financial officer, auditorAD 8AST 8Senior clerk; senior documentalist; senior technician; senior IT operativeAD 7AST 7Junior translator; junior interpreter; junior economist; junior lawyer; junior medical officer; junior veterinary inspector; junior scientist; junior researcher; junior financial officer, junior auditorAD 6AST 6Clerk; documentalist; technician; IT operativeAD 5AST 5AST 4Junior clerk; junior documentalist; junior technician, junior IT operativeAST 3AST 2Filing clerk; technical attendant; IT attendant, Parliamentary usher.AST 1Examples of functionsExplanation of overlapsbetween categories andbetween grades/functions within AD-category
30 Appraisal and promotion Speed of career determined by annual appraisalsAppraisal: Merit- and priority points for achievement of objectives and demonstration of competencies and conductMerit and priority points accumulate over the yearsthe threshold fixed reached: Promotion
31 Training Increased training budget as result of reform Increased focus on management trainingLanguage training, knowledge of 3rd language before first promotionTraining to be set up before transfer from function group AST to ADInter-institutional co-ordination of certain training via European Administrative School
32 Pay and Pension (officials) 11/04/2017Pay and Pension (officials)PAYBasic monthly salary for AD5 (step 1): 3837€Basic monthly salary for AD14 (step 5): 13193€Family allowances: Household allowance, Dependent child allowance, Education allowanceExpatriation allowancePENSIONNormal retirement age 65, but right stay until 67Full pension rights 70% of final basic salaryFlexible retirement provisions from 55 years of agePAY(Gross) Basic salaries (1 May 2004): An administrator can in principle go from AD5 to AD14 without taking on a management postEntry salary: AD5: 3811€ per monthFinal salary: AD14: 13101€ per monthAllowances – a number – perhaps most important:Household allowance (if married and the partner has no or low income): approx. 150€+2% of basic salaryDependent child allowance (if having dependant child under 18 years of age or up to 26 years if studying): approx. 330€ per month per childEducation allowance (covering actual educational costs for dependent child): approx 220€ per month per childExpatriation allowance (if expatriated): 16% of basic salary +household allowance +dependent child allowancePENSIONNormal retirement age 63 – right to stay until 65.Full pension rights= 70% of final basic salaryEarns 1,9% per year, i.e. 36,8 years of service for full pension – BUT also right to transfer pension rights from national system.
33 Improved flexibility as result of reform Objective: Reconcile family and careerFlexible working arrangementsNew flexitime arrangementsAccess to part time - and telework easierMaternity leave of 20 weeksParental leave of six months
34 Website http://europa.eu.int/epso The EPSO website is maintained in three official languages(German, English and French)
35 European Personnel Selection Office 11/04/2017European Personnel Selection OfficeQUESTIONS?