3 CONTENTS Paragraph GLOSSARY I–VII EXECUTIVE SUMMARY 1–5 INTRODUCTION 6–7 AUDIT SCOPE AND APPROACH 8–58 OBSERVATIONS 8–21 THE COMMISSION HAS INSUFFICIENT CONSOLIDATED INFORMATION TO CLOSELY ALIGN STAFF DEVELOPMENT WITH ORGANISATIONAL NEEDS 9–13 THE COMMISSION IS GRADUALLY IMPROVING SYSTEMS TO PROVIDE CONSOLIDATED INFORMATION ON EXISTING AND REQUIRED SKILLS 14–16 THE CENTRAL TOP-DOWN STRATEGY DOES NOT CONVINCINGLY DEMONSTRATE HOW STAFF DEVELOPMENT WILL CONTRIBUTE TO ACHIEVING THE OBJECTIVES OF THE ORGANISATION 17–21 BOTTOM-UP PLANNING THROUGH TRAINING DIALOGUES, TRAINING MAPS AND CAREER GUIDANCE IS NOT SHARPLY FOCUSED ON ORGANISATIONAL OBJECTIVES 22–28 THE COMMISSION PROVIDES A WIDE RANGE OF OPPORTUNITIES FOR STAFF TO DEVELOP 23–27 THE COMMISSION’S LEARNING OFFER IS EXTENSIVE 28 STAFF HAVE OPPORTUNITIES TO DEVELOP BY CHANGING JOBS 29–42 THE COMMISSION HAS NOT CREATED A SUFFICIENTLY STRONG LEARNING ENVIRONMENT TO CAPITALISE ON THE LEARNING OFFER 30–37 THERE ARE VARYING RATES OF PARTICIPATION IN DEVELOPMENT ACTIVITIES 38–39 THE COMMISSION PROVIDES LIMITED SUPPORT TO APPLY NEW SKILLS IN THE WORKPLACE 40–42 THE COMMISSION DOES NOT SUFFICIENTLY RECOGNISE STAFF WHO LEARN AND APPLY NEW SKILLS Special Report No 10/ 2012 — The effectiveness of staff development in the European Commission 43–58 44–46 47–49 50–57 58 59–68 59–61 62 63–66 THE COMMISSION RARELY EVALUATES THE EFFECTIVENESS OF DEVELOPMENT ACTIONS, THOUGH IT DOES MEASURE STAFF SATISFACTION WITH THEM EVALUATIONS MEASURE STAFF SATISFACTION WITH DEVELOPMENT ACTIONS THE COMMISSION DOES NOT ANALYSE IN DETAIL WHY STAFF HAVE NOT ATTENDED PLANNED TRAINING AND (EXCEPT FOR LANGUAGE AND CERTIFICATION TRAINING) GENERALLY DOES NOT TEST THE ACQUISITION OF NEW SKILLS THERE ARE LIMITED ATTEMPTS TO EVALUATE THE UTILITY OF DEVELOPMENT ACTIONS IN THE WORKPLACE THE COMMISSION DOES NOT EVALUATE THE IMPACT OF DEVELOPMENT ACTIONS ON ORGANISATIONAL RESULTS CONCLUSIONS AND RECOMMENDATIONS THE COMMISSION SHOULD CLOSELY ALIGN STAFF DEVELOPMENT WITH ORGANISATIONAL NEEDS THE COMMISSION PROVIDES A WIDE RANGE OF OPPORTUNITIES FOR STAFF TO DEVELOP THE COMMISSION SHOULD STRENGTHEN ITS LEARNING ENVIRONMENT TO CAPITALISE ON THE LEARNING OFFER THE COMMISSION SHOULD BETTER EVALUATE THE EFFECTIVENESS OF DEVELOPMENT ACTIONS 67–68 REPLY OF THE COMMISSION 4 Special Report No 10/ 2012 — The effectiveness of staff development in the European Commission 
43–58 44–46 47–49 50–57 58 59–68 59–61 62 63–66 KoMisjon hindab harva enesearendusMeetMete Mõjusust, ehKKi Mõõdab nendega töötajate rahulolu hindamisel mõõdetaKse töötajate rahulolu enesearendusmeetmetega Komisjon ei analüüsi detailselt, miKs töötajad ei ole Kavandatud KoolitusKursustel osalenud, ega Kontrolli üldjuhul uute osKuste omandamist (välja arvatud KeeleKursuste ja sertifitseerimise eesmärgil Korraldatava Koolituse Puhul) vähe on Proovitud hinnata enesearendusmeetmete KasuliKKust töö seisuKohast Komisjon ei hinda enesearendusmeetmete mõju organisatsiooni tulemustele järeldused ja soovitused KoMisjon peaKs töötajate enesearendusvõiMalused organisatsiooni vajadustega täpsesse vastavusse viiMa KoMisjon paKub töötajatele hulgaliselt enesearendusvõiMalusi KoMisjon peaKs parandaMa oMa õpiKesKKonda, Mis võiMaldaKs õppevõiMalusi pareMini ära Kasutada KoMisjon peaKs enesearendusMeetMete Mõjusust pareMini hindaMa 67–68 KoMisjoni vastused 4 Eriaruanne nr 10/ 2012 – Euroopa Komisjoni personali arendamise mõjusus