Like every year R&D Ispra helps colleagues with their promotion file. If your name is not on the published list in Sysper2 and you would need assistance or advice on lodging an appeal, you are invited to contact our expert colleagues. Please remember that the deadline for submitting an appeal is Monday 25 June. For this reason you should contact us asap.

You can contact the R&D Ispra secretariat (jrc-rd-ispra@ec.europa.eu) at 9645 or the following colleagues directly:

Hans Nieman 5530

Diana Rembges 5953

R&D has decided to join forces with CISL, FFPE, SFIE, and U4U for the upcoming CLP elections. This means that we have formed and are part of one common list, No.3, together with these trade unions.

With the ongoing reform, joining forces and closing ranks is the only way to protect staff interests. This joint force guarantees that the opinion of those who are working in Ispra also counts at the central level, as the above-mentioned trade unions are united in Brussels as well. Europe is in the middle of a very serious economic crisis, and this has a huge impact on the negotiations of the New Staff Regulations. Times are getting tough and there is no time left for petty disputes among trade unions: UNITED WE ARE STRONGER!

Our collaboration already started in the past. Among many examples, a highlight was the Art.90 procedure followed by the legal action against the Correction Coefficient; 534 colleagues participated in this action! Our majority will continue this collaboration; open to all trade unions, also in the future.

Because a united defence of individual rights, the JRC and the European Commission is needed for all staff, at all levels, and should be carried out with dignity and mutual respect. We think that having 9 different trade unions at the Ispra site, is not the best way to defend staff. Our list guarantees a well balanced staff representation for everybody: women and men, with different types of contracts and from different origins and backgrounds are willing to collaborate to defend our common interests at a local and a central level. Attention: just put one cross on the top of the list. This single cross guarantees the best defence for your job security.

We believe that there will be a turbulent campaign. From our side we will distribute some material, e.g. our election programme, which you will receive this week. Please contact us immediately if you don't receive our programme before Friday 9 March. May we kindly ask you to talk to 2 colleagues in your neighbourhood and explain them the importance of a united defence of our work environment at this very difficult moment?

Yes, most important: We do kindly ask you to vote list 3.

With a view to the current European crises and the new CDR procedure, R&D Ispra organises for all staff a lecture from the perspective of a former HR specialist from the banking sector.

"Bonuses and appraisal procedures (e.g. CDR) are not well designed, de-motivate staff and do not lead to better performance"

The speaker

That is the opinion of Dr. Kilian Wawoe, a Human Resources specialist, who wrote his thesis on "bonuses & banking". Almost his whole professional life he worked for a big international bank in various places across Europe and Asia. In his last function as Head of Human Resources for west & south Europe. He discovered in his research project that what he was doing in his daily job, e.g. paying bonuses to bankers, was one of the reasons of the financial crisis. He left the bank in 2010 to become a professor and consultant on Performance Measurement & Reward. 

Whistleblower

As a whistleblower he flagged the risks of the bonus system, in- and later outside the company. Mr. Wawoe is a much acknowledged and frequently invited speaker. His aim is to achieve a mentality change in staff rewarding, in order to prevent that a huge majority of taxpayers have to pay for the benefits of a small minority. For example, the takeover of Banca AntonVeneta in Padova which was the beginning of the end for ABN-AMRO: the staff that completed the deal were rewarded huge bonuses, the tax-payers however lost EUR 20.000.000.000,-.

The lecture

Based on his experience, Kilian Wawoe will explain in an accessible and entertaining way what and how it went wrong. Furthermore he will address staff-rewarding systems in general from a socio psychological point of view. We would be very interested to hear his opinion on our rewarding system and especially in a research environment. So if you want to know how a wrong staff rewarding system created the problems we are all facing now, please attend the lecture. The lecture is free of charge and will be held in English.

 

When: 20th January 2012, h. 10.30