Activities of Hannes HEIDE

Draft opinion
Paragraph 2

2. Welcomes the frontloading of EUR 100 million from the 2027 budget of Erasmus+ to the 2023 budget of Erasmus+, which enabled continued support to pupils, students, teachers and qualified staff fleeing from Ukraine, and the extra EUR 20 million awarded to Erasmus+ in 2023 as a result of Parliament’s insistence; stresses that frontloading must remain an exception to rapid response to unforeseen acute crisis situations and that every effort must be made to respond to such situations preferentially with additional funding;

2024/12/13
Committee: CULT

2024/2019(DEC)

Draft opinion
Paragraph 3

3. Welcomes the fact that the Commission has adapted the grant amounts for individual support for learning mobility under Erasmus+ by 12,27 % in 2023 in order to mitigate the effects of inflation and the fact that similar adjustments have been made for the European Solidarity Corps; notes that interest in the European Solidarity Corps has grown significantly in recent years and that, due to the small budget allocation, an increasing number of applicants are being excluded from participation;

2024/12/13
Committee: CULT

2024/2019(DEC)

Draft opinion
Paragraph 3 a (new)

3 a. Urges the Commission to drastically simplify the application process for funding under Erasmus+ and Creative Europe and to make it less time- consuming in order to counteract the increasing professionalisation in the funding application process, so that small and voluntary organisations can also successfully participate in the programme or benefit from funding without significant additional effort;

2024/12/13
Committee: CULT

2024/2019(DEC)

Draft opinion
Paragraph 5

5. Notes that, after two years of frontloading of the Creative Europe budget to mitigate the effects of the COVID-19 pandemic, the programme’s budget has returned to the regular profile of slow but steady growth until the end of the programming period; welcomes the reinforcement of its 2023 budget by EUR 7,5 million as a result of Parliament's insistence;

2024/12/13
Committee: CULT

2024/2019(DEC)

Hannes HEIDE, Sabrina REPP, Nora MEBAREK, Matthias ECKE, Klára DOBREV

Draft opinion
Paragraph 5

5. Highlights the role of the European Anti-Fraud Office and the European Public Prosecutor’s Office in protecting the financial interests of the Union; welcomes that in 2023 a working arrangement was signed with Denmark and cooperation started with Poland and Ireland; stresses the need for enhanced cooperation between OLAF, EPPO and national authorities to strengthen the detection and prevention of fraud in cohesion policy spending.

2024/12/12
Committee: REGI

2024/2019(DEC)

Draft opinion
Paragraph 8 a (new)

8 a. Calls on the Commission and Parliament to fundamentally revise the pre-assessment procedure for pilot projects and preparatory actions in order to make the whole process more transparent and comprehensible while significantly limiting the Commission's influence on the will of the budgetary legislator expressed in the proposals;

2024/12/13
Committee: CULT

2024/2019(DEC)

Hannes HEIDE, Sabrina REPP, Nora MEBAREK, Matthias ECKE, Klára DOBREV

Draft opinion
Paragraph 7

7. Underlines the need for the new multiannual financial framework to be better designed to allow the use of relevant instruments, outside of cohesion policy, to adapt to emerging needs in the post-2027 period; stresses thate importance of involving local and regional authorities ~~should be more involved in setting the policy’s priorities and have direct access to cohesion fund~~in both the design and implementation of cohesion policy to ensure that funds are effectively targeted and address the specific needs of communities; calls for the establishment of mechanisms to facilitate direct access for local authorities, particularly in less-developed regions.

2024/12/12
Committee: REGI

2023/2183(DEC)

Motion for a resolution
Paragraph 1 a (new)

1 a. Notes that the Council Decision 2022/1223 for the reuse of EUR 600 million was taken to address the food security crisis and economic shock in African, Caribbean and Pacific (ACP) countries following Russia’s war of aggression against Ukraine; believes that in view of the exceptionally dire food security situation in ACP countries, those funds need to be complemented with appropriate measures to enhance food autonomy of local communities;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 1 b (new)

1 b. Notes that in 2022, the implementation of the EDF contributed to improvements in water and sanitation, access to electricity, access to legal aid, food security and nutrition, environmental protection, climate change mitigation strategies and natural ecosystems, health, education, and entrepreneurship/employability;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 2 a (new)

2 a. Welcomes the consolidation in 2022 of the Team Europe approach resulting in increased information flow and exchange with Member States and European financial institutions for a better coordination and more effective management of the EDF with other national, EU or partners resources; takes note of the regional Team Europe Initiatives (TEI) on the Western Mediterranean migration route, where its management group includes representatives from both DG NEAR and DG INTPA ensuring coherence of action and optimal use of financial resources;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 5

5. Regrets however that according to the Court’s report the DG INTPA’s KPI on reducing old pre-financing does not take into consideration the number of years for which each pre-financing transaction has remained open, therefore the Court considers that achievement of this KPI did not reflect the difficulties it had encountered in clearing older pre-financing transactions, some of which had been open for up to 12 years; notes the Commission’s reply that as to the ageing of open invoices and pre-financings that have remained uncleared for up to 12 years, the majority of these old pre-financings are linked to litigation cases, and that the Commission has already put in place annual controls and is using a Portfolio Dashboard allowing staff to monitor these open transactions, which was updated in October 2023; calls on the Commission to provide a detailed report to the European Parliament and the Court specifically addressing these litigation cases, including an explanation concerning their origins and context, as well as a plan how to reduce and minimise litigation cases in the future; regrets that the Court did not probe the litigation cases and calls upon the Court to do so in its next audit report;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 19

19. Notes with concern that by typology of errors the estimated level of errors in the financial year 2022 related to expenditure not incurred was 51 % (14,9% in 2021), to ineligible expenditure was 24 % (38,6% in 2021), to serious failure to respect public procurement rules was 16 % (14,6% in 2021), to absence of essential supporting documents was 7% (23,3% in 2021) and related to other types of errors was 2% (8,6 % in 2021); ~~highlights~~notes the Commission’s reply that most errors ~~such as~~ that could have been avoided are relevant to excess clearing (expenditure not incurred ~~is mostly~~), which is due to deinsufficien~~cies in the EU delegations’ control system~~t financial reporting provided by implementing partners in indirect management and does not affect the implementation of the projects;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 20

20. Is concerned that Benin´s EDF national authorising officer awarded a contract to a consultancy company to strengthen civil society involvement in the country, in serious breach of the public procurement rules; notes with concern that according to the Commission, the Evaluation Committee used its “discretionary power” to apply a calculation method which was not sufficiently documented in the procedure; recalls that the Qatargate scandal has revealed the role of non-profit organisations and civil society in corruption; recalls that European Court of Auditors Special Report No 35/2018 warns that the Commission does not have sufficiently detailed information on how the money is spent on civil society organisations, recalls the report of the Budgetary Control Committee A9- 0446/2023 on the transparency and accountability of non-governmental organisatnotes the remedial actions taken by the Commission concerning the internal control systems of the concerned EU delegation, such as clarification of the relevant rules, a review of similar clearings and a supervision missions; calls on the Court to produce a special report on EU funds being funnelled into civil society organisations, and to propel the Evaluation Committee and its discretionary powers concerning public procurement procedures, as well as any contacts and ties between the Evaluation Committee, including its members, and civil society organisations and other non- governmental organisationsnotes that the level of error in the EU delegation in Benin accounted for approximately 30 % of the total error and that if it were not included, the total error would have been approximately 4,7 % instead of 7,1 %;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 21 a (new)

21 a. Notes that, in 2022, 333 Recovery Orders were issued by the Commission on 293 contracts for a total amount of EUR 62.92 million;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 22

22. Notes ~~with concern that~~the Court’s observation that in 2022 the Commission and its implementing partners committed more errors in transactions relating to programme estimates and grants and to contribution and delegation agreements with beneficiary countries, international organisations and member state agencies than they did with other forms of support (such as those covering works, supply and service contracts); notes, in addition, that out of the 99 transactions of this type examined by the Court, 46 contained quantifiable errors, which accounted for 86 % of the estimated level of error; takes note that DG INTPA is currently reviewing its control strategy, including reporting requirements, and exploring potential remedial measures; asks the Commission to inform the discharge authority about its revised control strategy;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 28

28. Stresses that, according to Court’s assessment, the RER study does not constitute an assurance engagement or an audit and is based on the RER methodology and manual provided by DG INTPA; ~~stresses, furthermore,~~notes that DG INTPA clarifies that the RER study is meant to be a key indicator for the estimated financial impact of residual errors, i.e. it measures the good functioning of the internal control system and thus, demonstrates the Commission’s corrective capacity; stresses that, as in previous years, the Court has found limitations in the study; notes that the Court, by reviewing the calculation method used in the 2022 RER study, considered that the RER was underestimated and that the Court’s calculation yielded an RER of 1,35 % ; notes, furthermore, the Court’s opinion, as in previous years, that the RER methodology allows the contractor to rely entirely on the results of DG INTPA´s management checks, and that placing reliance on the work of other auditors is contrary to the purpose of an RER study;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 41

41. Notes that in 2022, the ~~two~~ largest budget support recipients were Morocco and Tunisia; recalls that Tunisia denied entry to an official delegation of the European Parliament Foreign Affairs Committee in September 2023 and has been the first country torecipients of EDF payments were Mozambique, Sudan and Democratic Republic of the Congo, while the sectors with the highest funding were government and civil society, agriculture, evner do so; recalls that Morocco is at the centre of the Qatargate scandal and that a senior member of the Moroccan royal family features prominently in the Pandora Papers; urges therefore for the EDF support to these countries to be substantially lowered until all concerns regarding human rights abuses, corruption and tax evasion have been properly addressedgy and social infrastructures and services; notes that the implementation of the EDF concerns countries that are facing aggravating impacts of climate change, biodiversity loss and food insecurity and are weakened by rising debt, new and forgotten humanitarian crises and conflicts, generating growing inequality and poverty;

2024/02/09
Committee: CONT

2023/2183(DEC)

Motion for a resolution
Paragraph 46 a (new)

46 a. Recalls that global crises have generated and expanded inequalities both within and between countries, undermining social cohesion and, in this context, welcomes the development of an Inequality Marker (I-Marker) to create a sound reporting and benchmarking system on the contribution of all interventions to reducing inequalities;

2024/02/09
Committee: CONT

2023/2164(DEC)

Motion for a resolution
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;

2024/02/12
Committee: CONT

2023/2164(DEC)

Motion for a resolution
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 problems~~as 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 evaluate~~and 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;

2024/02/12
Committee: CONT

2023/2162(DEC)

Motion for a resolution
Paragraph 12

12. Notes that in 2022 the total number of staff overall increased by 4,5 % compared to 2021; further notes that, in regard to the geographical balance, at the end of the year 2022, the staff of the Authority (temporary agents, contractual agents and seconded national experts (SNEs)) included 24 different nationalities of the Union; recalls the importance of ensuring a balanced geographical representation among the Authority's management and overall staff;

2024/02/12
Committee: CONT

2023/2162(DEC)

Motion for a resolution
Paragraph 13

13. NWelcomes that the Authority is close to achieving gender balance at management and staff level; notes the gender distribution within the Authority’s senior and middle management staff, with 16 out of 30 being women (53 %); notes the gender distribution within the Authority’s Management Board (MB), with 4 out of 7 being men (57 %); further notes the gender distribution within the Authority’s overall staff, with 175 out of 322 being men (54 %);

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 13

13. Acknowledges that the Agency has achieved a very high degree of digitalisation to increase its efficiency, eliminating paper-processes and bringing forward online solutions such as e- procurement, e-invoicing, electronic travel booking, including through the roll out in 2022 of the HR management system (SYSPER) of the Commission and the migration, in pilot phase, to the new budgetary, accounting and financial system, SUMMA; welcomes that the Agency’s SPD 2023-2025 foresees to further digitise its workflows;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 13

13. Acknowledges that the Agency has achieved a very high degree of digitalisation to increase its efficiency, eliminating paper-processes and bringing forward online solutions such as e- procurement, e-invoicing, electronic travel booking, including through the roll out in 2022 of the HR management system (SYSPER) of the Commission and the migration, in pilot phase, to the new budgetary, accounting and financial system, SUMMA; welcomes that the Agency’s SPD 2023-2025 foresees to further digitise its workflows;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 14

14. Observes from the Agency's Opinion with regard to the follow-up measures taken in light of the discharge in respect of the implementation of the budget of the Agency's for the financial year 2021 (hereinafter The ‘Agency's Opinion’) that the Agency has implemented several measures to reduce the cost of operations in Lille (i.e. missions and travel expenses for staff and external stakeholders have been significantly reduced) and has ended the current lease contract for Lille premises; notes that the intention of the Agency is to organise only the mandatory meetings in Lille in order to comply with the European Council decision on the double seat ‘Lille-Valenciennes’; ~~notes~~welcomes that the Agency has approved its HR strategy (2023-2027) in 2022 based on the Parliament’s observation, with a focus on improving its effectiveness and efficiency; notes in this regard the positive experience and development within the Agency with regard to the use of the teleworking regime during after the COVID 19 pandemic, leading the Agency to conclude that the new normal is that teleworking is accepted as being equal as working at the office for most of the staff, while physical presence remains key for some specific jobs;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 14

14. Observes from the Agency's Opinion with regard to the follow-up measures taken in light of the discharge in respect of the implementation of the budget of the Agency's for the financial year 2021 (hereinafter The ‘Agency's Opinion’) that the Agency has implemented several measures to reduce the cost of operations in Lille (i.e. missions and travel expenses for staff and external stakeholders have been significantly reduced) and has ended the current lease contract for Lille premises; notes that the intention of the Agency is to organise only the mandatory meetings in Lille in order to comply with the European Council decision on the double seat ‘Lille-Valenciennes’; ~~notes~~welcomes that the Agency has approved its HR strategy (2023-2027) in 2022 based on the Parliament’s observation, with a focus on improving its effectiveness and efficiency; notes in this regard the positive experience and development within the Agency with regard to the use of the teleworking regime during after the COVID 19 pandemic, leading the Agency to conclude that the new normal is that teleworking is accepted as being equal as working at the office for most of the staff, while physical presence remains key for some specific jobs;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 16

16. Notes with concern the lack of gender balance within the Agency’s senior management, with 8 out of 10 (80 %) being men; notes the gender distribution within the Agency’s management board (MB), with 34 out of 64 (53 %) being men; further notes the gender distribution within the Agency’s overall staff, with 120 out of 188 (64 %) being men; recalls the importance to ensure 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 management; notes the Agency’s continuous work towards closing the gender gap, with specific projects such as “Women in transport” to strengthen women’s employment and equal opportunities in the transport sector; notes in this context the Agency’s endeavours to increase the number of women in the transport sector through deliverables such as speed networking events and webinars focusing on diversity and inclusion in 2022;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 16

16. Notes with concern the lack of gender balance within the Agency’s senior management, with 8 out of 10 (80 %) being men; notes the gender distribution within the Agency’s management board (MB), with 34 out of 64 (53 %) being men; further notes the gender distribution within the Agency’s overall staff, with 120 out of 188 (64 %) being men; recalls the importance to ensure 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 management; notes the Agency’s continuous work towards closing the gender gap, with specific projects such as “Women in transport” to strengthen women’s employment and equal opportunities in the transport sector; notes in this context the Agency’s endeavours to increase the number of women in the transport sector through deliverables such as speed networking events and webinars focusing on diversity and inclusion in 2022;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 17 a (new)

17 a. Welcomes that the Agency strives to ensure a geographical balance of its staff members with encouraging candidates from all Member States to apply for its positions; notes that the temporary posts are published in all EU languages and the calls for application are not only published on the Agency’s website, but also disseminated at the level of Member States’ permanent representations;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 17 a (new)

17 a. Welcomes that the Agency strives to ensure a geographical balance of its staff members with encouraging candidates from all Member States to apply for its positions; notes that the temporary posts are published in all EU languages and the calls for application are not only published on the Agency’s website, but also disseminated at the level of Member States’ permanent representations;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 32 a (new)

32 a. Welcomes the continued efforts of the Agency in strengthening its communication, implemented through various channels to reach the largest public possible; notes the development and launch of the new ERA website in November 2022, which provides a clearer, streamlined, and modern tool to present the Agency’s contribution to the railway sector and EU citizens at large; acknowledges the Agency’s efforts of organising 9 webinars and preparing several publications and videos in 2022; welcomes that the Agency maintained a strong presence in the media and increased its social media following in 2022;

2024/02/12
Committee: CONT

2023/2160(DEC)

Motion for a resolution
Paragraph 32 a (new)

32 a. Welcomes the continued efforts of the Agency in strengthening its communication, implemented through various channels to reach the largest public possible; notes the development and launch of the new ERA website in November 2022, which provides a clearer, streamlined, and modern tool to present the Agency’s contribution to the railway sector and EU citizens at large; acknowledges the Agency’s efforts of organising 9 webinars and preparing several publications and videos in 2022; welcomes that the Agency maintained a strong presence in the media and increased its social media following in 2022;

2024/02/12
Committee: CONT

2023/2157(DEC)

Motion for a resolution
Paragraph 13

13. Notes that the Centre reported to have 2 women (22%) and 7 men (78%) in its senior management, while it has 20 women (37%) and 34 men (63%) in its management board (MB); notes that the staff overall is composed of 36 men (38 %) and 58 women (62%); recalls the importance to ensure staff gender balance and calls on the Centre to take this aspect into consideration with regard to future recruitments of staff, and appointments within its senior management; a~~nd nominations within it~~sks the Commission and the Member States to take into account the importance of ensuring gender balance when nominating their members to the Centre's MB;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 6 a (new)

6 a. Notes that in September 2022, the Authority set out its strategy for the period 2023 – 2026, in which it has identified strategic priorities to focus on, including strengthening the resilience and sustainability of the insurance and pensions sectors, and ensuring the strong and consistent protection of consumer interests across the European Union;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 6 a (new)

6 a. Notes that in September 2022, the Authority set out its strategy for the period 2023 – 2026, in which it has identified strategic priorities to focus on, including strengthening the resilience and sustainability of the insurance and pensions sectors, and ensuring the strong and consistent protection of consumer interests across the European Union;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 9

9. Observes that as regards day-to-day business practices, the Authority has implemented a range of measures to enhance cost-efficiency, such as hybrid working, desk-sharing, modern video conferencing solutions that has prompted the reduction of business travel; notes that in order to preserve institutional knowledge, expertise and efficiency in executing core tasks, the Authority further enhanced its integrated Talent Management System that allows for strategically aligned HR processes, better sourcing of candidates and more leveraged learning and development; invites the Authority to provide the discharge authority with data and figures regarding the impact of that system;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 9

9. Observes that as regards day-to-day business practices, the Authority has implemented a range of measures to enhance cost-efficiency, such as hybrid working, desk-sharing, modern video conferencing solutions that has prompted the reduction of business travel; notes that in order to preserve institutional knowledge, expertise and efficiency in executing core tasks, the Authority further enhanced its integrated Talent Management System that allows for strategically aligned HR processes, better sourcing of candidates and more leveraged learning and development; invites the Authority to provide the discharge authority with data and figures regarding the impact of that system;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 12

12. Notes the Authority’s gender breakdown reported for 2022 with 15 men (65,20 %) and 8 women (34,80 %) in middle and senior management positions and in its Management Board, and 104 men (53,60 %) and 90 women (46,40 %) in its overall staff; recalls the importance to ensure gender balance and calls on the Authority to take this aspect into consideration with regard to future recruitments of staff and appointments within its senior and middle management;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 12

12. Notes the Authority’s gender breakdown reported for 2022 with 15 men (65,20 %) and 8 women (34,80 %) in middle and senior management positions and in its Management Board, and 104 men (53,60 %) and 90 women (46,40 %) in its overall staff; recalls the importance to ensure gender balance and calls on the Authority to take this aspect into consideration with regard to future recruitments of staff and appointments within its senior and middle management;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 13

13. Welcomes the fact that in 2022 the Authority continued the implementation of the Diversity and Inclusion (D&I) Strategy (adopted in 2021) and its detailed Action Plan in line with the adopted EUAN Charter on Diversity through initiatives that cover cross- cutting measures such as, among others, collaborating with other institutions, attracting and selecting a more diverse workforce, preventing discrimination, harassment, conscious and unconscious bias, and monitoring diversity and inclusion related data; notes that in 2022, one alleged harassment was reported, but the case was closed without further actions since, upon preliminary assessment, no prima faciae evidence was found;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 13

13. Welcomes the fact that in 2022 the Authority continued the implementation of the Diversity and Inclusion (D&I) Strategy (adopted in 2021) and its detailed Action Plan in line with the adopted EUAN Charter on Diversity through initiatives that cover cross- cutting measures such as, among others, collaborating with other institutions, attracting and selecting a more diverse workforce, preventing discrimination, harassment, conscious and unconscious bias, and monitoring diversity and inclusion related data; notes that in 2022, one alleged harassment was reported, but the case was closed without further actions since, upon preliminary assessment, no prima faciae evidence was found;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 15

15. Notes with satisfaction that the Authority remained deeply committed to improving staff well- being and work-life balance, with positive outcomes seen in staff engagement and satisfaction; notes that the key areas of focus included flexible work arrangements, teleworking, lifelong guidance and career development, wellness programs and supportive management;

2024/02/12
Committee: CONT

2023/2153(DEC)

Motion for a resolution
Paragraph 15

15. Notes with satisfaction that the Authority remained deeply committed to improving staff well- being and work-life balance, with positive outcomes seen in staff engagement and satisfaction; notes that the key areas of focus included flexible work arrangements, teleworking, lifelong guidance and career development, wellness programs and supportive management;

2024/02/12
Committee: CONT

2023/2152(DEC)

Motion for a resolution
Paragraph 5

5. ~~Not~~Welcomes that in 2022 the Institute supported the Union policymaking by monitoring gaps and trends in gender equality through the launch of the Gender Equality Index, and organized its first Gender Equality Forum where various panel discussions, workshops and experience sessions were featured by high- level political decision-makers and members of civil society; notes further that the Institute produced a policy brief regarding the impact of COVID-19 pandemic on young women and men providing recommendations to engage and empower the youth; notes in addition that the Institute published the ‘Artificial Intelligence, platform work and gender equality’ report showing that artificial intelligence and platform work have the potential to improve gender equality in the economy;

2024/02/12
Committee: CONT

2023/2152(DEC)

Motion for a resolution
Paragraph 8 a (new)

8 a. Notes that the Institute completed the annual performance appraisal exercise for all 62 staff and ensured that staff members were offered appropriate training opportunities aimed at improving their skills and competencies; welcomes that in order to promote and facilitate professional development in the Institute, 19 different group training programmes were organised in 2022 with 414 participants, while 20 statutory staff members undertook 42 individual training courses; notes that the Institute continued to promote language training for its TAs, CAs, SNEs and trainees, reimbursing up to EUR 500 per staff member; encourages the Institute to keep focusing on career development by developing a long-term HR policy on offering specific training possibilities for career development;

2024/02/12
Committee: CONT

2023/2152(DEC)

Motion for a resolution
Paragraph 9

9. ~~Notes~~Welcomes that the balanced gender distribution which was achieved in 2021 in senior and middle management (2 men (50 %) and 2 women (50 %))~~, and~~ was maintained in 2022, and notes the recurrent unbalanced gender distribution on the management board (8 men (21,62 %) and 29 women (78,38 %)) and among staff overall (14 men (29,17 %) and 34 women (70,83 %)); reiterates its call on the Institute to ensure gender balance in the future; acknowledges, nevertheless, from the Institute’s written replies that, in order to improve gender balance among its staff, it has taken concrete pro-active steps and measures such as, among others, increasing the reach of vacancy notices to attract more diverse talent pool or the use of gender sensitive wording in vacancy announcements to attract the attention of both women and men; asks the Commission and the Member States to take into account the importance of ensuring gender balance when nominating their members to the Institute’s management board;

2024/02/12
Committee: CONT

2023/2149(DEC)

Motion for a resolution
Paragraph 4

4. ~~Takes note~~Welcomes that in 2022 the Agency continued to play a key role in informing actions to support the environment, responding to the objectives of the European Green Deal (EGD) and the Eighth Environment Action Programme (8th EAP), as well as to Europe's overall ambitions and global commitments; welcomes that the Agency continued to deliver on agreed actions and tasks, and took on new ones in support of the green transition and the implementation of the European Climate Law, while linking actions to the EU adaptation strategy; notes furthermore that it was the second year of the implementation of the Agency- European Environment Information and Observation Network (Eionet) Strategy 2021-2030, which aims to give EU policy makers and the public the best available knowledge to reach the targets on environment and sustainability;

2024/02/09
Committee: CONT

2023/2149(DEC)

Motion for a resolution
Paragraph 10

10. Notes the lack of gender balance among the Agency’s senior management members, with 6 out of 9 (67 %) being men; notes with satisfaction the gender balance within the Agency’s management board, with 18 out of 36 (50 %) being men; notes the gender balance within the Agency’s overall staff, with 118 out of 221 (53 %) being women; asks the Agency to ensure gender balance at the senior management level in the future; notes that the Agency has not adopted the ‘Charter on diversity and inclusion’; encourages the Agency to adopt it and actively participate in initiatives that promote diversity and inclusion in the workplace;

2024/02/09
Committee: CONT

2023/2148(DEC)

Motion for a resolution
Paragraph 11

11. ~~Welcomes~~Recalls the importance to ensure staff gender balance and welcomes in this regard that the Agency has put in effect an action plan to implement the objectives of its Charter on Diversity and Inclusion adopted in 2022, aiming to achieve gender balance in the management team among other inclusion measures; asks the Agency to report to the discharge authority about the implementation of this action plan; acknowledges that achieving results in this area takes time; however notes that the gender balance within the Agency’s senior and middle management has slightly decreased with 76 % positions occupied by men (82 % in 2021) and 24 % by women (18 % in 2021); notes that gender balance in the staff overall is 261 men (45 %) and 317 women (55 %);

2024/02/09
Committee: CONT

2023/2148(DEC)

Motion for a resolution
Paragraph 11 a (new)

11 a. Notes with satisfaction that as of 31 December 2022, the Agency has employed staff from 26 Member States; notes that 32 % of its staff are nationals of the Member State where the Agency is located; recalls the importance of geographical balance and encourages the Agency to continue to take the necessary measures to have a balanced and fair geographical representation;

2024/02/09
Committee: CONT

2023/2148(DEC)

Motion for a resolution
Paragraph 11 b (new)

11 b. Notes that as of March 2022, the Agency’s staff started to return gradually to the Agency’s premises, ending with the implementation of new hybrid working rules in October 2022; notes in this context that the new rules promote flexibility and staff empowerment while maintaining social cohesion and collaboration through regular weekly presence at the office;

2024/02/09
Committee: CONT

2023/2148(DEC)

Motion for a resolution
Paragraph 22 a (new)

22 a. Welcomes that the Agency has continued to implement different measures to increase its public and online presence through new releases and numerous updates on its website, the launch of a joint Instagram channel with four agencies called ‘One Health One Environment’, and its presence in social media; notes in this context a growth of the general media coverage and an increase in the Agency’s social media metrics in 2022 compared to 2021;

2024/02/09
Committee: CONT

2023/2147(DEC)

Motion for a resolution
Paragraph 8

8. Notes with concern the lack of gender balance within the Centre’s senior and middle management, with four out of six (66, 67 %) being men; notes the gender distribution among the Centre’s overall staff, with 198 out of 331 (60 %) being women and 133 out of 331 (40 %) being men; welcomes that the Centre is in progress of adopting the charter on diversity and inclusion and it will be in place by Q4 2023; recalls the importance to ensure gender balance and calls on the Centre to take this aspect into consideration with regard to future recruitments of staff and appointments within its senior and middle management; asks the Commission and the Member States to take into account the importance of ensuring gender balance when nominating their members to the Centre’s management board;

2024/02/09
Committee: CONT

2023/2147(DEC)

Motion for a resolution
Paragraph 8 a (new)

8 a. Notes that the first draft of the ‘People Strategy’ was developed in 2022, which aims to guide the modernisation and consolidation of the Centre’s HR management services; notes furthermore that individual strategy projects, such as the e-recruitment tool and the online induction programme were finalised in 2022, while others are underway; calls on the Centre to report to the discharge authority any development in that regard; takes note that the Centre further enhanced its support to staff learning and development by increasing the allowance for individual training and facilitating staff access to e-learning platforms (EU Learn, LinkedIn Learning and the ECDC Virtual Academy);

2024/02/09
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 9 a (new)

9 a. Welcomes that the Agency has established a number of partnerships with other Union bodies to improve efficiency and coherence, including the European Environment Agency, the European Centre for Disease Prevention and Control, the Clean Aviation Joint Undertaking, the SESAR3 Joint Undertaking; welcomes the cooperation on learning solutions with several agencies on issues of common interest in the fields of human resources advisory services, digitalisation and tools, e- learning and surveys, including the European Medicines Agency, the European Securities Market Authority, the European Food Safety Authority and the European Public Prosecutor’s Office;

2024/02/12
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 9 a (new)

9 a. Welcomes that the Agency has established a number of partnerships with other Union bodies to improve efficiency and coherence, including the European Environment Agency, the European Centre for Disease Prevention and Control, the Clean Aviation Joint Undertaking, the SESAR3 Joint Undertaking; welcomes the cooperation on learning solutions with several agencies on issues of common interest in the fields of human resources advisory services, digitalisation and tools, e- learning and surveys, including the European Medicines Agency, the European Securities Market Authority, the European Food Safety Authority and the European Public Prosecutor’s Office;

2024/02/12
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 15

15. Observes with concern the lack of gender balance within the Agency’s senior and middle management members, with 17 out of 22 (77 %) being men and within the Agency’s management board, with 59 out of 79 (75 %) being men; further notes the gender balance within the Agency’s overall staff, with 525 out of 757 (69 %) being men; takes note that the Agency is systematically monitoring the gender distribution among applicants and actively reaches out for female candidates, by publishing the positions in the right forums, explicitly encouraging applications from female candidates, and drafting positions with precise information as it may affect work-life balance; calls on the Agency to continue its efforts towards gender balance at management and overall staff level through concrete actions that attract applications from women for posts offered by the Agency; asks the Commission and the Member States to take into account the importance of ensuring gender balance when nominating their members to the Agency’s management board;

2024/02/12
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 15

15. Observes with concern the lack of gender balance within the Agency’s senior and middle management members, with 17 out of 22 (77 %) being men and within the Agency’s management board, with 59 out of 79 (75 %) being men; further notes the gender balance within the Agency’s overall staff, with 525 out of 757 (69 %) being men; takes note that the Agency is systematically monitoring the gender distribution among applicants and actively reaches out for female candidates, by publishing the positions in the right forums, explicitly encouraging applications from female candidates, and drafting positions with precise information as it may affect work-life balance; calls on the Agency to continue its efforts towards gender balance at management and overall staff level through concrete actions that attract applications from women for posts offered by the Agency; asks the Commission and the Member States to take into account the importance of ensuring gender balance when nominating their members to the Agency’s management board;

2024/02/12
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 15 a (new)

15 a. Welcomes that the Agency maintained focus on gender balance, geographical balance and diversity; recalls the importance to develop a long term HR policy on work-life balance and the offer of specific training possibilities for career development, teleworking, right to disconnect, the enhancement of a geographical balance to have an appropriate representation from all Member States, and the recruitment and integration of people with disabilities as well as the promotion of their equal treatment and their opportunities;

2024/02/12
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 15 a (new)

15 a. Welcomes that the Agency maintained focus on gender balance, geographical balance and diversity; recalls the importance to develop a long term HR policy on work-life balance and the offer of specific training possibilities for career development, teleworking, right to disconnect, the enhancement of a geographical balance to have an appropriate representation from all Member States, and the recruitment and integration of people with disabilities as well as the promotion of their equal treatment and their opportunities;

2024/02/12
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 26 a (new)

26 a. Welcomes that the Agency has strategic partnerships on the sharing of resources and information with almost all of the national competent aviation authorities in its Member States;

2024/02/12
Committee: CONT

2023/2145(DEC)

Motion for a resolution
Paragraph 26 a (new)

26 a. Welcomes that the Agency has strategic partnerships on the sharing of resources and information with almost all of the national competent aviation authorities in its Member States;

2024/02/12
Committee: CONT

2023/2144(DEC)

Motion for a resolution
Paragraph 18 a (new)

18 a. Notes from the Agency’s Consolidated annual activity report for 2022 that 17 Member States were represented among the Agency’s staff in 2022; notes that 39% of its staff are nationals of the Member State where the Agency is located; recalls the importance of geographical balance and calls on the Agency to take the necessary measures to have a balanced and fair geographical representation;

2024/02/12
Committee: CONT

2023/2144(DEC)

Motion for a resolution
Paragraph 31

31. Commends the Agency for its efforts to increase its public visibility and online presence; welcomes in this context the launch of the Agency’s new website in 2022 that incorporates key enhancements, such as a clearer presentation and structure, improved appearance, and web responsiveness; notes further that, in 2022, the Agency's social media activity was significant, with 1 590 content uploads, which represents 54 % more posts than in the previous year; notes in this regard the upward trend with the Agency’s web users with over 200 000 visits registered, and with its social media fan base with 38 500 followers across LinkedIn, Twitter and Facebook;

2024/02/12
Committee: CONT

2023/2143(DEC)

Motion for a resolution
Paragraph 12

12. Notes that, as regards gender balance reported for 2022, the Centre’s senior management is composed by 4 men (66,7 %) and 2 women (33,3 %); also notes the management board is composed of 78 men (53 %) and 68 women (47 %); recalls the mandate of the Centre and that the high number of members of the Board (156) ~~does not facilitate decision making and simplified management~~comes from its specific composition based on the tripartite principle, thus including representatives of the national authorities and social partners; recognises that trough its members the Management Board of the Foundation ensures the necessary alignment between the Centre’s work and stakeholder needs and priorities; notes further that regarding the Centre’s staff overall the gender breakdown is 44 % men (47) and 56 % women (61); ~~welcomes~~recalls the importance of geographical balance and welcomes in this regard from the follow-up report the Centre’s commitment to geographically re- balance its staff population by making use of reserve lists of other agencies, including through joining forces with them and broadening dissemination of vacancy notices;

2024/02/12
Committee: CONT

2023/2143(DEC)

Motion for a resolution
Paragraph 14

14. Notes that the Centre launched its regular Staff Engagement Survey (SES) in 2022, the results of which showed favourable responses from 65 % of Centre’s staff (75 % response rate), whereas 10 out of 12 dimensions of analysis recorded positive changes in comparison to the 2019 survey results, despite the highly disruptive period since the last survey that year, while some areas need further attention such as workload, transparency in decision-making and internal cooperation; welcomes that the results of the survey were presented to all staff in a general assembly and dedicated question-time meetings;

2024/02/12
Committee: CONT

2023/2143(DEC)

Motion for a resolution
Paragraph 15

15. ~~Not~~Welcomes in the framework of the Centre’s equal opportunities and diversity policy and as regards support to persons with disabilities, the measures taken such as trainings (on diversity and inclusion issues) and guidance (how to detect and counteract unconscious bias) provided to HR staff and selection boards, as well as accommodation to applicants with disabilities; notes lastly from the Centre’s replies to Parliament written questions the Centre’s plans to adopt the ‘Charter on diversity and inclusion’ in 2023;

2024/02/12
Committee: CONT

2023/2142(DEC)

Motion for a resolution
Paragraph 4 a (new)

4 a. Welcomes that the Administration Department of the Centre has improved its performance by reviewing and revising working methods, while introducing new technology to streamline its operations, which has resulted in increased productivity, reduced costs, and overall improvement of the quality of the work;

2024/02/12
Committee: CONT

2023/2142(DEC)

Motion for a resolution
Paragraph 14

14. Notes the Centre’s gender breakdown reported for 2022, with 8 women (42 %) and 11 men (58 %) in senior and middle management positions, with 38 men (59 %) and 26 women (41 %) at MB level and overall staff with 76 men (38 %) and 125 women (62 %); observes that there is an underrepresentation of men in the Centre’s overall staff; recalls the importance to ensure gender balance and asks the Centre to work towards gender balance at the staff ~~level and at MB level~~, senior and middle management level and at MB level; asks the Commission and the Member States to take into account the importance of ensuring gender balance when nominating their members to the Centre’s management board; notes the high number of MB members, which does not facilitate decision-making and simplified management;

2024/02/12
Committee: CONT

2023/2142(DEC)

Motion for a resolution
Paragraph 27 a (new)

27 a. Welcomes that the Centre has taken several measures to reduce gas and electricity consumption at the Centre’s premises for the period 1 November 2022 to 31 March 2023;

2024/02/12
Committee: CONT

2023/2141(DEC)

Motion for a resolution
Paragraph 7

7. TNotes that the Agency has been operating since its establishment with lacking human resources capacity for certain posts; takes note that the Agency compensates some capacity constraints, where feasible, prioritizes the use of services offered by the European Commission (EC) and other EU agencies as a primary solution; observes that this approach includes leveraging services provided by the EC Office for the Administration and Payment of Individual Entitlements (PMO) and the Computer Emergency Response Team for the European Union (CERT-EU) for IT and security service; welcomes that the Agency has a very successful cooperation with European Union Intellectual Property Office (EUIPO) in the area of IT, which includes hosting, IT development, disaster recovery, development of the new design of the Agency’s web site, and other IT services;

2024/02/09
Committee: CONT

2023/2141(DEC)

Motion for a resolution
Paragraph 12 a (new)

12 a. Welcomes that the Agency continued its traineeship programme during 2022; notes that in total 7 trainees joined the Agency and 15 trainees participated in the Agency’s Traineeship Programme;

2024/02/09
Committee: CONT

2023/2141(DEC)

Sándor RÓNAI, Hannes HEIDE, Corina CREȚU

Motion for a resolution
Paragraph 21 a (new)

21 a. Welcomes that the local offices of the European Commission and the European Parliament in Riga and the Agency have joined their efforts to work together to establish a joint House of Europe, which will be the “home” of all EU Institutions and the Agency in Latvia;

2024/02/09
Committee: CONT

2023/2131(DEC)

Motion for a resolution
Paragraph 11

11. Stresses that the current situation implies that Parliament can only check the reports of the Court and of the Ombudsman as well as the publicly available information on the Council’s website, something that makes it impossible for Parliament to carry out its duties properly and make an informed decision on granting discharge;

2024/01/31
Committee: CONT

2023/2131(DEC)

Sándor RÓNAI, Hannes HEIDE, Corina CREȚU

Motion for a resolution
Paragraph 14

14. Calls on the Council to resume negotiations with Parliament at the highest level as soon as possible, involving the Secretary-Generals and the Presidents of both institutions, in order to break the deadlock and find a solution while respecting the respective roles of Parliament and the Council in the discharge procedure and ensuring transparency and proper democratic control of budget implementation;

2024/01/31
Committee: CONT

2023/2131(DEC)

Sándor RÓNAI, Hannes HEIDE, Corina CREȚU

Motion for a resolution
Paragraph 20

20. Points out the serious gender imbalance in the Court, where, at the end of 2022, there were only 9 female members compared to 17 male members; ~~understand~~notes the difficulties in achieving gender balance in the Court because of the current nomination procedure; reiterates its call on the Council to reconsider the nomination procedure with the aim of tackling this problem with concrete actions, such as making it compulsory for Member States to nominate at least two candidates of different genders for each vacancy;

2024/01/31
Committee: CONT

2023/2131(DEC)