Career and mobility

Vote list 9!

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Promotion should be based on merit, according to clearly defined, comparable criteria known to all parties. Assessment and promotion procedures should be simplified. Everyone should be able to understand how he/she is being assessed and the validity of the assessments;

 

Internal selection for posts should be based on clearly stated criteria, and provide useful feedback to candidates, including comment on their performance at interview;

 

We demand the organisation of internal competitions for reclassification, both for ACs and TAs and for ASTs, AST/SCs and ADs. U4U calls for easier access to the end of the career for AST 9 and AD 12. In addition, the feasibility of organising internal competitions that allow for a change of category for AST/SCs should be studied;

 

The number of hierarchical levels needs to be rethought with a view to reducing their number. They have tended to multiply in the past, which risks being an obstacle to the expression of staff creativity and motivation, and moreover is contrary to the policy of a culture of trust that is being promoted by the 'new HR strategy';
 

Mobility, whether spontaneous or initiated by the institution in the interest of the service, must be encouraged by proposals for accompanied, interesting and rewarding career paths. Training should be offered to better encourage and prepare for it, as well as support to ensure an effective transition. Generally speaking, implementing automatic mobility, including for middle and senior management, is counterproductive and often arbitrary in its effects, with the risk of a loss of expertise for the institution. Moreover, leaving colleagues to rely on their personal and/or national networks to find a new post does not strengthen the link between the institution and colleagues;

 

Finally, mobility, including inter-institutional mobility, should be encouraged by the organisation of a virtual job market, making available posts visible to interested colleagues. This measure would offer new career prospects to colleagues with fixed-term contracts and at the same time allow them to reach the number of years necessary to benefit from the Community minimum pension.