Pool & Talent Management for Senior and Executive Civil Servants France David Corbé-Chalon 15 May 2017 Introductory presentation

Key Characteristics & Figures: Civil Service in France A career-based system based on competitive recruitment 3 branches: State, Local and Hospital 5.4 million agents, including military, police, teachers, nurses 70 % are established civil servants 62 % are women Career system : - Nomination into a grade of the civil service is for life – Nomination into a position/job is revocable - Confirmation into a grade after nomination into a corps as trainee, following – most of the time – a training period in a public service school Possibility to move to a higher grade or even corps/category by way of examination or of choice of one’s hierarchy 3 hierarchical categories: A, B & C

Key Figures: Senior and Executive Civil Servants Around 121 500 agents i.e. 2.3 % of the civil service State 10 3 600 4.3 % of the branch Local 12 300 0.6 % Hospital 5 600 0.5 % 40 % of women : State 38 % Local 52 % Hosp 46 % Average age : 48.1 y.o. : State 47.6 Local 52 Hosp 48.8 Average remuneration : State 7 700 euros including 45 % bonuses & allowances Local 5 898 euros 40 % Hospital 6 603 euros Age: both women & men

State SCSs: Positions and Pool What kind of positions? Superior positions at Government's discretion, e.g.: prefect, ambassador, secretary general, director of central administration Superior management and expertise positions, e.g. : head of department, sub-director, project director, high-level expert Direction of State territorial administration For what kind of civil servants ? State / Audit Court / Foreign Affairs Councilor General Inspectors Civil / Finances / Statistics Administrators Environment / Economics Engineers Architects and Urbanists, Curators of Heritage

SCSs Pool and Talent Management: Context & Background Changing world : increasing pace, complexity, digitalization …  initiative and risk-taking have to be promoted Those are new challenges for public administrations  especially for SCSs, key actors of change management Need for: stronger SCSs profiles : diverse, skilled, professional support to SCSs in building their professional paths How do we design a more efficient & transversal HRM dedicated to SCSs ? = Main focus here the policy designed for the Directors of Central Administration (DCA) DCA & Secretary-Generals of ministries

DCA Pool and Talent Management: Goals & Design Aims of the policy: facilitate talent detection de-compartmentalize pools professionalize nominations strengthen managerial culture Inter-ministerial pool for appointments to 200 positions Managed by a Mission of the Secretariat-General for the Government Created in 2012, renovated in 2015: professionalized and more selective  Scheme supported by ministerial Managerial plans  Objective : that only 25 % of positions at Government’s discretion be filled by nominations from outside the pool At the SGG: Executive Managers’ Mission 2015 reform of the pool : 650 members, too many Need to be more selective in its composition: Members informed of their selection Members willing to be selected Members having fair chances to reach top management positions Selection taking into account gender equality goals Ministerial Managerial plans : Built to implement inter-ministerial priorities and to promote managerial culture inside the ministerial department, including new managerial practices key to conduct of change Address issues of attractiveness, identification and retention of high potentials and talents, taking into account both the aspirations of managers and the difficulty to build motivating professional paths on over 40 years Deemed to improve feminization of SCSs positions

DCA Pool and Talent Management: Implementation Policy & Actions A comprehensive policy, based on six distinct actions: Harmonized ministerial annual senior management review Inter-ministerial assessment procedure for each pool candidate Audition before a hearing committee for all candidates to the positions – including non-members of the pool Council of ministers bound to examine at least 3 candidates, among which at least 1 woman and 1 pool member Specific training, coaching and peer-to-peer exchanges offered to pool members and nominees Management of the pool: limited volume and duration of membership Example of the procedure, on the basis of the scheme working for positions of: Directors of central governement administration Heads of departement Senior management review / Ministerial managerial plans: MMP are supported by other instruments : review of managers, communities/networks of managers, prevention and remediation of difficulties encountered by managers Assessment: Purpose: objectify the selection procedure Based on a referential of managerial skills Conducted by an external partner Completed by interviews led by the Executive Managers’ Mission Hearing committees: give an advisory opinion Training programmes: Inter-ministerial cycle for State management: designed to develop managerial abilities for pool members and candidates to the pool (7 days on 8 months) Managerial training actions for pool members A specific program designed for women: address issues of self-confidence and visibility Personalized support and collective actions offered to newly nominated directors (ie. Public speaking) Management of the pool : Volume of members reduced from 650 to 500 Each year a little less than 100 members (after 4 or 5 years) are invited to leave the pool + those who step off receive personalized advice

DCA Pool and Talent Management: First Results Improved upstream ministerial selection: Demonstrated by the good results of the assessment procedure Enhanced management of the inter-ministerial pool: Advisory opinions of hearing committees followed Growing proportion of pool members among nominees  Reduced proportion of non-pool members among nominees Assessment : only 10% of the candidates proposed by the ministries were refused at the end of the inter-ministerial selection process Hearing committees : From july to december 2016, 31 hearing committees held Ministers always nominated the candidate ranked #1 by the committees Raising proportion of pool members among the nominees : 2012: 18% nominees among pool members ; 24% women 2015: 23% nominees among pool members ; 31% women Non-pool members nominees : from 40 % in 2012 to 24 % in 2015

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Thank You David Corbé-Chalon david.corbe-chalon@finances.gouv.fr