2 Amendments of Hannes HEIDE related to 2023/2164(DEC)
Amendment 5 #
Motion for a resolution
Paragraph 12
Paragraph 12
12. Notes the Agency’s gender distribution with 9 men (69 %) and 4 women (31 %) in its senior and middle management (same distribution as in 2021), with 27 men (48 %) and 29 women (52 %) on its MB (an improved distribution compared to 2021) and with 203 men (39 %) and 316 women (61 %) for staff overall (same distribution as in 2021); recalls the importance to ensure staff gender balance and calls on the Agency to take this aspect into consideration with regard to future recruitments of staff and appointments within its senior and middle management; observes with appreciation the Agency’s commitment to include in its upcoming HR strategy actions that will prioritise the promotion of gender representation and diversity with the Agency, and promote leadership development programs tailored to aspiring managers; asks the Agency to report to the discharge authority about the implementation of this commitment;
Amendment 12 #
Motion for a resolution
Paragraph 18
Paragraph 18
18. Recalls that in 2018 OLAF concluded another investigation which led to findings linked to e.g. mismanagement of human resources, the resignation of the Agency’s executive director at that time and the adoption by the Agency’s MB of a governance action plan aimed at restoring trust internally and externally, reinforcing the governance structure, and rebuilding internal capacity; observes that in spite of the reorganisations performed by the Agency in recent years, issues still appear to exist which may indicate to the existence of structural problemsas the anonymous letter from January 2023 pointes out; notes the conclusions of the ECA for 2022 financial year based on the corrective actions taken by the Agency; calls in this context on the Commission to identify solutions for the performance of an independent assessment of the Agency’s recent reorganisations in order to evaluateand expect that the ongoing audit by the IAS on Human Resources Management will provide relevant evaluation regarding the degree to which the Agency’s current organigram and distribution of responsibilities among the Agency’s middle and senior management positions are prone to risks of inefficiencies, mismanagement of human resources, and lack of transparency (including towards the Agency’s MB) among other;