Brussels, 11/10/2001 (Agence Europe) - The high-level body (or "Ersboell Group") composed of trade union representatives of the personnel and the administration of the institutions, and responsible for negotiations over the reform of human resources in the European Commission was on Thursday and Friday to examine two new career model proposals, in compliance with what the Commission agreed in its new guidelines presented on 18 July (see EUROPE of 20 July, p.11). The Ersboell Group, which has made significant breakthroughs on other issues considered conflicting (assessment procedures and promotion), hoped to reach agreement by the end of the week on one or other of the career options proposed, to be able to complete successfully, and in time, an important stage of the process to reform the human resources policy.
The first option consisted in retaining the current career structure, but introducing the possibility, after the 3rd or 4th scale of the different categories, of breaking the automatic nature of wage increases (every two years). To take more account of the performance of officials, the Commission thus proposes reserving the right to hierarchical superiors to slow down or speed-up progress along the scale, depending on the results of the assessment report. EUROPE has reason to believe that this possibility poses a major problem for half the staff representatives. The Commission also suggests introducing greater career flexibility by adding a supplementary recruitment grade per category, i.e., allowing for recruitment at a lower level. The second option, more innovative, would introduce a new grid of 16 grades each comprising 4 scales and which would conserve, within a single grid, two categories only (instead of the current four), i.e., administrators and assistants, with the possibility of moving from one to the other. Recruitment would take place at several levels, defined by the statute, the lowest of which would be lower than the current level. In both models, the Commission provides for the following horizontal measures: - abolition of category D; - more flexible passage from one category to the next; - introduction of job premiums ; - career profile guaranteed in the statute (which would allow for the current rate of promotion to be retained).
The trade unions should be meeting Commissioner Neil Kinnock next week. A meeting of the group of Commissioners concerned is also scheduled for 23 October, then on 30 October, the Commission should adopt, in compliance with its road map, comprehensive proposals (guidelines) on career systems assessment and promotion, and final decisions on the issues on which there is agreement (equal opportunities, measures for the disabled, training, mobility, holidays for family events and flexible working formula). Depending on progress made, the Commission will either adopt decisions, or proposals for the interim measures, professional inadequacy, discipline, remuneration and pensions and recruitment.