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Profile 2018

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1 Figures include Commission staff (persons in place, vacant posts are not ... Single Annual Concours. Add-on Permanent Specialist Recruitment ... – PowerPoint PPT presentation

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Title: Profile 2018


1
  • Profile 2018
  • A Scenario
  • DGs Seminar on Human Resources
  • 5 June 2008
  • D. Bearfield M. Ruete
  • J. Lonnroth R. Schenkel
  • R. Madelin H. Zourek
  • L. Romero Requena

2
Todays Picture
Source ADMIN key figures card official and
temporary agents (2008) NOTES Figures
give order of magnitude to nearest 500 1
Figures include Commission staff (persons in
place, vacant posts are not counted) registered
in Sysper2 without trainees agency staff not
included. 2 ENDs (1200) contract agents FG
IV (1300) 3 Contract agents FG I, II and III
(4300) intérimaires (500) prestataires (1900)
local agents in delegations registered in
Sysper2 (1000)
2/9
3
  • Surprises
  • AD/AST 3 4
  • AD/Temp 4 1
  • Mgt/AD 1 7

3/9
4
  • 30 Turnover
  • AD
  • 260-300 2008-13
  • 320-380 2014-18
  • AST
  • 200-250 2008-10
  • 300-400 2011-18
  • (and 60 managers)

4/9
5
Another Shape ?
Source ADMIN key figures card official and
temporary agents (2008) NOTES Figures
give order of magnitude to nearest 500 1
Figures include Commission staff (persons in
place, vacant posts are not counted) registered
in Sysper2 without trainees agency staff
not included. 2 ENDs (1200) contract
agents FG IV (1300) 3 Contract agents FG I,
II and III (4300) intérimaires (500)
prestataires (1900) local agents in delegations
registered in Sysper2 (1000) 4 If the salary
bill is held constant, a reduced headcount allows
performance-related rewards and market-led
adjustments to remuneration for any
specialism that is rare, for example accountants,
secrétaires de direction or IT.
5/9
6
  • Common Competencies
  • Working with people
  • Presenting Communicating
  • Writing and reporting
  • Applying expertise and technology
  • Analysing
  • Learning and researching
  • Planning and organising
  • Delivering results meeting expectations
  • Achieving goals and objectives

6/9
7
  • Single Annual Concours
  • Add-on Permanent Specialist Recruitment
  • Decentralised Temporary Specialist Recruitment
  • Scepticism on Specialist Needs

7/9
8
  • Career Template

8/9
9
  • Training
  • Upgrade the 60
  • Core curriculum
  • Better focussed Language Training

9/9
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