Ministère de la Fonction publique
How HR planning can
overcome contemporary
challenges to the public sector
Experiences of introducing GPEEC in France
OCDE – 6 December 2006
1
Ministère de la Fonction publique
GPEEC – Forecast management of
staff, posts and competencies
• 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
OCDE – 6 December 2006
2
Ministère de la Fonction publique
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
OCDE – 6 December 2006
3
Ministère de la Fonction publique
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
OCDE – 6 December 2006
4
Ministère de la Fonction publique
Balancing diversity with consistency
• Within a centrally defined framework, ministries are
required to perform annually:
– Strategic exercise
– HR exercise
– Technical exercise
OCDE – 6 December 2006
5
Ministère de la Fonction publique
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
OCDE – 6 December 2006
6
Ministère de la Fonction publique
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
OCDE – 6 December 2006
7
Ministère de la Fonction publique
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
OCDE – 6 December 2006
8
Ministère de la Fonction publique
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 »
OCDE – 6 December 2006
9