1. European Personnel Selection Office
11/04/2017
European Personnel Selection Office
Erik Halskov Director

2. The European Communities Personnel Selection Office (EPSO)
11/04/2017
The European Communities Personnel Selection Office (EPSO)
Legally established by decision of the EU institutions on 26 July Fully operational 1 January 2003
Mission: to organize open competitions to select highly qualified staff for recruitment to all institutions of the European Union
EPSO was created as part of the administrative reform launched by the Commission in year 2000
Reform included an overhaul of the personnel policy, from selection and recruitment to retirement. EPSO created as part of the reform of selection and recrutment.
To be recruited as a permanent official one has to pass a competition
Previously each institution organised their own competitions
EPSO – organised competitions on behalf of all the institutions – i.e. in principle a candidate having passed a competition can now be recruited by any of the institutions
With EPSO, one could say that we have created on single ”portal” for recruitment to the EU institutions
Common standards & procedures
Reference:
EPSO’s tasks (Staff Regulations Annex 3):
Organise open competitions at request of individual institutions
Provide technical support for internal competitions at request of institutions
Assistance in selection of temporary & contract staff at request of institutions
Determine contents of all examinations for appointment to a higher function group (i.e. from AST to AD) Assistance in selection of temporary & contract staff at request of institutions
Definition & organisation of assessment of linguistic ability for first promotion purposes

3. European Institutions recruit selected candidates
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EPSO
selects candidates
***
European Institutions
recruit selected candidates
Note the differences in distribution of responsibilities:
EPSO= Selection through competitions - can be seen as a process to ”quality ensure” candidates
Institutions= Actual recruitment

4. European Institutions
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European Institutions
European Parliament
Council
European Commission
Court of Justice
Court of Auditors
European Economic & Social Committee
Committee of the Regions
European Ombudsman
Summary of the EU institutions behind EPSO
There is more out there than the Commission! - feel for the range of opportunities
Though Commission approx. 70% off all staff
Mainly based in Brussels, but some staff based in Luxembourg, Strasbourg and elsewhere

5. EPSO Resources Today: 140 staff
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EPSO Resources
Today: 140 staff
Own premises: Av. de Cortenbergh 80 in Brussels : close to all European Institutions
Annual budget : 22 million €
EPSO:
Approximately 130 staff
Budget: 25 million EUR for 2005 – about 20 for EPSO – 5 for EAS

6. EXAMPLES EUR 2 (Bulgaria and Romania) Translators (AD5)
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EXAMPLES
EUR 2 (Bulgaria and Romania)
Translators (AD5)
Interpreters (AD5)
EUR 2 and EUR 10
Administrators – EPA, Law, Economics, Audit (AD5)
Secretaries (AST1)
EPA- European Public Administration
HR – Human resources

7. Structure of presentation
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Structure of presentation
Selection
Recruitment
Career
STRUCTURE OF PRESENTATION:
Selection
Legal provisions
Competition structure / Stages of a typical competition
Competitions coming up (provisional work programme)
Recruitment
Overview of the institutions, facts and figures, relevant statistics
Types of contracts. Competitions focused on selection of permanent officials!
Career
The career system
Staff reporting system, promotion
Training, mobility
Commission external services
Working conditions

8. Selection 11/04/2017 Selection Basic requirements Legal provisions
Competition structure / Stages of a typical competition
Competitions coming up (provisional work programme)

9. Permanent Officials Employed and taxed by EU
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Permanent Officials
Employed and taxed by EU
Separate social security system
Longterm employment security
Salary according to fixed salary table
Recruitment through open competitions
Reform of working conditions as of 1 May 2004
TYPES OF CONTRACT
1 – Permanent officials
Will come back to working conditions such as salary level etc!

10. Categories of staff AD – Administrators
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Categories of staff
AD – Administrators
Former A and LA (administrators, managers, linguists)
AST – Assistants
Former B (administrative assistants)
and C (secretaries)
During the administrative reform, a new career structure was created.
Two new staff categories /function groups
AD (former A and LA) – graduate entry – Focus of this presentation!
AST (former B, C and to a certain extent D)

11. BASIC REQUIREMENTS FOR “AD” CATEGORY
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BASIC REQUIREMENTS FOR “AD” CATEGORY
University degree
EU citizen
Knowledge of 2 EU languages
Specific requirements for each competition
Further comments on educational requirements and languages follows!

12. Notice of competition Legal basis Published in the Official Journal
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Notice of competition
Legal basis
Published in the Official Journal
Category, grade, field
Basic and Specific requirements
Expiry date for application etc.
The Start of the Selection procedure
Is – the legal basis – Print, keep, consult throughout the competition!!!
Published in:
-Official Journal,
-on EPSOs website,
-two main newspapers in all Member States – in Spain it’s normally in ”El País” and in ”La Vanguardia” sometimes in “Expansión y empleo” (part of “El Mundo”)
Contains – type of job, category, grade, requirements, exactly which tests will be done in the particular case etc
and information about how (and when) to apply!
Application now normally on-line – directly on EPSOs website!
And all communication between EPSO and candidate through website via EPSO profile – to be checked regularly!

13. Competition structure
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Competition structure
1. Pre-selection tests 
All applicants
2. Written section
Fixed number
3. Oral examination
A typical competition has 3 stages: See more details further on!
pre-selection – whith the aim of making a first sift and reducing the number of candidates to manageable numbers: all suitably qualified candidates are invited
Written tests – only a fixed number invited – the number being fixed in the Notice of competition
Oral test – only a fixed number, in accordance with Notice of competition
The Notice of competition also sets out the aim for number of successful candidates – ”laureates”
Example of magnitude to the right! Main sift normally at pre-selection.

14. Pre-selection tests Multiple-choice questions
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Pre-selection tests
Multiple-choice questions
Knowledge in specialist field
EU-knowledge
General aptitude: Verbal & Numerical reasoning
All pre-selection tests in Second language
All suitably qualified candidates are invited to participate in pre-selection tests, usually held at test centres in all Member States
Multiple choice questions, usually covering 1) test in the specialist area of the competition 2) verbal & numerical reasoning to assess general intellectual capacities, 3) Knowledge of main developments in EU unification and in the various Community policies
Tests are taken in the second EU language. There is therefore no need for a separate test in the language, and there is a more realistic test of the ability to work in the second language
Marked anonymously by machine. Candidates receive a numerical score. Must achieve a pass mark in all papers. Placed in order of merit.

15. Written section Interview Essay in specialist field
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Written section
Essay in specialist field
Written test:
Highest scoring candidates who achieve a pass mark in the pre-selection tests will be admitted to the written tests.
Written tests are often taken on the same day as the pre-selection tests, for organisational reasons, but only the papers of those admitted to the written stage will be marked.
Narrative exercise, to test skills in comprehension, analysis, drafting, summarising etc.
Assessed by two separate markers, and by a third in case of doubt.
Oral test: (new click to get it on the screen…)
Candidates placed in merit order and highest scorers invited to oral examination, usually in Brussels.
Interview with a Jury / Selection Board
Interview
Interview with Selection board

16. Reserve list List of successful candidates
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Reserve list List of successful candidates
Competition finalized by establishment of the Reserve list
Institutions recruit from these lists / EPSO act as “clearing house”
No guaranteed recruitment
Normally at least a year from application to start of recruitment
Candidates with the highest scores in the written and oral exams will be placed on a reserve list in groups of merit.
Reserve list will be made available to all institutions, who can then consider candidates for specific vacancies on the basis of their qualifications and experience, but respecting the merit groups wherever possible
Reserve lists are usually valid for 2 years, but may be extended, There is no guarantee of employment, but in practice most laureates will be offered posts during that period.
It takes time – be aware and have patience!

17. 11/04/2017
How to apply?
Application period normally starts when the Notice of competition is published
No regular cycle of competitions
Registration for most competitions on-line
All details on the web site
To be noted

18. MYTHS No age limit for EU competitions No national quotas
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MYTHS
No age limit for EU competitions
No national quotas
(though we work to indicative recruitment targets for enlargement competitions)
To be noted

19. Recruitment 11/04/2017 Recruitment
Overview of the institutions, facts and figures, relevant statistics
Types of contracts. Competitions focused on selection of permanent officials!

20. Actual staff per institution
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Actual staff per institution
European Parliament
13%
European Ombudsman 0%
Council 9%
European Commission
70%
European Court of Justice 3%
Court of Auditors 2%
Economical and Social
Committee
Committee of Regions 1%
About 70% work for the Commission ( staff)
13 % for the Parliament (5000 staff)
9% for the Council (3000 staff)
Which leaves only a few per cent for the remaining institutions
(as mentioned)
Mainly based in Brussels, but some staff based in Luxembourg, Strasbourg and elsewhere

22. Commission Staff 2005 Number Percentage Permanent Officials 20 170 78
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Commission Staff 2005
Number
Percentage
Permanent Officials
20 170 78
Temporary Agents
1 570 6
Auxiliaries
2 130 8
Contract Agents
950 4
National Experts
Total
25 770
100
90% are officials! – i.e. 90 % has been recruited through competitions – main door in!
But there are also other categories of staff!
Auxiliaries will gradually be replaced by Contract agents.
Comment:
Numbers for AUX, ENDs and Trainees estimates based on available budget and average cost for the respective types of contracts in 2004.

23. Recruitment to Commission 2004
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Recruitment to Commission 2004
Staff getting status of permanent official in 2004
Staff with status of ”probationer” in 2004 A*
440
1183 B*
166
475 C*
146
203
Total
752
1861
NB: No easy measurement!
1- Many of the staff who gained status of permanent official in 2004 have in practice started in 2003!
2- Among the fonctionnaires stagiaires – also nationals of the new Member States who were temporary agents before 2004 are included. And – figures are somewhat inflated due to nationals of the old Member States who gained this status just before reform!
”Normal” recruitment per year would probably be somewhere in between (if there is any such thing as “normal” just after enlargement…)
I assume the ”fonctionnaires stagiaires” are closest to the normal concept of recruitment for 2004.
In this group (a total of 1861) are:
17% from Belgium
13% from IT, D and F respectively
9% from Spain! – (160 persons)
8% in total from the new Member States
However
– the 8% from the new Member States does not provide a full and adequate picture.
- Many are still on temporary contracts!

25. Career 11/04/2017 Career The career system
Staff reporting system, promotion
Training, mobility
Commission external services
Working conditions

26. A new career system
Objective: Officials producing good results must be able to progress - both in their career and in terms of pay - until retirement
Two basic categories: Assistants and Administrators
Entrance requirements raised for AST: no officials without upper secondary education and three years of professional experience
New career structure: more grades and less function groups
Promotion on merit
Career transition facilitated

27. Old structure 1 2 3 4 5 6 7 8 A1 A2 A3 A4 A5 A6 A7 A8 11/04/2017
A-category!
Many steps, few grades.
A lot of automaticity.

28. New structure
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AD-category!
Fewer steps, more grades.
Less automaticity and more promotion based on merit!

29. Career structure (cont.)
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Career structure (cont.)
function group AD
function group AST
Director-General
AD 16
Director-General/ Director
AD 15
Administrator working for example as:
Director / Head of unit / Adviser / linguistic expert; economic expert; legal expert; medical expert; veterinary expert; scientific expert; research expert; financial expert, audit expert
AD 14
Head of Unit/Adviser/linguistic expert; economic expert; legal expert; medical expert; veterinary expert; scientific expert; research expert; financial expert, audit expert
AD 13
Head of Unit/principal translator, principal interpreter, principal economist; principal lawyer; principal medical officer; principal veterinary inspector; principal scientist; principal researcher; principal financial officer, principal audit officer
AD 12
Assistant working for example as:
AD 11
AST 11
Personal assistant (p.a.); clerical officer; technical officer; IT officer
Head of Unit/senior translator; senior interpreter; senior economist ; senior lawyer; senior medical officer; senior veterinary inspector; senior scientist; senior researcher; senior financial officer, senior audit officer
AD 10
AST 10
AD 9
AST 9
Translator; interpreter; economist; lawyer; medical officer; veterinary inspector; scientist; researcher; financial officer, auditor
AD 8
AST 8
Senior clerk; senior documentalist; senior technician; senior IT operative
AD 7
AST 7
Junior translator; junior interpreter; junior economist; junior lawyer; junior medical officer; junior veterinary inspector; junior scientist; junior researcher; junior financial officer, junior auditor
AD 6
AST 6
Clerk; documentalist; technician; IT operative
AD 5
AST 5
AST 4
Junior clerk; junior documentalist; junior technician, junior IT operative
AST 3
AST 2
Filing clerk; technical attendant; IT attendant, Parliamentary usher.
AST 1
Examples of functions
Explanation of overlaps
between categories and
between grades/functions within AD-category

30. Appraisal and promotion
Speed of career determined by annual appraisals
Appraisal: Merit- and priority points for achievement of objectives and demonstration of competencies and conduct
Merit and priority points accumulate over the years
the threshold fixed reached: Promotion

31. Training Increased training budget as result of reform
Increased focus on management training
Language training, knowledge of 3rd language before first promotion
Training to be set up before transfer from function group AST to AD
Inter-institutional co-ordination of certain training via European Administrative School

32. Pay and Pension (officials)
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Pay and Pension (officials)
PAY
Basic monthly salary for AD5 (step 1): 3837€
Basic monthly salary for AD14 (step 5): 13193€
Family allowances: Household allowance, Dependent child allowance, Education allowance
Expatriation allowance
PENSION
Normal retirement age 65, but right stay until 67
Full pension rights 70% of final basic salary
Flexible retirement provisions from 55 years of age
PAY
(Gross) Basic salaries (1 May 2004): An administrator can in principle go from AD5 to AD14 without taking on a management post
Entry salary: AD5: 3811€ per month
Final salary: AD14: 13101€ per month
Allowances – a number – perhaps most important:
Household allowance (if married and the partner has no or low income): approx. 150€+2% of basic salary
Dependent child allowance (if having dependant child under 18 years of age or up to 26 years if studying): approx. 330€ per month per child
Education allowance (covering actual educational costs for dependent child): approx 220€ per month per child
Expatriation allowance (if expatriated): 16% of basic salary +household allowance +dependent child allowance
PENSION
Normal retirement age 63 – right to stay until 65.
Full pension rights= 70% of final basic salary
Earns 1,9% per year, i.e. 36,8 years of service for full pension – BUT also right to transfer pension rights from national system.

33. Improved flexibility as result of reform
Objective: Reconcile family and career
Flexible working arrangements
New flexitime arrangements
Access to part time - and telework easier
Maternity leave of 20 weeks
Parental leave of six months

34. Website http://europa.eu.int/epso
The EPSO website is maintained in three official languages
(German, English and French)

35. European Personnel Selection Office
11/04/2017
European Personnel Selection Office
QUESTIONS?