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The most significant achievements under
this Programme included:
Employment policy
A new Employment Policy replaces the
former policy of five-year renewable
contracts. It provides long-term career
prospects for staff through contracts of
undetermined duration (for long-term
tasks) and limited-term contracts (for tasks
of shorter duration). This allows the
Agency to be more flexible, to adjust to
new developments and to adapt to its
changing functions. This policy applies to
all new staff who joined the Agency after
1 May 2002.
Manpower management policy
A new Manpower Management Policy was
adopted and is being implemented over a
three-year transition period. This policy
defines criteria for the use of manpower
and will ensure that an optimum and costeffective
balance is maintained between
the use of internal staffing resources and
the deployment of external effort.
Staff development
DHR's services continued to analyse corporate
training and development needs.
This process provides one of the
Agency's main feedback channels used
to assess and design the content and
scope of the annual Training and
Development Programme. One of its main
goals is to increase staff competency,
competitiveness and performance and,
with this in mind, DHR has focused on
developing a Corporate Management
Programme with a view inter alia to:
 developing a corporate culture where
highly efficient managers can thrive;
 setting up a programme for young
managers to develop and strengthen
their general management and corporate
ATM skills;
 facilitating the identification of potential
future senior managers.
AU AT BE BG BH BL CH CY CZ DE DK ES FI FR UK UKR
600
500
400
A
300
200
100
0
GR HR HU IR IT LT LU MD MK MT NL NO PL PR RO SK SV SW TR
B
C
Linguistic
Military
Ab-initio
Breakdown of serving staff by nationality and grade
(Categories include grades A,B,C, Linguistic, Military and Ab-initio)
84 - 85 I Human Resources Directorate
Job management
A concept for the review, assessment
and management of all jobs at EUROCONTROL
was agreed in principle.
The Job Management Programme will
provide an Agency-wide framework to
manage jobs more efficiently and will
be linked to other key human
resources areas such as recruitment,
performance appraisal and staff
development. Once approved, it will
provide a reliable mechanism for
defining and reviewing jobs and
associated competency profiles in a
systematic and transparent way.
At the end of 2002, most of the 2,300
jobs had been assessed. Validation of
the results and consultation with
social partners has begun and the
outcome will be presented to the
Provisional Council.
HIRIS - Human Resources
Information System
With a view to providing additional
support for the modernisation programme,
work was carried out in
2002 to improve human resources
information systems in the various
Agency services, the ultimate objective
being their complete integration
based on a standard software package
(Enterprise Resources
Planning - ERP).
Pensions
A major step forward was taken to
resolve a long-standing pensions
problem. For over four years, various
working groups have studied the
question of how to make the pension
scheme more stable and balanced.
A compromise global solution was
proposed at the end of 2002. This has
already been agreed in principle by
almost all Member States and has
paved the way for what we hope will
provide a satisfactory outcome with a
long-term perspective.
OTHER HUMAN RESOURCES
INITIATIVES
Many other important proposals were
initiated during the year and are being
developed in order to:
 enable us to adjust the demographic
profile of our workforce through, for
example, an ad-hoc early retirement
scheme;
 better integrate our staff and their
families through an improved induction
programme;
 encourage internal competitiveness
by removing unnecessary obstacles
as regards eligibility criteria for competitions;
 promote greater internal mobility;
 maximise efficiency as regards
administration of the Agency抯 social
security scheme;
 strengthen the basis for dialogue with
social partners by agreeing the scope
of a new memorandum of understanding
and adopting provisions to be
applied in the event of industrial
　
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本文鏈接地址：EUROCONTROL Annual Report 2002(44)