Performance-based career structure
Proven ability and performance rather than length of service count in the new career structure of EU officials, which entered into force on 1st May 2004 together with a revised remuneration and pension system.
The Commission has introduced a new appraisal system (Career Development Review, CDR). The aim is to make the administration more dynamic and more efficient by permanently motivating staff. The CDR is a transparent system of performance appraisal and creates a much closer link between objective annual assessments and promotions.
In the field of training, a culture of lifelong learning has been introduced. New mobility rules encourage staff to change their positions regularly. All officials have a non-binding benchmark of two to five years for remaining in the same post. Mobility is compulsory for sensitive posts (e.g. those dealing with the award of contracts, determining rights and obligations, award of grants, etc.) and for top and middle managers. As a general rule, senior officials are subject to mobility after 5 years and normally do not stay in a post for longer than 7 years (see next section: top managers).
Selection, appointment and appraisal of top officials (directors general and directors) have been revised to avoid national influence. The primary criteria on senior appointments will be merit and experience in decisions. Subject to this, the Commission will respect an adequate balance of nationalities and promote a better gender balance.
Also the role of the middle management has been reinforced.
Recruitment policy has been made more professional and more efficient with the creation of EPSO (The European Personnel Selection Office). Its website offers free access to reliable information about recruitment to the EU institutions and about making best use of information technology to improve the management of selection procedures.