22 novembre 2011
Appel à l'Assemblée générale
Nous demandons que le Vice-président soit à la hauteur de la mission qui lui a été confiée et agisse en accord avec le personnel qu'il doit défendre.
Le Collège nous demande de travailler plus pour gagner moins
Où en est-on après deux mois à peine de négociations? La fonction publique ressort très affaiblie. Ses effectifs seront amputés de manière durable de 10%, voire plus. Les conditions de travail seront très nettement aggravées: nous devrions travailler, chaque semaine, chaque année, et pendant toute notre vie professionnelle, dans des conditions plus difficiles, en gagnant moins, en raison également de l'augmentation du prélèvement de crise (+50%).
Si la précarité inscrite dans la première version du projet de la Commission a reculé grâce aux négociateurs syndicaux et à la mobilisation du personnel, il reste des progrès à faire au niveau salarial pour les revenus les plus faibles. Le VP s'est en outre attribué certaines avancées obtenues par la Représentation du Personnel, par exemple sur la réduction de la précarité et l'amélioration de la situation des fonctionnaires post-2004, sauf pour les AST. L'accès au sommet des carrières reste bloqué pour les assistants, avec le risque de blocage pour les administrateurs, décidé au Conseil. Le plan d'action pour améliorer le déroulement de carrière, l'exercice des métiers, la situation des 55+, l'égalité hommes-femmes, etc., reste une vaine promesse.
Refusons le détricotage de l'Europe et de ses Institutions
"How to demolish Eurocrats' benefits?"
reduction in the expatriation allowance,
a revised method for calculating retirement pensions so as to reduce them,
raising the crisis levy to a level higher than the existing proposal,
earlier career blockages, etc.
We demand that the Vice-President be equal to the task with which he has been entrusted, and acts with the agreement of the staff that he should be defending.
Where are we after barely two months of negotiations? The European Civil Service comes out much weakened. Staff numbers will be cut in a lasting manner by 10%, perhaps more. Working conditions will be very seriously worsened: we will have to work, each week, each year, and for all our professional lives, in more difficult conditions, earning less because of the increase in the crisis levy (an extra 50%).
If the job insecurity set out in the first version of the Commission’s draft has been reduced thanks to union negotiators and staff activism, progress remains to be made on salary levels for the worst paid. In addition, the VP took credit for certain improvements obtained by Staff Representatives, for example a reduction in uncertainty for and an improvement in the situation of officials recruited after 2004, except for AST grades.
Access to higher grades remains blocked for assistants, with the risk of blockage for administrators too, at the demand of the Council. The plan of action to improve career progression, the skills exercise, the situation of the over-55s, gender equality, etc, all remain vain promises.
The refusal of an agreement with the United Front, while it was possible, gives rise to the greatest fears about the concessions that the Commission may be prepared to make during the next stages, notably at the Council. Is the College prepared to make new concessions and thus sacrifice the European Civil Service?
It is with the object of finding an agreement that all the Unions call staff to an Inter-institutional General Meeting, on Tuesday 22nd November. Other industrial action or strikes may be decided upon.
Together with the Commission and the support of staff, let us present a reform package which will also be acceptable to the European Parliament To do this, let us get negotiations restarted.
Finally, Staff Representatives should be directly involved and in a timely fashion with all the coming stages of the negotiation process.
EVERYBODY come to the Inter-institutional General Meeting, Tuesday 22nd November, at 12:45pm, in the Berlaymont Hall
COUNCIL OF THE EUROPEAN UNION
Contribution from Austrian, Danish, Estonian, Finnish, French, German, Italian, Lithuanian, Latvian, Netherlands, Swedish and United Kingdom delegations to the European Commission concerning the content of upcoming Staff Regulations Review
Following a contribution letter supported by 14 Member States first presented on 22 June 2011 (document 12240/11 + COR 1 REV 2) and in the context of the negotiations on the Multiannual Financial Framework, we welcome the Commission’s decision to revise the Staff Regulations. We are grateful to the Commission for having shared their initial draft text with the lead Council Working Group, the Groupe Statut, on 30 June 2011 and for their consideration of our previous joint paper mentioned above.
As the Commission takes forward the social dialogue with staff representatives and the consultation with other Institutions, and in advance of the Commission submitting its formal draft proposal, we wanted to share our thoughts on the initial draft text.
Some of the proposed amendments go in the right direction. However, especially given the current economic climate, it is our view that the changes proposed by the Commission in its initial draft do not offer sufficient and guaranteed financial savings. Most MS are responding to current economic and fiscal circumstances with efficiency measures or other reforms affecting the terms and conditions of civil servants. The staff of the European Institutions cannot remain immune from these fiscal consolidation efforts. To ensure that the EU budget can support the activities and provide the greatest possible benefits for European citizens within this economic climate, we need to ensure that all expenditure offers value for money. Over the next Multiannual Financial Framework, we therefore wish to see very substantial reductions in such spending including on salaries, pensions and benefits, as well as reductions in discretionary administrative spending.
The savings which the Commission have proposed would be a good starting point. However, we are not convinced that they will be realised and we have serious concerns regarding the implementation and monitoring of this proposal. In any case we do not think that the current draft proposal is sufficiently ambitious in trying to create the modern, effective and dynamic organisation which is crucial to attracting, retaining and motivating the best and brightest of Europe’s citizens.
We are therefore suggesting below a number of further changes that we would like to see covered within the formal proposal on the Staff Regulations.
1. Salary Adjustment Method
In most Member States there is no automatic salary adjustment. Instead adjustments are decided according to the economic situation and the affordability of salary increases. This principle should be the same for the EU Institutions.
If a salary adjustment method is to remain, we welcome the decision to stop using the artificial Brussels International Index (BII), but we do not consider the proposed compound index for Belgium and Luxembourg to be an acceptable alternative. It would be more costly. It also involves another artificial index, which would not be sufficiently transparent for EU citizens to understand. The genuine Belgium Harmonised Consumer Price Index should be used as an alternative.
We do not support the proposed addition of the two reference states as this would lead to an increase in the annual salary adjustment compared to the current system. Furthermore, continuation with the current sample maintains the consistency of the salary development and gives more space for securing the quality of data.
We welcome the Commission’s intention to amend the Exception Clause (Article 10, Annex XI). However, the proposed amendments are not satisfactory since they do not allow a freeze or a reduction in the salary adjustment. Instead, the new exception clause would simply stagger the adjustment over two years according to a mathematical logic which leaves no room for a more political approach. We want to see a new exception clause which gives the Council the authority, if it finds there is an exceptional crisis situation in the EU, to decide on whether the mathematical calculation of the salary adjustment should be set aside.
Finally, we would also like the adjustment of allowances and pensions to be separated from that of salaries.
In line with the 2010 Council Conclusions on the Eurostat Study of the EU pensions (document 18250/10), we have serious concerns about the long-term sustainability and costs of the EU pension system. We welcome the Commission’s proposal to increase the pension age from 63 to 65, and to increase the early retirement age from 55 to 58. However these changes would not be sufficient to make the system financially sustainable over the long term, so we firmly believe that more substantial reform is required.
To this end, the increase in the retirement age should be accompanied by a decrease of the accrual rate. We would ask the Commission to consider the introduction of average career salary as a basis for calculation of EU pensions. Staff should be responsible for financing a larger share of the costs of the pension scheme
Transition measures for the staff already in place are too favourable, especially the increase of the bonus to encourage staff to work up to 67. As a result, the proposed changes to the system would not have any impact in the short- or mid- term.
Referring to the Council Conclusions on early retirement measures (document 14699/10) it should not be possible to retire early without a reduction in the pension,
3. Special/Solidarity Levy
We welcome the Commission’s proposed maintenance of the Special Levy as an act of solidarity with the EU citizens especially during these difficult economic times. In that vein, we ask that the Commission make further recommendations to maximise the contribution that the new “Solidarity Levy” would make to the EU budget. In particular we would like to see the removal of exemptions to this levy (notably the exemption corresponding to the basic salary of an official in grade 1 step 1), and an increase of the rate from 5,5%. Allowances and pensions should also be subject to the “Solidarity Levy”.
4. Career Structure
The revision of the Staff Regulations offers an important opportunity to continue the work launched in 2004 to modernise the career structure for officials. The aim should be to ensure that the Institutions are as effective and dynamic as possible, helping them to attract, retain and motivate top talent across the EU.
With respect to promotion and progression, we would like to see a move to
a system where grade and remuneration are linked to performance,
responsibility and management functions, rather than time spent working for
the Institutions. We appreciate that this link already exists at the most
senior AD levels, and we welcome the Commission’s proposal to introduce
similar links for AST10 and AST11. However, referring to the Council
conclusions on career structure (document 12405/11), we consider that for
consistency in staff career progression and to support modern working
practices, such links should be in place not only for the most senior staff,
but at all levels.
The monitoring of the 5% staff reduction should consider both staff number and the size of the paybill, including for the contract agents. With the replacing of some AST functions by contact agents, we would like to see an establishment plan also for this staff category.
Conditions concerning non-active officials, especially the allowance granted to such officials, are too favourable and should be revised.
We take note of the Commission’s proposed reform to the annual travel allowance.
However, we would like to see more ambitious measures with respect to all allowances leading to further savings.
We believe that the expatriation allowance deserves the most attention. It stands at 16 % of officials’ salary regardless of the number of years an individual has lived as an expatriate, despite the fact that the expenses and burdens resulting from expatriation naturally diminish over time. We recommend (following the 209th report of Coordinating committee on remuneration recommendation, as already adopted by NATO, European Space Agency and the Council of Europe) a reduction in the expatriation allowance to 10 %. It should gradually be phased out for each staff member concerned between years 5 and 10 of his/her career at a rate of -2 percentage points annually. Furthermore, the expatriation allowance should be calculated on the basis of the basic salary only, not including any family allowance.
6. Delegated Acts
Finally, we are concerned about the Commission’s proposed use of delegated acts especially with respect to the annual salary adjustment and all decisions with financial impact. Article 290 TFEU is an enabling provision so there is no obligation on the European Parliament nor the Council to delegate these competencies. Moreover, we do not wish to reduce our influence on these issues.
We look forward to engaging closely with the Commission and the European Parliament in subsequent discussions on the Staff Regulations.
e-mail from VP ŠEFČOVIČ on the second breakdown of the negociations.
From: SEFCOVIC MAROS
I have today met with staff representatives in a conciliation meeting, which is the last step foreseen in the procedure of the social dialogue on the proposed changes to the Staff Regulations. I have made a significant number of concessions during these negotiations. Unfortunately, this conciliation meeting did not allow us to reach a common position.
During the last four and a half months of discussion, negotiation and exchange of views, we have been able to take comments on board from Staff Representatives of the Commission, other Institutions and Agencies, as well as retired staff. Last but not least, the online forum, with today close to 1000 comments, was and will be an important input for our work.
However, given the current economic situation, a number of proposals could simply not be changed and will remain. The proposed increase in weekly working hours from 37.5 to 40 is directly linked to the reduction of staff numbers by 5% in all staff categories and all Institutions and Agencies before 2018. The increase in the normal retirement age to 65 years is another element which remains, in line with current or forthcoming practices in many Member States. In this respect, I want to underline the appropriate transition period anticipated in the draft proposal.
In the area of careers, I have taken on board the request from Staff Representatives and other Institutions that secretarial tasks shall continue to be performed by officials. This will be accompanied, at the same time, by the introduction of a specific career and salary grid, directly linking career progression to job responsibilities. This new salary grid for future secretaries and clerks represents a very significant improvement if compared to the initial June proposal.
For AST 1 staff recruited after 2004, who will belong to the AST1-7 career stream, I have also introduced the possibility to access the category of assistants (AST1-11) without changing post. This concerns a limited number of staff and will be done on the basis of the evaluation of their functions and job responsibilities.
Moreover, I have introduced myself a certain number of important improvements relating to career progression for AD staff, particularly those recruited following the 2004 Reform. As such, I have included three aspects which do not require any change to the Staff Regulations. I have proposed to run internal Commission competitions at higher grades to allow a significant number of AD staff recruited after 2004 to pursue a faster career. In addition, I propose the possibility for AD8 officials, after two years of seniority in the grade, to apply for AD9 Head of Unit posts and to lower the Head of Sector grade requirement to AD7.
Finally, I have proposed to extend the maximum duration of Contract Agent employment from the current 3 years to a maximum of 6 years. In addition, I have included an option for Institutions to open internal competitions for Contract Agent staff to become officials.
With regard to salary and allowances, I have proposed an increase of the solidarity levy from 5.5% to 6% in order to demonstrate the solidarity of EU staff to fellow citizens. In addition, I propose to extend the duration of the Method used to calculate salaries and pensions to 10 years to allow both greater visibility and stability on this issue.
A number of further elements have been adapted in this new proposal compared to the first version in June this year. These changes concern administrative issues concerning Agencies; geographical balance; and removal expenses. In addition, I have also proposed to increase the annual travelling time from 2 days to 3 days.
As regards flexitime, I think there has been a misunderstanding of the proposal as far as managers are concerned: we do not propose to abolish all flexibility for managers. We merely propose to limit the possibilities to recuperate extra days on a systematic basis, as managers are empowered by the Commission to manage time of others and their own time.
All changes will be explained on the dedicated website in the following days and I invite you to refer to this online source of information and to continue using the online forum to express your views and questions.
After this last meeting in the context of the social dialogue, I will report the outcome of the negotiations to the College. Following that, there will be a formal consultation of the Staff Regulations Committee and of the Staff Committee. After this, the final text will go to the College for adoption, ideally before the end of the year. We will then start discussions with the Parliament and Council, leading to the eventual adoption of the amended Staff Regulations via co-decision procedure.
Throughout these negotiations I have tried to reconcile a range of different views and positions, which often seemed very far apart. This has not been always possible, as the last meeting with staff representatives showed. Acting otherwise would have impaired the overall equilibrium of the package, including the objective of realising the savings we need to make in this period of austerity.
We should all be aware that the discussions in the Parliament and the Council will be tough. Today again, the Council discussed a list of demands put forward by 17 Member States to amend the Staff Regulations.
But I look forward to the challenge, based on what I think is a strong and credible proposal and, as I have always promised, I will continue making the European public administration an attractive work place for the best people.
Dear colleagues, I promised that I will fight hard to protect the salaries, rights, and pensions of our staff.
To understand what the 17 Member States really demand from the Commission for its proposal for a reform of the Staff Regulations one needs to read between the lines. Here is a little vademecum to this zealot vision of the future of EU staff:
1. Salary adjustment method:
The exception clause is to be used as a discretionary tool year by year for the Council to block any salary adjustments if it so pleases. Such a mechanism would make a mockery of any method and the underlying principles of maintaining both purchasing power and parallelism with Member States’ civil service salaries. Instead the Council intentions risk leading to annual salary negotiations and a break of the social peace with regular paralysation of the institutions.
■ Basis for pension claim to become an average of the salaries throughout the entire career instead of the last salary before retirement;
■ Higher pension contribution despite equilibrium of the EU pension scheme;
■ Increase of employees’ share of pension contribution (at present 1/3);
■ Elimination or reduction of the ‘Barcelona incentive’ for staff working beyond their retirement age, in order to acquire higher pension rights for those who have not yet accumulated a sufficient number of contribution years;
■ Elimination of the possibility of early retirement without penalty;
■ Taxation of pensions: 6 % ‘solidarity levy’ also to be raised on present and future pensioners;
■ Decoupling of pensions from salary adaptation and method for active staff (certainly not leading to a more favourable treatment for retired staff);
■ Decoupling of family allowances from salary adaptation and method. 3. Special/Solidarity Levy
■ Increase of the special levy – an extra flat rate tax on salaries – to 6%
■ Non-progressive application of this de-facto income tax to all EU staff ‘across the board’, no matter what their income level.
4. Career Structure
■ Elimination of the principle of merit over time;
■ Elimination of Annex IB (promotion rates);
■ Promotions only upon application to a vacant post in a higher grade;
■ Cap of AD careers for non managers at lower level;
■ Limitation of all AST careers;
■ Secretary function to be abolished in favour of contract agents;
Reduction of the expatriation allowance from 16% to 10%, with a phasing out of this allowance after 5 or 10 years of service.
6. Delegated Acts
For the implementation of a future method and its calculation, the Council wishes to refuse to grant the Commission the use of a ‘delegated act’ under Art 290 of the Treaty on the Functioning of the European Union (TFEU – ‘Lisbon Treaty’). This provision guarantees a swift implementation of legally binding rules in cases where a basic principle (the method and its calculation) requires only pre-defined technical adjustment. The Council reiterates once again that it wishes to decide on a case-by-case bases each year whether it pleases or not to respect the legal requirements of an agreed salary adaptation method.
|Interinstitutional Common Front representing the staff
INTERINSTITUTIONAL GENERAL ASSEMBLY RESOLUTION November 9, 2011
The European Institutions' staff, pensioners included, united in an interinstitutional general assembly on November the 9th 2011, following the invitation from the interinstitutional Common Front,
Given the explanation of the Common Front on the consultations carried out since September the 15th concerning the draft of the Commission's decision of 29 June 2011,
Given the lack of results during consultations,
Given the calendar which VP Sefcovic wants to impose while consultations have not been concluded,
Given the blackmail on the 2011 salary adjustment's to justify the early filing of the proposed revision to the Staff Regulations,
Taking into account that the 2004 Reform has already brought about budgetary savings amounting to 3 billion € to which will be added 5 billion by 2020.
Taking into account that in the current political and economic context, a competent European civil service, independent and permanent, is essential to guarantee the general interest.
Insists that the 2014-2020 financial perspectives concerning the administrative expenditures foresee the necessary financing so the European institutions can fulfil their missions.
THEREFORE, THE GENERAL ASSEMBLY CALLS ON THE COMMISSION TO:
1) defend the independant and permanent European civil service by maintaining secretarial posts within the AST function group.
2) confirm that the consultations become a real negotiation on all the elements of the proposal, aiming to arrive at a package taking into account the general interest
3) agree to defend this package and ensure that once the proposal is submitted to the Council and the European Parliament, it will not accept changes without coming back to the Common Front
4) defend to the end of the negotiation the unicity of the Staff Regulations, the attractiveness of the European civil service in all locations including working conditions, careers, salaries, pensions, the equal opportunities and the European schools. These are essential and are a prerequisite to begin a real dialogue.
Mandates the Common Front to negotiate on the basis of their list of demands and to keep staff informed by way of General Assembly any action it deems necessary including already filing a notice of strike as a precaution until the end of December 2011.
Requests the Common Front to forward this resolution and the list of demands to all staff to enable such personnel assigned outside of Brussels to express their support.
RÉSOLUTION DE L'ASSEMBLÉE GÉNÉRALE INTERINSTITUTIONNELLE 9 novembre 2011
Le personnel des Institutions européennes, y inclus les pensionnés, réuni en assemblée générale interinstitutionnelle le 9 novembre 2011, à l'appel du Front commun interinstitutionnel,
Vu le rapport du Front commun sur les concertations menées depuis le 15 septembre sur le projet de décision de la Commission du 29 juin
Vu l'insuffisance des résultats au cours de ces concertations
Vu le calendrier que le VP Šefčovič veut imposer alors que les concertations n'ont pas pu être clôturées,
Vu le chantage sur le dossier d'adaptation des rémunérations 2011 pour justifier un dépôt à la hâte du projet de révision du Statut
Considérant que la réforme de 2004 a d'ores et déjà induit des économies budgétaires de l'ordre de 3 milliards d'euros auxquels s'ajouteront 5 milliards euros d'ici 2020
Considérant que dans le contexte politique et économique actuel, une fonction publique européenne compétente, indépendante et permanente est indispensable pour garantir l'intérêt général
Demande avec insistance que les perspectives financières 2014-2020 relatives aux dépenses administratives prévoient le financement nécessaire pour que les Institutions européennes puissent remplir leurs missions
PAR CONSÉQUENT, L'ASSEMBLÉE GÉNÉRALE EXIGE QUE LA COMMISSION :
1) défende la Fonction publique indépendante et permanente en maintenant la fonction des secrétaires à l'intérieur du groupe des fonctions des AST
2) confirme que la concertation devienne une véritable négociation sur tous les éléments de la proposition, en vue d'arriver à un paquet tenant compte de l'intérêt général
3) s'engage à défendre ce paquet et garantisse que, une fois la proposition transmise au Conseil et au Parlement européen, elle n'acceptera pas de modifications sans revenir en concertation avec le Front commun
4) s'engage à défendre jusqu'au bout de la négociation l'unicité du Statut, l'attractivité de la fonction publique européenne tous lieux confondus y compris en ce qui concerne les conditions de travail, les carrières, les salaires, les pensions, l'égalité des chances et les Écoles européennes. Ces éléments sont essentiels et constituent une condition sine qua non pour entamer un véritable dialogue social.
Donne mandat au Front commun de négocier sur la base de leur cahier de revendications et de tenir informé le personnel par Assemblées générales et d'entreprendre toute action qu'il estimerait nécessaire y inclus d'ores et déjà le dépôt d'un préavis de grève à titre conservatoire jusqu'à fin décembre 2011
Demande au Front commun de transmettre la présente résolution et le cahier de revendication à l'ensemble du personnel pour permettre notamment au personnel affecté hors Bruxelles d'exprimer son soutien.
Le 31 octobre 2011
Ensemble, avec la Commission et le soutien du personnel,
All together, with the Commission and the support of the entire staff, let’s present a reform package to the Council and the Parliament
ALL staff of ALL institutions are invited to the General Meeting to be held on Wednesday 9 November at 12.30 in the hall of the Berlaymont building
Vice-President Šefčovič has unilaterally just broken off the current negotiations and is proposing to hold a final political coordination meeting, purely for show, on Monday 7 November. The pretext for this is that the Council is demanding that the “reform” package be presented at the same time as the proposal for the method. How can the Vice-President possibly imagine that the staff will agree to increased precariousness and a weakening of the European civil service in exchange for thirty pieces of silver ?
In so doing the Vice-President is preventing current discussions on a compromise and, hence, the adoption of a package that we could defend together – the Commission and staff of all institutions – before the Council, with the probable support of our Parliament. This compromise path is the only realistic way we have of defending ourselves effectively. In refusing it the College would be showing that it is prepared to make more concessions to the Council, which will then harden its original proposal.
The staff representatives, united in a common front, want to defend effectively the European civil service and improve its working conditions. They are against any Commission proposals that aim at a weakening of our institutions at the very time when the President is calling for a strengthening of the Community method (cf. the latest speech on the state of the Union).
The Common Front is proposing solutions that take account of the interests of all categories of staff, being careful not to bring them into conflict with one another. The staff representatives are fully aware that solidarity is essential here. Nevertheless, such solidarity should not lead us to tread the path of false solutions, which have led to the present-day crisis and are at the root of a good many of the measures contained in the College’s proposal for reform.
These considerations lead us to think that a compromise on reform is not only possible but necessary. The unilateral breaking-off of negotiations is aimed at quelling this hope. What will happen if the President of the Commission, to whom we have appealed, confirms the break-off ?
First of all, for certain, none of the (unconfirmed) promises given to the common front of unions along the way will be kept :
• there will be no contract of up to six years’ duration for AC staff on temporary contracts, nor will there be any improvement in their career structure or any of the transitional measures promised to enable present AC staff to benefit from promises made under the reform package ;
• the situation of secretaries is sure to become more precarious, thus opening the way for an attack on assistants and certain AD staff and putting an end to a permanent, competent and independent European civil service ;
• access to the highest rung of the career ladder will be blocked, first of all, for assistants, next for administrators, since the compromises suffered by retired officials and, especially, by new recruits, will not be offset by any of the concessions, even the most limited, obtained in 2004 ;
• working conditions will become very much more difficult and the civil service will be weakened since its staff numbers will be reduced not by the announced 5% but by a little over 10% on average - 15% in certain cases – given that there are so many vacant posts at the moment ;
• this gloomy picture will be darkened even further by ‘certain little improvements’ which may appear harmless but which, taken together, really hurt – such as reduction of flexitime, drastic reduction of travel allowances, unjustified lengthening of working years and increase in retirement age, no more voluntary retirement without penalty and so on. All this results in a reduction in purchasing power, free time and time to enjoy retirement ;
• last but not least, there will be no hope that any step contained in proposals made by the majority of unions to improve career paths or working methods, to help female colleagues and officials recruited after 2004 or the over 55s to solve their problems, could stand a chance of coming about. The same will apply to the proposals aimed at improving the organization of the institutions.
What is more, the Commission is not seeking a compromise with the staff representatives because it does not want to promise to face up to the Council. The latter body is overflowing with ideas as to how to destroy the European civil service. If we let it, we can say goodbye to our 16%, to the quality of retirement pensions and the level of salaries - and welcome the precariousness and intergovernmental operation of the Commission, which is already an established fact.
In order to forestall such a scenario, the unions’ Common Front of all institution staff is appealing to you to turn up in force at the interinstitutional General Meeting to be held at 12.30 on 9 November in the hall of the Berlaymont building to demand the reopening of negotiations and that the Commission promise to defend a package agreed upon with the staff.
If we do not succeed in this, the Common Front will give notice of a strike.
Common Front of staff representatives of all institutions
Le 31 octobre 2011
|Monsieur le Président,
Le Vice-président chargé de la réforme vient d'interrompre brutalement les négociations en cours sur la reforme du statut et propose une ultime concertation politique de pure façade le lundi 7 novembre. Le prétexte en est que le Conseil réclame que le paquet ‘réforme’ lui soit présenté en même temps que la proposition pour l’application de la méthode en fin d’année. Comment le vice-président peut-il croire que le personnel acceptera la précarisation accrue et l’affaiblissement de la fonction publique en échange de trente deniers?
Ce faisant, il empêche l'élaboration d'un compromis en cours de discussion, et donc l'adoption d'un paquet à défendre ensemble - Commission et personnel de toutes les institutions - face au Conseil et avec le soutien du Parlement. Cette démarche de compromis est la seule réaliste pour nous défendre efficacement. La refuser, revient à illustrer que le Collège est prêt à de nouvelles concessions face au Conseil, qui ne manquera pas d'aggraver sa proposition.
La représentation du personnel unie en Front commun interinstitutionnel s'oppose à toutes les mesures contenues dans la proposition de la Commission qui visent à affaiblir nos institutions. Elle propose des solutions qui tiennent compte des intérêts de toutes les catégories du personnel en évitant de les opposer les unes aux autres, tendances à l'œuvre du fait des réformes successives promues par nos dirigeants.
Les syndicats ont toujours défendu l'indépendance de la Fonction publique européenne. Cependant, la représentation du personnel est consciente de la nécessité de l'expression d'une solidarité supplémentaire volontaire. Elle a adapté ses contre-propositions en ce sens. Cette solidarité ne doit pas cependant emprunter la voie des fausses solutions qui sont à l'origine de la crise que nous connaissons aujourd’hui et qui inspirent un grand nombre de mesures contenues dans la proposition de réforme du Collège.
Monsieur le Président, la représentation du personnel, regroupée en front commun interinstitutionnel, vous demande de bien vouloir revenir sur l'interruption brutale et soudaine des négociations décidée par le vice-président en charge du personnel.
Nous pensons possible d'arriver dans un délai raisonnable à un compromis d'ensemble qui tienne compte des économies nécessaires, mais sans affaiblir l'institution, sans démotiver son personnel, sans laisser perdurer les effets néfastes de l'absence d'une politique ambitieuse du personnel, et qui intègre pleinement et à l'avance les souhaits du Parlement européen. L'adoption d'un tel paquet réforme commun nous permettra d'aller ensemble, la Commission et son personnel consulté, le présenter au Conseil, avec le soutien du Parlement européen.
L'ensemble des syndicats appelle le personnel à une Assemblée Générale interinstitutionnelle le Mercredi 9 novembre prochain. Notre souhait le plus cher est de pouvoir annoncer au personnel mobilisé la réouverture des négociations en vue de l'adoption d'un paquet commun.
Dans cette attente, nous vous prions, Monsieur le Président, de bien vouloir agréer l’expression de notre haute considération,
Les Présidents des OSP des Institutions européennes
The Vice-President responsible for reforming the Staff Regulations has decided suddenly to break off the current negotiations and is proposing to hold a final political coordination meeting, purely for show, on Monday 7 November. The pretext for so doing is that the Council is demanding that the ‘ reform ‘ package be presented at the same time as the proposal for application of the method – that is at the end of this year. How can the Vice-President possibly imagine that the staff will agree to increased precariousness and a weakening of the European civil service in exchange for thirty pieces of silver?
In so doing he is preventing current discussions on a compromise and, hence, the adoption of a package that we could defend together – the Commission and staff of all institutions – before the Council, with the support of our Parliament. This compromise path is the only realistic way we have of defending ourselves effectively. To refuse it is to show that the College is prepared to make more concessions to the Council, which will surely lead to a hardening of its proposal.
The united front of staff, representing all institutions, is against any measure contained in the Commission proposal that aims at a weakening of those institutions. We are proposing solutions that take account of the interests of all categories of staff, being careful not to bring them in conflict with one another, which is a tendency emerging from the successive reforms being proposed by those who govern us.
The unions have always defended an independent European civil service. However, the staff representatives are aware of the need to demonstrate a wish for increased solidarity. They have geared their counter-proposals to this need. But such solidarity should not tread the path of false solutions, which have led to the present-day crisis and are at the root of a good many of the measures contained in the College’s proposal for reform.
Mister President, the common front of staff representatives of all institutions is asking you to revoke the sudden and brutal interruption of negotiations, decided upon by the vice-president with special responsibility for personnel.
We are sure it is possible to reach a joint compromise within reasonable time – a compromise that will take account of necessary savings but without weakening the Institutions, without demotivating the staff, without allowing the nefarious effects of the lack of an ambitious staff policy to drag on and that could anticipate the European Parliament’s wishes. If we can adopt such a joint reform package, we can advance - we the Institutions and their duly consulted staff – and present it to the Council with support from the European Parliament.
All unions are calling the staff to an interinstitutional General Meeting next Wednesday, 9 November. Our dearest wish is to be able to tell the staff – which is mobilized – that negotiations have restarted in order to adopt a joint package.
In anticipation of which, we remain, Mister President,
on behalf of all staff of the European Institutions,
the Presidents of the OSP