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

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Presentation on theme: "Ministère de la Fonction publique 1 OCDE – 6 December 2006 How HR planning can overcome contemporary challenges to the public sector Experiences of introducing."— Presentation transcript:

1 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

2 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

3 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

4 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

5 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

6 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

7 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

8 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

9 Ministère de la Fonction publique 9 OCDE – 6 December 2006 The summaries of of the ministerial plans is available on the site Public Administration www.fonction-publique.gouv.fr underneath « Observatoire de l’emploi public / activité 2004-2005 » www.fonction-publique.gouv.fr


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