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is the Agency’s ability to attract and retain staff of
the highest quality and motivation, capable of
responding to the rapidly changing demands of
the air transport industry, which puts EUROCONTROL
in the forefront of air traffic management
(ATM) in Europe.
Twenty-four hours a day, seven days a week, staff
are working behind the scenes to ensure the safety
of air navigation. In addition, they use their skills,
competencies and expertise to enhance the
capacity, safety and efficiency of ATM, as well as
the protection of the environment.
The Human Resources Directorate at Headquarters
in Brussels, working in close collaboration with
Human resources
its HR partners at the Agency’s six European sites,
takes great care to ensure that its human resources
policies remain closely aligned to the Agency’s business
goals and this is fully reflected in the
Directorate and the Agency business plans.
More precisely, this means recruiting and retaining
competent, committed and competitive staff for
cooperative network design, pan-European functions,
regional air traffic control services and support
to regulation.
The Agency currently has a limit of 2,367 budgetary
posts and the fill rate is over 90%. This fill rate is
expected to increase further, giving priority to core
tasks while respecting the overall financial constraints.
Additional contractor effort is used to support
the efforts of staff, where appropriate.
Almost one half of the Agency’s staff are operational
staff (controllers, flow managers, etc.) while the other
half are managers, experts and administrative staff.
Both groups require specific attention as regards
recruitment, selection, training and development.
The human resources function keeps abreast of
changing staff and business needs by focusing on
the following objectives and striving for excellence
in their attainment:
❚ organisation of human resources
❚ training and development of human resources
❚ management of human resources performance
10
5
0
15
20
25
30
35
CFMU DAP DAS DF DG DGS DHR EEC IANS MUAC SD
Number of recruited staff by Directorate in 2005
Management processes
Support processes
HR objectives
Organise human resources
Train & develop human
resources
Manage the performance
of human resources
HR core processes
Develop, deploy
& review DHR
strategy & business
plan
General
support
to DHR
Agency organisational development
HR legal framework
HR planning and reporting
Manpower management
Job management
Recruitment
Payroll
Staff & pensions administration
Sickness & accident insurance administration
Prevention & protection at work
Medical service
Social dialogue and internal communication
Staff training & development
Performance management (obj. setting, perf. appr., reward & recognition)
Internal
HR
support
to DHR
Internal
finance
support
to DHR
Internal
IT
support
to DHR
Continuous
improvement of
customer &
stakeholder
relations
Manage
DHR budget &
projects
Manage DHR
people
DHR continuous
improvement
(EFQM)
81
DEU
DNK
ESP
FIN
FR
GBR
HRV
HUN
IRL
ITA
NLD
NOR
POL
ROM
SWE
BEL
0 5 10 15 20 25
Number of new recruits by nationality in 2005
The HR strategy is delivered through several
processes and activities, as summarised in the following
diagram:
82
❚ Improved recruitment process: An improved
process was designed and implemented during
the year and the benefits include a significantly
shorter recruitment cycle, saving time and maximising
efficiency.
❚ Implementing the pension reform: A newly created
Pension Fund Supervisory Board was
established, comprising representatives of the
Agency, staff and Member States and will play
a key role in the historic pension reform already
approved by Member States.
❚ Reinforcing targeted training: The newly
designed corporate management training programme,
introduced in 2004 for junior, middle
and senior managers, continued to yield dividends.
It is an essential component in promoting
the development of a common Agency-wide
approach to training as well as fostering EUROCONTROL
　
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本文鏈接地址：EUROCONTROL Annual Report 2005(40)