3 Amendments of Luke Ming FLANAGAN related to 2017/2170(DEC)
Amendment 5 #
Motion for a resolution
Paragraph 4
Paragraph 4
4. Points out that, according to the Court’s report, the Institute launched an open call for tender for a framework contract on the maintenance and update of its gender statistics tools and resources for a maximum amount of EUR 1 600 000 in 2016; highlights moreover that the call was split into two lots without indicating the respective amounts per lot; highlights that, following a question from one tenderer, the Institute clarified on its website that the maximum amount per lot was estimated at EUR 800 000; observes from the Institute’s reply that it was an administrative error due to which the amount specified was not amended accordingly and that it had no budget implication; notes furthermore, with regret, that, according to the Court’s report, price competition in the call for tender was based on daily rates only and not also on the time needed to complete the tasks, which did not allow the Institute to identify and choose the most economically advantageous offers and did not ensure the best value for money; notes from the Institute’s reply that it has amended the relevant templates of technical specifications and will mitigate the risk by putting a maximum number of working days in future requests for specific services;
Amendment 7 #
Motion for a resolution
Paragraph 6
Paragraph 6
6. Regrets that, especially in regard to an Agency with the words 'Gender Equality' in its title, having regard to the number of all posts occupied on 31 December 2016, gender balance has not been achieved since the ratio is 72 % female to 28 % male, with a ratio imbalance of more than two to one - 72 % female to 28 % male; calls for the Agency to address and redress this imbalance as a matter of urgency;
Amendment 8 #
Motion for a resolution
Paragraph 8
Paragraph 8
8. Stresses that work-life balance should be part of the Institute’s staff policy; stresses that the budget spent on well-being activities amounted to EUR 36 437, corresponding to 2,25 days per staff; observes that the average number of sick days per staff in 2016 was 2,17 days in the case of those not justified by a medical certificate and 8,23 days in the case of those supported by a medical certificate, which combined is a total of 10,4 days per staff, or in excess of two weeks; calls on the Agency to examine the reasons behind those numbers with a view especially to establishing whether workplace stress is a factor;