1. Selection and Recruitment of Senior Executives in the Public Service Külli Toomet-Björck Eve Limbach-Pirn 7.09.2010

2. Expectations to our presentations Approach we take in Estonia Merits of external versus internal sourcing Recommendations on the most effective model for the future

3. Big Five of selection and recruitment How do we know who are we looking for? How can we get enough candidates/high quality candidates? How do we know who of them is the right one? How can we seem neutral? How can we agree on choices we can´t change?

4. Some facts about Estonia 1,4 mil inhabitants Ca 28 000 civil servants 52% in the age of 21- 40 11 ministries Responsibility for public service development divided between different institutions Public Service Act outdated High decentralization Management development since 2005 87 Top Civil Servants: –11 Secretaries General of the Ministries –47 Deputy Secretaries General of the Ministries –28 Directors General of Boards and Inspectorates –1 State Secretary

5. How do we know who are we looking for? Requirements in Public Service Act Competency Framework of top group Specialized knowledge and skills Organisational context Forthcoming tasks/challenges

6. LEADERSHIP CITIZENORIENTEDCITIZENORIENTED CREDIBILITY CORPORATEIDENTITYCORPORATEIDENTITY Awareness of Law Self Management Cooperation HR Management Resource Management Process Management Policy Making Strategic Leadership Communication Networking

7. How can we get enough candidates/high qualified candidates? Average number of candidates in 2009 - 7,4 Main reasons to drop out – lack of management experiences, poor language skills, poor level of competencies Future Leaders Programme Pool of Top Civil Servants

8. How can we assess their competencies? How can we seem neutral? Documents, written essay I Documents, written essay II Psychological tests, interviews in ministry Case study, competency based tasks III Committee interview Minister

9. How can we agree on choices we can´t change? Secretaries General: – Appointment by Government – Evaluation interview with candidate Deputy Secretaries General – Open competitions, Committee for recruitment and evaluation of SCS – Appointment by the head of administrative agency – Ca 90% without open competitions Directors General – Open competitions, Committee for recruitment and evaluation of SCS – Appointment by the head of administrative agency Development and training!

10. Recommendations Find a right balance between internal and external sourcing Do not forget about Client! Create a high-grade tool for selection Be ready for mistakes