JRC strategy 2030
A recent open letter of some trade unions was highly critical
of the process led by our Director General towards the development of a JRC
strategy for 2030.
R&D
distanced itself from the tone and content of that letter, which we think
has served only to stir up unnecessary fears amongst staff, without being
constructive in any way.
The first two points highlighted in
the open letter relate to Administrative Services and Site Management, with no
mention of science, research or policy which is the core business of the JRC in
its mission. One can draw one's own conclusions about their priorities.
The timing of the letter was also
inappropriate, considering that the undersigning parties were fully aware that
a document explaining the strategy was to be distributed later the same day to
all trade unions in preparation for a meeting between them and the DG.
The meeting took place this morning
22nd February. The draft JRC strategy document itself will be soon
made available by our DG and we anticipate now some thoughts.
In the draft strategy document, there is much that is a continuation of previous ambitions, much common sense, and much that is reassuring for the future. In primis, is the declaration that the JRC remains as a Commission DG and will cement its central role in the decision making process of all policy DGs.
Indeed, most of the principal points of the Strategy are in
line with the
R&D electoral programme for the Local Staff Committee elections in 2015.
This programme met the approval of a significant fraction of the staff
resulting in R&D Ispra being confirmed as the principle trade union at the
JRC's largest site (also the third largest site of the Commission).
Among the others, we find in the document:- support to scientific excellence
- introduction of a mobility market for staff
- revision of administrative procedures and process streamlining
- focus on core scientific business, with a rebalance of staff resources allocated to scientific activities vs support ones
- a global vision of infrastructure management to ensure most efficient use of resources to support the core business
R&D's concern
However, R&D naturally also has
some concerns about several parts of the document and requested further explanations
and reassurances at today’s meeting with the DG. We had sent a
list of questions in advance, and raised other points as the
discussion developed. The main points queried related to: cancellation of
repetitive work, staff and budget allocation, ratio of permanent and
flexible positions, external access to laboratories, duration of projects. The
DG has offered to create a forum on Connected where our questions – together
with questions from staff – will be answered.
The
outcome of today's meeting and R&D's position
The JRC has been subject to many reorganizations over the
years, and staff is naturally sceptical when a new one is around the corner.
The JRC has also been subject to many existential crises in the past and must
clearly set, explain and execute the essential and valuable service it can
provide for the implementation of the best EU policies. We believe that one
must adapt to survive (c.f. Darwin), rather than following the creationist
approach supporting that everything must remain as it is. The future of the JRC
can only be guaranteed by being truly useful and through using its resources in
the most efficient manner. The meeting has been very productive and we see in
the new strategy a lot of pros and opportunities. A correct implementation of
the general principles declared in the draft document will be crucial for a
positive outcome and a better future for the JRC – we promise that we'll follow
very carefully all the process with the constructive spirit that has always
been our trademark.
G. Selvagio - R&D Ispra
P. Di Pietrogiacomo - R&D Seville
P. Di Pietrogiacomo - R&D Seville
Human(e) resources at the JRC
R&D has recently been contacted by some colleagues concerned about their future role - R&D always believes in maintaining an open and constructive dialogue with the hierarchy and has already intervened to protect and assist our colleagues. We understand the need to prioritise resources but change must always be managed with dignity and respect for the individuals concerned, at the same time ensuring their expertise and experience is used in the best interest of the service. A roll out of the mobility market, an idea initially proposed by R&D, would be a concrete tool to achieve these ends in cases where changes are really unavoidable.
We strongly encourage you to contact us if you feel you may be affected by any organisational changes and need our help or advice. We can be most effective when we work together to get the full picture. R&D will ensure that no one gets left behind!
Self-assessment: R&D at your disposal
The
appraisal and promotion exercise 2016 has been launched recently. If you would
like to review your self-assessment before signing it or you have any other
question concerning the procedure, feel free to contact us. Our colleagues will
be at your disposal to answer all your questions.
The
multiplication rates for guiding average career equivalence for each grade can
be found at
this link.
To
get in contact with R&D Ispra, please write a
message to our secretariat to make an appointment.
Whirlpool Factory Outlet: discounts for all staff
NAME and SURNAME – RD ISPRA
Whirlpool factory outlet will update you about special offers and events.
Annual salary update
Last week, R&D
attended the GTR (Groupe Technique Rémunération) meeting in Brussels, during
which Eurostat and DG HR announced the figures of the 2015 salary update.
The overall effect on salaries for Ispra-based staff will be an increase of 1,41%, as explained in detail below. The adjustment will be applied retroactively as from July 2015 and will be paid with the December salary slip.
The salary table will increase by 2,4% for all statutory staff (AD, AST, AST/SC and CA) in all duty stations. This is the combined result of the increase of cost of living in Brussels and the increase in purchasing power of national administration civil servants of 11 reference Member States.
For the staff posted outside Brussels, the salary is also affected by the Correction Coefficient (CC). In Ispra, our CC will decrease from 93,1 to 92,2 due to the fact that inflation in the Varese area has been lower than that of Brussels.
The current pension contribution rate will not change.
We remind you that this is the first annual salary adaptation since the reform, as the salaries were frozen in both 2013 and 2014.
A few further observations we have taken from the discussions we had with Eurostat:
The overall effect on salaries for Ispra-based staff will be an increase of 1,41%, as explained in detail below. The adjustment will be applied retroactively as from July 2015 and will be paid with the December salary slip.
The salary table will increase by 2,4% for all statutory staff (AD, AST, AST/SC and CA) in all duty stations. This is the combined result of the increase of cost of living in Brussels and the increase in purchasing power of national administration civil servants of 11 reference Member States.
For the staff posted outside Brussels, the salary is also affected by the Correction Coefficient (CC). In Ispra, our CC will decrease from 93,1 to 92,2 due to the fact that inflation in the Varese area has been lower than that of Brussels.
The current pension contribution rate will not change.
We remind you that this is the first annual salary adaptation since the reform, as the salaries were frozen in both 2013 and 2014.
A few further observations we have taken from the discussions we had with Eurostat:
- This year, the CC of 28 locations decreased, it went slightly up in only 3 places
- For the first time since many years, the Rome CC goes under 100 at 99,4!
- The Eurostat figures show for the first time a reversal in the rent prices 2014-2015 trend: rent prices increase in Varese and decrease in Brussels. If this movement carries on the next years, it will drive our Varese CC upwards
Early detection screening - PMO, who do think you are kidding?
But the truth is different; it is only a question of immediate cost savings, and in fact the screening programmes have been drastically reduced to the detriment of staff health! And we thought the staff was "the Commission's most important and valuable resource" as defined by Vice-President Georgieva (Commission en direct, issue 21, pag. 46).
R&D takes this unwelcome change very seriously and its elected members in the LSC are committed to fight strongly for the reintroduction of the regime as it was previously.
PMO's miracle
"Because prevention is better than cure", as stated in the PMO newsletter itself, "the screening programmes have been adapted to reflect this" and "some diseases, such as cancer, can be treated more easily if they are detected early".
At PMO they can clearly do miracles! They are able to improve prevention by reducing the level and the frequency of examinations compared to what was available until 30th June 2015.
R&D's analysis of the "improvements"
Up to 45 years NO ACCESS to the programmes at all, since:
- the programme is accessible "only for members not in active employment at one of the European institutions, as well as for children over the age of 18."
and
- for those not in active employment, i.e. partners and children over the age of 18 years old, the administrative notice n. 25-2015 of 13.10.2015 states: "JSIS members' attention is drawn to the fact that JSIS beneficiaries with top-up coverage (in complementarity) will be required to request reimbursement from their primary insurance scheme before claiming supplementary reimbursement from JSIS for the cost of their health screening examinations"
- program for children below 16 years old completely disappeared. With the current rules children below 18 years old don't have access to any program.
Between 45 and 59 years all the most relevant analyses and checks DISAPPEARED:
- All women – no annual gynaecological visit any more with the PAP test (the same rules as stated above, i.e. for staff members not in active employment)
- Women between 45 and 59 years – not any more: 1. internist examination, 2. cardiac examination, 3. gynaecological examination, 4. PAP test, 5. mammography, 6. X-ray of chest, 7. complete ultrasound of abdomen, 8. ultrasound of breasts, 9. ORL examination (nose, ear, throat), 10. colonoscopy
- Men between 45 and 59 years – not any more: 1. internist examination, 2. cardiac examination allowed only in certain conditions, 3. ORL examination (nose, ear, throat), 4. X-ray of chest, 5. complete ultrasound of abdomen, 6. urological examination, colonoscopy (from the age of 50 allowed three faecal occult blood tests or one virtual colonoscopy).
In practice, what remains is the same routine check that we already do annually at our internal medical service, i.e. some blood and urine analyses, visit with general practitioner and ophthalmological examination. Nothing else.
R&D's position on these changes
We wonder if this new implementation is in contradiction with the art. 72 of the Staff Regulations, as also confirmed by Court ruling n.T-191/01 stating:
"….By the very fact that, pursuant to Article 72 of the Staff Regulations, the costs of screening for serious illnesses are reimbursed at 100%...."
The aim of that provision is thus to encourage screening for serious illnesses in order to ensure effective treatment at an early stage, thereby helping to prevent both the development of serious illnesses in the interests of the patient, and higher treatment costs for the Joint Sickness Insurance Scheme."
"…. would be contrary to the requirement for effective preventive medicine and, consequently, to the sound management of the health protection scheme provided for in the Staff Regulations, in keeping with the aim pursued by Article 72(1) of the Staff Regulations."
These new rules are also in apparent contradiction with the recently widely advertised Fit@work programme, according to which "The strategy would be to focus on disease prevention and health promotion…." because "The financial costs of absences and invalidity, the productivity losses, and the individual's suffering due to health issues are also potentially significant."
Furthermore, PMO made these changes in secret without any consultation of the staff representatives, based only on the suggestions of the Scheme's Medical Council as the following extract from the CGAM annual report for the year 2014 reads: "the Medical Council has decided to bring the overlap between the employer's obligations and the preventive examinations to an end, thus resulting in a clear cost reduction with regards to EU staff in activity (aged up to 45 years). On the substance of programmes, one should note that some examinations will be performed in a more cost-effective way. From 1st July 2015, complementarity will also fully apply to preventive medicine, meaning that the JSIS will only reimburse to beneficiaries under complementary cover what their primary insurance doesn't cover."
To the contrary R&D believe this is a false economy - a possibly reduced saving today may become a higher cost tomorrow to the detriment of all our colleagues
Property abroad: Italian tax declaration or not?
Lately we received
information that colleagues who have consulted a local tax adviser (commercialista)
regarding the obligation to make an Italian tax declaration possibly received
the wrong advice. In the cases we are aware of the tax adviser told these
colleagues that he or she had to declare to the Italian authorities all
properties in their possession in countries other than Italy. We believe this
advice is only valid if the colleague has his or her domicile for tax purposes
in Italy, but it is wrong in case the domicile for tax purposes is not in
Italy.
According to Article 13 (ex Article
14) of the PROTOCOL
(No 7) ON THE PRIVILEGES AND IMMUNITIES OF THE EUROPEAN UNION for Statutory
staff their domicile for tax purposes is the country of domicile for tax
purposes at the time of entering the service of the Union (in practice it is
typically the country of your last tax declaration before entering the service
- if in doubt it is clearly indicated in the personal file in Sysper).
Furthermore, both the country of your actual residence and the country of
domicile for tax purposes must consider that you have maintained your domicile
in the latter country (provided that it is a member of the Union) - therefore,
if you have your domicile for tax purposes in an EU country other than Italy
you should do your tax declaration there and not in Italy.
To add insult to injury, not only has the
incorrect advice been given - leading to possible issues with the Italian
authorities - our unfortunate colleagues have also been billed for the advice
and the work. We therefore take the opportunity to remind our colleagues that
not all local tax advisers will have the necessary experience or knowledge to
deal with special situations such as these, so always be careful and seek help
from well-informed sources.
A very useful
document containing advice on many taxation matters related to EU personnel,
"EUROPEAN UNION OFFICIALS AND TAXATION, IMPACT OF THE PROTOCOL ON
PRIVILEGES AND IMMUNITIES ON THEIR TAX STATUS", may be found in Myintracomm.
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