EU Open Competitions

1. American University in Bulgaria Centre for European Programmes EU Open Competitions Dr. Olga Borissova Executive Director, CEP This Seminar is organised with the kind financial support of the Finnish Embassy to Bulgaria.

2. EU Exams • The ideal/successful candidate has: • lived, worked or studied outside their homeland; • spent time in Brussels or an EU administrative centre; • undertaken an internship in one of the EU Institutions. • No national quotas, except for enlargement competitions • 80% of candidates are excluded after the preselection test: • Lack of preparation; • Wrong strategy when taking the test.

3. Applications • European Personnel Selection Office (EPSO) • http://europa.eu.int/epso/index_en.htm. • Timetable – Official Journal • http://europa.eu.int/epso/index_en.htm. • Applications: • First Stage • admission to the preselection tests. • Second Stage • submit another application form prior to the oral exams

4. Competition • Preselection tests: • 3 multiple-choice tests; • General entry criteria published in the Official Journal. • Written tests • Case studies (précis or essay) to test: • knowledge of the field chosen for the competition; • comprehension skills and ability to analyse and summarise; • drafting ability in your main language; • ability to draft in your second language. • Interview • Reserve list

5. The 3 preselection tests • Specialised Field • about 40/50 questions • in your second language • combined with the EU Knowledge test • 80 minutes long (both Field and EU Knowledge together) • Numerical and Verbal reasoning • about 30/40 questions • in your second language • 60% verbal and 40% numerical • 40 minutes long • EU Knowledge • about 30/40 questions • in your second language • combined with the Field test • 80 minutes long (both EU Knowledge and Field together)

6. Warning 10% - 15% of applicants will probably not turn up for the first 2 stages of the competition. Even at the interview stage a number of candidates will not arrive!

7. Preparing for the competition • Specialised field test • Update your knowledge (key issues in chosen field); • Give your knowledge a European focus; • EU treaties that may affect your specialised field area. • EU Knowledge test • Clarify and update your Languages' knowledge: • English and chosen second language; • Expressions/acronyms in chosen second language. • Think about likely areas of questions. • Verbal and Numerical Reasoning test • EPSO interactive tests (and any others you can find).

8. Practical aspects of the competition procedure

9. The experience of the new Member States Main stages: • Publication(spring 2003) • Registration(may 2003) • Pre-selection tests • (November - December 2003) • Evaluation (February 2004) • Filing applications • Written tests(May 2004) • Oral exam(June 2004) • Reserve list • Interviews with the institutions

10. Tips and Suggestions

11. Consider travelling arrangements and any problems that may arise; Get to the exam centre in plenty of time; Take your Passport or ID Card and invitation letter with you; Take a drink with you; You do not have to dress smartly! It is preferable for ladies to wear trousers! Go the toilet before you start; Leave your mobile phone at home; Do not take any valuables with you; Do not take laptops, dictionaries, calculators etc.; Carefully read: Notes sent with the invitation to attend the tests The Official Journal Candidates notes on the desk Ignore anybody who is cheating; If you think a question is wrong tell the invigilator after you have finished the test; You will not normally be able to leave in the last ¼ hour of the test; If your personal details have changed since you originally applied for the competition, please remember to notify EPSO by fax.

12. Working for the institutionsThe Commission • RecruitmentThe European Personnel Selection Office • Principles underlying recruitment: • to monitor best practice and developments in recruitment techniques; • to plan competitions on the basis of a jointly approved schedule; • to standardise selection procedures and make them more professional; • to ensure equal treatment of all candidates, with particular emphasis on geographical balance; • to make procedures more transparent for candidates; • to speed up the recruitment procedure; • to introduce computer-based testing at the pre-selection stage; • Both general and specific selection procedure.

13. Staff training and mobilityMobility maintains dynamism • Training • Commission Strategic Training Framework; • Strategic Training Framework for DGs; • Training Map. • Mobility • a non-binding benchmark of two to five years for all officials; • mobility is compulsory for 'sensitive' jobs; • DG's are allowed to implement structured mobility programmes; • greater transparency and objectivity in filling vacant posts; • Central Career Guidance Function (CCGF); • detachments to other institutions are facilitated as well as secondments.

14. Staff training and mobilityMobility maintains dynamism • Mobility of senior officials (New guidelines adopted in February 2002) • After 5 years (7 exceptionally) A 1 and A 2 officials must move post. • preventing bureaucratic stasis and resisting national influence; • fosters innovative and flexible thinking.

15. Appraisal and promotionCareer Development Review - CDR • Objectivity in appraisal: • No automatic advancement to the highest possible grade; • Performance of officials is quantified by merit points and priority points. • Consistency throughout the Commission • Promotion • Job descriptions • Appraisal and promotion of officials in managerial posts • Appraisal of senior officials

16. Senior and middle managementMiddle Management and Advisers • Middle management • management experience and training are required; • Specialist knowledge, be aware of administrative and financial procedures, good communication skills and be well versed in EU policies and law; • Nine-month probationary period (which may be extended by six months); • Appointments to the post of HoUs may, where necessary, be revoked; • HoUs may also voluntary opt out of management rules; • More transparent, professional and verifiable selection procedure; • Joint Committee on Middle Management Appointments; • two years experience for promotion to an AD 13/AD 14 management post. • Reforming the function of advisers • Grades AD 9 - AD 14.

17. Senior and middle managementSenior Management • New Commission guidelines for the selection, appointment and career development of its senior officials: • The nationality of the outgoing post holder is not relevant; • Merit and experience in decisions on senior appointments; • Balance of nationalities and gender represented; • Career advancement dependent on results of performance appraisals; • Senior officials are subject to mobility after 5 years (maximum 7); • Senior management posts will generally be opened up to competition; • Priority to internal candidates, but external appointments are permitted; • Commissioner has the right to make the proposal to the Commission on the choice of the senior managers working for him/her; • Application and selection procedures are standardised and professionalised.

18. New Career StructureFlexible and accountable administration • General goals of the reform: • Two functions groups instead of four categories; • Increased motivation and commitment; • clear incentives for good performance in a lifelong career; • Reduction from 4 to 2 function groups and a single pay scale with 16 grades (basic categories for officials ).

19. EU Open Competitions Thank you for your attention. For contacts: Dr. Olga Borissova Director, Centre for European Programmes American University in Bulgaria Tel.: +359 2 960 79 12; Fax: +359 2 961 60 10; E-mail: oborissova@aubg.bg