Training Guide from R&D!
This new publication is a 230 page genuine teaching manual – available in French and English – to guide and support the candidates at every stage of the competition and selection procedures, in line with the new EPSO procedures.
In addition to information about the skills required to participate in selections and competitions, the new guide includes original and unpublished exercises and examples.
What is the price of the new guide ? € 0 !
This guide is free to all our members and future members.
This extraordinary effort, also from a financial point of view, fits into R&D's policy of giving priority to training.
Indeed, historically, R&D has always fought for recruitment procedures within the European institutions that are transparent, objective and ensure equal treatment and access to all candidates.
That’s why, from its very inception in 1992, R&D offers colleagues a preparation to the selection tests and provides them with a syllabus, including practical exercises. Thanks to it, thousands of colleagues were able to train for and eventually join the European civil services.
A very big “thank you” to OIB services
For R&D, priority should always be given to internal services of the institution: who else than our colleagues from the OIB printshops could better guide us in designing and printing this guide so we can make a high quality technical document available to you!
We thank them for their exemplary availability, the quality of their collaboration and their professionalism: they deserve all our gratitude!
EPSO Open Competitions: a unique opportunity offered by R&D!
R&D OFFERS YOU A UNIQUE TRAINING OPPORTUNITY… DON'T MISS
OUT!
Thanks to us, today you can get the most comprehensive
solution for your training needs, consisting of:
·
A free copy of
our new book: "How
to prepare for and succeed in European Union Tests and Selection
Processes" (230 pages, EN or FR)
·
Free
admittance to our training course held by Anne Draime (26-27 February) to be professionally
prepared for open competitions.
This training includes a specific module dedicated to the AST/SC selections published recently
This training includes a specific module dedicated to the AST/SC selections published recently
·
30% discount on the purchase of online training packages
with Arboreus
How can you benefit from this unique opportunity?
Step ①
Are you already member of R&D? If so,
go directly to Step ②
If not, please subscribe online to R&D,
it's easy and inexpensive (find
out for yourself)
and also helps us to offer the best assistance to all
of you.
Step ②
Come to our secretariat (bdg.
63) to collect your free copy of our book
and get your discount code for Arboreus training Packages
Pension contribution rate 2014
The 2014 pension contribution rate has
been published
The new rate is 10,1%, less than the rate actually in force
(10,3%).
As this pension contribution is deducted from our base salary, it means
that our net salary will increase slightly.
It will be applied retroactively from the month of July 2014 and we
should recover the 5 x 0,2% overpaid contribution in our December 2014 salary
slip.
This will come on top of the net effect of the 2011-2012-2013 pension
contribution rate changes that we announced in an earlier
message:
- the 2011 contribution rate decreases
from 11,6% to 11,0%
- the 2012 contribution rate decreases
from 10,6% to 10,0%
- the 2013 contribution rate increases from
10,3% to 10,9%
As a reminder, we will also recover the +0,3% correction coefficient increase
backdated to July 2014
Election of the new Local Staff Committee 2015-2018
Latest news on the Correction Coefficient
The final value of the Varese 2014 Correction Coefficient can be
disclosed!
It will increase from 92.8% to 93.1%.
This is a very small increase, but we are better off than our colleagues
that fall upon the Rome CC which fall from 104.4 % to 100.4%.
Similarly, the coefficient for the Italian pensioners decreases from
97.9% to 94.5% (however, for the pensioners a lower limit of 100% applies).
The Varese CC didn’t decrease thanks to the revision of a past price
survey that turned more favourable to us.
The +0,3% adjustment will be applied retroactively to our salaries since
July 2014 and will be paid with our December salary slip.
This will come on top of the pension contribution rate adjustment
(see
link to our website), also to be paid in December.
Finally, the General Court of the European Union will deliver its
sentence on our appeal against the 2010 Varese Correction Coefficient next week
the11th.
Unhappy with your bank...? R&D may help you!
Until 18th December FINECO, in addition to the advantages already available to all Ispra-based colleagues (zero monthly costs for current accounts) and to their public time-limited campaign (50€ to new customers who open a new bank account and credit their salary), is offering R&D members an exclusive additional advantage: a gift box "Un dolce risveglio" for 2 persons.
Changing bank account, thereby getting better service and conditions, is easier than you may imagine: FINECO representatives are available every Wednesday from 16.00 to 17.30 at the main entrance building (room 105, first floor). Alternatively, you may contact our secretariat to receive more information and arrange an appointment to know more about what's on offer.
If you haven't done so already, why not pass by our secretariat and collect your R&D membership card in order to fully benefit from all the advantages dedicated to you. And more are coming soon…!
Click here to find more details
Post-2004 10 years after...
It would be unfair to deny the harmful effects of the 2004 reform on colleagues recruited after 2004 as the Commission is doing, or even
worse to exploit their expectations for the benefit of cabinet members like it
has happened during the recent scandalous internal competitions!
What does
the famous Article 6 say?
The former Staff Regulations provided
for the drafting by the Commission of an annual report to ensure "the
equivalence between the average career progression in the career structure in
force before 1 May 2004 and progression of the average career in the career
structure in force after 1 May 2004".
The latest version of this report, which presents a comparison of two completely closed career structures, concluded that "administrators with experience tend to earn less, while secretaries / clerks earn quite more."
The latest version of this report, which presents a comparison of two completely closed career structures, concluded that "administrators with experience tend to earn less, while secretaries / clerks earn quite more."
The comparison was made from the career of officials
who retired before 1 May 2004 and those who were recruited after 1 May 2004: in
other words, it compares two populations who have never met.
Staff regulations in force from 1 January 2014 actually do not mention this report anymore. Anyway a new version of the report would show
nothing new compared to the previous report, except that blocking AD and AST
careers (supported by a union claiming to defend post-2004 staff and
imposed as part of the 2014 Reform) will instead penalize the same post-2004 staff and
make the equivalence of careers even more illusory.
Under these conditions, it was therefore too easy for DG HR to confirm
its analysis and deny the obvious problems of our post-2004 colleagues which R&D, for its part, has always denounced.
Why do post-2004 colleagues rightly feel that their career is not
equivalent to that of colleagues recruited before 1 May 2004?
The reason is simple: we compare our careers with the
ones of those who were recruited before 1 May 2004 and are still working. This
comparison is totally absent in the abovementioned report.
R&D can, however, provide hereafter an answer to all colleagues who do not understand the refusal of DG HR to recognize a difference between the two career structures, which seems indisputable.
R&D can, however, provide hereafter an answer to all colleagues who do not understand the refusal of DG HR to recognize a difference between the two career structures, which seems indisputable.
On which basis did R&D compare
the two career structures?
R&D has chosen two indicators to compare the career
structures of PRE and POST-2004.
- What is the current grade, after 10 years of career,
of colleagues recruited between 1 May 2003 and 30 April 2004 (PRE-2004) and
colleagues recruited between 1 May 2004 and 30 April 2005 (POST-2004)?
- What is the current grade of colleagues between 40 and
43 years old, recruited before 1 May 2004 (PRE-2004), and recruited after 1 May
2004 (POST-2004)?
These indicators are not intended to estimate, as did
the Commission, the difference, down to the euro, between typical average
careers yet largely hypothetical.
These indicators allow, on the other hand, to
evaluate on an actual basis, firstly, the career difference between
populations recruited one year apart (before and after the reform) and,
secondly, the career difference, at a particular age, between populations
recruited under two different Staff regulations.
And the results are quite different from those
obtained in the Commission's report!
Current grade, after 10 years of career, of colleagues recruited between 1 May 2003 and 30 April 2004 (PRE-2004) and colleagues recruited between 1 May 2004 and 30 April 2005 (POST-2004)
Current grade of colleagues between 40 and 43 years old, recruited before 1 May 2004 (PRE-2004), and recruited after 1 May 2004 (POST-2004)
In keeping with its policy, R&D conducted and will keep on conducting comprehensive
analyses and proposing legally founded initiatives.
R&D is not only interested in one single issue - the career of a minority - but is involved in all aspects of professional life of ALL staff: career, evaluation, promotion, pensions, statutory rights, working conditions at the office and any other aspect relevant to our professional life.
R&D is not only interested in one single issue - the career of a minority - but is involved in all aspects of professional life of ALL staff: career, evaluation, promotion, pensions, statutory rights, working conditions at the office and any other aspect relevant to our professional life.
R&D welcomes the commitments made by President Juncker, putting fairness at the heart of his action and showing the desire for a more inclusive staff policy as expressed by Vice-President Georgieva, which will be permitted by the resources freed by many upcoming retirements.
At the same time, following the same principles that have always driven its action, R&D will always keep on defending the post-2004 colleagues in all contexts.
Subscribe to:
Posts
(
Atom
)
