1. 1 Social Security Capacity Building and Staff Training in European Countries Staff training in Social security: How to proceed - Why develop staff training and capacity building systems ? - Structuring training needs - Practical tools for quantifying & qualifying needs - Partners in training systems - One country example (France) By: Jean - Victor Gruat

2. 2 Social Security Capacity Building and Staff Training in European Countries Reasons for staff training and capacity building  Meeting specific needs from the enterprise (social security institution)  Planning for replacement of older generations  Facing technological changes  Limiting turn over through career development

3. 3 Social Security Capacity Building and Staff Training in European Countries Structuring training needs  Identification of job specialization  Identification of job levels  Identification of required technical skills  Identification of measurement tools

4. 4 Social Security Capacity Building and Staff Training in European Countries Quantifying and qualifying needs requires practical tools  Social security jobs (training whom)  Job descriptions (train what for)  Competencies grid (train in what)  Predictive methods (train how many)

5. 5 Social Security Capacity Building and Staff Training in European Countries Practical tool/ Job Families (French social security system) JOB FAMILY Nb of jobs Clients management10 External controls5 Promotion new technologies 2 Social services4 Prevention5 Rehabilitation12 Health care delivery9 Legal advise2 Organisation and methods 4 JOB FAMILY Nb of jobs Financial management 3 Economic and social analysis 1 Human resources development 2 Information technology 4 Public relations 6 Support workers 5 Maintenance 3 Management 3 Total: 80 social security jobs

6. 6 Social Security Capacity Building and Staff Training in European Countries Practical tool: Job Descriptions Required Competencies JOB DESCRIPTION StatusStructure Activities

7. 7 Social Security Capacity Building and Staff Training in European Countries Practical tool: Competencies Typology of Competencies for Managers General Skills Analysis/Synthesis Creativity – Motivation Management Skills Policy Skills Internal Communication Understand global goals External communication Define & implement Leadership orientations & projects Crosscutting Skills Technical Skills e.g. organization, I.T., accoun- Laws and regulations tancy, HR management, statistics Work processes

8. 8 Social Security Capacity Building and Staff Training in European Countries Practical tools: Predictive methods of Human resources management TOOLSCONTENTS / PURPOSE KNOW- LEDGE List of existing and prospective jobs To identify jobs existing within a given institution Employment grid Identify conditions for accessing any given job, and bridging arrangements from one job to the other Competencies grid Identify main required competencies for any given job. ANTICI- PATION Resources projection tool Set of indicators allowing for the quantitative anticipation of the situation concerning existing jobs Future requirements identification tool Set of indicators allowing for the anticipation of future needs from qualitative and quantitative view points FOLLOW UP Employment spreadsheet Numbers, age structure, transfers, retirements… Monitoring / Warning indicators Turn-over, ageing, sensitive occupations, absenteeism, average job cost and evolution …

9. 9 Social Security Capacity Building and Staff Training in European Countries TRAINING FOR Components of staff training system INSIDE OUTSIDE Recruitment Promotion Skills Updating Personal Satisfaction National Regional Local Universities Training Institutes Corporate Training DISTANCE LEARNING INTERNATIONAL TRAINING WITH

10. 10 Social Security Capacity Building and Staff Training in European Countries Practical example: France - One National Training System at the institution level - One National School at recognized post-graduate level for pre-training of future high level managers and re-training of the same -Fifteen Joint Regional Training Centres RTC (some cover more than one region) - Some RTC are designated advanced centres for specific competences (responsible for preparing materials, testing them, sharing and evaluating when applied in other centres) - Cost is significant, almost 5 % of payroll - About 2/3 of all staff undertake training every year - Average training duration 45 hours/ year/trainee - 1/3 of training inside working organization (local) Access varies with job level, - 30 % for workers, - 60% for clerks, - 65% for lower levels of management.s, - 70% for middle and high level managers.

11. 11 Social Security Capacity Building and Staff Training in European Countries Conclusion  Social security staff training is a complex, but fundamental issue.  It is required for the proper functioning of the institution, for its credibility, for achieving its goals of clients’ satisfaction, social efficiency, efficient management.  It needs means of action, proper planning, monitoring and evaluation.  It also benefits form international cooperation, and  the EUCSS reform project is proud to have brought its input, albeit modest, to Hunan’s and China’ efforts in this respect.