Ministère de la Fonction publique 1 OCDE – 6 December 2006 How HR planning can overcome contemporary challenges to the public sector Experiences of introducing GPEEC in France

Ministère de la Fonction publique 2 OCDE – 6 December 2006 Moving towards this increasingly quickly since 2000: –Signature of framework agreements –Creation of the Observatory of Public Employment –Creation of Observatory of Employment in the Public Health civil service –Impetus given by the inter-ministerial committees for state reform –Regional conferences for local government employment implemented –Momentum given in the State civil service through the Minister of Public Administration GPEEC – Forecast management of staff, posts and competencies

Ministère de la Fonction publique 3 OCDE – 6 December 2006 Why GPEEC – the challenges we need to address Growing demands from citizens for higher quality public services Impending retirement of a large number of current civil servants Forecast increased competition with the private sector for recruitment Need to ensure the competencies of civil servants from a perspective of enriching careers Constrained budgetary context and consequent necessity to improve the efficiency of public services Regional demographic changes leading to the need to redeploy public services

Ministère de la Fonction publique 4 OCDE – 6 December 2006 How GPEEC addresses these issues As an employer; –Cross-matching skills with needs to inform recruitment As guarantor of the wider public interest; –Contributing to the attractivity of the public sector To facilitate the implementation of the LOLF; –Using the ministerial GPEEC plans as a framework, an instrument of dialogue, and a means to achieve objectives

Ministère de la Fonction publique 5 OCDE – 6 December 2006 Balancing diversity with consistency Within a centrally defined framework, ministries are required to perform annually: –Strategic exercise –HR exercise –Technical exercise

Ministère de la Fonction publique 6 OCDE – 6 December 2006 Implementation of GPEEC; the Ministry of Equipment Performed the strategic exercise by categorising its missions into: –Missions needing to be developed –Missions needing to be refocused –Missions needing to be abandoned –Missions needing to be transferred Resulting in a forecast need to transfer posts to the Ministries of Foreign Affairs, Interior and Defence, and the national Police

Ministère de la Fonction publique 7 OCDE – 6 December 2006 Implementation of GPEEC; the Ministry of the Interior Performed the HR exercise by establishing a plan agreed with the social partners to: –Re-examine the dynamic between posts and careers –Redefine recruitment and training policies –Develop professional career paths

Ministère de la Fonction publique 8 OCDE – 6 December 2006 Conclusions – benefits of GPEEC For the Ministry of Public Administration: –A better dialogue with the ministries in terms of reform –A better knowledge of the ministries For the other Ministries: –More visibility of the overall HR policy direction of the Ministry of Public Administration –Increased coherence between different activities –Sharing experiences and good practices

Ministère de la Fonction publique 9 OCDE – 6 December 2006 The summaries of of the ministerial plans is available on the site Public Administration underneath « Observatoire de l’emploi public / activité »