Draft Agreement between the Secretaries-General of the European Parliament, the Council and the Commission, the Registrar of the Court of Justice, the Secretaries-General of the Court of Auditors, the Economic and Social Committee and the Committee of the Regions, together with the representative of the mediator setting out the common principles for a shared selection and recruitment policy and the principles for managing reserve lists
Date: 2002-03-06
Institutions: European Commission
Subjects: EU office or agency, European official, competition (EU), operation of the Institutions, recruitment

COMMISSION OF THE EUROPEAN COMMUNITIES

Brussels, 6.3.2002
COM(2002) 126 final

Proposal for a

DECISION OF THE EUROPEAN PARLIAMENT, THE COUNCIL, THE
COMMISSION, THE COURT OF JUSTICE, THE COURT OF AUDITORS, THE
ECONOMIC AND SOCIAL COMMITTEE, THE COMMITTEE OF THE REGIONS
AND THE OMBUDSMAN

establishing a European Communities Recruitment Office

Draft

Decision of the Secretaries-General of the European Parliament, the Council and the
Commission, the Registrar of the Court of Justice, the Secretaries-General of the Court
of Auditors, the Economic and Social Committee and the Committee of the Regions, and
the representative of the Ombudsman

on the organisation and operation of the European Communities Recruitment Office

Draft 

Agreement between the Secretaries-General of the European Parliament, the Council
and the Commission, the Registrar of the Court of Justice, the Secretaries-General of
the Court of Auditors, the Economic and Social Committee and the Committee of the
Regions, together with the representative of the mediator

setting out the common principles for a shared selection and recruitment policy and the
principles for managing reserve lists

(presented by the Commission)

EXPLANATORY MEMORANDUM

Article  2  of  the  Staff  Regulations,  as  amended  by  Council  Regulation  (EEC,  Euratom,
ECSC) No 3947/92, states that "two or more institutions may entrust to one of them or to
an  interinstitutional  body  the  exercise  of  the  powers  conferred  on  the  appointing
authority in respect of recruitment". It accordingly provides a suitable legal basis for the
establishment of an Office by joint decision of the institutions.

At the time of the last two enlargements in particular, interinstitutional cooperation was
useful in organising competitions for linguists, auditors, secretaries and other staff.

The present arrangements for interinstitutional cooperation are subject to limits, however,
in  particular  because  of  disparities  in  procedures,  separate  organisation  of  certain
competitions  and  the  existence  of  structures  in  each  institution  for  organising
competitions and selecting staff.

Uniform  arrangements  should  therefore  be  laid  down  for  organising  competitions  and
pooling the resources allocated.

Such uniform arrangements will bring economies of scale, in particular in the context of
the  forthcoming  enlargement.  They  will  also  have  positive  impact  in  terms  of
harmonising and introducing greater professionalism into selection procedures applied by
the  institutions.  This  will  be  of  benefit  not  only  to  the  institutions  but  also  to  the  EU
citizens  applying,  for  whom  the  selection  procedure  may  well  be  the  first  and  only
contact with the institutions.

Since  March  2000  various  avenues  have  been  explored  in  connection  with  the  White
Paper on reforming the Commission. On 26 February 2001 the Commission proposed the
establishment of an interinstitutional Recruitment Office.

The two draft proposals for interinstitutional Decisions are the result of work carried out
by an interinstitutional working group set up on the initiative of the Secretaries-General,
who approved the group's conclusions in July 2001. The draft Decisions were adopted by
the  Commission  on  30  October  2001  and  then  submitted  to  the  Staff  Regulations
Committee for consultation on 7 December 2001.

It is therefore  for  the  institutions  to  adopt  the  Decision  establishing  the  Office.  To  that
end, the Secretaries-General should apply the Staff Regulations in the field of recruitment
and take by common assent the measures needed to implement that Decision.

2

Proposal for a

DECISION OF THE EUROPEAN PARLIAMENT, THE COUNCIL, THE
COMMISSION, THE COURT OF JUSTICE, THE COURT OF AUDITORS, THE
ECONOMIC AND SOCIAL COMMITTEE, THE COMMITTEE OF THE
REGIONS AND THE OMBUDSMAN

establishing a European Communities Recruitment Office

THE  EUROPEAN  PARLIAMENT,  THE  COUNCIL  OF  THE  EUROPEAN  UNION,
THE  COMMISSION  OF  THE  EUROPEAN  COMMUNITIES,  THE  COURT  OF
JUSTICE,  THE  COURT  OF  AUDITORS,  THE  ECONOMIC  AND  SOCIAL
COMMITTEE,  THE  COMMITTEE  OF  THE  REGIONS  AND  THE  EUROPEAN
OMBUDSMAN,

Having regard to the Staff Regulations  of officials of the European Communities,  and  in
particular the third paragraph of Article 2 thereof, and to the Conditions of employment of
other servants of the European Communities, as laid down by Council Regulation (EEC,
Euratom, ECSC) No 259/681,

Having regard to the opinion of the Staff Regulations Committee,

Whereas:

(1)

(2)

(3)

In  the  interests  of  making  efficient  and  economic  use  of  resources,  a  single
interinstitutional  body  should  be  entrusted  with  the  means  of  selecting  officials
and other servants to serve the European Communities.

The  interinstitutional  body  so  established  should  have  the  task  of  drawing  up
aptitude lists from among candidates in open competitions in line with needs and
in  compliance  with  the  Staff  Regulations,  the  decisions  to  appoint  successful
candidates being taken by each appointing authority.

On  the  same  terms,  the  interinstitutional  body  should  also  be  able  to  assist  the
institutions, bodies, offices and agencies established by or in accordance with the
Treaties with their internal competitions and the selection of other servants,

HAVE DECIDED AS FOLLOWS:

1 

OJ L 56, 4.3.1968, p. 1.

3

                                                
Article 1

(Establishment)

A European Communities Recruitment Office (hereinafter referred to as "the Office") is
hereby established.

Article 2

(Powers)

1.  The Office shall exercise the powers of selection conferred under the first paragraph
of Article 30 of the Staff Regulations and under Annex III thereto on the appointing
authorities  of  the  institutions  signing  this  Decision.  In  exceptional  cases  only  and
with  the  agreement  of  the  Office,  the  institutions  may  hold  their  own  open
competitions to meet specific needs for highly specialised staff.

2.  Where the powers referred to in paragraph 1 are conferred on the appointing authority
of  a  body,  office  or  agency  established  by  or  in  accordance  with  the  Treaties,  the
Office may exercise such powers at the request of the latter.

3.  The  decisions  to  appoint  successful  candidates  shall  be  taken  by  the  appointing
authorities  of  the  European  Parliament,  the  Council,  the  Commission,  the  Court  of
Justice, the Court of Auditors, the Economic and Social Committee, the Committee of
the Regions and the Ombudsman and by any body, office or agency established by or
in  accordance  with  the  Treaties  which  has  delegated  its  powers  to,  or  called  on  the
services of, the Office.

Article 3

(Duties)

1. 

In response to requests made to it by the appointing authorities referred to in Article 2,
the Office shall draw up aptitude lists from among candidates in open competitions as
referred  to  in  the  first  paragraph  of  Article 30  of  the  Staff  Regulations  and  in
accordance with Annex III thereto.

2.  The Office may assist the institutions, bodies, offices and agencies established by or
in accordance with the Treaties with internal competitions and the selection of other
servants.

Article 4

(Requests, complaints and appeals)

In accordance with Article 91a of the Staff Regulations, requests and complaints relating to
the exercise of the  powers  conferred  under  Article 2(1)  and  (2)  of  this  Decision  shall  be
lodged with the Office. Any appeal in these areas shall be made against the Commission.

4

Article 5

(Implementation)

The Secretaries-General of the European Parliament, the Council and the Commission, the
Registrar  of  the  Court  of  Justice,  the  Secretaries-General  of  the  Court  of  Auditors,  the
Economic and Social Committee and the Committee of the Regions and the representative
of the Ombudsman shall by mutual agreement take the measures necessary to implement
this Decision.

Article 6

(Effective date)

This Decision shall take effect on …

Done at Brussels and at Luxembourg,

For the Council
The President

For the European Parliament
The President

For the Commission
The President

For the Court of Justice
The President

For the Economic and Social Committee
The President

For the Committee of the Regions
The President

For the Court of Auditors
The President

For the European Ombudsman
The Ombudsman

5

Draft

Decision of the Secretaries-General of the European Parliament, the Council and
the Commission, the Registrar of the Court of Justice, the Secretaries-General of
the Court of Auditors, the Economic and Social Committee and the Committee of
the Regions, and the representative of the Ombudsman

on the organisation and operation of the European Communities Recruitment
Office

The Secretaries-General of

the European Parliament,

the Council,

the Commission,

The Registrar of the Court of Justice,

The Secretaries-General of 

the Court of Auditors,

the Economic and Social Committee,

the Committee of the Regions,

and the representative of the Ombudsman,

Having regard to the Staff Regulations of officials of the European Communities and the
Conditions of employment of other servants of the European Communities, as laid down
by Council Regulation (EEC, Euratom, ECSC) No 259/682,

Having regard to the Decision of the European Parliament, the Council, the Commission,
the  Court  of  Justice,  the  Court  of  Auditors,  the  Economic  and  Social  Committee,  the
Committee  of  the  Regions  and  the  Ombudsman  of  …  establishing  a  European
Communities Recruitment Office, and in particular Article 5 thereof3,

Whereas:

(1)

Pursuant  to  Article  27  of  the  Staff  Regulations,  the  institutions  are  committed  to
ensuring  that  recruitment  is  directed  to  securing  the  services  of  officials  of  the
highest  standard  of  ability,  efficiency  and  integrity,  recruited  on  the  broadest
possible  geographical  basis  from  among  nationals  of  Member  States  of  the
Communities,  without  distinction  as  to  race,  political,  philosophical  or  religious

2 
3 

OJ L 56, 4.3.1968, p.…
OJ …, …, p.…

6

                                                
beliefs,  sex  or  sexual  orientation  and  without  reference  to  their  marital  status  or
family situation.

(2)

The second subparagraph of Article 1(1) of Annex III to the Staff Regulations sets
out  the  area  of  responsibility  of  the  common  Joint  Committee  and  the  second
paragraph of Article 3 of that Annex outlines the way the members of the Selection
Board are to be appointed for the purpose of organising open competitions,

HAVE DECIDED AS FOLLOWS:

Article 1

(Tasks of the Office)

1. The Office shall organise open competitions with a view to securing the services of
officials  on  optimal  professional  and  financial  terms  for  the  institutions  of  the
European  Communities.  The  Office  shall  draw  up  reserve  lists  enabling  the
institutions  to  recruit  highly  qualified  staff  meeting  the  needs  determined  by  the
institutions.

2. More specifically, the Office's tasks shall be to:

(a) organise open competitions at the request of individual institutions with a view
to  drawing  up  reserve  lists  of  suitable  applicants  for  appointment  as  officials.
The competitions shall  be  organised  in  compliance  with  the  Staff  Regulations,
on  the  basis  of  harmonised  criteria  laid  down  in  accordance  with  Article  6(c)
and  in  compliance  with  the  work  programme  approved  by  the  Management
Board;

(b) cooperate closely with the institutions with a view to assessing future staff needs
and  preparing  and  implementing  a  programme  of  competitions  to  meet  those
needs in a timely manner;

(c) develop  selection  methods  and  techniques  on  the  basis  of  best  practice  and  in
line  with the skills profiles laid down  for the  various  categories  of  staff  of  the
institutions;

(d) administer and check the use of reserve lists;

(e) submit annual reports to the institutions on its activities.

Article 2

(Responsibilities of the institutions)

The  Appointing  Authority  of  each  institution  shall  make  available  to  the  Office  a
sufficient number of Selection Board members, examiners and invigilators on the basis of
the "quota" approved by the Management Board as provided for in Article 6(i), to enable
the selection procedures to proceed smoothly in accordance with Article 3 of Annex III
to the Staff Regulations.

7

Article 3

(Other services)

1. Under an agreement between the Head of the Office and any body, office or agency,
the Office may organise selection procedures for staff to be recruited by such bodies,
offices  or  agencies.  Before  concluding  such  an  agreement,  the  Head  of  the  Office
shall seek the approval of the Management Board. Any such agreement shall cover
the financial arrangements relating to the services provided by the Office.

2. Where requested, the Office may provide technical support for internal competitions

organised by individual institutions, bodies, offices or agencies.

3. At  the  request  of  individual  institutions,  the  Office  shall  organise  the  selection
procedure  for  other  servants  with  a  view  to  drawing  up  reserve  lists  of  suitable
applicants and/or databases from which the individual institutions may recruit other
servants.

4. These activities shall be included in the Office's work programme in accordance with
Article  6(f),  provided  that  the  request  is  submitted  in  a  timely  manner  by  the
institution in question.

Article 4

(Complaints and requests)

1. The  Head  of  the  Office  shall  exercise  the  powers  conferred  on  the  Appointing
Authority  under  Article 90  of  the  Staff  Regulations  in  respect  of  all  requests  or
complaints relating to the tasks of the Office.

2.

In  the  event  of  any  such  complaints,  the  Head  of  the  Office  shall  consult  the
Chairman of the Management Board where he or she intends to endorse the original
decision.

3. The  Office  shall  answer  requests  from  the  European  Ombudsman  concerning  any

matter falling within its area of responsibility under this Decision.

Article 5

(Management Board)

1. A  Management  Board  shall  be  set  up  for  the  Office,  comprising  one  member
appointed  by  each  institution  and  three  staff  representatives  with  observer  status
appointed by common assent by the staff committees of the institutions.

2. The  Management  Board  shall  elect  a  Chairman  for  a  two-year  term  by  a  simple

majority from among its members.

3. The Management Board shall adopt its rules of procedure by a simple majority after

submitting them to the institutions.

8

4. The Management Board shall meet at the initiative of the Chairman or at the request

of one of its members.

5. Where the Management Board takes a decision by a simple majority, each institution

shall have one vote. Where votes are tied, the Chairman shall have the casting vote.

6. Where  the  Management  Board  takes  a  decision  by  a  qualified  majority,  the  votes
allotted  to  the  institutions  shall  be  as  follows:  Commission,  18  votes;  European
Parliament, 7 votes; Council, 7 votes; Court of Justice, 3 votes; Court of Auditors, 2
votes; Economic and Social Committee, 2 votes; Committee of the Regions, 2 votes;
Ombudsman, 1 vote. A qualified majority shall be 24 votes cast in favour.

Article 6

(Tasks of the Management Board)

In the common interest of the institutions, the Management Board shall:

(a) acting by a qualified majority, approve the rules governing the running of the Office;

(b) acting by a simple majority on a proposal from the Head of the Office, approve the

organisational structure of the Office;

(c) acting by a simple majority on proposals from the Head of  the Office, approve the

principles governing the selection policy to be followed by the Office; 

(d) acting by a simple majority under the budget procedure on the basis of a draft drawn
up  by  the  Head  of  the  Office,  draw  up  an  estimate  of  the  Office's  revenue  and
expenditure  and  send  it  to  the  Commission  with  a  view  to  the  drawing-up  of  the
estimate  of  the  Commission's  revenue  and  expenditure;  at  the  same  time  it  shall
propose to the Commission any adjustments to the Office's establishment plan that it
deems necessary;

(e) acting  by  a  simple  majority,  approve  the  type  of  and  the  rates  chargeable  for
additional services that the Office may perform against payment for the institutions,
bodies, offices and agencies and the conditions under which the Office may perform
them;

(f) acting  unanimously  on  a  proposal  from  the  Head  of  the  Office,  approve  the  work
programme, and in particular the scheduling of and timetable for competitions to be
organised.  The  work  programme  shall  also  cover  services  not  relating  to  open
competitions organised for the institutions, bodies, offices and agencies;

(g) acting  by  a  qualified  majority  on  the  basis  of  a  draft  prepared  by  the  Head  of  the
Office,  approve  an  annual  management  report  covering  all  individual  revenue  and
expenditure  headings  relating  to  work  performed  and  services  provided  by  the
Office.  Before  1  May  each  year,  it  shall  send  the  institutions  the  report  on  the
preceding financial year, drawn up in the light of the analytical accounts;

(h) acting by a simple majority, approve a fair, balanced breakdown of the variable and
direct  costs  to  be  charged  for  analytical  purposes  to  the  individual  institutions  and
update it every three years;

9

(i) acting  by  a  simple  majority  on  the  basis  of  recruitment  needs,  agree  on  rules
whereby each institution is to make a suitable number of Selection Board members,
examiners and invigilators available to the Office;

(j) acting  by  a  simple  majority,  approve  the  conditions  under  which  the  Office  may
grant agreement to the institutions to organise their own competitions in accordance
with Article 2(1) of the Decision of the institutions.

Article 7

(Appointment of staff)

1. The Office shall be administered by a Head appointed by the Commission after the
Management  Board  has  issued  a  favourable  opinion  by  a  simple  majority.  The
Management  Board  shall  be  closely  involved  in  any  procedures  to  be  followed
before  the  Head  of  the  Office  is  appointed,  and  in  particular  in  the  drafting  of  a
notice of vacancy and the consideration of the applications.

2. The Head of the Office shall be the Appointing Authority for the staff of the Office.

3. The Commission, as far as the Head of the Office is concerned, and the Head of the
Office,  as  far  as  the  staff  for  whom  the  latter  is  the  Appointing  Authority  are
concerned,  shall  inform  the  Management  Board  of  appointments  made,  contracts
signed, promotions granted and disciplinary proceedings initiated against officials or
other servants.

4. The officials of all Community institutions shall be informed of posts vacant within

the Office as soon as the Appointing Authority decides to fill those posts.

5. The Head of the Office shall be appointed for a term of five years, renewable for one

further term.

Article 8

(Tasks of the Head of the Office; management of staff)

1. The  Head  of  the  Office  shall  be  responsible  for  the  smooth  running  of  the  Office.
Within the area of responsibility of the Management Board, he or she shall act under
the  authority  of  the  latter.  He  or  she  shall  provide  secretarial  services  for  the
Management  Board,  shall  report  to  it  on  the  performance  of  his  or  her  duties  and
shall submit to it any suggestion for the smooth running of the Office.

2. Administrative procedures connected with the day-to-day management of personnel,
such  as  salaries,  leave,  and  sickness,  accident  and  retirement  insurance,  shall  be
carried  out  under  the  same  conditions  as  for  the  officials  and  other  servants  of  the
Commission. That list shall not be exhaustive and the Office may extend it to cover
other areas in agreement with the Commission.

10

Article 9

(Financial matters)

1. The appropriations allocated to the Office, the total amount of which shall be entered
in  a  separate  budget  heading  within  the  section  of  the  budget  relating  to  the
Commission, shall be set out in detail in an annex to that section. That annex shall
take the form of a statement of revenue and expenditure, subdivided in the same way
as the sections of the budget.

2. The  establishment  plan  of  the  Office  shall  be  annexed  to  the  Commission's

establishment plan.

3. On the  basis of a  proposal  from  the  Management  Board,  the  Commission  shall,  as
regards the appropriations for the Office entered in the annex, delegate the powers of
authorising officer to the Head of the Office and shall set the limits and conditions
applying  to  that  delegation  of  powers.  At  the  end  of  the  financial  year  the
Management Board shall inform the budget authority of the breakdown of amounts
obtained  in  return  for  extra  services  provided  by  the  Office,  within  the  budget
heading in the annex.

4. The Office's accounts shall be drawn up in accordance with the accounting rules and
methods  laid  down  by  the  Commission  accounting  officer.  The  Office  shall  keep
separate accounts of revenue from payments for services provided.

Article 10

(Review)

This Decision shall be reviewed after a period of three years following the establishment
of the Office.

11

Article 11

(Effective date)

This Decision shall take effect on ...

Done at Brussels, Luxembourg and Strasbourg, …………  2002.

For the European Parliament

For the Council

For the Commission

For the Court of Justice

For the Court of Auditors

For the Economic and Social Committee

For the Committee of the Regions

For the European Ombudsman

12

Draft 

Agreement between the Secretaries-General of the European Parliament, the
Council and the Commission, the Registrar of the Court of Justice, the Secretaries-
General of the Court of Auditors, the Economic and Social Committee and the
Committee of the Regions, together with the representative of the mediator

setting out the common principles for a shared selection and recruitment policy and
the principles for managing reserve lists

In the  context  of establishing  a  Recruitment  Office  for  the  European  Communities,  the
Secretaries-General  of 
to  promote  a  steady
the  Institutions  hereby  undertake 
improvement in the staff selection processes of the Union, based on common, transparent
and efficient procedures.

In this connection, they call on the members of the Management Board, in collaboration
with the Director of the Office, to institute a shared selection system on the basis of the
principles set out below.

The  Secretaries-General  also  undertake  to  cooperate  closely  in  areas  involving  the
preparation  of  competitions, the management  of reserve  lists and the  harmonisation    of
classification criteria in line with the principles set out below.

1.

PREPARATION OF COMPETITIONS

(cid:1)  The  Recruitment  Office  shall  hold  regular  meetings  with  the  Institutions  in  order  to
coordinate the preparation of competitions and the drafting of notices of competition.

(cid:1)  The  Recruitment  Office  shall  draw  up  and  implement  a  programme  of  open
competitions on the basis of the needs and requirements indicated by the Institutions.
Appropriate  machinery  shall  be  set  up  between  the  Recruitment  Office  and  the
Institutions  to  guarantee  that  the  needs  of  the  Institutions  in  terms  of  generalist  and
specialist staff, including linguists and specialists in the field of research, are met in a
timely fashion.

(cid:1)  Each  Institution  shall  inform  the  Office  of  its  recruitment  needs  for  the  next  three
years. The Office shall draw up a rolling three-year forward programme, to be updated
at least every six months, with a view to meeting the needs of the Institutions in the
best way possible.

(cid:1)  The work programme shall consist of an indicative timetable for each competition to

be organised as well as a target length for the reserve list.

(cid:1)  The Institutions hereby commit themselves to improving their forward planning and to
providing staff members to sit on selection boards sufficiently early for the Office to
be able to programme its tasks, identify priorities and meet its timetable.

13

(cid:1)  Without prejudice to Article 2(2) of the Decision of the Secretaries-General of [date],
all competitions shall be published as inter-institutional competitions even where one
or more Institutions have not asked to  be  able to recruit candidates from  the reserve
list.

2.

2.1

SELECTION POLICY AND PROCEDURES

Transparency for candidates

(cid:1)  A shared user-friendly website on recruitment and an electronic mailing list for future
competitions  shall  be  set  up  so  that  potential  applicants  can  be  informed  regularly
about the opportunities available.

(cid:1)  A shared and more streamlined application form and a more straightforward standard

notice of competition shall be devised.

(cid:1)  Applicants  shall  be  informed  in  an  appropriate  way  of  the  assessment  criteria  to  be

applied in competitions.

(cid:1)  Applicants shall be informed clearly about their rights of appeal, in particular recourse

to the European Mediator.

(cid:1)  Applicants sitting written multiple-choice tests shall be allowed to keep the test paper
on leaving the examination room (unless the contents are protected by copyright) and
to obtain a copy of the correct answers on request from the Office.

(cid:1)  The names  of  selection-board  members  shall  be  published  in  the  Official  Journal  of
the European Communities, as well as the list of successful applicants at the end of the
competition procedure, subject to provisions on the protection of personal data.

(cid:1)  Applicants shall be allowed access on request to their test papers and the assessment
of  the  selection  board,  subject  to  provisions  on  the  confidentiality  of  the  board's
deliberations.

2.2

Language skills

(cid:1)  Applicants must know one official language other than their native language, but they
shall  be  informed  that  some  positions  and  some  Institutions  may  demand  specific
language qualifications when recruiting from the reserve lists and that each Institution
will  consequently  be  recruiting  on  the  basis  of  its  own  requirements  regarding
language  and  other  skills.  (To  ensure  proper  transparency,  where  some  Institutions
have  particular  language  preferences  these  must  be  clearly  indicated  to  applicants
before they submit their application.)

(cid:1)  Native  and  second-language  skills  shall  be  assessed  at  the  time  of  the  preliminary
selection or written tests (as necessary) and at the time of the oral tests (as is current
general practice), and any other languages claimed shall be assessed at the time of the
oral tests.

14

2.3

Language(s) of competitions

(cid:1)  The  Management  Board  shall  decide  whether  or  not  the  Office  needs  to  organise

specific competitions by language.

2.4

Professional standards in selection procedures

(cid:1)  Constant  attention  shall  be  paid  to  best  practice  and  to  developments  in  recruitment

techniques.

2.4.1

Content of competitions 

The  content  of  competitions  shall  be  regularly  reviewed  and  modified  if  necessary  to
ensure that the  selection process continues to  identify  the  applicants  who best meet the
stipulated profile. A number of examples follow (relating to relevant grades):

(cid:1)  As a minimum during the preliminary selection tests, an assessment shall be made of
applicants' proficiency in their second official language and their verbal and numerical
reasoning abilities.

(cid:1)  During the written tests, an assessment shall be made of applicants' knowledge in the
field covered by the competition and European Union  affairs. The tests shall seek to
assess  the  ability  of  applicants  to  understand  a  wide  and  sometimes  contradictory
range of data about the European Union and its policies, and to  produce clear,  well-
reasoned analysis and recommendations.

(cid:1)  At  interviews,  a  set  of  prepared  oral  questions  shall  be  used  enabling  a  structured
approach  and  objective  comparisons  to  be  made  between  the  applicants'  answers.
Interviews  should  enable  the  selection  board  to  assess  applicants'  suitability  for
working in  a multilingual and multicultural organisation, their ability to adapt to the
various  tasks  which  may  be  assigned  to  them,  their  knowledge  of  their  subject  area
and any relevant professional experience.

(cid:1)  The  interview  stage  should  include  a  component  about  'Europe'  subject  to  proper
qualitative  testing  in  order  to  assess  applicants'  knowledge  of  European  issues  and
their powers of analysis and reasoning, their ability to consider the different sides of
an  issue,  their  capacity  for  original  thinking  and  their  oral  communication  skills
(including in languages other than their native language).

2.4.2

Selection boards 

(cid:1)  Selection boards shall include outside recruitment experts as assessors.

(cid:1)  Membership  of  a  selection  board  shall  be  made  conditional  on  having  successfully
completed  a  training  programme  for  selection-board  members.  This  training  should
cover such aspects as the legal framework, testing and selection techniques and equal
opportunities  and  help  to  ensure  consistent  standards  for  all  members  of  a  board
throughout the recruitment process.

(cid:1)  In the case of applicants called for interview, the selection board shall not be told their
marks in the written tests until the final marks for the interview have been decided.

15

2.5

Computer-assisted preliminary selection 

(cid:1)  The  possibility  shall  be  investigated  of  setting  up  computer-assisted  preliminary

selection tests and using them where appropriate.

2.6

Equal treatment

2.6.1  General considerations and geographical balance 

(cid:1)  The mix of selection techniques used shall continue to ensure that staff are recruited
on a broad geographical basis reflecting the multilingual and multicultural character of
the Institutions.

(cid:1)  Future advertising of competitions shall be improved so as to reach all circles in the
Member  States,  with  strategic  media  targeting  of  circles  currently  under-represented
in the relevant groups and categories within the staff of the Institutions.

(cid:1)  Selection and recruitment procedures shall be actively monitored and  regular  reports
shall be sent to the Institutions (at least  every  six  months) on  this  subject  (including
take-up  from  reserve  lists),  with  a  view  in  particular  to  identifying  emergent  trends
and following the evolution of recruitment from groups currently under-represented in
the relevant groups and categories within the staff of the Institutions.

2.6.2

Detailed considerations: gender balance and age limits

(cid:1)  The  selection  tests,  especially  preliminary  selection  tests,  shall  be  so  devised  and
constantly  monitored  (with  the  help  of  experts)  as  to  ensure  that  there  is  no
statistically significant difference between the success of men and women.

(cid:1)  Both sexes shall be represented on every selection board.

(cid:1)  All decisions concerning the age limits set in notices of competition shall be taken by

the Management Board.

3.

PRINCIPLES GOVERNING THE USE OF RESERVE LISTS

(cid:1)  All reserve lists shall be available on a database to which the Institutions have on-line

access. 

(cid:1)  Each reserve list shall remain valid for two years but may be extended on the basis of

the needs of the Institutions.

(cid:1)  To  ensure  that  an  Institution  which  has  expressed  a  wish  to  recruit  a  number  of
applicants from a given reserve list will indeed be able to recruit this number, a set of
measures to ensure a fair use of reserve lists shall be introduced, namely:

1) The  Office  is  to  function  as  the  clearing  house  between  applicants  and  the
Institutions and play a proactive role in managing and monitoring the use made
of the lists. 

16

2) Each  Institution  is  to  centralise  its  recruitment  procedures.  While  every
Directorate-General  or  other  department  of  an  Institution  has  access  to  the
reserve lists (including curricula vitae), information needed in order to contact
applicants (telephone numbers, e-mail addresses and postal addresses) will only
be available to the administrations of the individual Institutions.

3) Applicants are to be asked at the application stage about their preferences as to
the  Institution  and  geographical  location  they  wish  to  work  in  (in  order  of
priority).

4) Applicants are to be informed about the progress of recruitment procedures.

5) Reserve  lists  are  to  consist,  as  a  general  rule,  of  three  or  four  "merit  classes".
Within  each  class,  applicants  will  appear  in  alphabetical  order  and  the
Institutions  are  free  to  choose  any  applicant.  In  principle,  the  second  and
following classes will be available for recruitment only once all applicants in the
preceding  group  have  been  recruited  (or  have  declined  a  recruitment  offer).
However, exceptions to this general principle, duly reasoned and demonstrated,
will  be  possible  taking  into  account  the  specific  profiles  required  by  an
Institution  and  the  general  principles  laid  down  in  Article 27  of  the  Staff
Regulations. Exceptions will be decided on by individual Institutions.

6) The heads of unit responsible for recruitment in the individual Institutions are to
meet regularly under the chairmanship of the Office with a view to coordinating
the  use  of  reserve  lists  and  identifying  specific  priorities  of  the  individual
Institutions.  This  process  should  take  into  account  the  institutional  and
geographical preferences of applicants, their profiles and the needs of different
Institutions.

7) On  the  basis  of  the  outcome  of  the  meetings  referred  to  above,  the  following

general principles are to apply:

-

In the first six months after a reserve list has become available, an Institution
may recruit from this list only the number of applicants originally  asked for
at the preparatory stage.

- After  six  months,  the  heads  of  unit  responsible  for  recruitment  shall  meet
with a view to discussing and agreeing whether to maintain these 'quotas' for
another  six  months,  taking  into  account  the  original  requests  and  numbers
actually  recruited.  At  this  stage  it  will  also  be  decided  whether  Institutions
which  did  not  indicate  a  request  at  the  preparatory  stage  are  to  be  able  to
recruit from the list.

- A reserve list will become available to all Institutions (without quotas) at the

latest twelve months after it first becomes available.

8) A system of "best recruitment practice" is to be introduced. The basic feature is
that an Institution and an applicant, having agreed in principle on a recruitment,
will  sign  a  "letter  of  intent"  indicating  the  applicant's  intention  of  taking  up  a
specific  position  and  the  Institution's  intention  of  making  an  official  offer  of
employment  within  two  months.  The  Office  must  receive  a  copy  of  this  letter
and  the  applicant  will  be  "blocked"  on  the  reserve  list.  If,  after  two  months,  a

17

final  offer  of  employment  has  not  been  made  (or  has  been  declined  by  the
applicant),  the  applicant  will  again  become  available  on  the  reserve  list.
Applicants  are  to  have  this  system  explained  to  them  when  they  are  informed
that they are included on a reserve list.

4.

HARMONISATION OF CLASSIFICATION CRITERIA 

The  Secretaries-General  hereby  undertake  to  harmonise  the  criteria  used  by  the
Institutions  for  classifying  newly  recruited  staff  in  order  to  ensure  that  the  principle  of
equal  treatment  is  respected  and  avoid  competition  between  Institutions.  Particular
attention should be paid to drawing up identical criteria for allocating grade and step to
each successful applicant upon recruitment. 

5.

REVIEW OF THIS AGREEMENT

This  Agreement  shall  be  reviewed  three  years  after  the  creation  of  the  Recruitment
Office.

Done at Brussels on [date],

J. Priestley                    P. de Boissieu                 D. O’Sullivan                    R. Grass

M. Herve                  P. Venturini                 V. Falcone                          J. Söderman

18

LEGISLATIVE FINANCIAL STATEMENT

Policy area:    Administration.

Activity:        Personnel Policy and management

TITLE  OF  ACTION:  ESTABLISHMENT  OF  THE  EUROPEAN  COMMUNITIES  RECRUITMENT

OFFICE

1. 

BUDGET LINE(S) + HEADING(S)

A0 4021 – Interinstitutional Office for recruitment

2. 

OVERALL FIGURES 

2.1. 

Total allocation for action (Part B): Not applicable (NA)

2.2. 

Period of application:

The Office will become operational on 1 January 2003.

2.3. 

Overall multiannual estimate on expenditure:

(a)  Schedule  of  commitment  appropriations/payment  appropriations  (financial
intervention) (see point 6.1.1)

(b) Technical and administrative assistance and support expenditure(see point 6.1.2)

(c) Overall financial impact of human resources and other administrative expenditure
(see points 7.2 and 7.3)

The budget effect of establishing the Office will be neutral. All resources to be made
available  to  the  Office  on  1  January  2003  will  involve  the  transfer  of  resources
already available within the institutions at 31 December 2002 (see point 7.5 of report
of  Working  Group).  Naturally,  salary  increases,  inflation  and  the  financing  of
external  staff  already  scheduled  in  2002  will  result  in  the  corresponding  technical
adjustments.

2.4. 

Compatibility with the financial programming and the financial perspective

X
The  establishment  of  the  Office  is  compatible  with  programming  of
heading V  if  the  effect  on  the  budget  is  neutral  and  it  will  produce
economies of scale in the future (see first recital of Decision establishing the
Office).

(cid:1) This  proposal  will  entail  reprogramming  of  the  relevant  heading  in  the
financial 

perspective

(cid:1) This  may  entail  application  of  the  provisions  of  the  Interinstitutional
Agreement.

19

2.5. 

Financial impact on revenue:

(cid:1) No 
implementation of a measure)

financial 

implications 

(involves 

technical  aspects 

regarding

   OR

X

Financial impact – the effect on revenue is as follows:

Contribution  from  the  institutions  via  earmarked  revenue  (re-use).  See  point  7
(budget aspects) of report of interinstitutional Working Group on establishment
of EC Recruitment Office.

3. 

BUDGET CHARACTERISTICS

Type of expenditure

New

EFTA
participation

Participation
applicant
countries

Heading Financial
Perspective

DNO

CND

NO

NO 

NO

Heading 5

Financial perspective

Administrative
expenditure

4. 

LEGAL BASIS 

- Decision of the European Parliament, the Council, the Commission, the Court
of  Justice,  the  Court  of  Auditors,  the  Economic  and  Social  Committee,  the
Committee  of  the  Regions  and  the  Office  of  the  European  Ombudsman
establishing a Recruitment Office of the European Communities [date]

- Decision of the Secretaries General of the European Parliament, the Council of
European  Union,  the  European  Commission,  the  Registrar  of  the  Court  of
Justice,  the  Secretaries  General  of  the  Court  of  Auditors,  the  Economic  and
social  Committee,  the  Committee  of  Regions  and  the  representative  of  the
European  Ombudsman  on  the  organisation  and  operation  of  the  Recruitment
Office of the European Communities.

The decision will be reexamined after a period of 3 years following its creation
according to the Article 10.

- Staff Regulations Article 2 and Annex 3.

20

5. 

DESCRIPTION AND GROUNDS

5.1. 

Need for Community intervention

 5.1.1. Objectives pursued

The  current  interinstitutional  cooperation  arrangements  regarding  the  organisation  of
open  competitions  represent  an  initial  step.  However,  it  has  not  made  it  possible  to
endow  recruitment  policy  with  the  requisite  degree  of  consistency  and  harmonisation.
The establishment of an interinstitutional recruitment office would make the recruitment
procedures  more  readily  understandable  to  the  citizens  of  the  European  Union  by
introducing  a  joint  approach  and  enable  the  Institutions  to  cope  with  the  imminent
enlargement.  Moreover  the  establishment  of  an  interinstitutional  recruitment  office
would enhance operational efficiency through harmonised selection techniques, provide
better  material  conditions  to  improve  the  organisation  of  competitions  and  maximise
operational gains by interinstitutional cooperation. 

The  main  task  of  the  Office  will  be  to  organise  open  competitions  for  securing  the
services of officials or selection procedures for other servants on behalf of the Institutions
of  the  European  Communities  under  optimum  professional  and  financial  conditions,
operating under the responsibility of those Institutions. The Office is to draw up reserve
lists  that  will  enable  the  Institutions  to  recruit  highly  qualified  staff  that  meets  the
competencies and needs defined by the Institutions in accordance with the principles of
best possible geographical balance, non-discrimination and equal opportunities.

5.1.2. Measures taken in connection with ex-ante evaluation 

An interinstitutional working group created by the Secretaries General of the Institutions
in February 2001 has carried out an ex-ante evaluation of the creation of the Office. This
has included the definition of the principles for a harmonised competition and selection
policy to be implemented by the Office as well as a comparison of the preliminary budget
of the Office with the current cost of organising open competitions in the Institutions. In
order  to  achieve  budgetary  neutrality  of  the  operation,  a  fusion  of  the  budgets  and
establishments  plans  for  all  participating  Institutions  was  suggested.  It  is  expected  that
this  full  common  approach  will  lead  to  economies  of  scale.  Apart  from  the  savings
deriving from the economies of scale of not having to replicate the same activities in all
Institutions  the  main  benefits  are  difficult  to  quantify.  They  relate  to  the  possibility  of
creating  a  centre  of  excellence  and  in  particular  presenting  all  EU  Institutions  with  a
common  and  harmonised  approach  to  selection  that  is  often  the  first  point  of  contact
between the public and the Institutions. Today the Institutions apply different procedures
and criteria for selection that makes recruitment to the Institutions lack transparency.

The work of the Working Group did nevertheless reveal a certain resistance to changing
practices  in  the  individual  Institutions  in  order  to  allow  for  a  harmonised  approach  –  a
precondition  for  creation  of  the  Office.  The  need  to  pursue  a  full  harmonisation  of  the
classification  criteria  used  by  the  individual  Institutions  upon  recruitment  from  the
reserve lists was also recognised.

5.1.3. Measures taken following ex-post evaluation

Not applicable

21

5.2. 

Actions envisaged and arrangements for budget intervention

The objective is to establish an interinstitutional competition and selection office that, on
the basis of the recruitment needs defined by the individual  Institutions would organise
open  competitions  with  a  view  to  establishing  reserve  lists  from  which  the  individual
Institutions can recruit officials. The Office may in a second phase (and on the basis of
specific  arrangements)  take  over  the  selection  procedure  of  other  servants  including
temporary officials and/or auxiliaries.

The  intervention  logic  is  to  (i)  achieve  economies  of  scale  by  having  only  one  body
organising  open  competitions  on  the  basis  of  harmonised  criteria  and  procedures;  (ii)
increase the transparency of the EU Institutions' selection and recruitment policy.

The main output would be the establishment of reserve lists on the basis on continuously
improved and refined selection techniques and procedures.

All  EU  Institutions  would  be  beneficiaries  of  the  services  provided  by  the  Office.
Furthermore  it  is  foreseen  that  the  Office  could  perform  certain  selection  activities  for
other EU bodies and agencies against payment. The service provided for the Institutions
will have priority over any tasks undertaken for the bodies and agencies.

The Office would have to ensure that the number of candidates available on reserve lists
would be sufficient to allow the Institutions to recruit new officials in a timely manner. In
addition the Office would have to ensure that the recruitment of  officials  from the new
member  states  could  start  from  2004.  Working  on  the  current  assumption  that  10  new
member states would join the EU in 2004, the total number of new officials from these
countries would be between 2500 and 3000.

The  concrete  measure  to  implement  the  action  is  to  establish  the  Office  and  start
immediately  with  the  implementation  of  a  rolling  programme  of  open  competitions.  In
order  to  achieve  this  the  Appointing  Authority's  responsibility  for  the  organisation  of
open  competitions  has,  in  the  decision  establishing  the  Office,  been  transferred  to  the
Office and the Institutions have communicated their recruitment needs.

There would be no budget intervention managed by the Office.

5.3.  Methods of implementation

The  action  will  be  implemented  through  the  creation  of  an  interinstitutional  office  that
will  work  under  the  responsibility  of  a  management  committee  comprising  one
representative from each Institution. The Office  will be administratively attached to the
Commission,  which  will  perform  a  number  of  administrative  functions  for  the  Office
(salaries and pensions, sickness insurance, etc.).

The  Commission  could  put  at  the  Office’s  disposal  the  necessary  infrastructure  and
logistics according to the needs indicated by the Office. The Office would be charged for
this service  from the  Commission  and  an  effective  invoicing  method  would  have  to  be
put in place.

22

6.

FINANCIAL IMPACT 

6.1.

Total financial impact on Part B - (over the entire programming period)

NOT APPLICABLE

6.2.

Calculation of costs by measure envisaged in Part B

NOT APPLICABLE

7.

IMPACT ON STAFF AND ADMINISTRATIVE EXPENDITURE 

7.1.

Impact on human resources

All human resources required by the Office will be secured by transfers of posts
and appropriations already available within the  Institutions. In no  case will the
establishment  of  the  Office  result  in  an  overall  increase  in  the  staff  of  the
Institutions.

Types of post

Staff to be assigned to management of the
action using existing and/or additional
resources

Total

Number of
permanent posts

Number of
temporary posts

Description of tasks deriving from the
action

1

Permanent
officials 
Temporary staff

or

A

B

C

D

10

26

56

2

Other human resources

AUX: 9+31
(enlarg)

DNE: 4

11

26

56

2

13

If necessary, a fuller description of the
tasks may be annexed.

Total

107  +  31  AUX
(enlarg)

1

108+31
(enlarg)

See Annex I (Posts and appropriations to be transferred to the Office and
breakdown of A8-A3, B, C and D posts by grade)

23

7.2.

Overall financial impact of human resources

Type of human resources

Amount (EUR)

Method of calculation*

Officials

Temporary staff

Other human resources

(give budget line)

Total

See draft budget in Annex II

The way the amount to be transferred to the Office
will break down  by budget  item  and  by  Institution
will  be  determined  in  the  course  of  preparation  of
the PDB for 2003, currently under way.

The amounts are total expenditure for twelve months.

7.3. Other administrative expenditure deriving from the action

Amount (EUR)

Method of calculation

Budget line

(number and heading)

Overall allocation (Title A7)

A0701 – Missions

A07030 – Meetings

A07031 – Compulsory committees (1)

A07032 – Non-compulsory committees (1)

A07040 – Conferences

A0705 – Studies and consultations

… Other expenditure (state which)

IT systems A07070

76.000*

Other expenditure - Part A (state which)

Total

*For maintenance and development of NAC, DG ADMIN's new competition application
(Nouvelle Application Concours).

Once established, the Office will take over the maintenance, development and operation
of  the  application  to  ensure  it  can  operate  independently  of  the  Commission's
infrastructure.

24

In  2002  DG  ADMIN  will  adapt  the  NAC  to  UTF-8  to  permit  processing  of  the  new
languages arriving on enlargement. A budget of EUR 186 000 has been set aside for the
purpose.

Where it is compatible, data-processing and telecommunications equipment pertaining to
posts in the Institutions will be transferred with the relevant posts to the Office.

See Annex III

The way the amount to be transferred to the Office will break
down by budget item and by Institution will be determined in
the course of preparation of the PDB for 2003, currently under
way.

8.

FOLLOW-UP AND EVALUATION

8.1.

Follow-up arrangements

The Management Committee will monitor the performance of the Office on behalf of the
Institutions,  notably  in  relation  to  the  number  of  candidates  on  the  reserve  lists
established  by  the  Office,  but  also  in  terms  of  a  continued  improvement  of  selection
techniques  and  methods.  Furthermore,  the  Office  will  transmit  annual  reports  to  the
Institutions on the selection and recruitment process.

8.2.

Arrangements and schedule for the planned evaluation

The activities of the Office  will be evaluated in accordance with the general evaluation
policy applied  in  the  Commission.  A  first  mid-term  evaluation  would  be  carried  out  in
2005  with  a  view  to  assess  the  effectiveness  of  the  intervention  and  make
recommendations  to  the  Management  Committee  for  further  improvements  in  the
organisation  of  the  work  of  the  Office.  At  a  later  stage  an  evaluation  would  be
undertaken to assess the effectiveness of the common selection policy of the Institutions.

9.

ANTI-FRAUD MEASURES

(Article  3(4)  of  the  Financial  Regulation:  "In  order  to  prevent  risk  of  fraud  or
irregularity,  the  Commission  shall record  in  the  financial  statement  any  information
regarding existing and planned fraud prevention and protection measures.")

The Office will take all measures necessary to prevent fraud.

25

POSTS AND APPROPRIATIONS TO BE TRANSFERRED TO THE OFFICE AND BREAKDOWN OF A8-A3, B, C
AND D POSTS BY GRADE
EP

Commission

Council

TOTAL

Court of
Justice

Court of
Auditors

Economic
and Social
Committee

Committee
of the
Regions

Budget
authority

ANNEX I

Posts +
appropriations 
posts

for

8 (1A/3-
2A/4-2A/5-
1A6-2A/7)
19 (2B/1-
9B/2-4B/3-
1B/4-3B/5)
37 (9C/1-
8C/2-6C/3-
11C/4-3C/5)
2D/3
0,67

A

B

C

D
TOTAL

Appropriations 
DNE
Appropriations 
AUX

for

2

for

7

1A/54

1A/51

6B/21

1B/21

7C/21

9C/21

1C/21

1C/21

1C/21

0,82

0,5

0,05

0,05

0,05

1

1

GRAND TOTAL

9,67

0,82

0,5 1)

1,05

0,05

0,05

Enlargement

4

Average grade – the actual grades will be determined in line with the establishment plan.

26

1A/2 

0,5

2

1,44

0,33

0,9

0,67
3,34

4

Enlarg. [31]

9  [31]

7,34  [35]

0 [139]

31

31

0

1

 
 
                                                
ANNEX II

DRAFT BUDGET 2003

OF EUROPEAN COMMUNITIES RECRUITMENT OFFICE

A. Not including effect of enlargement

Staff expenditure

Number

Average cost5

Total

A officials

B officials

C officials

D officials

DNE

Auxiliary staff

Total staff expenditure

Infrastructure

11

26

56

2

4

9

108

108

150 000

1 650 000

88000

65000

50000

46000

48000

n. d.

2 288 000

3 640 000

100 000

184 000

432 000

8 294 000

8 294 000

18 500

1 998 500

1 998 500

Personnel and infrastructure

Direct costs of competitions6

5 044 992

10 292 500 10 292 500

5 044 992

rental  of
travel  costs, 
(publicity, 
rooms,  miscellaneous  costs,  mission
expenses)

Indirect costs (2)

Correspondence + postage

3 120 000

Selection 
invigilators

boards, 

markers,

Borne by institutions

Translation/interpreting7

p. m.

Total

3 120 000

3 120 000

Direct and indirect costs

8 164 992

8 164 992

Total 
enlargement)

costs 

(not 

including

18 456 492

5

6

7

Average cost in Commission.
Based on 2001/02 budget in the Commission + 30% for other Institutions.
To be entered in budget from 2004; until then it will be borne by the Institutions.

27

                                                
B.

Enlargement

Staff expenditure (auxiliary staff)

Infrastructure

Personnel and infrastructure

Direct and indirect costs8

Number

Average cost

Total

31

31

48 000

1 488 000

1 488 000

18 500

573 500

573 500

2 061 500

2 061 500

2 177 500

2 177 500

boards, 

markers,

Borne by institutions

p. m.

Selection 
invigilators

Translation

Total costs

4 239 000

8

Based  on  budget  for  enlargement  as  anticipated  by  DG  Budget  in  PDB  for  2002  for
Commission  (1 675 000)  +  30%  for  other  Institutions.  That  figure  is  being  considered  in  the
Commission.  Expenditure  connected  with  enlargement  in  2003  will  clearly  be  higher,  in
particular in line with staff to be recruited.

28

                                                
ANNEX III

10.

10.1.

COST OF OPEN COMPETITIONS ORGANISED BY THE INSTITUTIONS IN
2001/02

A.  Cost  of  staff  involved  in  open  competitions,  including  technical
assistance (covering data-processing, legal and budget aspects, etc.)9

A

B

Commission

12 

15 

Council

1 + 2/10

Parliament

2

Court of Justice

1/10

Court 
Auditors

of

1/10

ESC

CoR

Ombudsman

0

0

1

5

3/10

2/10

0

0

C

36

9

6

1

1

3/10

3/10

1/10

Total (number)

16 + 5/10

21 + 5/10

53 + 5/10

D

DNE

AUX

Total

3

0

1

0

0

0

0

4

2

0

0

0

0

0

0

2

7

0

0

0

0

0

0

0

7

75

11 + 2/10

14

1 + 4/10

1 + 3/10

3/10

3/10

1/10

105

Average cost

150 000

88 000

65 000

50 000

46 000

48 000

-

Total cost

2 325 000

1 892 000

3 477 500

200 000

92 000

336 000

8 322 500

9

For  the  sake  of  simplification,  all  technical  assistance  is  assumed  to  be  provided  by  A  grade
staff.

29

                                                
10.2.

B.

 Cost of infrastructure and logistics

Total staff

Average cost based on Commission
figures (EUR)

Total cost

Commission

Council

Parliament

Court of Justice

Court of Auditors

ESC

CoR

Ombudsman

Total

75

11 + 2/10

14

1 + 4/10

1 + 3/10

3/10

3/10

1/10

18 500

18 500

18 500

18 500

18 500

18 500

18 500

18 500

-

1 387 500

207 200

259 000

25 900

24 050

5 550

5 550

1 850

1 916 600

10.3.

C. Direct and indirect costs (based on estimates for 2001/02)

1.

Commission

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)10

2001

4 461 526

2002

Average for 2001/02

3 300 00011

3 880 763

Indirect costs

2 500 000

2 300 000

2 400 000

(Correspondence 
postage)

and

Total

6.961.526

5.600 000

6.280.763

10

11

These  amounts  do  not  include  expenditure  connected  with  the  selection  of  managerial  staff
(costs  of  publication  and  external  assistance)  or  with  calling  for  interviews  and  medical
examinations  on  recruitment  of  applicants  who  have  passed  competitive  examinations  or
selection  procedures.  Such  measures  and  the  costs  concerned  are  to  be  borne  by  the
Commission.
Not including the effect of enlargement.

30

                                                
2.

Parliament

Direct  costs  (publicity,
travel  costs,  renting  of
miscellaneous
rooms, 
costs, mission expenses)

2001

520 000

2002

240 000

Average for 2001/02

380 000

Indirect costs

240 000

110 000

175 000

(Correspondence 
postage)

and

Total

760 000

350 000

555 000

3.

Council

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)

2001

280 000

2002

285 000

Average for 2001/02

282 500

Indirect costs

15 000

15 000

15 000

(Correspondence 
postage)

and

Total

295 000

300 000

297 500

4.

Court of Justice

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)

2001

262 000

2002

262 000

Average for 2001/02

262 000

Indirect costs

5 000

5 000

5 000

(Correspondence 
postage)

and

Total

267 000

267 000

267 000

31

5.

Court of Auditors

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)

2001

75 000

2002

80 000

Average for 2001/02

77 500

Indirect costs

2 500

2 500

2 500

(Correspondence 
postage)

and

Total

77 500

82 500

80 000

6.

Economic and Social Committee

2001

41 000

2002

34 000

Average for 2001/02

37 500

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)

Indirect costs

2 000

2 000

2 000

(Correspondence 
postage)

and

Total

43 000

36 000

39 500

7.

Committee of the Regions

2001

4 800

2002

4 800

Average for 2001/02

4 800

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)

Indirect costs

200

200

200

(Correspondence 
postage)

and

Total

5 000

5 000

5 000

32

8.

Ombudsman

2001

7 000

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)

Indirect costs

2 000

(Correspondence 
postage)

and

Total

9 000

9.

Total for all Institutions

2002

Average for 2001/02

0

0

0

3 500

1 000

4 500

2001

2002

Average for 2001/02

5.651.326

4.205.800

4.928.563

Direct  costs  (publicity,
travel  costs,  renting  of
rooms, 
miscellaneous
costs, mission expenses)

Indirect costs

2 766 700

2 434 700

2 600 700

(Correspondence 
postage)

and

Total

8.418.026

6.640.500

7.529.263

10.4.

D.  Total cost (EUR)

Personnel

Infrastructure

Direct and
indirect costs

Total

2001

2002

8 322 500

1 916 600

8.418.026

18 657 126

8 322 500

1 916 600

6 640 500

16 879 600

Average

8 322 500

1 916 600

7 529 263

17 768 363

33