1. Government employment: Indicators of human resource management and compensation Zsuzsanna Lonti OECD – GOV

2. Overview How do countries manage their workforce? –Efficiency, effectiveness and productivity –Fairness, equity, justice and social cohesion Strategic HRM survey (central government) How much are public servants paid? –Competitiveness of the public employer internally and internationally –Ability to recruit and reward – Limiting the costs Survey on compensation costs (central government)

3. Strategic HRM survey A sustained long term effort –Started in 1998, 2002, 2005, 2010 – Time series –Increasingly sophisticated and solid Indicators: –Strategic HRM management –Delegation of the management of public servants –Performance assessments –Intensity of performance related pay –Structured management of the senior civil service –Characteristics of the workforce –Workforce restructuring –Industrial relations –Working conditions

4. Strategic HRM survey A wealth of additional information – legal status, recent changes and government priorities, pay structure etc. New additional areas of focus in 2010: –Senior leadership –Workforce downsizing: restructuring and dismissals –Work conditions: annual working hours and sick leave –The management accountability framework and strategic people management –Potentially underrepresented groups

5. New OECD survey on compensation costs Coverage: –18 occupations (adaptation of ISCO), including 6 service delivery –Five basic headings: top managers, professionals, secretaries, and technical support –7 ministries Methodological principle: Total amount paid by the employer ( wages and salaries, social contributions): a reliable indicator of all types of benefits that employees get Comparison across countries, comparison across ministries, comparison to average pay in the country

6. New OECD survey on compensation costs Two main components of pay: –Gross wages and salaries: basic wages and salaries + guaranteed and regularly paid allowances + remuneration for time not worked + regularly and irregularly paid bonuses and gratuities –Employers social contributions: Employers social contributions to social security and private funded social insurance scheme + unfunded employers social benefits + imputed social contributions Taking into account: -Seniority (entry level, maximum, average, median) -A refined PPP -Working time

7. New OECD survey on compensation costs Partial results in G@G (with early review of results at the Public Employment and Management working party meeting) Full analysis to be reviewed in the Spring of 2011 for publication end of 2011.