R&D CDR Information meeting1

Evaluation and promotionCDR 2010Information meeting

Renouveau & Démocratieyour trade union informs you!

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Appeal procedure amended during ongoing exercice!

What‘s new for you?

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Structure

What remains? What‘s new?ProcedurePromotionAppeals

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What remains?

Fixed promotion thresholds in most grades

Scale 0-12 ‚promotion points‘ 4 performance levels (in reality 5) Percentage quotas for 2 ‚highflyer‘

merit groups o IA (10-12 promo points)o IB (7-9 promo points) o 8%+22% = 30%

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PROCEDURE

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Self assessmentCheck out the new evaluation standards

o these will be used by your hierarchyo Useful reference to get a ‚feeling‘ for the

text of your evaluation

Check the criteria for points attributionRe-read your objectivesKeep it short and simple

(although there is no formal limit!)

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Dialogue with Head of Unit

Indication of Performance Level (no points) during dialogue (new)

Your Head of Unit proposes promotion points to the director

When your rucksack is getting close to threshold make sure your hierarchy is aware of it early on.

Your hierarchy might have to defend your case at central DG level!!!!

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Your Evaluation Report

Assessed areo Efficiencyo Abilityo Conduct in the service

Attention: no more weighings in terms of points for the 3 criteria

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Project Evaluation ReportAfter the dialogue SysPer sends you invitation

too ‚Accept‘ the draft evaluation reporto Insert comments to the countersigning officer

Whatever you do at this stage, it does not prevent you to launch an appeal once you receive the final report with info on merit group and promotion points

Attention: you cannot yet judge the „real“ value of your assessment at this stage!!

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Criteria for performance level

The jobholder's performanceo IA constantly exceededo IB frequently exceeded

o II fully met o III partly met o IV failed to meet expectations

Attention: Watch out for wording in your report!!

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Criteria for points attribution within a given performance level Evaluation Report (‚merit‘) Foreign languages used in the service Responsibility

o Especially in higher grades: „double advantage“ HoU, deputy HoU,head of sector, etc.

o But also recognition of special tasks Activity in the interest of the institution

(jury, concours papers, joint committees)

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PROMOTION

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Thresholds3 years‘ career = 18 points (3x6)4 years‘ career = 24 points (4x6)5 years‘ career = 30 points (5x6)

Transition until 2011 in some grades with predictable but still changing thresholds (Convergence Plan)

Statutory transition for „end of career“ grades AD12-AST10-AST6/C-AST4/D

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Convergence Plan until 2011

2009 2010 2011AD AD11 30 27 24

AD10 27 24 24AD09 24 24 24AD08 23 18 18AD07 18 18 18AD06 18 18 18AD05 18 18 18

AST AST09 30 30 30AST08 31 28 24AST07 24 24 24AST06 24 24 24AST05 24 24 24AST04 18 18 18AST03 18 18 18AST02 18 18 18AST01 18 18 18

AST/C AST05.C 35 31 27AST04.C 27 27 27AST03.C 24 24 24AST02.C 24 24 24

AST/D AST03.D 27 27 27

Convergence plan - thresholds

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End-of-career grades before 2004

Promotion percentages 2010 Annex XIII Staff Regulation AD12:

o 2010: 20% (instead of 15% 2009)o 2011: 25% (fix from then on)

AST10: 2010: 20% and stable AST6.C: 2010: 20% and stable AST4.D: 2010: 10% and stable

R&D advise: this does not yet translate into stable thresholds!!!

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End-of-career grades before 20042010 provisional promotion thresholds:

AD12: 45 PP in your rucksack AST10: 53 PP in your rucksack AST6.C: 41 PP in your rucksack AST4.D: 54 PP in your rucksack

R&D advice: these thresholds can still move in both directions: fixed by the Promotion Committees only at the end of the exercise!!!

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End-of-career grades before 2004AD12: 45 PP in your rucksackAST10: 53 PP in your rucksackAST6.C: 41 PP in your rucksackAST4.D: 54 PP in your rucksack

R&D advice: if your DG puts you exactly at these thresholds (without safety margin), you are well advised to introduce an appeal ‘just in case’

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The promotion cycleMobility between performance levelsMobility between points within

performance levels30% of officials in PL IA and IBRapid promotions from 2y possiblePerformance levels III and IV:

DG loses points – very rare

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The so-called „political commitment“ for statutory promotion speeds Commissioner Kallas’ “commitment” % of officials to be promoted in 3-4-5

years (or faster) each year:o Base grades: 80%.o Middle grades: 75%.o Advanced grades: 70%

This includes the 30% highflyer quota Number of caveats (budget!)

R&D are observing statistics!

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APPEALS

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Appeal procedure : new rules during ongoing exercise!

Despite unanimous refusal by staff reps: GIP Art 43 and 45 have been changed Only as regards appeals‘ procedure! While other CDR elements remain the same as

in 2009 (which were different from 2008 and before….)

Consequence: Colleagues‘ rights to a useful appeal are seriously curtailed by the DGs‘ wish not to repeat the 2009 exercise with 4000 appeals

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Appeal procedure2009 results

5000 promotions 4000 appeals!!! (An absolute record in

the history of the institution) Most appeals in Performance Level II

(esp 4-5 points for normal performers‘) 23% success rate of appeals Nightmare procedure for everybody!

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Appeal procedure 2010

As of 12 May most reports become available via SysPer2 (new)

Report – performance level – points As of the date of SysPer accessibility

the appeals‘ deadline (15 days) starts

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Appeal procedure

If you are unhappy with your report If you find yourself in the wrong performance

level If you are unhappy with your points If you get ‚automatically‘ promoted in 2010 and

your DG tries to ‚save points‘ on you If 2009 promises have not been kept

You can file an appeal with the Joint Promotion and Evalutaion Committee (which includes staff reps and R&D members)

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Appeal procedure

Various options: you may accept the report, with or without

comments = report closedReject the report and file an appeal Accept the promotion points awardedAppeal against the number of points

inside the performance level and file an appeal

Do nothing: HHR will close your CDR

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Appeal procedurehelp to formulate your appeal

Keep it short and concise Make clear what you appeal against

R&D has prepared templates for the most typical appeals‘ reasonsin EN and FR

to be found on our website

www.renouveau-democratie.eu

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Appeal:and if I change my mind?

You can withdraw your appeal at any stage of the appeal procedure in SysPer2 (new)

The Joint Committee will be informed of every appeal filed

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Appeal procedure - deadlines15 working days (new)Strict application of deadline:

o Automatic closure by HR unit if you don‘t react in time (new)

o Justified absences still prolongue (missions – sickness - leave)

o 2nd dialogue does not prolongue deadline for appeal (new)

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Appeal procedure - deadlines 12+3 days deadline if you demand

‚information meeting‘ with CO (which in many cases will be delegated to RO)

R&D recommendation:CDR can be re-opened by HR unit

upon demand of your superioro In case of justified absences beyond

the 15 working days‘ limito In case of particular circumstances

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Appeal procedure

ATTENTION SysPer2 traps: If you sign the text of your report You automatically OK your performance level No more appeal against level possible Only against points inside Performance Level

R&D advise:

in case of doubt:

contest everything!!

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2nd dialogue for appeal – for ‚information‘ only With countersigning officer S/he can delegate to evaluator: (new)

o you are likely to hold your 2nd dialogue with the same person that drafted your appraisal….

Only ‚information‘ – no change to text nor points (new)

DGs have no more possibility to correct an erronous report at this stage! (new)

R&D view: these new rules devoid the 2nd dialogue of any useful meaning!!!

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2nd dialogue for appeal – for ‚information‘ only 2nd dialogue is not compulsory for appeal but job holder can demand it: In that case

CO has to organise one within 12 working days (justified absences count!) (new)

Suppression of comments on 2nd dialogue (both ways) (new)

If CO: you may demand presence of your evaluator.

You may ask a colleague to accompany you (for ex a staff rep)

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Appeal procedure – treatment of appeals

Separation of appealso against report and/or performance

level

o against points only

DGs are trying to limit appeals rendering them as cumbersome as possible!!!!

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Appeal procedure – treatment of appeals

Against reports and levels:Vertically by ‘families’ of DGs (like last year) by Joint Working Groups

Against points within performance level:Horizontally by grades across all DGs by one or more ‘Joint Central Groups’ (new)

All findings to be submitted to CPEP (Joint Committee Evaluation and Promotion) for final recommendation

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Appeal procedure – structure of Committees

Treatment of appealsJoint Committee Eval and Promotion

(CPEP plenary) Intermediary Group to prepare CPEWorking groups for appeals against

report or Performance LevelCentral committee for appeals against

points

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Appeal procedure – structure of Committees

Treatment of appeals President of all committees, working

groups, central groups etc (nominated by administration) has pivot vote (new)o President votes only if ADMIN and RP members

cannot agree Therefore staff reps are practically in a

minority situation (new) Minority positions to be reflected in the

Committees‘ and Working Groups‘ comments (new)

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Appeal procedure – treatment of appeals

Final decision is always taken by the ‘AIPN’ in his/her role as final ‘appeal assessor’ at the end of the work of the Joint Committees and Working Groupso For reports and performance level:

this is your own Director General (some don’t follow)

o For points: the Director General DG HR (who usually follows Committees’ recommendations)

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Appeal procedure: AIPN / DG final decision

In case of deviation from Committee’s recommendation: motivation required

Information of colleagues about the outcome of their appeal available in SysPer2 at the end of the 2010 promotion exercise (November at the latest)

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2011: What‘s ahead?

After 8 CDR exercises and ‚reforming‘ rules every year

Staff and hierarchy demotivation at a peak New eval/promo system 2011 in the pipeline No information to staff reps yet ‚Concertation‘ procedure / social dialogue

(consultation/negotiation) to start soon

R&D demands that those talks be opened without further delay!

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R&D Information meetingCDR 2010 - appeals

R&D is at your disposalDo not hesistate to contact us!

55676Appeals’ templates available online

www.renouveau-democratie.eu