Transcript Modern Model Career of European Civil Servants

Modern Model Career of
European Civil Servants
By Enrico Calossi, PhD
Pisa University
Definition of Civil Service
• First use: East India Company to distinguish the civilian
from the military personnel.
• British context: The remunerated personnel other than
those serving in the armed forces, whose functions are to
administer policies formulated by or approved by
National governments (Bogdanor 1987).
• General definition: mediating institutions that mobilize
human resources in the service of the affairs of the State
in a given territory.
• Civil servants are different to contract servants, who
works as consultant for a short period or who works for a
company owned by the State (they work under the
private sector law).
Three Aspects
Civil Service as
• 1. Personnel Systems
• 2. Governance Institution
• 3. Symbol System
• Features of Modern Model Career of
European Civil Servants
Access to the civil service
• Concours: written and/oral texts periodically
held to create a recruitment list (Belgium,
France, Spain, etc…)
• Calls: held for vacant posts (ex. Germany,
Austria, UK)
Access to the civil service
• Announcement of vacancies: journal (ex.
Wiener Zeitung, Moniteur Belge, Journal
Officiel); within the administrations; up to
each institutions (Finland, UK, Sweden);
others
• Admission requirements: language
proficiency, education, full citizenship rights,
military obligations, specific age limits,
physical aptitude.
Access to the civil service
Example: AGE requirements
• Max Limits: Belgium: 50; Austria: 40; France:
from 27 to 45; Germany: 32; etc…
• Min Limits: most of States: 18, Danmark: 20;
Luxembourg : from 19 to 25
Career development, internal
promotion and mobility
• Career Development:
• Different Levels: Austria: 9 levels; Belgium: 19
leves; Luxemburg: 3 kinds of career.
• Promotion by internal concours (France), calls,
seniority (Portugal).
• Mobility: compulsory vs voluntary;
geographical, professional and/or functional
Training of civil service staff
• Categories of Training:
a. prior to recruitment
b. Initial general training
c. Job specific training after recruitment
d. Further training (throught the whole career
of the official).
Training of civil service staff
• Kind of… Compulsory, voluntary, condition for
promotion
• Who is the trainer? Special national school
(France: ENA), local agencies, same
institutions
• Aims: a. contribute to the implementation of
administrative reform and modernisation
• Adaptation to the Europeanization process
Management of Performance, Competence and
Potential
• 1. Rating: presentation, dress, politeness, clarity
of expression
• 2. Evaluation of outputs: number of cases dealt
with
• 3. Evaluation of performance: quantitative and
qualitative indicators
• 4. Evaluation of competences: analysis of tasks
and profiles of posts
• 5. Evaluation of potential: managerial potential,
negotiation skills
Remuneration of Civil Servants
• Composition of remunaration:
• Basic salary
• Holiday and end-of-day allowances: ex. “Christmas
Bonus” (Germany)  92% of basic salary
• Social allowances: ex. Belgium: extra-money for child’s
birth; “local cost of living”
• Functional allowances: to whom accepts extrafuntioncs exceding his/her grade.
• Performance allowances: achievement of certain goals
• Extrahours: difficul in many contries, forbidden in Spain
Working Time in the Civil Service
•
•
•
•
•
•
•
Full time vs Flexibility
Full time: Portugal (35 hs) to Luxembourg (40). In
Ireland and UK: 41hs, meals included
Flexibility:
Flexibility in working hours
In the length of working life
Contractual flexibility
Flexibility in the location of work
Task flexibility
Pay flexibility
Working Time in the Civil Service
Flexibility in working hours:
• Part-time
• Job-sharing
• Flexitime
• Flexibile daily hours
• Flexibile weekly hours
• Working time allocated over a year
• Overtime
• Night and week end work
•  general trend: individualization of working time
Pension Systems and the Reform
Process
Questions: When? And how much?
• When?
Effective age + years of work.
Possibile age to retire (Germany: 65, Sweden: 60)
Obligatory age to retire (Sweden, Portugal :65)
• How much?
a. on the age of retirement
b. Typology of calculation system
Budgeted System VS Funded System
Social Dialogue in Civil Services
• Ancient approach: Unilateral Wage
Determination by the State
• Collective agreements: between whom?
• Centralised (France, Germany, Spain) VS
decentralised dialogue (UK, Finland, Sweden)
• Right to strike: in general Yes, no in Germany and
Austria
Equal Opportunities
• EU principle “equal pay for equal work”.
• Is that enough? NO!!
• Different needs for women and men:
 Women: burden of work and family work.
• Solutions: pregnance and motherood guarantees,
day nurseries and childcare facilities, lower age
for retirement, explicit reservation of posts for
women (different maximum age for recruitment),
time work flexibility
Features of Modern Model Career of European
Civil Servants
•
•
•
•
•
•
•
•
•
1. Access to the civil service
2. Career development, internal promotion and mobility
3. Training of civil service staff
4. Personnel Appraisal System: from Assessment to the 5.
Management of Performance, Competence and Potential
5. Remuneration of Civil Servants
6. Working Time in the Civil Service
7. Pension Systems and the Reform Process
8. Social Dialogue in Civil Services
9. Equal Opportunities