Nepotism: The presence of nepotism in hiring and promotions can be a concern, impacting the fairness and transparency of the workplace.
Lack of European Vision Among Colleagues: Some colleagues may lack a strong commitment to or understanding of the broader European vision, which can affect the agency's overall effectiveness and alignment with its core values.
Hiring Based on Test Performance: There's a tendency to hire individuals solely based on their ability to perform well in psycho-attitudinal tests, rather than on relevant experience or expertise.
Incompetence in European Law: Some colleagues lack competence in European law, essential for the agency's operations, and have no specific knowledge in relevant fields, which can hinder the effectiveness of their work.
Unit Heads Promoted for Political Merits: Promotions, especially for unit head positions, seem to be influenced more by political merits rather than professional skills or achievements, leading to potential leadership inefficiencies.
Bureaucracy: The agency's operations are often hampered by excessive bureaucracy, slowing down processes and decision-making.
Lack of Responsibility: There is a general culture of avoiding responsibility, which can lead to a lack of accountability and inefficiency in handling tasks and projects.
Heavy Reliance on External Experts: EACEA heavily relies on external experts for project evaluation and monitoring, which might indicate a lack of in-house expertise and skills.
Limited Career Opportunities: There are scarce opportunities for career advancement, which can be demotivating for those seeking professional growth within the agency.
Salary Discrimination: A noticeable pay disparity exists between officials and contract agents who perform the same roles but are compensated differently, leading to feelings of discrimination and unfairness.
