WRITTEN QUESTION E-2973/01 by Vitaliano Gemelli (PPE-DE) to the Commission. Criteria for the selection of directors-general and deputy directors-general within the Commission.
Date: 2001-10-26
Institutions: European Parliament, Provisional data
Subjects: European Commission, European official, administrator, appointment of staff

20.6.2002

EN

Official Journal of the European Communities

C 147 E/71

Does the Commission believe that

the activities of aquatic, botanic, animal and mechanical
1.
amusement parks should be judged as being the same as the activities of amusement parks, zoos and
similar cultural events and facilities, within the meaning of Annex H, category 7, of the Sixth VAT
Directive?

2.
If not, does the Commission intend to assess whether the activities of aquatic, botanic, animal and
mechanical amusement parks should be included within the categories which may benefit from the
implementation by the Member States of a reduced VAT rate, within the meaning of Annex H of the Sixth
VAT Directive, and, if appropriate, include a proposal that they should be so included in its forthcoming
two-yearly report?

(1) OJ L 145, 13.6.1977, p. 1.
(2) OJ L 316, 31.10.1992, p. 1.

Answer given by Mr Bolkestein on behalf of the Commission

(29 November 2001)

The Commission agrees with the Honourable Member that category 7 of Annex H to the Sixth value
added tax (VAT) Directive does cover admission charges to all cultural and amusement activities. The
listing of certain types of activities in this category is not exhaustive as the description ends with ‘and
similar cultural events and facilities’. It should be noted that Member States are free to introduce reduced
rates and to apply them to whichever categories they choose, as long as they comply with Article 12 of the
Sixth Council Directive 77/388/EEC of 17 May 1977, on the harmonisation of the laws of the Member
States relating to turnover taxes ; Common system of value added tax: uniform basis of assessment (1).

(1) OJ L 145, 13.6.1977.

(2002/C 147 E/073)

WRITTEN QUESTION E-2973/01

by Vitaliano Gemelli (PPE-DE) to the Commission

(26 October 2001)

Subject: Criteria for the selection of directors-general and deputy directors-general within the Commission

The Staff Regulations for European officials stipulate that no posts may be reserved for nationals of any
specific Member State. They also require the Community institutions to secure the services of officials
recruited on the broadest possible geographical basis from among nationals of Member States of the
Union.

Given the above, would the Commission state what criteria have been used for the selection of directors-
general and deputy directors-general?

Furthermore, would it provide a list of the names of all the directors-general and deputy directors-general
currently working for it, together with details of their duties, nationalities, ages and seniority?

Would it also supply the same details for its other management staff (directors and heads of division)?

C 147 E/72

Official Journal of the European Communities

EN

20.6.2002

Answer given by Mr Kinnock on behalf of the Commission

(13 December 2001)

The Commission consistently upholds its commitment to the principle of recruiting officials on the
broadest geographical basis from among nationals of the Member States of the Union. This means that, as
set out in its Decision of 21 December 2000 (1), serious, lasting imbalances affecting any nationality in
terms of appointments of senior managers should be avoided. It also re-affirms its commitment to abiding
by the provisions of Article 27 of the Staff Regulations in that no posts are to be reserved for nationals of
any specific Member State. Furthermore, the Decision lays down that the entire procedure has to respect
the principles and objectives decided by the Commission in the framework of
its policy of equal
opportunities and promotion of women to decision-making posts.

Following the Decision of December 2000, measures have been introduced to further strengthen
procedures for selection and nomination of officials to senior posts to ensure the appointment of
candidates who are of the highest qualification and merit, and that proper account is taken of the quality
of their record of performance in management.

Publication of vacant posts gives the Commission the best guarantee of
finding the most suitable
candidates for a post in a transparent manner, while allowing officials maximum opportunity to apply for
posts for which they believe they are qualified. Secondly, the Commission has recognised that there is
potential for improving the drafting of vacancy notices, for improving information flows to candidates,
and for encouraging more internal candidates to apply. Progress has been made on all these issues. Thirdly,
in pursuit of the overall objective of enabling the Commission to recruit the best person for the job
concerned in a way which is consistent with the Commission’s staff policy and is in the interests of the
Institutions as a whole, appointments procedures will be further improved. That involves, inter alia, clear
definition of the profile of the person to be recruited,
including specific requirements in relation to
management experience and training. External consultants are now available to the Commission to assist
in the drawing up of individual job profiles.

The process of
identifying the best candidate has been helped by the introduction of a system of
‘rapporteurs’, nominated by the Commission, who are personally responsible for following an appointment
In addition, a principal and
from its initial publication to the final decisions by the Commission.
permanent ‘rapporteur’ of A2 rank has recently been appointed and is attached to the General Directorate
for Personnel and Administration. Her task is to oversee the selection and recruitment procedures for each
appointment to senior management posts.

In addition, external consultants specialising in selection and recruitment procedures play a useful role in
reinforcing the rigour and objectivity of the procedure for pre-selection of the candidates to be called for
interview by the Consultative Committee on Appointments (CCA). On the basis of the written applications,
the consultants help to organise a systematic assessment of all candidates before the work of the CCA
starts. The principal role of the Consultative Committee on Appointments is to act as an interviewing and
evaluation board which can recommend a shortlist of candidates to the Commissioners who are
responsible for proposing an appointment to the College. The final decision as to who is the best suited to
the job is taken by the Commission itself.

Another issue is the extent to which outside experts and consultants may be co-opted onto the CCA to
assist in the interview process. The participation of a human resources consultant in the Committee over
the past eighteen months, as well as particular technical experts for specific appointments, has proved to
be useful.

A list of Directors General and Deputy Directors General (or equivalent rank) is transmitted directly to the
Honourable Member and to the Parliament’s Secretariat. A similar list of Directors and Heads of Unit is
also transmitted to the Honourable Member and to the Parliament’s Secretariat.

(1) SEC(2000) 2305.