07-9 EPSO Management Board - circabc.europa.eu© Central du... · EPSO/AD/192-197/10...
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EPSO Development Programme implementation EPSO Management Board 30th March 2011
Transcript of 07-9 EPSO Management Board - circabc.europa.eu© Central du... · EPSO/AD/192-197/10...
EPSO Development Programme implementation
EPSO Management Board30th March 2011
EPSO/AD/177/10
• 1st AD competition successfully competed in 9 ½months;
• 308 laureates now available;
• Average age of the laureates = 32 years;
• Services provided with a competency passport for each laureate;
• +/- 14 months reduction in time taken to run a large-scale competition.
OverviewEPA LAW ECO AUDIT ICT TOTAL
Validated applications
29104 7331 6391 2941 5872 51639
Participated in CBT
21462 5102 4485 2162 4161 37372
Reached cut-off in CBT
264 (36/40)
188(34/40)
168(35/40)
199(32/40)
198(34/40)
1017
Invited to AC 264 187 159 194 185 989Laureates 105 44 39 48 72 308
Target met in % 100% 102% 100% 75% 100% 95.4 %
above average
average
below average
Austria 535 27 9 5.0 33.3 1.68Belgium 3401 131 41 3.9 31.3 1.21Bulgaria 1762 25 2 1.4 8.0 0.11Cyprus 114 3 0 2.6 0.0 0.00Czech Republic 651 22 3 3.4 13.6 0.46Denmark 309 7 2 2.3 28.6 0.65Estonia 213 4 0 1.9 0.0 0.00Finland 588 31 6 5.3 19.4 1.02France 3217 120 47 3.7 39.2 1.46Germany 3002 142 56 4.7 39.4 1.87Greece 2276 44 9 1.9 20.5 0.40Hungary 932 40 10 4.3 25.0 1.07Ireland 285 7 3 2.5 42.9 1.05Italy 5693 96 32 1.7 33.3 0.56Latvia 389 5 1 1.3 20.0 0.26Lithuania 749 5 1 0.7 20.0 0.13Luxembourg 90 1 0 1.1 0.0 0.00Malta 153 5 4 3.3 80.0 2.61Netherlands 580 54 16 9.3 29.6 2.76Poland 1739 23 2 1.3 8.7 0.12Portugal 900 17 7 1.9 41.2 0.78Romania 4535 41 10 0.9 24.4 0.22Slovakia 823 11 3 1.3 27.3 0.36Slovenia 359 8 1 2.2 12.5 0.28Spain 2924 80 29 2.7 36.3 0.99Sweden 610 29 7 4.8 24.1 1.15United Kingdom 543 14 7 2.6 50.0 1.29
Total 37372 992 308 2.7 31.0 0.82
Participants Admitted Reserve list Succ.% CBT Succ.% AC Succ.% Total
above average
average
below average
EU Pop. %
Austria 1.7 1.4 2.7 2.9Belgium 2.2 9.1 13.2 13.3Bulgaria 1.5 4.7 2.5 0.6Cyprus 0.2 0.3 0.3 0.0Czech Republic 2.1 1.7 2.2 1.0Denmark 1.1 0.8 0.7 0.6Estonia 0.3 0.6 0.4 0.0Finland 1.1 1.6 3.1 1.9France 12.8 8.6 12.1 15.3Germany 16.5 8.0 14.3 18.2Greece 2.3 6.1 4.4 2.9Hungary 2.0 2.5 4.0 3.2Ireland 0.9 0.8 0.7 1.0Italy 12.0 15.2 9.7 10.4Latvia 0.5 1.0 0.5 0.3Lithuania 0.7 2.0 0.5 0.3Luxembourg 0.1 0.2 0.1 0.0Malta 0.1 0.4 0.5 1.3Netherlands 3.3 1.6 5.4 5.2Poland 7.7 4.7 2.3 0.6Portugal 2.1 2.4 1.7 2.3Romania 4.3 12.1 4.1 3.2Slovakia 1.1 2.2 1.1 1.0Slovenia 0.4 1.0 0.8 0.3Spain 9.1 7.8 8.1 9.4Sweden 1.8 1.6 2.9 2.3United Kingdom 12.3 1.5 1.4 2.3
Participants % Admitted % Reserve list %
P articipants by na tiona lity
Participants
above average
average
below average
Success rate in CBT
Succes s ra te CBT by na tiona lity
above average
average
below average
Reserve list
Re serve lis t by na tionality
above average
average
below average
15 S
ep17
Sep
19 S
ep21
Sep
23 S
ep25
Sep
27 S
ep29
Sep
1 O
ct3
Oct
5 O
ct7
Oct
9 O
ct11
Oct
13 O
ct15
Oct
17 O
ct19
Oct
21 O
ct23
Oct
25 O
ct27
Oct
29 O
ct31
Oct
2 N
ov4
Nov
6 N
ov8
Nov
10 N
ov12
Nov
14 N
ov16
Nov
18 N
ov20
Nov
22 N
ov24
Nov
26 N
ov28
Nov
30 N
ov2
Dec
4 D
ec6
Dec
8 D
ec10
Dec
12 D
ec14
Dec
50
52
54
56
58
60
62
64
66
68
70
AD177: Average total score in AC by testing day
Average Scoring
EPSO/AD/183-187/10 (Translators AD5 – DA-DE-EN-FR-SL)
DA translators : Reserve lists signed (first half of March 2011)
Option 1: 33 laureates (35 requested)Option 2: 7 laureates (6 requested, 1 ex-
aequo)
SL translators : AC - tests finished
DE translators : AC - tests to be completed end of March
FR translators : AC - tests to be completed mid-April
EN translators : AC - tests to be completed 1st half of May
• Reserve list AD7 established: 33 laureates (49 requested).
• Passerelle: 10 candidates transferred back from AD7 to AD5.
• Assessment Centre AD5 : started 15 March, after the marking of the intermediate interpretation test. 70 candidates have been invited.
EPSO/AD/188-189/10(Interpreters AD5 – AD7)
CourtCourt of of European Parliament/European Parliament/JusticeJustice CouncilCouncil
AD/192/10 - DA 11 13
AD/193/10 - DE --- 167
AD/194/10 - EN 74 89
AD/195/10 - LT 67 37
AD/196/10 - NL 81 39
AD/197/10 - RO 238 ---
EPSO/AD/192-197/10Lawyer-linguists AD7
Admission to the competition & the intermediate test is completed. Candidates have been invited to the intermediate test, which will take place during the second half of March 2011. The numbers of candidates invited are as follows:
AST104AST104 AST4 Nuclear inspectionCase study: Friday 11 March Assessment centre: ongoingApproximately 50 candidates will participate in the Assessment centre
AST103AST103 AST3 Archivists/documentalistsCase study: mid-April Assessment centre: May-JuneAround 130 candidates to be invited in the Assessment centre.
AST102AST102 AST3 Audiovisual/WEB conception (6 subfields)Admission: almost completed Assessment centres & case studies: May-
June
AD205AD205 AD7 Taxation/CustomsCase studies: April Assessment centres: April-May
AD204AD204 AD6 Structural fundsAdmission : ongoing
EPSO/AST/102-103-104/10 – EPSO/AD/204-205/10 Specialists (various fields)
AST1EPSO/AST/111/10
Closing date for online applications: 16/12/2010
Number of applications: 10472
- DA 63- DE 601- EN 2113- ES 1749- FR 4189- MT 89- NL 781- PT 747- SV 140
Computer-based admission tests: from 20/01/2011 to 15/02/2011
Total of Pass/fail candidates
- 3895 candidates reached pass mark
- 3818 candidates failed
1.7 44 29 65.92.2 2222 1107 49.81.5 184 82 44.60.2 12 4 33.32.1 54 29 53.71.1 53 27 50.90.3 8 3 37.51.1 26 17 65.412.8 965 490 50.816.5 309 209 67.62.3 302 110 36.42.0 95 44 46.30.9 55 28 50.912.0 811 369 45.50.5 31 8 25.80.7 47 14 29.80.1 20 12 60.0
Malta 0.1 65 40 61.53.3 71 49 69.07.7 217 102 47.0
Portugal 2.1 433 202 46.74.3 431 160 37.11.1 42 18 42.90.4 12 5 41.79.1 999 608 60.91.9 93 63 67.712.3 108 62 57.4
Total 7709 3891 50.5
Nationality % of EU Population participated reached CBT
pass-marks Success %
Austria (0.6 %) (0.7 %)Belgium (28.8 %) (28.5 %)Bulgaria (2.4 %) (2.1 %)Cyprus (0.2 %) (0.1 %)Czech Republic (0.7 %) (0.7 %)Denmark (0.7 %) (0.7 %)Estonia (0.1 %) (0.1 %)Finland (0.3 %) (0.4 %)France (12.5 %) (12.6 %)Germany (4.0 %) (5.4 %)Greece (3.9 %) (2.8 %)Hungary (1.2 %) (1.1 %)Ireland (0.7 %) (0.7 %)Italy (10.5 %) (9.5 %)Latvia (0.4 %) (0.2 %)Lithuania (0.6 %) (0.4 %)Luxembourg (0.3 %) (0.3 %)
(0.8 %) (1.0 %)Netherlands (0.9 %) (1.3 %)Poland (2.8 %) (2.6 %)
(5.6 %) (5.2 %)Romania (5.6 %) (4.1 %)Slovakia (0.5 %) (0.5 %)Slovenia (0.2 %) (0.1 %)Spain (13.0 %) (15.6 %)Sweden (1.2 %) (1.6 %)United Kingdom (1.4 %) (1.6 %)
• •Below Average Above
5248: Participants (related to population)
Participants
EPSO/AST/112/10 – AST3
Number of validated applications(by Language 1 and Gender)
Registration: 16.12.2010 – 25.1.2011
Number of validated applications(by Domain and Gender)
Domaine F M Grand TotalFinance/Accounting 3235 2292 5527Human Resources 4954 1559 6513Information and Communication Technology 862 3316 4178Statistics 646 641 1287Grand Total 9697 7808 17505
Res
erve
Lis
t
Res
erve
Lis
t
Res
erve
Lis
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Old Timeline Vs Post EDPMonth
24Month
23Month
21Month18-19
Month15
Month12-13
Month9-10
Month6
Month0
CB
T
Adm
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on
Writ
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exam
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Ora
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Flag
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Inte
rvie
w a
&
med
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exa
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Form
al o
ffer o
f em
ploy
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t
Inst
iden
tify
need
s
Not
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ofC
omp
Pub
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d
Inst
Con
firm
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Month1
Not
ice
ofC
omp
Pub
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d
Month1-3
CB
T –
Ove
rlapp
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Month20
Adm
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A
sses
s C
entre
AD Cycle
Inst
Con
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Not
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ofC
omp
Pub
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CV
Sift
&
Ass
ess
Cen
tre
Specialist
EPSO Performance on Meeting Laureate Targets
% Shortfall%
Delivered % Shortfall% Delivered
AAR Output 2009 New competitions output
61% 39% 95%
5%
AD Cycle 2011 Application Activity Vs AD 2010 (24-Mar)
0
10000
20000
30000
40000
50000
60000
70000
80000
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31Days Open
No.
of A
pplic
atio
ns
2010 In Prog Cum 2010 Valid Cum2011 In Prog Cum 2011 Valid Cum
Worldwide testing
• 78 test centres across all continents
• Incl. 37 test centres outside (212 candidates to test outside the EU)
EU Careers AD 2011 media campaignThe media and publicity campaign for the 2011 AD selection procedure is a much more complex, targeted campaign than that used in 2010.
Key changes:
•Different approaches in different countries. Based on the evidence of priorities of graduates in focus countries. Different texts emphasising key areas of the EVP.
•Now catering to two markets- final year students/recent graduates and those with 6/7+ years of experience.
•Use of landing pages allows for ‘in-campaign adaptation’ of adverts to focus on elements of the EVP which are proving more attractive.
•Facebook ‘teaser’ campaign to attract candidates in advance of the 16th March registration opening date.
Landing pages
• Piloted for 2010 AST selection procedure.
Allow us to:
• Measure success/value for money of adverts.• Adapt unsuccessful adverts during the campaign.• Test new website content for eventual use on www.eu-careers.eu
Also…
- Free postings on blogs and job boards
Podcasts and webcasts:
http://scic.ec.europa.eu/str/index.php?sessionno=ee26fc66b1369c7625333bedafbfcaf6
-Press coverage : Press releases, lobbying for articles, launch event.
-EU Careers Ambassadors working to set up events, interview, radio station coverage, etc.
2011Strategic goals 2011:
- To successfully deliver the first full cycle of the new selection procedures and to continue with the next cycle;
- To analyse and evaluate the outcome of the first cycle and make anynecessary improvements in 2011-2012;
- To further develop and internalise EPSO's expertise and competence in the field of competency-based selection, employer branding, psychometrics and other areas integral to its mission;
- To propose and introduce progressive and forward-looking improvements to the selection process on a continuous basis.
30
The future
Reduction in time required for competitions by 1 month each year between 2011-2015
***********Selection and Recruitment in 24 hours by 2015
***********
Stakeholders’ opinion survey2010
Purpose• Periodic review (every 2 years) of our
stakeholders’ perceptions of our progress, our strengths and where we need to improve.
• Benchmark new selection model against old system
• Setting up key performance indicators (KPI)
Scope• Professional profile of laureates
• Performance of newcomers
• Information on candidates transmitted
• EPSO’s electronic Reserve Lists (eRL)
• Future perspectives
The survey: online questionnaire• July – August 2010• 503 targetted line managers and HR professionals• 363 validated responses
3.9%14Committee of Regions
1.7%6European Economic & Social Committee
1.9%7Court of Auditors
5%18Court of Justice of the European Union
68.9%250European Commission
10.2%37Council of the European Union
8.5%31European Parliament
% of sample# surveysInstitution
23.7%86Line managers in linguistic services
63.6%231Line managers
12.7%46HR (central and local)
% of sample# surveysFunction
5.8%21Elsewhere
21.2%77Luxembourg
73%265Brussels
% of sample# surveysLocation
The survey: interviews• 30 minutes telephone interviews• 27 participants
19%5Committee of Regions
4%1European Economic & Social Committee
11%3Court of Auditors
7%2Court of Justice of the European Union
37%10European Commission
11%3Council of the European Union
11%3European Parliament
% of sample# surveysInstitution
• 4 topics:– Finding the right candidates– Speed– eRL– EDP
The survey: focus groups• 2 sessions of 2 hours on 28 September 2010
– morning session with 9 line managers
– afternoon session with 15 HRR
• 5 topics:– Selecting the right candidates– EPSO support in defining selection needs– Disseminating information about the new selection
processes– Participants’ priorities for EPSO
Key findings: finding the right candidates
• Reorder tests at pre-selection (cognitive reasoning insufficient in identifying right profile)
• Pre-select based on practical professional experience
• Conduct practical testing of skills required for particular posts (e.g. secretarial and computer skills for AST roles)
Key findings: filling a position
When you need to fill a vacancy, how often do you find the right candidate on an EPSO reserve list?SCALE: Always: 5 Mostly: 4 Sometimes: 3 Rarely: 2 Never: 1
3.213.043.313.57
OverallOther Line ManagersLinguistic ServicesHR
• 2/3 don’t find the right candidates through reserve lists (old selection system)
• Different perception between HR and line managers
AlwaysMostlySometimesRarelyNever
Key findings: quality of laureates
• AST’s lower than AD’s• Different perception between HR and line managers
In general, how often has the on-the-job performance of laureates met your expectations?SCALE: Always: 5 Mostly: 4 Sometimes: 3 Rarely: 2 Never: 1
3.853.993.873.70N/A3.123.933.944.113.824.133.96
ASTADLADASTADLADASTADLADASTADLAD
OverallOther Line ManagersLinguistic ServicesHR
Key findings: speed to recruitmentIn your opinion, how would you rate the current speed at which you are able to fill a vacancy?SCALE: Much too fast: 5 Too fast: 4 Adequate: 3 Too slow: 2 Much too slow: 1
1.911.821.872.20
OverallOther Line ManagersLinguistic ServicesHR
• 78% said the time to fill a vacancy is too long (recruitment process after publication of vacancy notice)
Much too fastToo fastAdequateToo slowMuch too slow
Key findings: e-RL
• Search function of e-RL is not very well adapted to help short listing.
In general, how would you rate the quality of information transmitted to you to support the process of short listing laureates for interview?SCALE: Excellent: 4 Good: 3 Fair: 2 Poor: 1
1.981.912.062.09
OverallOther Line ManagersLinguistic ServicesHR
• Poor overall quality of information on laureatesWhen the published reserve lists are divided into merit groups, how useful has this been to you in the recruitment process?SCALE: Very useful: 4 Somewhat useful: 3 Rarely useful: 2 Useless: 1
2.222.172.521.98
OverallOther Line ManagersLinguistic ServicesHR
• Merit groups are rarely useful.How well does the search function of eRL help you to quickly create a short-list of candidates based on your own criteria for recruitment?SCALE: Very well: 5 Reasonable well: 4 Average: 3 Not very well: 2 Not well at all: 1
2.672.403.172.57
OverallOther Line ManagersLinguistic ServicesHR
Key findings: EDP
• Modest expectations of EDP, especially from the linguistic services
• Most important areas to improve:
– Speed of selection process
– Reduction of waiting time for laureates on reserve lists
– Assessment of behavioural characteristics and on the job competencies
– Provision of reports on candidates’ performance
Based on your current understanding, to what extent do you consider that the development programme will enable EPSO to better serve your recruitment needs?SCALE: Quantum change: 5 Very significant improvement: 4 Significant improvement: 3 Minor improvement: 2 No change: 1
2.822.742.503.36
OverallOther Line ManagersLinguistic ServicesHR
Possible next steps• Feed findings into EPSO’s vision and mission
• Publish KPI, with a view to improving performance at interinstitutional level (e.g. shortening the time between selection and recruitment)
• Strengthen dialogue with users (e.g. e-RL users panel)
