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;

As the main pool for recruitment to corporate board positions is comprised largely of candidates with senior management experience, it is vital that the number of women advancing to such management positions within companies be increased.

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.

The new organisational structure of the Kosovo Police has been approved, including job descriptions for senior management.

(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: