Today, the Commission has adopted a new strategy for human resources to achieve results at the highest possible level for the benefit of all Europeans by offering a modern workplace and creative careers that will attract top talent from all Member States.
As part of this strategy, today’s Communication on Ecological Guidance sets out how Climate neutral by 2030. Gives a good example of corporate climate action, in line with the spirit of policy proposals for its effective implementation European Green Agreement. The committee will reduce greenhouse gas emissions by 60% by 2030, compared to 2005and will offset the remaining emissions via carbon credits.
The strategy focuses on three priorities:
1. Attractive workplace
The Commission will become more attractive as an employer in order to recruit and retain the best talent from all Member States and to reflect the diversity of the European society it serves. This strategy will strengthen the efforts already being made to create a sustainable and flexible working environment without exclusions with family-friendly working conditions and attractive career prospects for all. Through new actions, we will continue to actively promote a working environment without discrimination, without exclusions, with balanced participation of men and women, and fully accessible to people with disabilities.
In addition, the Commission’s Communication on Ecological Guidance will align the way we work with the political priorities we work for, with specific measures that will be implemented immediately:
further reduce emissions from Commission buildings in Brussels and other locations where it has buildings;
smarter and greener travel policy for business purposes, without undermining the need to maintain its presence in the Member States and reach out to citizens;
Encourage staff to increase the use of sustainable means of transportation and replace the agency’s conventional vehicle fleet with electric cars.
2. Faster and more flexible selection and recruitment
The Commission, in cooperation with the European Personnel Selection Office, will establish modern, faster and more flexible selection and recruitment procedures for external and internal candidates. The aim is to select the most talented and suitable individuals, to ensure a level playing field for candidates from different backgrounds, and to retain in-house talent.
The Commission will also work with the under-represented Member States to achieve a better geographical balance in terms of staff.
3. Flexible and creative careers for all staff members
The new HR strategy will enhance staff career prospects by promoting internal and external mobility at all levels and in all places of service. Vocational guidance, guidance, counseling and talent search will be reorganized and strengthened.
All three priorities will be supported by a fourth, horizontal priority: streamlining human resource services, simplifying, digitizing and speeding up processes. The services will be designed with the end user in mind and will be smart with the aim of providing immediate support and solving problems. For this purpose, effective IT tools will be used in the field of human resources that meet the expectations of staff and business requirements.
Members of the Commission made the following statements:
The President of the Commission, Ursula von der Leyenstated:
“From the first moment I took office as chairman of the Commission, I saw the remarkable dedication and skills of the women and men who run this organization. Thanks to our staff, the Commission has achieved tangible results in relation to the political priorities I set at the beginning of my term, and has successfully led the EU through the COVID-19 pandemic. And now our staff is working hard to coordinate EU solidarity actions with Ukraine in the face of the Russian invasion and strengthening the EU resilience. The new HR strategy will help to adapt their work environment, drawing lessons from during the pandemic and continuing to promote our ambition to become a climate-neutral organization. “
THE Commissioner Johannes Hahn, responsible for Budget and Administrationadded:
“This strategy offers our organization the opportunity to be ready for the future and to be able to meet immediate and emerging needs, from digital transformation to changing workplace structures, geopolitical challenges and the climate crisis. The keywords for us are: trust, people priority, flexibility, digitization and eco-orientation. “
The development of a new human resources strategy in the Commission is part of the letter of assignment from President von der Layen to Commissioner Hahn. The strategy was developed following an extensive consultation process with Commission staff and management, as well as key stakeholders. The Directorate-General for Human Resources and Security and the other Commission services involved will now implement the strategy through a series of actions outlined in the text. The Communication on Ecological Orientation and the Decision on Working Time and Hybrid Working Methods are the first actions of this kind.
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