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wish to develop their existing contingency plans further.
It provides a menu of check-lists and graphics, and
along with the main guidelines may be used by ANSPs
and States to validate their own processes and existing
plans on the basis of the advice provided.
Contributing to SESAR security
The Agency made a variety of ATM security-related
contributions throughout 2007 under the umbrella
of SESAR. Active participation helped to develop a
consistent ATM security roadmap and shape the SESAR
ATM target concept. Since security relates to all aspects
of the air industry, the Agency’s security expertise and
input have also contributed to decision-making-related
work-packages, such as trade-off and performance
assessment. Towards the end of 2007, work was
concentrated on supporting the development of the
SESAR Master Plan.
56
Human resources
The ability to attract, retain and develop a highly qualified
and flexible workforce from within the 38 Member States
is of paramount importance. Consequently, the Agency’s
Human Resources (HR) team endeavours to ensure that
staff members are able to adapt to the rapidly changing
demands of the aviation industry and the Organisation,
especially at this time of pending organisational change
and potential resource redeployment. The Agency’s HR
strategy therefore, continues to be closely aligned with
the Agency’s business goals, so that it can respond to
emerging needs.
Staffing situation
As at 31.12.07, the Agency headcount stood at 2,164
posts, slightly down from the end of 2006 (2,168 posts).
In terms of turnover, 87 new servants/officials joined the
Agency in 2007, while 91 staff members left over the same
period.
In 2007, the main innovation in manpower planning was
the introduction of contract staff, who are employed on the
basis of fixed-term renewable contracts. This is a new category
of employment contract, which is designed to enhance
the flexibility of manpower planning at Agency level,
reduce the number of long-term contractors, and deliver
cost savings over the medium term. The first contract staff
members started on 01.08.07, and by year-end, 21 of the
40 contract staff recruited Agency-wide had taken up their
posts. The maximum number of contract positions available
stands at 20% of the total of budgetary
staff posts, which amounts to
458 employees.
Key developments
Moves towards establishing HR
as a business partner
In 2007, Directorate Human Resources and Administration
(DHA) began to transform the role of HR within the
Agency into that of a business partner to the Directorates.
Bilateral relations were strengthened through the focal point
concept, whereby designated HR managers provide dedicated
HR strategic support to all the Agency’s Directorates.
A further initiative to enhance the quality of service was taken
with the decision to offer service level agreements (SLAs) to
all the Agency’s Directorates. These SLAs are intended to
regulate the level of HR services that DHA is committed to
providing local management in order to support them in the
day-to-day management of their HR resources. Finally, the
decision was taken to address the specific needs of operational
staff by setting up a dedicated cross-unit project team
on HR operational issues. This team will coordinate closely
with the external HR units at CFMU and MUAC with the aim
of strengthening the interface for all their HR needs.
Progress towards the implementation
of the Administrative Reform
Considerable efforts continued to be made over the year
to prepare for the practical implementation in July 2008 of
the Administrative Reform, which represents a major modernisation
of the conditions of employment for Agency
staff. During 2007, communication efforts relating to the
Administrative Reform continued with a range
of presentations delivered to Agency management
and staff.
MUAC (621)
EEC (239)
DHA (182)
DF (70)
CRCO (106)
CFMU (455)
DG (77)
CPD (27)
DAS (113)
DAP (175)
IANS (76)
DCMAC (23)
2,164
Staff by Directorate
as at December 2007
57
CFMU
CPD
CRCO
DAP
DAS
DCMAC
DF
DG
DHA
EATM
EEC
IANS
MUAC
0 10 20 30 40 50 60
Work on amended Rules of Application, which will further
implement certain provisions of the Staff Regulations/
Conditions of Employment, continued throughout 2007,
with draft changes finalised following discussions with
　
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