4.1.3. The actors at horizontal level: DG Human Resources and SG

DG Human Resources and the Secretariat General are closely involved each time when the Commission adopts a reorganisation.

DG Human Resources vets the plans for suitability of human resource management and consistency with the Communication and the Implementing Guidelines, in particular as compared to the established benchmarks. It delivers its opinion regarding the impact of the reorganisation on the effectiveness of the DG.

DG Human Resources has started to monitor reorganisations on an annual basis, in particular progress against the established benchmarks. For this, it has developed different screening processes which allow an in-depth organisational analysis looking at structure, processes, projects, strategy, resources, culture and work climate, efficiency and quality. In order to reach the Staff Levy without disrupting business processes, vacant posts are regularly screened. If they are not filled over a longer period, the post becomes subject to being cancelled.

In addition, DG Human Resources is reinforcing its advisory capacity to be in a position to support DGs in their process of reorganisations. As part of its efforts to professionalise HR management, efforts are made to get concepts or organisation design and organisation development known to the wider HR community in the European Commission.

The Secretariat General assesses the benefits of the reorganisation for the overall operation of the DG, in the light of the priorities set by the Commission. It examines whether there is any risk of an overlap between DGs, either in the name of entities or in their remits.