Gość: Nowe
IP: *.92-247-81.adsl-dyn.isp.belgacom.be
12.03.10, 15:23
IP/10/262
Brussels, 11 March 2010
Better, Faster, Stronger: Launch of new selection procedure for EU officials
On 16th March 2010, the European Personnel Selection Office (EPSO) will launch
a modernised and streamlined selection procedure for EU officials, with its
first competition for Administrators under the new arrangements. The new
system will be better by establishing annual competitions for the most common
job profiles, thus allowing candidates to plan their applications more
effectively and helping strategic human resource planning by the EU
institutions. It will be faster and more efficient, involving fewer steps than
the current set-up. And it will be stronger, shifting the emphasis from
knowledge to competency-based assessment, which is proven to be one of the
best predictors of future job performance.
"In an increasingly competitive jobs market, the European institutions have to
be able to attract a diverse range of top quality applicants," said Maroš
Šefčovič, Commission Vice-President for Inter-Institutional Relations and
Administration. "It's also important that we hang on to these people, which we
will only do if they have the prospect of finding an attractive post without
undue delay. The new system is based on best practice across the public
sector. It will provide the EU institutions with the right people at the right
time, while remaining true to the principles of fair and open competition."
Better planning
EPSO has introduced a three-year rolling plan where institutions regularly
assess their staffing needs. There will be annual recruitment competitions in
three cycles, for Administrators, Assistants and Linguists, complemented by
individual competitions for specialists. To end the situation where successful
candidates often spend years on a list without actually finding a post,
reserve lists will remain valid for just one year, until the following year's
competition cycle is completed. Most candidates on reserve lists will be
invited for interview. Participants will be able to receive feedback on their
performance in the competition, thus avoiding lengthy review procedures.
Faster and more targeted recruitment
EPSO's new selection procedure will improve the quality and reliability of the
process. A key principle is the shift from knowledge to competency-based
assessment of job candidates. There will now be just two stages in the
procedure – computer-based pre-selection testing in individual EU countries
and an assessment stage in Brussels. The new cycle will take between 5 and 9
months, rather than up to two years as is the case under the previous system.
Pre-selection will still involve tests of cognitive ability and situational
judgement, plus professional and language competency, depending on the profile
sought. The previous test on EU knowledge will no longer feature in the first
stage, but this will be assessed at the second stage alongside job-related
exercises during the assessment.
The assessment phase will allow all key competencies to be properly and
reliably tested, with the emphasis on job-related abilities rather than
factual knowledge. Exercises will be selected to evaluate the desired skills,
each of which will be assessed at least twice. This stage will comprise a full
day or half day of tests depending on the type of competition. This will be
done in the candidate's second language (English, French or German), except
for profiles requiring specific language skills. This will replace the lengthy
two-stage written and oral test process. In addition to specific professional
skills and knowledge, a number of core competencies will be assessed,
including analysis and problem solving, communication, delivering results,
learning and development, prioritising and organising, resilience and working
with others.
Selection boards will be professionalised, through the secondment to EPSO of
selection board members, the certification of board members in
competency-based assessment and greater use of expertise in HR and psychology.
Successful candidates will be issued with a 'competency passport' setting out
their performance in the assessment centre, which will be sent to the
institutions to help with the recruitment process.
Promoting diversity
EPSO is also implementing a series of measures to promote diversity within the
workforce and to improve the image of the EU institutions as an employer.
These include guaranteeing the gender-neutrality of tests, improving services
offered to candidates with special needs, and more pro-active handling of
reserve lists.
Why a career in the EU?
EPSO wants to attract the very best candidates to work in the EU. Alongside
the new selection procedure, it has developed a new logo to attract potential
candidates. For its part, the Commission is determined that it should be a
public administration of the highest quality. A career in the EU institutions
offers a lifetime of different jobs; interesting and challenging work which
makes a real difference to Europe; an environment where people are encouraged
to learn new skills and languages; the opportunity to work and travel abroad,
and work with people from all over Europe; and an attractive benefits package.
