Recruitment and Selection: Achievements 2015


The implementation of the collective agreement on recruitment and selection began in January 2015. Since then, the Recruitment, Assignment and Mobility Committee (RAMC) has met four times in connection with vacant positions and RAPS sessions. The RAMC consists of one representative from HRD, two colleagues representing the DG and a Union (SUC) representative – who is assisted by an advisor.

The SUC participation in the recruitment process starts with the review of proposed job descriptions (JDs) for the RAPS sessions; as well as those for General Service (GS) competitions – 100 JDs so far. During the meetings, we were pleased to note a positive reaction from other RAMC members to SUC comments about any divergent views on JDs between the SUC and unit managers.

Within the framework of the RAMC, the SUC seeks to uphold the interests of staff. It reviews carefully all the information made available by HRD, it asks questions, it addresses irregularities, it takes a firm and objective position with regard to issues raised (proposals for transfers, competitions results, etc.).

Overall, the SUC would assess the new recruitment and selection process as satisfactory. Although, there is room for improvement, the SUC remains optimistic for future RAPS sessions and GS competitions.

In regard to communication, and based on SUC experience, the SUC shared written guidance (vade mecum) in English and French with the independent members of technical panels. The coordinator of the recruitment and selection working group has also met the Union Stewards to clarify some doubts about the new process. However, we are aware that communication to staff is still a real challenge.

Challenges ahead:

Communication to staff on the new procedures must definitely be improved. The SUC has duly noted the complaints from colleagues who were candidates for positions filled at stage 2 (mobility) of the recruitment process. Communication by HRD confused those internal/TC+5 candidates who were not selected. The SUC has been told by HRD that communication would be improved for future recruitment sessions.

The review of the first RAPS results has enabled us to notice that some independent members of technical panels would need more guidance on what the role of the independent member should be. Actions by the SUC would seek to involve more actively the independent members in the competition process and not only limit their participation to the technical interview.

The RAMC itself is a great challenge. The priority this year is geographical mobility. This new system will also apply to functional mobility. It will take time and patience in order for the benefits of the new procedures to be visible and effective.