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this initiative will contribute to enhance the image of
the Agency with its stakeholders.
90
RESOURCES
HUMAN
RESOURCES
Breakdown of serving staff by nationality and grade
600
500
A
400
300
200
100
0
AUS AUT BEL BGR BIH BLR CAN CHE CYP CZE DEU DNK ESP FIN FRA GBR GRC HRV HUN IRL ITA LTU LUX LVA MDA MKD MLT NLD NOR POL PRT ROM SVK SVN SWE TUR UKR
B
C
Linguistic
Military
Ab-initio
A new payroll tool was integrated into the Human
Resources database, completing a large-scale
project which had been underway for more than a
year. The tool increases the transparency, flexibility
and efficiency of the payroll management system.
Improvements in the Agency乫s Sickness and
Accident Insurance scheme were implemented
during the year, following a three-year improvement
plan. Further enhancements in business
processes are planned to increase the scheme乫s
stability. A customer satisfaction survey launched
in November 2004 confirmed the positive perception
of these developments.
2004 also saw the stabilisation of a reorganised
structure within the Human Resources Directorate
in Brussels. This reorganisation strengthened key
support services. Senior appointments for core
human resources areas were also made to
enhance the efficiency, performance and customer
focus of the Directorate.
One of the main objectives of an HR function is to
deliver services to the customers as and when
required. In this respect, it is crucial to measure
customer satisfaction. Areas identified by customers
for improvement during the 2004 survey
included the basis for promotion, career development,
involvement in the development and implementation
of human resources processes, performance
appraisal and mobility. The results will be considered
as part of an action plan during 2005.
A staff satisfaction survey was also carried out
Agency-wide in 2004. Overall, satisfaction has
91
2004 Highlights
> Pensions
In November, a historical decision was taken
by the 34 Member States to reform the
EUROCONTROL pension system.
This provides for:
仭 Increased contributions by employer and
employees (about 20% for the Agency
and 10% for staff)
仭 Money to be set aside in a Pension Fund
and invested
仭 Reduction of past obligations by Member
States to zero through increased payments
into the Fund over 20 years
仭 Limited downsizing of pension benefits
If no action had been taken, pension expenditure
would have reached up to 170 million
per annum, equal to 35%-40% of EUROCONTROL乫s
budget. The decision to reform
the system means that expenditure will only
reach about half that amount.
> Salaries
2004 was also a landmark year for the EUROCONTROL
salary system, with approval,
effective from 1 July 2004, to calculate
salaries in the same way as the European
Union.
. . . . . . . . . . .
>>
increased slightly. However, there are various
areas for improvement such as advancement and
personal growth, organisational clarity, communication
and leadership. An action plan to enhance
these areas will be drawn up and discussed with
managers, staff and staff representatives.
Increased emphasis was put on improved customer
relations and their interface with the Human
Resources Directorate. A first Service Level
Agreement was signed between the Directorate of
Human Resources and the European Air Traffic
Management Service Business Unit, with the aim
of improving the interface and provision of services
between the two. The human resources requirements
specified by the customer will provide a
sound basis for ongoing planning and review, as
well as being a model for similar agreements with
other Service Business Units.
The EUROCONTROL workforce
On 31 December 2004, EUROCONTROL乫s workforce
comprised 2,138 serving staff, complemented
by external effort of 565. Overall, 37 nationalities
work in the Agency乫s seven European sites at
Brussels, Budapest, Bretigny, Karlsruhe,
Luxembourg, Maastricht and Prague.
The workforce benefited from improved manpower
planning, a reduction of external effort with less
乬body shopping乭 and more tasking contractors,
plus the ongoing application of the job management
policy, which ensures the right level for each
job Agency-wide.
92
RESOURCES
HUMAN
RESOURCES Key figures in the area
of recruitment:
仭 31 Notices of Competition published
仭 4,320 external applications processed
　
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本文鏈接地址：EUROCONTROL Annual Report 2004(43)