dgafp presentation hrfp-training 20160927€¦ · training courses in public service school:...

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HRforward planning&Training:Policies &Steering

Experience from theFrenchcivilservice

MINISTÈREDE LA FONCTION PUBLIQUE

27 September 2016

International Exchange Seminar on

“Role, positioning and interventions of National Public Service Organizations

on HR matters”

Pretoria, South Africa

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SUMMARY

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1. HRforwardplanningpolicy:abasicapproach

Focus#1:TheInter-ministerialStateJobsDirectory

Focus#2:TheInter-ministerialDictionaryofCentralGovernmentSkills

2. Trainingpolicy&steering

Focus#3:Inductiontraininginpublicserviceschools

Focus#4:Ongoingtrainingtools

SUMMARY

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1.HRforward planningpolicy:abasicapproach

• InFrance,HRforwardplanningiscalled“forecastmanagementofworkforce,jobsandskills”

• Conceivedasaplurennialtask entailing:– Determine actualjobs,workforceandskillsofanorganization– Makeofprojection ofthoseonshort-term(1year)andmid-term(3years)

takingoneorseveralhypothesis– Explore futureneedsinjobs,workforceandskillsandtoidentifyastrategic

target– Analyze differencesbetweenprojectedresourcesandfutureneeds

• Arisk-preventionapproach:identify– evaluate– riskscartography• Deemedto:

– Preventmaladjustment:forsee,anticipateandplanchanges– Manageactualskillsofagentstocometoprofile/positionmatches– Implementactionprogramsansweringtheadministrationsneeds

andagents’expectations

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1.1. Definition


• Beforehand:anauto-diagnosisoftheHRfunction1. Gatherquantitativeandqualitativeavailableinformation:

ü Quantitativedata:workforce,flux,budgetaryevolutionü Qualitativedata:evolutionofmissions/trades,availableHRtools

2. Evaluateorganizationalandmanagerialcontextü Managerialdegreeofautonomy:internalreorganizationandagentsplacement,modulationofbonuses,

consequencesofindividualassessment,contractualstaffhiringcapacity,trainingpolicydefinition,availabilityofanindividualcareeradviser

ü OrganizationofHRmanagementdialogue:degreeofdecentralization,formal/informalprocesses• A5stepsmethod

1. IdentifyavailableHRdata:to-day“photo”includingterritorialallocation2. Projectresourcestoshort- andmid-terms:performanceofstatisticdeviceand

informationsystems3. Determineastrategictarget4. Diagnoseandanalyze differences:

ü Evaluateimpactofavailableresourcesandofexpectedorganizationalchangesü Submittheresultsoftheevaluationtotradeunionspriortodecision-making

5. Create,followandevaluatetheHRactionplan

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1.2. Method


STEP#1:AVAILABLERESOURCES

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WORKFORCE JOBSMatching?

Matching?

STEP#2:PROJECTEDRESOURCES

STEP#3:STRATEGICTARGET

STEP#4:DIFFERENCEDIAGNOSIS

STEP#5:HRACTIONPLAN

Dimensions:

- quantitative- qualitative- geographic- byunitorstructure

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1. A“Trades”approchü WhattradesdoestheStateneed?ü WhataretheState’sfunctions?

Atradesdirectoryisakeystonefor:HRforwardplanningand professionalpathsbuilding

2. Personalizedmanagementthroughaskills&competencesapprochü Job:descriptionofrequired skills&competencesü Agent:descriptionofactualorpotentialskills&competences

Makethemmatch:buildingandcollectingtheresultsofindividualassessments

3. Afavourablebudgetaryframeworkü Publicfinanceslegalframeworkhastoprovideforaplurennialapproachü Payrollbudgetflows fromthedesignedHRforwardplanningscenario

4. ReliableandpowerfulHRinformationsystemsü DGAFPpolicy:makeministerialinformationsystemsconverge

5. Highlevelofgovernmentalsupport

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1.3. Five prerequisites to engaging into HR forward planning

SUMMARY

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3 MISSIONS OF THE STATE

Function :Strategy

Formulate publicpoliciesSteer publicpoliciesEvaluation &studies

Function :Support

FinancialandfiscalLogisticsLegalHRITCommunication

Function :Operational

DiplomacySecurityJusticeControlEducation,trainingResearchDevelopmentHealthcareSocialprogrammesServicestocitizensEnvironnementCultureDefencePublicFinance

26FUNCTIONSOFTHE

STATEFOR3MISSIONS

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JOB-

REFERENCE

- shortdefinition- mainactivities- competences- specific working conditions- evolution trends

- statutory caracteristics- reference totheorganisation- mainactivities- prerequisites (education-profile-experience)- skills- development andevolution possibilities

-work post (jobcategory,geographic location,numberofstaffintheunit,missionsandspecificity ofthejob,dateofavailability,etc.)- environment ofthework post (function andgradeofthesuperior,headcount oftheworkforce,management,available ressources,etc.)- profileforthejob (education,skills,experience)

JOB-TYPE

POSITION– WORKPOST

STATECIVILSERVICE

« RIME »

MINISTRY

Ministerialdirectories

OPERATIONALDEPARTMENT(centraladministration,localservicesoftheState,public

bodies,etc.)

Workpost

ArchitectureoftheDirectory


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Ministries and Agencies

HR Managers

Schools and Universities

CitizensLabor market

Employees

THEDIRECTORYISANINFORMATIONANDMANAGEMENTTOOL,WHICHCANBENEFITTOMANYUSERS

Unions « RIME »

SUMMARY

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“Skills”:waytodevelopacommonapproachbetweenministerialdepartmentsEases: - Inter-ministerialmobility

- Harmonizationofjobdescriptions andHRinformationsystems- Haveaclearvisionofgatewaysbetweenjobsandpositions

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SkillsDirectory

RecruitingSkills profiles matchingNeeds for each position

Annual individualassessment

Evaluation of skillsregarding the occupied job

TrainingAdapting training

actions

Professional pathand mobility

Skills identification

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L’architecture générale du DICo : « savoir-faire », « savoir-être » et « connaissances »

21“know-how-to-be”+definitions

102« know-how »+definitions

40knowledgecategories

SkillsDictionary Skillsdatabase

3 categories: - conceptual- contextual - relational


SUMMARY

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2.Trainingpolicy &steering

• Civilservicetrainingpolicyincludes:– Inductiontraining:competitiveexaminationsleadtopostpre-recruitment

traininginpublicserviceschools– Ongoingtraining:skillsdevelopmentduringprofessionalcareers– About70publicserviceschoolsand400trainingsites

• Civilservantshavearighttolifelonglearning:20hours/year(24hoursin2017)

• Trainingplansaimsat:– Ensuringmatch betweenagentsskillsandskillsneededbyadministrations:

specifictrainingforindividualpositions,accompanyjobsevolution,developmentofnewskills

– Accompanyingprofessionalpaths:careerassessment,skillsassessment,preparatorycoursesforcompetitiveexaminations

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2.1. Overview


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Induction training Ongoing training

Inter-ministerial level:DGAFP- Inter-ministerial training

policy steering- Statutory evolutions: global

training policy, ministerial provisions for training, reform particular rules for corps

- Supervision of ENA and IRAs

Ministerial level:Ministries/ State local services- Specific training activities

linked to the ministry activity- Ministerial and local training

plan- Supervision of ministerial

public service schools

ENA

5 IRAs Regionaltrainingpooling

Ministerialpublic service schools

Training centres

Ministerial trainingservice

Local trainingservice

STAKEHOLDERS

SUMMARY

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Focus#3:InductiontraininginpublicserviceschoolsFromrecruitmenttoconfirmation

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2.1. competitiveexam

Training courses in public service

school:

probationary official

Examinationat the end

of the school period

Confirmation+ 1st job

§School period :6to24months ;§Specific rules (complementary totherules ofgeneral status):probationaryofficial(andearn asalary)§Trainingcontents:theoreticalknowledge +pratical trainingintheirfutureadministration

Signature of a mandatory commitment to serve the State civil service for 4 up to 10 years

= reimbursement of salaries in case of breakup

Successfulcandidates

Permanent civil

servant

SUMMARY

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Focus#4:Ongoing trainingtools

• Individualtrainingright:20hours/year,individualaccountlimitedto120hours– 2017reform:24hours/year,limitsetto150hours

(equalrightswiththeprivatesector)

• Professionalizationperiod

• Specialleaveforvalidationofpriorprofessionalexperience

• Annualindividualassessment

• Careerinterview

• Careerassessment

• Skillsassessment

ToolsinvolvingmultipleHRstakeholders(notonlytrainingservices)

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• Nationalsteeringofinter-ministerialtrainingpolicy:Coordination,adviceandsupportforministerialtrainingservices

• Networkmanagement:e.g.Trainingmanagersnetworks,Publicserviceschoolsnetwork,HRnetworks,Trainersnetworks,Technicalnetworks(onspecificjobareas)

• Poolinginter-ministerialtrainingactivitiesatalocallevel(region)– Allocationofcredits– Managementofnationalplatformfortrainingpooling

• DraftingtheCivilserviceAnnualreportandtheAnnualsurveyontrainingactivities

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2.2. Role of DGAFP (1/2)


• Draftingofyearlyinter-ministerialcirculardefiningtrainingpriorities(annualandtriennial)– Among2016Priorities:

• Induction&ongoingtraining:e.g.PromotingdiversityandCombatingdiscriminations,Neutrality&Secularism,Psychosocialrisks

• Ongoingtraining:e.g.Accompanyingmanagersonorganizationalchanges,ProcurementandPublicpurchase,Budgetary&financialissues,Professionalizingcareeradvisors

– Foreachpriority:generalframeworkproposedforpedagogicalengineeringbuildingsoastoharmonize thecontentoftrainingsessions

• Modernization issues:e.g.e-learning,ITtools,pooling&complementarityofoperators

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2.2. Role of DGAFP (2/2)

Thank you foryour attention!

MINISTÈRE DE LA FONCTION PUBLIQUE

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dgafp presentation hrfp-training 20160927€¦ · training courses in public service school:...

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