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Recruitment & Sourcing Seminar @ CERN
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Transcript of Recruitment & Sourcing Seminar @ CERN
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Recruitment & Sourcing Seminar @ CERN
18th November 2011 Yves Quitin
Chairman of the EPSO Management Board
MissionContext and beginningsWhy change Interinstitutional cooperation
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EPSO’s Mission:To provide a professional staff selection service on behalf of the European Union
Institutions
SelectionVersus
Recruitment
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EPSO – context and beginnings…•Created in July 2002; operational from 1st January 2003;
•Single point of contact for EU citizens who wish to work in the European institutions;
•Before the creation of EPSO, each European institution managed its own selection procedures;
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EPSO: context and beginnings…
• Objective: to modernise and improve administrative efficiency within the European institutions;
• Commission’s proposal and wide support from the European Parliament
• EPSO was put in place to harmonise and rationalise selection procedures, introduce more professionnalism, and optimise use of resources by generating economies of scale;
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EPSO: context and beginnings…
• Also created in the context of major changes in EU construction to face an unprecedented enlargement from 15 to 25, and subsequently 27 Member States;
• Avoid counterproductive competition in « new » member states;
• Demographic imbalance in (almost) all institutions
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We select staff for:
Council
European Commission
Court of Justice Court of Auditors Ombudsman
Economic &Social
Committee
Committee of the Regions
Data ProtectionSupervisor
European Parliament
…and many other agencies of the EU
5000 354934 345
2015895
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European Parliament13%
European Ombudsman0%
Council9%
European Commission70%
European Court of Justice3%
Court of Auditors2%
Economical and Social Committee
2%
Committee of Regions1%
Scale of operations
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Why change (1)?- Recruitment process out-dated: based on
1950’s competition model;
- Extremely long procedures both for candidates and Institutions;
- ‘War for talent’: need to compete efficiently to attract the right people and create a positive image of the EU Institutions as potential employer.
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Why change (2)?
- Accelerated rate of retirement over the next 10 years;
- Demographic change;
- A change in expectations and demands from the new generations;
- Align the European Institutions with best practice in the public sector.
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Why change (3)?
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Why change (4)?
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Why change (5)?
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Why change (6)?
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Why change (7)?
KEY SKILLS
Versus
KNOWLEDGE
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Why change (8)?
A good lawyer who can adaptOr
A lawyer who knows everything about footnote 3, page 64, of
the Lisbon Treaty
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Management Board - composition
• A President (elected by the Management Board for two years);
• 1 permanent member and 1 substitute member by Institution;
• 3 observers from the Staff Committees of the Institutions.
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Management Board
• Gives a favorable opinion to the Commission’s proposal for Director of the Office;
• It approves the rules governing the Office and its organisational structure;
• It approves the principles of selection policy;• It establishes the provisional budget of the
Office;• It approves the nature and fee for any extra work
that the Office may do on behalf of the Institutions, Organs, Offices and Agencies;
• It approves the work programme, notably the competition planning and the calendar of competitions to be organised.
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EPSO DEVELOPMENT PROGRAMMEEmphasis on:
• Realistic planning of (combined) needs;
• Lenghth of procedures (annual cycles);
• Modernisation of selection techniques;
• Reasonable time spent by succesful candidates on reserve lists;
• Report on candidates performance (competency passport)
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INTERINSTITUTIONAL COOPERATION ?
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INTERINSTITUTIONAL COOPERATION (2)
• Sizes of the institutions;
• Debate « skills><knowledge » still ongoing;
• Competition for specialiased jobs (linguistic);
• Feeling of loss of autonomy;
• Specific issues linked to geography (Brussels / Luxemburg)
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To conclude: without EPSO...
• Institutions could not have faced the challenge of successive enlargements;
• They would still be competing for the same profiles;
• They would probably still apply old fashioned selection techniques;
• Candidates would not be interested any longer
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THANK YOU FOR YOUR ATTENTION