Pool Talent Management for Senior and Executive Civil

  • Slides: 10
Download presentation
Pool & Talent Management for Senior and Executive Civil Servants France David Corbé-Chalon 15

Pool & Talent Management for Senior and Executive Civil Servants France David Corbé-Chalon 15 May 2017 Introductory presentation

Key Characteristics & Figures: Civil Service in France • A career-based system based on

Key Characteristics & Figures: Civil Service in France • A career-based system based on competitive recruitment • 3 branches: State, Local and Hospital • 5. 4 million agents, including military, police, teachers, nurses • 70 % are established civil servants • 62 % are women

Key Figures: Senior and Executive Civil Servants • Around – – – State Local

Key Figures: Senior and Executive Civil Servants • Around – – – State Local Hospital 121 500 agents i. e. 103 600 12 300 5 600 4. 3 % of the branch 0. 6 % 0. 5 % • 40 % of women : • Average : 48. 1 y. o. : State 47. 6 • Average remuneration : – – – State Local Hospital 7 700 euros 5 898 euros 6 603 euros 2. 3 % of the civil service State 38 % including Local 52 % Hosp 46 % Local 52 Hosp 48. 8 45 % bonuses & allowances 40 %

State SCSs: Positions and Pool • What kind of positions? – Superior positions at

State SCSs: Positions and Pool • What kind of positions? – Superior positions at Government's discretion, e. g. : prefect, ambassador, secretary general, director of central administration – Superior management and expertise positions, e. g. : head of department, sub-director, project director, high-level expert – Direction of State territorial administration • For what kind of civil servants ? – – – State / Audit Court / Foreign Affairs Councilor General Inspectors Civil / Finances / Statistics Administrators Environment / Economics Engineers Architects and Urbanists, Curators of Heritage

SCSs Pool and Talent Management: Context & Background • Changing world : increasing pace,

SCSs Pool and Talent Management: Context & Background • Changing world : increasing pace, complexity, digitalization … initiative and risk-taking have to be promoted • Those are new challenges for public administrations especially for SCSs, key actors of change management • Need for: – stronger SCSs profiles : diverse, skilled, professional – support to SCSs in building their professional paths How do we design a more efficient & transversal HRM dedicated to SCSs ? = Main focus here the policy designed for the Directors of Central Administration (DCA)

DCA Pool and Talent Management: Goals & Design • Aims of the policy: facilitate

DCA Pool and Talent Management: Goals & Design • Aims of the policy: facilitate talent detection professionalize nominations • de-compartmentalize pools strengthen managerial culture Inter-ministerial pool for appointments to 200 positions – Managed by a Mission of the Secretariat-General for the Government – Created in 2012, renovated in 2015: professionalized and more selective � Scheme supported by ministerial Managerial plans Objective : that only 25 % of positions at Government’s discretion be filled by nominations from outside the pool

DCA Pool and Talent Management: Implementation Policy & Actions A comprehensive policy, based on

DCA Pool and Talent Management: Implementation Policy & Actions A comprehensive policy, based on six distinct actions: 1. Harmonized ministerial annual senior management review 2. Inter-ministerial assessment procedure for each pool candidate 3. Audition before a hearing committee for all candidates to the positions – including non-members of the pool 4. Council of ministers bound to examine at least 3 candidates, among which at least 1 woman and 1 pool member 5. Specific training, coaching and peer-to-peer exchanges offered to pool members and nominees 6. Management of the pool: limited volume and duration of membership

DCA Pool and Talent Management: First Results • Improved upstream ministerial selection: – Demonstrated

DCA Pool and Talent Management: First Results • Improved upstream ministerial selection: – Demonstrated by the good results of the assessment procedure • Enhanced management of the inter-ministerial pool: – Advisory opinions of hearing committees followed – Growing proportion of pool members among nominees Reduced proportion of non-pool members among nominees

Questions ?

Questions ?

Thank You David Corbé-Chalon david. corbe-chalon@finances. gouv. fr

Thank You David Corbé-Chalon david. corbe-chalon@finances. gouv. fr