EPO Wasting Energy and Violating Data Protection Rules With American Slop Suppliers
The EPO's Local Staff Committee Munich (LSCMN) has a new publication about meeting the right-hand woman of António Campinos, who was brought from Alicante along with the "Mafia" of Mr. Campinos.
To staff, LSCMN explains the outcomes of the meeting as follows:
Report on the meeting with the Site-Manager on 6 November 2025
Dear colleagues,
The Local Staff Committee Munich met with Ms Simon (VP4) in her capacity as Site Manager and members of the Administration on 6 November 2025.
In the meeting, Staff Representation addressed the topic of performance management and that the ideal would be to have clear and consistent rules for line managers, as staff were still not sure how their past performance correlated with their performance report. Neither Circular No. 365 nor Circular No. 366 provided clear assessment levels. When are goals “met”? When are they “partially met”? When are they “not met”? When are they “exceeded”?
We also addressed the Young Child Allowance which the Bavarian Familienkasse considers as overlapping with Familiengeld and Elterngeld, and the Home Loans budget slashed from €16.8 million to €5 million.
Among the other topics addressed are: Confidential meeting spaces, Allocation of offices, AI resource consumption.
That last one refers to slop, not "AI".
The full report reveals that several other members of the "Mafia" of Campinos were there also, rendering it s stacked panel that undermines the media and covers up substance abuse while breaking many laws:
Örtlicher Personalausschuss München Innenstadt, Haar und Brüssel
Local Staff Committee Munich City, Haar and Brussels
Le Comité local du Personnel de Munich Ville, Haar et BruxellesMunich, 26-11-2025
sc25019mpReport on the meeting between the Deputy Site Manager
and the Local Staff Committee Munich
on 6 November 2025On 6 November 2025 members of the Local Staff Committee Munich met online with Angel Aledo Lopez (Chief Operating Officer Operations/Chief Technology Officer), Maria Arranz Gomez (Social Dialogue Secretariat), Elodie Bergot (in her role as Munich Deputy Site Manager), Frédéric Brunelle (General Administration), Hilde Cadenau (Payroll Services), Silvia Analia Echagüe- Wehling (People Services and Well-Being), Diego Eguidazu Alonso (Chief Information Officer), Florian Grundies (General Administration), Jürgen Janda (Director buildings, technical installations and property), Mariya Koleva (Operations Planning & Performance Office), Konstantinos Kortsaris (Senior Advisor President’s Office), Beatrice Marliani (People Engagement and Development), Steffen Peschgens (People Planning and Talent Management), Gema Requena Sempere (Chief People Officer) and Nellie Simon (in her role as Munich Site Manager).
Meeting opened: 10:00
Performance assessment consistency
Staff Representation asked what the Office was doing to ensure that line managers apply uniform standards when evaluating staff performance.
The Administration replied that the performance cycle was regulated by Circular No. 365 (Talent management framework) and Circular No. 366 (Guidelines on performance development).
Performance was assessed against defined expectations, although consistency was not automatic and so line managers were receiving support from HR. This support took the form of, for example, regular Q&A sessions and training sessions involving role play. The Administration stressed that harmonisation was needed for a fair distribution of rewards. Calibration took place at different layers of the Office. In the last reward exercise the Administration had worked on further clarification for line managers to ensure a common approach.
Staff Representation replied that although there had been some improvement in the last few years, and line managers often refrained from being overly critical towards staff in DG1 who had not reached their targets, different line managers were still applying different rules. Some line managers were even using the “appraisal season” to put pressure on allegedly low-performing staff members.
Staff Representation added that the ideal would be to have clear and consistent rules for line managers, as staff were still not sure how their past performance correlated with their performance report. Neither Circular No. 365 nor Circular No. 366 provided clear assessment levels. When are
goals “met”? When are they “partially met”? When are they “not met”? When are they “exceeded”? Staff Representation had seen the rules applied in unacceptable ways, such as a staff member returning from long-term sick leave and then receiving a “not met” even if they reach their target. Many colleagues only received “pity steps”, not enough care had been taken for staff who had been left behind. There was much room for improvement in the system.
The Administration promised that line managers would receive internal coaching to ensure uniform assessment practices.
Staff Representation asked that the uniform assessment practices be made public so that staff members could be assured that they were being fairly treated.
Young Child Allowance
Staff Representation had been contacted by colleagues having issues with Familiengeld and Elterngeld, which had been partially or fully cut since the implementation of the Young Child Allowance (YCA), despite both allowances already being in place at the time the YCA was introduced. This was a problem caused by the Office, not by the Bavarian State, because the Office had created an allowance that overlapped with that provided by the Bavarian State. Given the significant financial burden on affected families, Staff Representation requested that the Office provide resources to help them. In its capacity as an international organisation based in Bavaria, the Office should also initiate a dialogue with the Bavarian State as the situation was worsening. A dedicated meeting between the Administration and Staff Representation, aimed at resolving the problem, was requested in the next six months (i.e. before the Staff Representation elections in July 2026). A review of the allowances was needed to avoid issues in the future with the Bavarian State.
The Administration acknowledged that a few colleagues had reported problems with Familiengeld and Elterngeld, but added that “you need to look on both sides of the road before crossing if you deal with the Bavarian State”. The Office would not agree to provide legal support to staff in their dealings with the Bavarian State. The resources of the Office were not limitless. The Administration would, however, organise a meeting with Staff Representation dedicated to this issue before the end of the calendar year. However, no review of the YCA could be conducted.
HR understaffing
Staff Representation informed the Administration that colleagues were having a lot of problems getting through to HR by phone on 4343 (HR Services). Was this due to understaffing?
The Administration replied that there were processes being put in place to improve the situation. Formalities Officers were being internally recruited to work in HR, and there was a good plan for digitalisation. Staff should also be aware that the HR phone line was only available during the working day.
Amicale Munich Secretariat
Staff Representation asked the Administration for a status update on whether a suitable candidate had been found for the Amicale Munich Secretariat. The current arrangement whereby a staff member in the Hague was performing this role was ineffective as physical presence in Munich was necessary.
The Administration explained that recruitment was ongoing.
Staff Representation replied that the transparency of the Office on this matter was appreciated. However, shouldn’t Amicale itself be playing a part in the interview process?
The Administration replied that recruitment was a job for HR. However, as soon as someone had been recruited Staff Representation and Amicale would be informed.
Home Loans
Staff Representation noted that the Home Loans budget had been slashed from €16.8 million to €5 million. What was the reason for this?
The Administration replied that the rebalancing of the budget was just to adjust it to a lower expected expenditure.
Staff Representation did not understand this. The Home Loan budget supported itself from repaid loans and interest. The reason that less people were applying now was that young people on contracts could not apply. Could the Office help five-year contractors step into the housing market? Also, the Office had become unwilling to offer home loans for properties in other countries even if staff members had security to offer in Germany.
The Administration replied that although the Budget and Finance Committee (BFC) and the Administrative Council (AC) had not as yet asked for the Home Loans budget to be cut, this would be done in the future if the budget was not fully used.
Confidential meeting spaces
Staff Representation was concerned that the dignity of staff was not being respected when confidential meetings were being held. This was a consequence of meetings being held in rooms with glass walls. The Administration was reminded that 90% of staff expressed a preference for opaque privacy protection on glass walls, as was usual in The Hague. Also, what guidelines were given to managers about where to hold confidential meetings? Could designated confidential rooms be booked? Could any further building renovations take into account the need for confidential meeting spaces?
The Administration replied that line managers were reminded that a confidential meeting should be held in a room remote from the team of any colleague involved in the confidential meeting. Also, monitors should be angled at 90° to the door so that they could not be read from outside a room. These steps help to protect privacy. In addition, opaque privacy protection would not stop staff from seeing who was leaving or entering a room. The reason the Office had decided to have glass walls was not a question of cost, but rather that glass walls give a more open, light feel to a building.
Staff Representation noted that line managers were not always holding confidential meetings away from staff teams, and monitors were not always angled at 90°.
Allocation of offices
Staff Representation asked how workplaces would be allocated during and after the building renovations. Will there be allocated workplaces in PschorrHöfe (PH) 5+6 (710 workspaces) after the move from PH 1-4 (1200 workplaces), considering that all the allocated workplaces in the Isar building were being cancelled during renovations?
The Administration replied that during renovations less office space was available. For example, the Isar building would lose half of its rooms. However, the Administration promised that when the renovations in the Isar building were finished the Office would go back to the principle of “three days a week in the Office and you get a fixed workplace”. Of course, that would be assessed at that time and would not be based on the number of days staff members were physically present pre-renovation. The right to an allocated workplace was not permanent and could be gained or lost depending on weekday attendance.
AI resource consumption
Staff Representation asked how much energy was being used for AI and data processing.
The Administration replied that data processing was carried out both using EPO data centres in Luxembourg and on the cloud. Consumption was monitored to make sure it was not getting out of control, there had been no explosion in the consumption of digital resources.
Staff Representation wondered how consumption in the cloud could be monitored.
The Administration replied that the electricity consumption of EPO resources could be measured, for cloud use the carbon footprint could be measured as the EPO accessed the cloud on a pay- per-use basis. The Administration shared graphs showing the carbon footprints of the cloud as well as the energy consumption of the data centres. However, it could not be seen from the graphs the specific energy consumption caused by AI, in particular the Amazon Web Service or external AI providers such as ChatGPT.
Meeting closed: 11:10
Your representatives of the Local Staff Committee Munich (LSCMN)
In relation to slop they may as well mention the violation of confidentiality (Data Protection) among other legal aspects.
Legality, at least in the EPO, is lacking from the lexicon. It's just run by an overpaid "Mafia" that in effect sells the EPO's jobs to friends. █