Implementation of Human Ressources policies in Delegations

List #1

A joint list formed by R&D, RS USHU // U4U and SFE
for the election of the EEAS Staff Committee.

We promote solidarity and non-discrimination of all EEAS staff. We aim at eliminating all unnecessary distinctions and petty discriminations. A common implementation on the statute across all institutions should create a common basis for all personnel in delegations regardless if they are from the EEAS or the Commission.

Implementation of Human Ressources policies in Delegations

NEAR will push for improvements the following areas:

  1. Full respect of Health and safety policies;
  2. Best possible medical coverage of all staff in Delegations and Head Quarters; creation of an own EEAS medical service, able to deal with the specific needs of the EEAS staff working around the world and facing special risks
  3. Correct implementation of Flexitime ; some Heads of Delegations actively discourage the use of flexitime policy and impose restrictions, which are not in line with HR policies. NEAR objective is to make flexi-time work in all delegations.
  4. Application of parental leave to all staff in delegations
  5. Monitor the proper implementation of training policies in Delegations.
  6. Unmarried couples should not be bound by local law for allowances: equal benefits should be granted upon a self-declaration.

NEAR will demand :

  • A transparent promotion and evaluation process in the line with annex II of the statute, meaning 85% of the personnel should have a normal career
  • Management positions in Delegations should be recognized as ‘prior management experience’ for accessing to management posts in HQ.
  • Administration sections in Delegations are overburdened and would enjoy real and adequate support from HQ. They should be properly staffed and expertise needed for the requested tasks should be recognised by the creation of AL Group 1 posts. HoA having been certified should be able to stay on an AD post.
  • Security in delegation should be treated seriously. LSO should have access to more training, the training programme being adapted to local circumstances (petty criminality, urban violence, ).
  • Ensure the follow-up of the MDR/A.40 Infrastructure division reports on Safety and Health in Delegations. Offer support to HoA for writing and managing the call for tenders aiming at revamping the offices.
  • Foresee a budget for CP members who have to visit delegations, as part of their duties

Contract Agents

NEAR will advocate and support any initiative pursuing improvements in the following critical matters:

Career structure:
Current recruitment and employment rules for posts in delegations do not foresee any career development perspective, prohibit reassignments to HQ, lack a rotation mechanism, deny access to internal competitions and establish a disputable reclassification procedure. In this respect, NEAR intends to battle for a modification to the staff regulations and/or their implementing provisions.

Professional tasks and responsibilities:
In order to clarify the current ambiguous instructions regarding grading, tasks and responsibilities NEAR will demand for an unequivocal re-definition of professional requirements, tasks and responsibilities. Such an exercise will also include a steady follow-up on the disputes regarding equal work – equal pay, and permanent contracts for permanent posts.

Rotation and work in HQ:
NEAR considers negotiations on the rotation policy for CA an absolute priority. The whole exercise may become unmanageable given that currently EEAS CAs cannot be posted to HQ. It is necessary to re-negotiate the regulations in this respect. Access to internal competitions must also be allowed. Recruitment grades for Delegation posts must be identical to recruitment grades applied to posts in HQ.

Equally, Contract Agents, like Officials, should also be eligible for secondments to the Section and trade unions and need greater representation as they look set to become more numerous in Delegations in the future.

Local Agents

NEAR fights for improvement of the working conditions for Local Agents. NEAR fixes as its priorities:

  • revisions of the grading in terms of reduction of groups and steps;
  • re-evaluation of the nature of tasks attributed to local agents in particular in administrative jobs, information sections and in groups III and IV. Local Agents Group IV working as secretaries in reality very often perform the same tasks as Local Agents Group III. The same concerns Group III LAs working in C&F as accountants and procurement officers who are doing the same tasks as Group II;
  • a fair and transparent system of evaluation and promotion/reclassification must be introduced for LAs.
  • Provident Fund : for the coming period, NEAR will ensure that the Administration provides better financial arrangements for the existing Provident Fund.
  • Medical Insurance Scheme : Medical insurance Scheme must be improved, in particular:
    – ceilings for medical expenses must be adjusted to reflect adequate the country context;
    – medical coverage must cover all countries, not only the country of employment, or neighbouring ones;
    – medical coverage after retirement must be introduced.
  • Proper pension and invalidity coverage  : Pension and invalidity scheme must be introduced for LAs. Political commitments of the Commission must be fulfilled. NEAR will use all means at its disposal to turn political declarations into reality.
  • Pensions for Local Agents : Transform the lump sum paid at the end of the service in a monthly installment and pay the remaining capital to the family at the death of the beneficiary.
  • Application of the new Method for salary adjustment : The old Method was a big step forward in bringing systemic changes to the key exercise. The new one is a further step in the right direction. Though not perfect – and one can hardly expect to develop a single method that will be perfect for more than 130 delegations all at once – the new Method is now agreed, and NEAR will fight to have it in place as quickly as possible and implemented in accordance with the agreed rules.
  • Representation : Staff in delegations still do not have appropriate means that would allow them to work effectively as staff representatives. Such effectiveness requires permanent involvement of the elected representatives in the daily work of the trade unions and the CCP.
  • Local agents, representing over10% of EEAS staff and 60% of Commission staff in delegations, should be better represented. Therefore, in order to better perform their duties, elected Local Agents should be seconded to Brussels during their electoral mandate.
  • NEAR will provide specific training and assistance for staff representation in delegations

 

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