|No Xy Lo
Numéro 23 – 11 juillet 2012
ÉDITO: Lessons learned from the poll and a few actions
Results of elections to the LSC Brussels
was not reached
at the end of
the extension of the
the different candidate lists.
Some colleagues have complained about receiving too many emails. The exercise of democracy requires that candidates are allowed to explain why they are putting themselves up for election and what their program, so that voters can make an informed choice. This graph also shows that it is because of these communication efforts that the quorum was finally reached albeit narrowly. There will be however a debate about how to communicate differently and more effectively with the electorate for future elections.
The votes represented the overwhelming majority (95%) confirming that the colleagues who voted wanted to choose from the lists that presented themselves. Voting for the lists represents 65% of the votes, which indicates a vote for the action of a coherent group, even though preferential voting remains high. Personalization of votes remains an important decision making factor, it shows that voters express confidence in the actions of clearly identified colleagues.
The top ten couples who received preferential votes:
|list name||Preferential votes||Names|
|NEAR you - Le renouveau pour vous||848||SEBASTIANI VLANDAS|
|NEAR you - Le renouveau pour vous||847||GLOWACZ CAVALLO|
|GENERATION 2004||769||SANCHEZ SIMIONESCU|
|NEAR you - Le renouveau pour vous||685||SPIECHOWICZ CENACCHI|
|GENERATION 2004||658||PRAVDA CATTARUZZA|
|UNION SYNDICALE||656||SITKOWSKA SCANO|
|NEAR you - Le renouveau pour vous||654||HOREMANS SFYROERAS|
|GENERATION 2004||651||SPILJAK LE GRAND|
|NEAR you - Le renouveau pour vous||647||GADZINA VIEILLEDENT|
|GENERATION 2004||644||PRZEOR GARCIA JOHN|
The results show two important phenomena: the overall maintenance of the outgoing majority with a clear preference for the list NEAR YOU and the emergence of a categorical list which expresses the unease of the colleagues recruited after 2004. This list could be integrated into the future majority that is being formed.
Voir tous les résultats
Contract Agents : results of the General Meeting
The Collective of contract agents called for a general meeting on June 19, 2012 to tell the Council that the Commission's reform project contains two proposals - the fixed term contract which goes from 3 to 6 years, and internal competitions - something that is claimed by all CAs, whether permanent or fixed term. These two proposals are not only socially just. They also correspond to the needs of services that currently suffer from an exagerated "turn over" . Finally, they are consistent with our vision of a European Civil Service.
Now the Council wants to limit the contract extensions and get rid of internal competitions.
This is why the General Assembly asked:
- The Commission and the EP not to yield to the Council;
- The Commission to implement transitional measures allowing all CAs to remain in office until the effective application of the new Staff Regulations.
- The trade unions not to give up and continue to support the claims made by all the contract agents.
See the full text of the resolution here: http://www.collectifdescontractuels.eu/GA_Jun12.htm
Commission staff issues
In order to better understand how the Commission proceeds to downsizing, one should also understand that staffing levels in the coming years depend on two cumulative processes:
• Downsizing of 5% applied to all Commission DGs and all types of posts ("across the board"). This would render between 2013 and 2017 1% of posts i.e. 5% of the relevant budget. In parallel, the credits for the posts (contract staff) were frozen for 2013 which means a reduction of 1%, with inflation at 2%.
• The reallocation of budget to form a pool serving to strengthen the DGs whose policies are a priority. This scheme will already be in place this year. It is up to the College to decide whether this approach will continue the following year as well. The Commission decides which DGs must be strengthened.
EPSO scheduled competitions
- Heads of Unit (AD9) and
Department Heads (AD12) in the field of translation – Croatian (22 posts in
- Administrators AD5 - Croatian (114 successful candidates)
- Assistants (AST 3) in the field of legal issues, communications and project management - Croatian (44 successful candidates)
- Correctors/assistant editors of Croatian language (AST 3) (20 successful candidates)
- Head of Unit for management site and nuclear safety of Karlsruhe (AD12) (1 post)
- Assistant for the secretariat (AST 1) – Croatian (60 successful candidates).
Looking for savings ?
Member States always ready to save savings on the backs of the civil servants do not hesitate to make little arrangements between friends to share the cake. For example, by setting up an unnecessarily complex and costly legal system to obtain an European patent in the future.
Bernhard Rapkay, EP rapporteur on the text of the single European patent stated that: "Compare the compromise reached to an Oriental bazaar would be an insult to the bazaar merchants, it is so complicated!"
Rationalising this kind of situations, relics of lame compromises, would be to the greater benefit of the European taxpayer.
Employment and Youth, really ?
With an average unemployment rate of 22% in the European Union, young Europeans have a serious problem accessing the labour market. The Europe Group of UEF and GRASPE organise a debate on
"Employment and Youth, really?"
with a diverse audience: institutions staff, young people and other European citizens.
12 July in Brussels from 12.30 to 2pm, rue de la loi 80 - Big CCP room.
Henri MALOSSE (President of the Employers' Group, EESC) Brigitte DEGEN (DG EMPL-C3, European Commission) Henri LASTENOUSE, European Coordinator of ECI "Who Will Pay?") Luca SCARPIELLO (Vice President of the Youth Forum) Baki YOUSSOUFOU (President of the Students Confederation) and Pablo SÁNCHEZ CENTELLAS (EPSU) Will discuss the current situation, institutional initiatives, entrepreneurship, European governance and real life testimonies...
Courrier des lecteurs
I would like to announce my departure from the European Commission in the coming days and to thank you all for these three years.
As you know, I have lived wonderful and unpleasant experiences during this time and I've made the most out of both.
During these years I've left the office feeling
myself very lucky or completely discouraged.
I don't regret anything and I am very proud of having been part of this international- bureaucratic "machinery" able to achieve very great things; but where unfortunately, the status and rigid hierarchy prevent some people to put their knowledge, competences and motivation at the citizens' service. Therefore, this machinery has empowered my convictions and I am really grateful for it.
Now it's time to take a break at least for a
while. But I am just leaving, not giving up. I'm convinced that "the system" has
to change or die. The system needs, more than never, people able to be critical
with it and willing to improve it from top to bottom. This system needs to be
updated for modern times and for the current political and social framework: "Without
deviation from the norm, progress is not possible".
This system needs employees able to be critical with their "superiors" (yes, even their cabinets or particularly with them!) and "superiors" who don't take this wording literally: People more concerned by the real work and its impact on the citiziens, than by their personal careers, salaries and promotions: humble and courageous employees and not only an ellite of ambitious careerists.
We shouldn't forget the beautiful meaning of
"civil servant": We are the simple servants of citizens and no the servants of
Regarding the overqualified people working on assistants posts, this system should be able to updtate itself to them and not the opposite. The system should be able to take advantage of these new assistants, otherwise highly trained and motivated human capital will be lost. The employer has to be able to push up the qualities of their employees. If an assistant has an added value, the employer's duty is to stimulate it, rather than ignore it. Little details can change the motivation and even the professional career of these employees with a view to their future.
All the best
Une remarque concernant les concours : pour redresser les injustices, il ne faut pas seulement demander l'organisation de concours internes AD7 mais surtout insister sur les grades AD9 et AD11, sinon, on crée encore des inégalités.
Je m'explique : les collègues recrutés en AD5 entre 2004 et 2006 voire 2007 sont déjà arrivés en AD7. Ce qu'il leur faut pour progresser et ne pas être désavantagés vs tant des pré-2004 que de nouvelles recrues qui rentreraient maintenant, c'est des concours qui permettent une réelle prise en compte de leur expérience professionnelle passée et leur permette de postuler à des postes de management après 5 à 8 années d'expérience au sein de la Commission. Des concours internes AD7 ne leur offre en effet aucune perspective de promotion de carrière nouvelle.
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FOR UNITY – U4U
Éditeur: Georges Vlandas
Comité de Rédaction: G. Vlandas, R. Mohedano-Brèthes, J.P. Soyer,
F. Andreone, R. Marquez García, Agim Islamaj, S. Vlandas, A. Hubrecht
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