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HUMAN
RESOURCES
88
RESOURCES
Management of resources is an integral part of
EUROCONTROL乫s effort to ensure that its work is fully
supported, in both human and financial terms.
The main challenge for the Human Resources
Directorate during 2004 was to address and to make
significant progress on three key issues, namely
review of salary, pensions and conditions of service.
This was essential not only to ensure the Agency乫s
continued success but also to enable it to continue to
attract and retain a highly qualified and motivated
workforce.These key issues were all tackled under the
heading of EUROCONTROL乫s Administrative Reform.
In line with best practice, EUROCONTROL provides a
Corporate Governance statement each year and in 2004
this included the elaboration of business plans for all
aspects of the Agency乫s activities. This will improve
management efficiency, providing for better concentration
of resources where they are needed.
Good financial management is central to the successful
functioning of EUROCONTROL and depends on transparency,
accountability and cost-effectiveness. In
January 2004 the first meeting of the Standing
Committee on Finance (SCF) was held,and has made significant
progress in consolidating EUROCONTROL乫s
budget and five-year programme in order to provide
stability and long term predictability. Another developwith
access to relevant information on the
Agency乫s intranet. Further developments are
planned for 2005.
HR reports of general interest, and specifically for
managerial purposes, were further developed in
accordance with specified needs. Data on posts,
staff planning, grading structure, gender, nationalities,
etc. were periodically updated and made available
on the Agency乫s internal website in order to
provide a sound basis for management decisions.
Social dialogue continued to be a key area, with
particular regard to consultations on important topics
such as the pension scheme, salary method
and HR reform. A new Central Staff Committee and
local Staff Committees were elected in 2004.
The Human Resources Directorate in Brussels
considered a plan for streamlining the recruitment
process. The Directorate has also been investigating
the possibility of implementing e-recruitment as
soon as possible. Changes to the recruitment procedure
for student controllers, involving selection
and training, remain key ingredients in the provision
of safe and cost effective air navigation services
in Europe.
EUROCONTROL was the initial user of the First
European Air Traffic Controller Selection Test
(FEAST) package, for the selection of student air
traffic controllers at the Maastricht Upper Area
Control Centre. FEAST was developed by the ATM
Strategies/Human Factors Management, along
with national experts, and represents an integrated
approach to measuring the cognitive abilities and
skills of candidates for ATC jobs. It is complementary
to existing selection tools such as the interview
and assessment centres within EUROCONTROL.
DHR, working in close collaboration
with other Agency-wide services, is proud to have
contributed to this success.
89
ment was the introduction of the Basic Financial
Information Package, providing increased transparency
in the use of Agency resources, and the establishment
of the SCF as advisor to the Provisional
Council on Audit Board Transparency Reports.
EUROCONTROL introduced the EFQM model back in
1997, when it became a member of the EFQM and
drafted its Quality Policy. The EFQM Model was used
for Self-Assessment initiatives taken in some
Directorates. This allowed for familiarisation with the
model but resulted in variable progress in introducing
European good practice within the Agency. Not all
Directorates were yet implementing improvement
actions and achieving measurable results. In 2001 the
Quality Policy was reviewed and became the mandatory
Agency Excellence Policy and the Agency Group
for Excellence (AGE) was created with the aim to coordinate
continuous improvement throughout the
Agency.In 2002 senior management decided to adopt
a cross-Agency approach to Excellence by setting a
corporate objective: to achieve the EFQM Recognition
for Excellence (R4E) award for the Agency in 2005.This
project is championed by the DG and all the Directors
and carried out by a Task Force of AGE.The application
for R4E will be submitted to the EFQM by June 2005
and the final assessment and site visit by EFQM assessors
will take place in September 2005.The success of
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本文链接地址：
EUROCONTROL Annual Report 2004(42)
