Abstract
In intellect-based organisations, human capital is the main resource and selection is a key function. The EPSO Development Programme modernised the EU Institutions’ selection methods for the first time in decades, introducing radical reform in three areas:
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Planning and needs (3-year strategic HR planning, annual competition cycle)
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Testing and professionalism (competency-based testing, accredited assessors)
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Diversity and attractiveness (neutrality, employer branding)
The reform is underpinned by a competency framework. Comprehensive job analysis of EU officials identified seven core competencies valid for all entry levels. Job-relevant assessments were created to reflect performance requirements for different profiles and levels. The added importance of ‘greying’ of current staff led to the inclusion of an eighth competency, Leadership, used at Administrator level for early identification of management potential. New test content and assessment tools applied for the first time in 2010 allow testing on an objective and fair basis, providing new cohorts of motivated and talented staff.
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The Institutions covered comprise European Parliament, Council of the European Union, European Commission, Court of Justice of the European Union, Court of Auditors, European Economic and Social Committee, Committee of the Regions, European Ombudsman, European Data Protection Supervisor.
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© 2014 Springer Science+Business Media Dordrecht
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Bearfield, N.D. (2014). Working at the EU Institutions: New Human Resources Selection Strategy. In: Baroncelli, S., Farneti, R., Horga, I., Vanhoonacker, S. (eds) Teaching and Learning the European Union. Innovation and Change in Professional Education, vol 9. Springer, Dordrecht. https://doi.org/10.1007/978-94-007-7043-0_3
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DOI: https://doi.org/10.1007/978-94-007-7043-0_3
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