European Commission reinforces its senior management to deliver strongly in 2018/2019 and beyond // Brussels, 21 February 2018

2. Remains concerned about the considerable number of high-grade posts in the EEAS, which is out of all proportion to the number of such posts in the Union institutions as a whole and the reduction in the number of staff across all the Union institutions; notes the associated problem of a top-heavy managerial structure which requires urgent reform; also notes the absence of a competency framework for managers as basis for the evaluation of pre-selected candidates; emphasises that competence in the field of foreign affairs must remain the main criterion for hiring decisions;

2. Remains concerned about the disproportionally large number of high-grade posts in the EEAS and the persistent lack of balance in staffing; notes that in particular women are underrepresented in top-level posts in the EEAS and urges the HRVP to improve the gender balance; also urges the HRVP to more carefully consider the issue of geographical balance in recruitment, including in the recruitment for top-level posts; emphasises that competence in the field of foreign affairs must remain the main criterion for hiring decisions; requests that the EEAS develop a coherent human resources strategy that can achieve these goals;

We really would like to achieve a result where women would represent 25% of senior management positions, 30% of middle management and 43% of AD non-management posts.

(EN) The Commission would like to inform the honourable Member that in relation to nomination decisions of senior officials from the new Member States the situation as of 1 April 2005 is as follows:

In December 2003, according to the official figures, the geographic breakdown of top-level management posts within the Commission was as follows: France 48, Germany 40, United Kingdom 38, Spain 26, Italy 27, to name but the largest 'old' Member States.