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Eurofound

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Eurofound FAQ

Have questions about working at Eurofound? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Eurofound.

All answers shown come directly from Eurofound Reviews and are not edited or altered.

6 English questions out of 6

20 December 2021

What kind of career opportunities exist at Eurofound?

Pros

Team and management support is very good. ICT are very helpful. Opportunity to learn on request.

Cons

That up until recently it was remote work so you could not enjoy the fantastic facilities.

Advice to Management

Do official monthly reviews with trainees.

Opportunity to learn on request.

20 December 2021

See answer

20 December 2021

How is management perceived at Eurofound?

Pros

Team and management support is very good. ICT are very helpful. Opportunity to learn on request.

Cons

That up until recently it was remote work so you could not enjoy the fantastic facilities.

Advice to Management

Do official monthly reviews with trainees.

Team and management support is very good.

20 December 2021

See 2 more answers

12 April 2020

What is the hiring process like at Eurofound?

Pros

very engaging topics, some inspiring colleagues, international reach

Cons

All senior managers are bureaucrats with no research background or experience in spite of the fact that they are tasked to run large-scale quantitative surveys. They resolve the conflict between their competences and their tasks by assigning their work to young researchers and then taking all decisions and credit for the work. And not only that, but they make their decisions with complete disregard to scientific arguments and establish empirical findings. Instead, their decisions either reflect their personal interests (e.g. self-promotion) or various political aspects (e.g. appeasing certain board members that they find important for them for one reason or another). Promotions are completely relieved of any relationship to merit. Some senior managers in charge of international surveys that collect data from half a million respondents do not know how to open a dataset. Of course, this is all made possible by their director, who is the master of them all in abuse of resources and given power for reasons of personal promotion. E.g. they used to hire researchers with PhD degree through temporary hiring agency, paying them around 1000 EUR per month and asking them to do work of regular policy analysts, while director (with his 15k EUR salary) is taking himself to London for a month-long 'professional development' course that costed Eurofound, and thus EU taxpayers 20,000 EUR, plus all travel and accommodation costs. And yes, all that while the agency is working on improving 'working conditions' for all the workers around Europe, based on principle that 'equal work requires equal pay'..

Advice to Management

Address the abuses, promote meritocracy, deal with incompetent managers, and adhere to the principles of 'equal pay for equal work'. And yes, make sure that all the abuses of current management are identified and properly addressed.

E.g. they used to hire researchers with PhD degree through temporary hiring agency, paying them around 1000 EUR per month and asking them to do work of regular policy analysts, while director (with his 15k EUR salary) is taking himself to London for a month

12 April 2020

See answer

12 April 2020

What are co-workers like at Eurofound?

Pros

very engaging topics, some inspiring colleagues, international reach

Cons

All senior managers are bureaucrats with no research background or experience in spite of the fact that they are tasked to run large-scale quantitative surveys. They resolve the conflict between their competences and their tasks by assigning their work to young researchers and then taking all decisions and credit for the work. And not only that, but they make their decisions with complete disregard to scientific arguments and establish empirical findings. Instead, their decisions either reflect their personal interests (e.g. self-promotion) or various political aspects (e.g. appeasing certain board members that they find important for them for one reason or another). Promotions are completely relieved of any relationship to merit. Some senior managers in charge of international surveys that collect data from half a million respondents do not know how to open a dataset. Of course, this is all made possible by their director, who is the master of them all in abuse of resources and given power for reasons of personal promotion. E.g. they used to hire researchers with PhD degree through temporary hiring agency, paying them around 1000 EUR per month and asking them to do work of regular policy analysts, while director (with his 15k EUR salary) is taking himself to London for a month-long 'professional development' course that costed Eurofound, and thus EU taxpayers 20,000 EUR, plus all travel and accommodation costs. And yes, all that while the agency is working on improving 'working conditions' for all the workers around Europe, based on principle that 'equal work requires equal pay'..

Advice to Management

Address the abuses, promote meritocracy, deal with incompetent managers, and adhere to the principles of 'equal pay for equal work'. And yes, make sure that all the abuses of current management are identified and properly addressed.

very engaging topics, some inspiring colleagues, international reach

12 April 2020

See 1 more answer

12 April 2020

What is the salary like at Eurofound?

Pros

very engaging topics, some inspiring colleagues, international reach

Cons

All senior managers are bureaucrats with no research background or experience in spite of the fact that they are tasked to run large-scale quantitative surveys. They resolve the conflict between their competences and their tasks by assigning their work to young researchers and then taking all decisions and credit for the work. And not only that, but they make their decisions with complete disregard to scientific arguments and establish empirical findings. Instead, their decisions either reflect their personal interests (e.g. self-promotion) or various political aspects (e.g. appeasing certain board members that they find important for them for one reason or another). Promotions are completely relieved of any relationship to merit. Some senior managers in charge of international surveys that collect data from half a million respondents do not know how to open a dataset. Of course, this is all made possible by their director, who is the master of them all in abuse of resources and given power for reasons of personal promotion. E.g. they used to hire researchers with PhD degree through temporary hiring agency, paying them around 1000 EUR per month and asking them to do work of regular policy analysts, while director (with his 15k EUR salary) is taking himself to London for a month-long 'professional development' course that costed Eurofound, and thus EU taxpayers 20,000 EUR, plus all travel and accommodation costs. And yes, all that while the agency is working on improving 'working conditions' for all the workers around Europe, based on principle that 'equal work requires equal pay'..

Advice to Management

Address the abuses, promote meritocracy, deal with incompetent managers, and adhere to the principles of 'equal pay for equal work'. And yes, make sure that all the abuses of current management are identified and properly addressed.

E.g. they used to hire researchers with PhD degree through temporary hiring agency, paying them around 1000 EUR per month and asking them to do work of regular policy analysts, while director (with his 15k EUR salary) is taking himself to London for a month

12 April 2020

See 1 more answer
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6 English questions out of 6