European Personnel Selection Office

1. European Personnel Selection Office EPSO Development Programme DGs Mini Seminar - 5 June 2008 David Bearfield, Director

2. EPSO -The story so far… Selection of staff for all EU institutions; Created in specific context of enlargement Numbers: 285 open competitions; 290 822 on-line  applications; 10 693 laureates selected; 7049 laureates recruited.

3. Labour Market Challenges • Accelerated retirements over next 10 years • Changing demographics in society • War for Talent – tough competition on the labour market: we no longer attract the best candidates • Changing aspirations and demands from the next generation(s) = traditional selling points of jobs for life / salary / good pension are no longer attractive

4. Recruitment challenges(1) • No strategic HR planning : • only ad-hoc/reactive process when needs become acute • peaks and troughs, leaving services with gaps

5. Recruitment challenges(2) • Time issue : • 2 years to select and recruit candidates is no longer sustainable Admission tests on computers Formal offer of employment Interview and medical examination Written exams Oral exams Identification of needs by Institutions Publication of Notice of Competition Flagging Admission

6. Recruitment challenges(3) • Assessing people on wrong parameters : • Assessing knowledge, not competence • Selecting people good at getting the job, not good at doing the job (lack of operational staff and good performers)

7. Candidate Satisfaction SurveyOverall satisfaction by question

8. The EPSO Development Programme • Internal management improvements (review of current procedures) • Fundamental review of selection policy and practice • Implementation timeframe – 2 years

9. Planning and Needs • Forward planning: introduce more accurate forecasting of needs (3 year rolling plan), based on common methodology • Annual competitions for general profiles (AD/Assistants/secretaries) + slots for specialised profiles • Conduct job and competency-analysis • Address time taken to conduct competitions

10. Testing and Professionalism • Shift from knowledge to a competency-based assessment (retain knowledge testing where appropriate) • Professionalize selection boards • Use of assessment centres / improved testing (competences, use of behavioural tests,…)

11. Diversity and Attractiveness • Identify and improve the “employer brand” of the EU Institutions • Assess the EU « attractiveness package » so that we can compete in the search for best talents • Evaluate diversity measures i.e. disability, ethnic and geographical balance

12. EPSO Mission & Values Ambition EPSO strives to constantly improve and obtain positive results. We are innovative and dynamic, and committed to achieving our full potential Mission : to provide a professional staff selection service on behalf of the European Union Institutions Integrity We trust each other to act with honesty and to treat all stakeholders fairly and equitably, using open and transparent procedures Respect EPSO acknowledges and welcomes the diversity of people and treats all equally, applying the rules and procedures in a tolerant environment Diversity EPSO mirrors diversity in its own team and takes the best from people with different backgrounds to achieve our common goal Quality service EPSO consistently provides the client with excellent standards of service in a timely manner Professionalism EPSO conducts selection procedures in a fair and efficient manner, using best practices and ensuring quality and customer satisfaction through its dedicated and highly qualified staff

13. Goals • Ensure services have the right staff in place (meeting Institutions needs) • Efficient and reliable tests (improving delivery and making content more relevant) • Much faster selection process : 5 to 9 months (not 24…) • Better dialogue with candidates and improving user friendliness • Creating a positive image of EU employment • WIN/WIN - Benefits us all