Staff Evaluation

Prior-checking Opinion regarding the Feedback Event at the European Union Intellectual Property Office (EUIPO) covering peer feedback for staff members and a 360° evaluation exercise for managers (case 2017-0136).

The peer feedback enables staff members to perform a self- assessment and provide and receive feedback about and from their peers, while the 360° feedback allows for managers receiving feedback from their peers and from direct report and line managers about their leadership skills. Individual and group feedback reports are both developed to provide an organizational overview of the results obtained through the peer and the 360º feedback exercises.
The EDPS recommended to revise the privacy statement clarifying that participants can decide to opt-out at any time  and to define the purpose of the group reports and the categories of data covered.

Prior-checking Opinion regarding the updated notification for the promotion procedure at CEDEFOP (EDPS case 2017-0171)

Prior-checking Opinion regarding 360° feedback exercise for managers in the Executive Agency for Small and Medium-sized Enterprises (Case 2017-0588)

Prior-checking Opinion regarding probation periods and the e-probation tool at the European Investment Fund (Case 2015-1107)

During the probation evaluation of a staff member and the adoption of the probation report, the EIF processes personal data of that staff member. To ensure transparency and fairness, information on this processing should be provided to the concerned individuals through a specific data protection notice. This notice should be made available on the Intranet. A link to the notice should also be added to the respective forms, reports and/or to the messages sent to the staff members in the different stages of probation evaluation. The notice should also clearly set out the procedures for granting individuals' rights, including also information on within which time limit a reaction can be expected from the EIF to the requests of the individuals. Staff members should be granted access to all their data kept in their personal file and in the electronic database, even after the end of employment. While letters containing probation decisions would need to be kept throughout the career of a staff member, probation reports may not necessarily remain relevant during the whole career. The retention of probation reports up to five years after the end of a particular appraisal procedure would be considered appropriate.

Letter concerning "Article 24 and Article 90 of the Staff Regulations" at the European External Action Service (Case 2017-0262)