The European External Action Service:
Changing the Nature of Diplomacy or Old Wine in New Bottles?
November 2012
Dr Simon Duke
European Institute of Public Administration (EIPA)
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
Context of review
Important to consider what has been accomplished
over two years but also the setting in which the
development of the EEAS took place:
 The hidden crisis (preceded euro crisis)
 Ambiguities about the status of the Service (not an
institution)
 View to budget neutrality
 Ill-defined institutional space (and ambiguous reception
from MS)
 Nature of composition and mindsets
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The composition of the service:
questions of balance
‘Recruitment should be based on merit whilst ensuring adequate
geographical and gender balance. The staff of the EEAS should
comprise a meaningful presence of nationals from all the Member
States. The review foreseen for 2013 should also cover this issue’
(Council decision July 2010)
 Subjective terms (idea of quotas dismissed);
 Significant legacy problems;
 Geographical balance compounded by differing history, experience and
interests – but now all MS represented at HoD level except Cyprus;
 Gender balance reflects legacy with few women at senior levels in
EEAS as well as national MFAs
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The composition of the service:
Geographical balance
MEMBER STATES DIPLOMATS AS PROPORTION OF AD STAFF
Member State
Diplomats
% of
total
staff
AD Officials
% of
total
staff
Total
% of
total
staff
Austria
11
1,2%
17
1,9%
28
3,1%
Belgium
15
1,6%
48
5,2%
63
6,9%
Bulgaria
9
1,0%
3
0,3%
12
1,3%
Cyprus
1
0,1%
3
0,3%
4
0,4%
Czech rep.
12
1,3%
11
1,2%
23
2,5%
Denmark
6
0,7%
17
1,9%
23
2,5%
Estonia
7
0,8%
5
0,5%
12
1,3%
Finland
8
0,9%
17
1,9%
25
2,7%
France
31
3,4%
90
9,8%
121
13,2%
Germany
14
1,5%
71
7,7%
85
9,3%
Greece
7
0,8%
25
2,7%
32
3,5%
Hungary
8
0,9%
8
0,9%
16
1,7%
Ireland
6
0,7%
16
1,7%
22
2,4%
Italy
12
1,3%
88
9,6%
100
10,9%
Latvia
5
0,5%
4
0,4%
9
1,0%
Lithuania
4
0,4%
6
0,7%
10
1,1%
Luxembourg
2
0,2%
2
0,2%
4
0,4%
Malta
5
0,5%
2
0,2%
7
0,8%
Netherlands
8
0,9%
23
2,5%
31
3,4%
Poland
9
1,0%
29
3,2%
38
4,1%
Portugal
7
0,8%
20
2,2%
27
2,9%
Romania
8
0,9%
2
0,2%
10
1,1%
Slovakia
6
0,7%
3
0,3%
9
1,0%
Slovenia
3
0,3%
3
0,3%
6
0,7%
Spain
13
1,4%
77
8,4%
90
9,8%
Sweden
10
1,1%
26
2,8%
36
3,9%
United Kingdom
21
2,3%
54
5,9%
75
8,2%
248
27%
670
73,0%
918
100%
Countries
Total
Total number of authorised AD posts
AD posts occupied by MS diplomats
Percentage MS diplomats AD
920
248
26.9%
Total number of authorised posts DEL
AD posts occupied by MS diplomats
Percentage of MS diplomats DEL
346
131
37.8%
Total number of authorised posts HQ
AD posts occupied by MS diplomats
Percentage of MS diplomats HQ
574
117
20.3%
Source: Staffing in the EEAS, 1 June 2012
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The composition of the service:
Gender balance
Headquarters
Men
Grade
No.
Delegations
Women
%
No.
%
Men
Total
No.
%
No.
Women
%
No.
%
Total HQ/
Delegations
Total
No.
%
Nb
%
0,0 %
3
0,9 %
6
0,7 %
AD16
3
0,6 %
0
0,0 %
3
0,6 %
3
0,9 %
AD15
12
2,2 %
3
0,6 %
15
2,8 %
10
2,9 %
1
0,3 %
11
3,2 %
26
2,9 %
AD14
34
6,3 %
1
0,2 %
35
6,4 %
31
9,1 %
6
1,8 %
37
10,9 %
72
8,1 %
AD13
52
9,6 %
24
4,4 %
76
14,0 %
69
20,2 %
13
3,8 %
82
24,0 %
158
17,9 %
AD12
100
18,4 %
35
6,4 %
135
24,8 %
75
22,0 %
26
7,6 %
101
29,6 %
236
26,7 %
AD11
30
5,5 %
13
2,4 %
43
7,9 %
13
3,8 %
6
1,8 %
19
5,6 %
62
7,0 %
AD10
30
5,5 %
21
3,9 %
51
9,4 %
13
3,8 %
8
2,3 %
21
6,2 %
72
8,1 %
AD9
39
7,2 %
14
2,6 %
53
9,7 %
10
2,9 %
2
0,6 %
12
3,5 %
65
7,3 %
AD8
11
2,0 %
12
2,2 %
23
4,2 %
7
2,1 %
4
1,2 %
11
3,2 %
34
3,8 %
AD7
26
4,8 %
23
4,2 %
49
9,0 %
19
5,6 %
11
3,2 %
30
8,8 %
79
8,9 %
AD6
13
2,4 %
13
2,4 %
26
4,8 %
4
1,2 %
1
0,3 %
5
1,5 %
31
3,5 %
AD5
20
3,7 %
15
2,8 %
35
6,4 %
4
1,2 %
5
1,5 %
9
2,6 %
44
5,0 %
370
68 %
174
32 %
544
100 %
258
76 %
83
24 %
341
100%
885
100 %
Total:
Source: Staffing in the EEAS, 1 June 2012
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The composition of the service:
Heads of Delegations
• 125 HoD (or equivalent) posts†
-- 24 women (19.2%)
-- 15 nationals of MS who joined in 2004/7 (12.0%)
-- 40 of 125 posts occupied by MS diplomats (8 women (23.5%) and 13
are nationals of MS who joined in 2004/7 (32.5%))
-- ALSO 25 Deputy HoDs (7 women (25.9%) and 9 are nationals of MS
who joined in 2004/7 (33.3%)
† Includes 2012 rotation
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The composition of the service:
A more balanced service?
• Limited possibilities for short-term change BUT progress has been made
where possible (symbolic?);
• Geographical balance linked to size of MFA and relevant experience and
thus competitiveness (more emphasis on training and preparation
needed);
• Gender balance a different issue and part of ongoing legacy issue
(Relex and many parts of COM show similar patterns) while different
patterns evident at AST levels ;
• CCA’s important role; should ensure recruitment panels are balanced;
mentoring role under-developed; women-dominant short lists (and
targets); spousal employment and provision for children & parental leave
(DEL); Task Force operating under HR/VP
• Balance important for ‘ownership’ of EEAS but question of whether
Service merely reflects wider-spread problem including MS MFAs
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The preparation of the service:
Training
It is clear to many that an effective external action based on the
coordination between the various European actors of foreign
relations depends inevitably on personal relations, common
experiences and mutual knowledge. In this sense, training appears
as an extremely effective tool to build up those personal relations
at an early stage of a diplomatic career. Training also allows to
enhance a common knowledge of the different national
backgrounds and interests and the diverse administrative cultures
and therefore, to create a common European administrative culture
and a “spécificité du métier diplomatique européen”.
Iñigo Méndez de Vigo, member of the Convention, "Towards the establishment of a common European
diplomacy, " Working Group VII ‘External Action’, Working Document 55, Brussels, 3 December 2002, p.6.
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The preparation of the service:
Training
• Original plans for a Diplomatic Training Academy derailed;
• Current training lacks strategic dimension;
• Short-duration of induction courses leaves little room for potential
socialisation effect;
• Existing training a mix of skills and analytical (carried out via EAS,
internally, ESDC, framework contract with outside providers) BUT issue
of whether it responds to diverse training demands of MS and EEAS
officials;
• General lack of coordination with other training in ext. rels (Devco,
Trade, Enlargement etc) as well as with MS diplomatic training
• Limited budget & resources a significant constraint
• Most EEAS staff (locally engaged) excluded
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU
The preparation of the service:
Reforming training
• Training for all EEAS staff;
• Training that relates specifically
to the external
relations
functions;
• Training that clearly demonstrates value added (i.e. beyond
existing training offerings in the EU institutions and the
Member States);
• The presence of a harmonised curriculum as the basis for
not only an esprit de corps but as a fundamental tool in
shaping the Service;
• Embrace new forms of learning (e-learning, blended etc);
• Adequate resources (only €1m and few staff)
Dr SIMON DUKE
© EIPA 2012- WWW.EIPA.EU