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USHU NEWSLETTER - OCTOBER 2018

CONTRACT AGENTS in DELEGATIONS / ANNEX X - the continued fallout….

 


Betty Diana VARGYAS
EUD ZAMBIA

Contract Agents in Delegations

Contract Agents were recruited in DEL back in 2005 – 2006 (mostly former ALATs and several Individual Experts). The start was already very shaky as a large swathe of staff with more than 5 years’ experience were placed in the lowest grade of FG IV 14. Those with over a decade were placed at only grade 13. Many staff missed out on Grade 16 by a question of months on grounds that not all experience was considered “relevant” by HQ!

JUMP to the NEW GIPS OCTOBER 2017: Now, you can enter at Grade 16 with 17 years of experience and ALL professional experience/qualifications is taken into consideration. The 2005 restrictive grading was partly mitigated by the overall working conditions that were considerably better under the former Annex X. Fast forward to January 2014 and the situations deteriorated rapidly with powerful cuts to Annex X provisions and no social dialogue, no impact study.

CAs are obliged to fight constantly to reinstate their initial contractual provisions where there was a more generous reimbursement of exceptional educational expenses, 42 annual leave days ( currently 24 INADEQUATE ), an annual travel allowance based on business not economy, the list seems endless……

Choosing to work in a Delegation is life-changing. Staff should be accompanied by adequate provisions, not incessant cuts!


Jordi CARRASCO-MUNOZ
EUD LEBANON

Lack of career perspective

There were high expectation for the long-awaited Team Leader positions in Delegations. Social Dialogue meetings were protracted and there was much emphasis on the need to ensure that this new function would in fact serve as an incentive to CA staff in Delegations. Unsurprisingly, CA staff are not scrambling over each other to apply for TL positions. There is no guaranteed reclassification despite the increase in responsibility and the need to manage a team locally. There seems to be little incentive for the more experienced CAs to apply for these posts which are often in hardship countries and places where HQ has difficulty in finding officials during the rotation exercise!

CAs now have access to Internal Competitions but with huge limitations and a management that seems hell-bent on making

the process as difficult as possible. USHU demands the same pre-selection procedure for ALL internal competitions. We believe the talent screener is vital to evaluate all the skills of CAs and ensure the best candidates succeed.

Issues related to Team Leaders, Internal Competitions, slow reclassificaiton are symptomatic of the continued piecemeal approach to Human Talent Management. In-service staff who have performed well and undergone numerous evaluations must be provided with a true career path and not simply expected to shut up and get on with the job.

       


Alessandro LIAMINE
EUD UZBEKISTAN

Reduced Educational Allowance

USHU believes that the overall policy of education allowances needs a comprehensive overhaul to ensure that the EU comes up to speed and ensures that all staff in Delegations may obtain a quality education for their children whilst serving in Third Countries.

As it stands everyone is treated “equally” but USHU considers this a very unfair approach for staff with several children of school age, staff with lower salaries, single parents and families with only one income generator.

The concept of "personal contribution" needs to be rethought and adapted to the realities of Delegations. In over half of EU Member State countries, compulsory starts at the age of 5 whilst initial education, sometimes also compulsory by law, starts as early as 3!

If we want to maintain the attractiveness of posts in Delegations, we need to ring-fence quality education for our children!


Karoly SOOS
EUD BOSNIA AND HERZEGOVINA

Lower Travel Allocations for too many staff

When CAs and Expats chose to work in Delegations pre-2014, the annual travel allocation was based on business class for the whole family which has been eroded over time to reflect an "IATA full economy” class ticket. That has had a significant impact on year-on-year income.

Recently, in July 2018 this allocation was further cut for many on the basis of a complex system of IATA tariffs which has made many question whether this tool is the best approach. USHU advocates strongly for the introduction of a fairer and more transparent system for the calculation of the annual travel allocation.

Add the substantially reduced annual leave and increased working hours and it is clear that the work-life balance in Delegations in under incredible strain with increased cases of sick leave, more requests for parental leave and a pervasive perception that Delegations are becoming less and less attractive over time whereas they are taking on more and more functions and responsibilities in order to deliver on EU goals for external policy!

YOUR USHU team is already preparing itself to best represent you
in the upcoming CLP HU Elections 2018! List No 4

“THERE IS A LIMIT TO WHAT WE CAN ACHIEVE ALONE
BUT THERE ARE NO LIMITS TO WHAT WE CAN ACCOMPLISH TOGETHER”

   


Helen CONEFREY, PRESIDENT USHU

USHU is presenting a strong and balanced list in the 2018 CLP HU Elections that will kick off on 5 NOVEMBER 2018 List No 4:

• GENDER PARITY

• WIDE GEO-coverage

• ALL staff categories

Experienced staff & highly motivated newcomers
 


USHU meets up : Sunil Kumar, Karoly Soos, Alessandro Liamine, Helen Conefrey, Eyal Inbar

 

 
 

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