1. European Personnel Selection Office
28/03/2017
A professional organisation – going from strength to strength
N.D. Bearfield

2. EPSO -The story so far… 285 open competitions
28/03/2017
EPSO -The story so far…
EPSO
Selection of staff for all EU institution
Created in specific context of enlargement
Numbers:
285 open competitions
on-line  applications
laureates selected
7049 laureates recruited
Legally established by decision of the EU institutions on 26 July Fully operational 1 January 2003
N.D. Bearfield

3. Scale of operations N.D. Bearfield 28/03/2017
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
N.D. Bearfield

4. EU Civil Service -Minimum requirements
28/03/2017
EU Civil Service -Minimum requirements
All positions
EU citizen
Knowledge of at least 2 EU official working languages
AD (graduate) category
University degree (at least 3 years)
Specific requirements for each competition
AST category
Higher secondary level education
Relevant work experience
Further comments on educational requirements and languages
Lawyer linguists
Legal qualification based on 4 year University course (or equivalent)
EU citizen
Permanent officials : Knowledge of at least 3 official EU working languages
Temporary Agents : Knowledge of at least 2 official EU working languages
2 Channels : 2 Reserve Lists
Court of Justice
Based in Luxembourg
Proficiency in French essential
Parliament Council, Commission
Mainly based in Brussels, in Legal Services of Institutions
Proficiency in English essential
N.D. Bearfield

5. Overview of Current Selection Procedure
28/03/2017
Overview of Current Selection Procedure
3 Stages - Each stage eliminatory
Pre-selection (P&P)/Admission (CBT) Tests – all applicants (V &N plus EU)
Written Test(s) – fixed number ( Specialist knowledge)
Oral Test – fixed number
Characteristic of current approach
Weighted in favour of Knowledge
Taken in second language
Short – Medium term Mandate Improve forecasting/planning
Shorten timescales
Strengthen application/registration procedures
Streamline current procedures
Medium – Longterm Mandate
Review International Best Practice
Conduct Job Analysis
Develop Competency Frameworks
Explore competency “passport”
Extend use of Assessment Centres
Introduce regular cycle of competitions
N.D. Bearfield

6. Reserve list List of successful candidates
28/03/2017
Reserve list List of successful candidates
Competition finalised by establishment of the Reserve list
EPSO selects/ institutions recruit
No guaranteed recruitment
Lifespan: 1 to 3 years
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!
N.D. Bearfield

7. Bulgarian Participation in EPSO Selection
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8. Open competitions - Bulgarian successful candidates
Total
EPSO/AD/33/05 9
EPSO/AD/35/05
102 31
133
EPSO/AD/43/06 - CJ 10 4 14
EPSO/AD/43/06-OT 15 2 17
EPSO/AD/46/06 62 43
105
EPSO/AST/14/06 84 8 92
282 88
370
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9. Successful candidates - Recruited
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10. Bulgarian Laureates-Officials, Temporary & Contract agents
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11. A Rewarding Career Appraisal & Promotion: Merit and priority points;
Training & Development: Commitment to lifelong learning;
Attractive & flexible working conditions: work/life balance
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12. Career structure N.D. Bearfield 28/03/2017 Examples of functions
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
N.D. Bearfield

13. Pay and Pension PAY Monthly salary AD5 (step 1): € 4,052
28/03/2017
PAY
Monthly salary AD5 (step 1): € 4,052
Monthly salary AST 3 : € 3,165
Monthly salary AST 1 : € 2,472
Family allowances: Household allowance, Dependent child allowance, Education allowance
Expatriation allowance
PENSION
Normal retirement age: 65; right stay until 67
Full pension rights 70% of final basic salary
Flexible retirement provisions from 55
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.
N.D. Bearfield

14. Process for Change Changing political context
Review of operations after 5 years
Mandate from EPSO Management Board
Defined priorities for action, inc new orientations for selection policy
Learning from best practice in Member States
New organisation chart
N.D. Bearfield

15. 28/03/2017
EPSO Mission & Values
Mission: To provide a professional staff selection service on behalf of the European Union Institutions.
Values – Ambition; ; Integrity; Professionalism; Quality service;
Respect; Diversity
EPSO:
Approximately 130 staff
Budget: 25 million EUR for 2005 – about 20 for EPSO – 5 for EAS
N.D. Bearfield

16. EPSO Development Programme
Planning
Attracting more/right candidates
Selection methods / procedures
Standardization of procedures
Integration of each part of EPSO
Organisation
Needs of the institutions
N.D. Bearfield

17. Development Programme -
Mandate Improve forecasting/planning (3 year rolling plan)
Shorten timescales/Streamline procedures
Introduce structured interviews
Shift from knowledge to competency based assessment
Develop Competency Frameworks
General use of Assessment Centres
N.D. Bearfield

18. Looking to the future of the EU…..
28/03/2017
Looking to the future of the EU…..
The journey begins with EPSO….
N.D. Bearfield