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Transforming Recruitment at the EU: The Role of EPSO in Modernizing Selection Processes

This seminar, led by Yves Quitin, Chairman of the EPSO Management Board, outlines the mission, context, and evolution of the European Personnel Selection Office (EPSO) since its inception in 2002. EPSO aims to provide a unified and efficient staff selection service for the EU institutions, addressing historical inefficiencies and adapting to contemporary recruitment challenges. The seminar discusses modernizing selection techniques, fostering interinstitutional cooperation, and aligning practices with public sector best practices to attract a skilled workforce in an evolving demographic landscape.

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Transforming Recruitment at the EU: The Role of EPSO in Modernizing Selection Processes

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  1. Recruitment & Sourcing Seminar @ CERN 18th November 2011 Yves Quitin Chairman of the EPSO Management Board • Mission • Context and beginnings • Why change • Interinstitutional cooperation

  2. EPSO’s Mission: To provide a professional staff selection service on behalf of the European Union Institutions Selection Versus Recruitment

  3. EPSO – context and beginnings… • Created in July 2002; operational from 1st January 2003; • Single point of contact for EU citizens who wish to work in the European institutions; • Before the creation of EPSO, each European institution managed its own selection procedures;

  4. EPSO: context and beginnings… • Objective: to modernise and improve administrative efficiency within the European institutions; • Commission’s proposal and wide support from the European Parliament • EPSO was put in place to harmonise and rationalise selection procedures, introduce more professionnalism, and optimise use of resources by generating economies of scale;

  5. EPSO: context and beginnings… • Also created in the context of major changes in EU construction to face an unprecedented enlargement from 15 to 25, and subsequently 27 Member States; • Avoid counterproductive competition in « new » member states; • Demographic imbalance in (almost) all institutions

  6. European Commission Council Committee of the Regions Court of Auditors Court of Justice Data ProtectionSupervisor Ombudsman Economic &Social Committee 34 345 5000 3549 European Parliament We select staff for: 895 2015 …and many other agencies of the EU

  7. Committee of Regions 1% Economical and Social Committee 2% Court of Auditors 2% EuropeanParliament European Court of Justice 13% 3% EuropeanOmbudsman 0% Council 9% European Commission 70% Scale of operations

  8. Recruitment process out-dated: based on 1950’s competition model; • Extremely long procedures both for candidates and Institutions; • - ‘War for talent’: need to compete efficiently to attract the right people and create a positive image of the EU Institutions as potential employer. Why change (1)?

  9. Why change (2)? - Accelerated rate of retirement over the next 10 years; - Demographic change; - A change in expectations and demands from the new generations; - Align the European Institutions with best practice in the public sector.

  10. Why change (3)?

  11. Why change (4)?

  12. Why change (5)?

  13. Why change (6)?

  14. Why change (7)? KEY SKILLS Versus KNOWLEDGE

  15. Why change (8)? A good lawyer who can adapt Or A lawyer who knows everything about footnote 3, page 64, of the Lisbon Treaty

  16. Management Board - composition • A President (elected by the Management Board for two years); • 1 permanent member and 1 substitute member by Institution; • 3 observers from the Staff Committees of the Institutions.

  17. Management Board • Gives a favorable opinion to the Commission’s proposal for Director of the Office; • It approves the rules governing the Office and its organisational structure; • It approves the principles of selection policy; • It establishes the provisional budget of the Office; • It approves the nature and fee for any extra work that the Office may do on behalf of the Institutions, Organs, Offices and Agencies; • It approves the work programme, notably the competition planning and the calendar of competitions to be organised.

  18. EPSO DEVELOPMENT PROGRAMMEEmphasis on: • Realistic planning of (combined) needs; • Lenghth of procedures (annual cycles); • Modernisation of selection techniques; • Reasonable time spent by succesful candidates on reserve lists; • Report on candidates performance (competency passport)

  19. INTERINSTITUTIONAL COOPERATION ?

  20. INTERINSTITUTIONAL COOPERATION (2) • Sizes of the institutions; • Debate « skills><knowledge » still ongoing; • Competition for specialiased jobs (linguistic); • Feeling of loss of autonomy; • Specific issues linked to geography (Brussels / Luxemburg)

  21. To conclude: without EPSO... • Institutions could not have faced the challenge of successive enlargements; • They would still be competing for the same profiles; • They would probably still apply old fashioned selection techniques; • Candidates would not be interested any longer

  22. THANK YOU FOR YOUR ATTENTION

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