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DG CONNECT People - HR Support and Delivery

DG CONNECT People - HR Support and Delivery

People (Unit R.1)
Goal: 

To attract, select, induct, develop and retain the right people with the right skills as to ensure an optimal and forward-looking staff allocation.

Action: 
  • Manage job quotas according to the needs of the DG and support staff in cooperation with EC horizontal services and in respect of the relevant rules and regulations.
  • Facilitate decision-making in HR matters by providing data and reports and implement Management Team (MT) decisions with the support of the HR professionals in our DG.
  • Promote actions to achieve work-private life balance, also by providing access to flexible working arrangements.
  • Raise awareness on ethical dilemmas by providing guidelines and animating debates for a strong collective vision of good behaviour and professional ethics in our DG.
  • Promote learning and competency development of staff also by organising DG specific training and performance evaluation of staff.
Situation: 

Our Unit is addressing various challenges:

  • Staff and budgetary reduction.
  • Implementation of the revised Staff Regulations.
  • New priorities set by the incoming College of Commissioners and DG senior management.
  • Effective implementation of the DG process to delegate budget management to executive agencies.
  • Implementation of the new EC decision on working time.
Mandate: 
We aspire to be a modern public administration within the frame of the Staff Regulations and under the constraints of the yearly allocation of human resources entrusted by the budgetary authority.

Input

Full-Time Equivalent: 
13
Collaboration with other DGs or agencies:
Budget: 
390.000 (linked to learning and development needs)
Outputs

Compliance with HR Internal Control Standards

Timeframe: on-going

Indicators

3302

Compliance with HR Internal Control Standards

Target 100% compliance (2014)
Baseline 100% (2013)
Source

annual monitoring

Appraisal and promotion exercises

Timeframe: on-going

Indicators

3301

98% of appraisal and promotion files closed on time

Target Higher than EC average (2014)
Source

annual monitoring

Implement HR actions in the Staff Engagement and Equal Opportunities and Diversity strategic actions

Timeframe: on-going

Indicators

3300

Completion rate of actions defined in the Strategy

Target 100% of actions (2014)
Baseline 75% (Dec 2013)

Recruitment of highly qualified staff

Timeframe: on-going

Indicators

3299

Average time to fill a vacant post to ensure business continuity

Target Ever faster recruitment process (2014)
Baseline 4.7 months (2013)
Source

biannual monitoring

Implement HR aspects in the delegation of budget management to executive agencies

Timeframe: on-going

Indicators

3298

Timely transfer of posts to the Common Support Service

Target 100% on time (2014)

Timely publication of posts to the Executive Agencies

Target 100% on time (2014)

Ensure optimal HR planning

Timeframe: on-going

Indicators

3297

Vacancy rate

Target Lower rate than EC average (2014)
Baseline Avg. 2.91% (2013)
Source

monthly monitoring

Turnover rate

Target Detection of possible anomalies in entries/exits and monitoring of the job quotas balance among Units (2014)
Baseline 8% entries and 8.3% exits (Dec 2013)

Rate of administrative and support functions on total staff

Target Adjustment according to EC targets (2014)
Baseline 10.9 % (Jan 2013)
Source

annual monitoring

HR workforce composition and trends

Target Analysis of relevant trends to bring critical situations to the attention of the Management Team (ongoing)
Source

biannual monitoring

Results/Impacts

Gender balance

Timeframe: on-going

Indicators

3327

Women recruited as administrators

Target Increased number of women to 50% of newly recruited staff as administrators (2014)
Baseline 33% (2013)
Source

annual monitoring

Gender balance in the DG by category and grade

Target Improved men/women balance in all categories and grades (2014)
Baseline 48% men / 52% women (2013)
Source

annual monitoring

Management and pre-management positions held by women.

Target 28% for pre-managers (internal target); 25% for middle managers and 25% for senior managers (EC target). (2014)
Baseline 23% for middle managers and 26% for senior managers (2013)
Source

annual monitoring

Ensure support to staff and management

Timeframe: on-going

Indicators

3326

Survey repliers affirm that “I am, all in all, satisfied with the services/support provided by the People Unit" (lead indicator)

Target Increase level of satisfaction (2014)
Baseline 74% (2014)
Source

R1 satisfaction survey

Ensure optimal HR allocation

Timeframe: on-going

Indicators

3325

Survey repliers affirm that “My skills match with my current job”

Target Higher than EC average (2014)
Baseline 79% (2013)
Source

annual survey

Survey repliers affirm that “I have an acceptable workload”.

Target Higher than EC average (2014)
Baseline 55% (2013)
Source

annual survey

Link to DG CONNECT's Top Level Targets

  • DG CONNECT is a lean, modern, effective and efficient public administration