Evaluation and promotion CDR 2010 Information meeting

1. Evaluation and promotionCDR 2010Information meeting Renouveau & Démocratie your trade union informs you! R&D CDR Information meeting

2. Appeal procedure amended during ongoing exercice!What‘s new for you? R&D CDR Information meeting

3. Structure • What remains? What‘s new? • Procedure • Promotion • Appeals R&D CDR Information meeting

4. 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 • IA (10-12 promo points) • IB (7-9 promo points) • 8%+22% = 30% R&D CDR Information meeting

5. PROCEDURE R&D CDR Information meeting

6. Self assessment • Check out the new evaluation standards • these will be used by your hierarchy • Useful reference to get a ‚feeling‘ for the text of your evaluation • Check the criteria for points attribution • Re-read your objectives • Keep it short and simple (although there is no formal limit!) R&D CDR Information meeting

7. 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!!!! R&D CDR Information meeting

8. Your Evaluation Report • Assessed are • Efficiency • Ability • Conduct in the service • Attention: no more weighings in terms of points for the 3 criteria R&D CDR Information meeting

9. Project Evaluation Report After the dialogue SysPer sends you invitation to • ‚Accept‘ the draft evaluation report • 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!! R&D CDR Information meeting

10. Criteria for performance level • The jobholder's performance • IA constantly exceeded • IB frequently exceeded • II fully met • III partly met • IV failed to meet expectations Attention: Watch out for wording in your report!! R&D CDR Information meeting

11. Criteria for points attribution within a given performance level • Evaluation Report (‚merit‘) • Foreign languages used in the service • Responsibility • Especially in higher grades: „double advantage“ HoU, deputy HoU,head of sector, etc. • But also recognition of special tasks • Activity in the interest of the institution (jury, concours papers, joint committees) R&D CDR Information meeting

12. PROMOTION R&D CDR Information meeting

13. Thresholds • 3 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 R&D CDR Information meeting

14. Convergence Plan until 2011 R&D CDR Information meeting

15. End-of-career grades before 2004 Promotion percentages 2010 Annex XIII Staff Regulation • AD12: • 2010: 20% (instead of 15% 2009) • 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!!! R&D CDR Information meeting

16. End-of-career grades before 2004 2010 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!!! R&D CDR Information meeting

17. End-of-career grades before 2004 • 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: if your DG puts you exactly at these thresholds (without safety margin), you are well advised to introduce an appeal ‘just in case’ R&D CDR Information meeting

18. The promotion cycle • Mobility between performance levels • Mobility between points within performance levels • 30% of officials in PL IA and IB • Rapid promotions from 2y possible • Performance levels III and IV: DG loses points – very rare R&D CDR Information meeting

19. 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: • Base grades: 80%. • Middle grades: 75%. • Advanced grades: 70% • This includes the 30% highflyer quota • Number of caveats (budget!) R&D are observing statistics! R&D CDR Information meeting

20. APPEALS R&D CDR Information meeting

21. 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 R&D CDR Information meeting

22. 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! R&D CDR Information meeting

23. 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 R&D CDR Information meeting

24. 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) R&D CDR Information meeting

25. Appeal procedure Various options: you may • accept the report, with or without comments = report closed • Reject the report and file an appeal • Accept the promotion points awarded • Appeal against the number of points inside the performance level and file an appeal • Do nothing: HHR will close your CDR R&D CDR Information meeting

26. 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 R&D CDR Information meeting

27. 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 R&D CDR Information meeting

28. Appeal procedure - deadlines • 15 working days (new) • Strict application of deadline: • Automatic closure by HR unit if you don‘t react in time (new) • Justified absences still prolongue (missions – sickness - leave) • 2nd dialogue does not prolongue deadline for appeal (new) R&D CDR Information meeting

29. 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 superior • In case of justified absences beyond the 15 working days‘ limit • In case of particular circumstances R&D CDR Information meeting

30. 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!! R&D CDR Information meeting

31. 2nd dialogue for appeal – for ‚information‘ only • With countersigning officer • S/he can delegate to evaluator: (new) • 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!!! R&D CDR Information meeting

32. 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) R&D CDR Information meeting

33. Appeal procedure – treatment of appeals Separation of appeals • against report and/or performance level • against points only DGs are trying to limit appeals rendering them as cumbersome as possible!!!! R&D CDR Information meeting

34. 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 R&D CDR Information meeting

35. Appeal procedure – structure of Committees Treatment of appeals • Joint Committee Eval and Promotion (CPEP plenary) • Intermediary Group to prepare CPE • Working groups for appeals against report or Performance Level • Central committee for appeals against points R&D CDR Information meeting

36. Appeal procedure – structure of Committees Treatment of appeals • President of all committees, working groups, central groups etc (nominated by administration) has pivot vote(new) • 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) R&D CDR Information meeting

37. 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 Groups • For reports and performance level:this is your own Director General (some don’t follow) • For points:the Director General DG HR (who usually follows Committees’ recommendations) R&D CDR Information meeting

38. 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) R&D CDR Information meeting

39. 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&Ddemands that those talks be opened without further delay! R&D CDR Information meeting

40. R&D Information meetingCDR 2010 - appeals R&Dis at your disposalDo not hesistate to contact us!  55676 Appeals’ templates available online www.renouveau-democratie.eu R&D CDR Information meeting