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SOCIAL DIALOGUE ORGANIZATION WITHIN EUPAN

SOCIAL DIALOGUE ORGANIZATION WITHIN EUPAN. Informal and formal social dialogue test within EUPAN How to manage it? What’s the best way to organize it in the network?. TWO GOALS:. Improving Informal Social Dialogue. To Test Formal Social Dialogue. Improving Informal Social Dialogue.

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SOCIAL DIALOGUE ORGANIZATION WITHIN EUPAN

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  1. SOCIAL DIALOGUE ORGANIZATION WITHIN EUPAN

  2. Informal and formal social dialogue test within EUPAN How to manage it? What’s the best way to organize it in the network?

  3. TWO GOALS: Improving Informal Social Dialogue To Test Formal Social Dialogue

  4. Improving Informal Social Dialogue Enhancing the cooperation between EUPAN and TUNED Joint theme for debate: The impact of individual assessment on organisational performance in the public services of the EU Member States Participation in:  HRWG Troika secretariat meetings 1st DG Troika meeting DG plenary meeting Joint Conference on Diversity through Equality in Public Administrations in Europe 17-19 October 2007 DENMARK PORTUGUESE PRESIDENCY

  5. Test of Formal Social Dialogue Informal Social Dialogue European Social Dialogue Test Committee on Central public administrations Informal Social Dialogue

  6. EUPAN Scenario A Structure of a Sectoral Committee Committee functioning in the test-phase period Composed of EUPAN Directors-General Plenary assembly Composed of 4 - 5 EUPAN representatives (4 DG of next Presidencies or DG Troika) Steering Committee Temporary ad hoc WG Human Resources Working Group 2008: Assumed by the Slovenian and French presidencies 2009: By the Czech and Swedish presidencies Secretariat

  7. STEERING COMMITTEE – Scenario 1 2008 - 2009 Slovenian DG French DG Czech DG Swedish DG Disadvantage: LIMITED PARTICIPATION BY DG’s Advantage:MEMBERS STABILITY

  8. STEERING COMMITTEE – Scenario 2 2009 2008 DG’s from:  Germany  Portugal  Slovenia  France  Czech Republic  Sweden DG’s from:  France  Czech Republic  Sweden  Spain  Belgium  Hungary Disadvantage:MEMBERS ROTATION Advantage:INCREASED INVOLVEMENT BY DG’s  Better evaluation of the test-phase

  9. Using HRWG to prepare social dialogue issues: • Each MS shall be represented by one representative; • According to the specificity of the matters to be dealt with it is incumbent upon MS to appoint other delegate instead of their representative at the HRWG; • Total delegates (EUPAN + TUNED) will be 54, based on the parity principle; The question raised:Will a group with 54 delegates be effective? Which alternatives can we find?

  10. EUPAN Scenario B Structure of a Sectoral Committee Committee functioning in the test-phase period Plenary assembly Composed of EUPAN Directors-General Steering Committee DG Troika (5 representatives) Human Resources Working Group WG C 2009 WG D 2009 WG A 2008 WG B 2008 Temporary ad hoc WG’s WG A 2008 WG X WG B 2009 Each Presidency shall invite Member States representatives for the meetings Secretariat

  11. HRWG as the platform to set up temporary ad hoc WG:  Each temporary ad hoc working group shall be composed of a maximum of 8 EUPAN representatives from the HRWG; • As per the specificities of the matters to be dealt with it is incumbent upon MS to appoint other delegate instead of their representative at the HRWG; • The participation in the temporary ad hoc WG´s will be made according to the MS interest in work programme topics in order all MS have the opportunity of taking part in at least one ad hoc WG; • In order to facilitate a short composition of the temporary ad hoc WG’s, from the EUPAN side, a list with the topics of the work programme is to be made and MS should mention their priorities.

  12. Frequency of the Test Committee meetings: Plenary session:  The plenary assembly of the test Committee shall be at the Directors-General meetings.  At least one annual plenary meeting shall be held, a second one shall depend on the existence of substantive matters that justify it. • The meetings shall take place at the end of each DG meeting. Steering committee: • The steering committee meetings shall be held according to the frequency of the plenary assembly. Social dialogue at the HRWG level: • The same frequency of the HRWG meetings – 2 meetings by semester shall be adopted. • The meetings shall be carried out straight after the HRWG meetings, but according to the social dialogue agenda, the meetings can take place on the second day, on the afternoon or on a third day. Temporary ad hoc working groups:  Temporary ad hoc WG’s shall have the same frequency of the HRWG meetings and should be held at the end of this one.

  13. EUPAN Scenario C TEST COMMITTEE AT WG LEVEL EIPA Study Structure of a Sectoral Committee Human Resources Working Group (as employer’s platform) Plenary assembly Model of the extended Troika (HR Troika?) Steering Committee Secretariat/Administrative structure Assumed by each Presidency

  14. TEST COMMITTEE AT WG LEVEL DG role: • Receive reports of the SDC • Approval of binding decisions DISADVANTAGES • Setting up of a new working group – SDWG • More slow decision-making structure • Lower efficiency with a large working group • Duplication of functions of the HRWG: plenary sessions + WG

  15. Setting up of ad hoc working groups • The setting up of temporary ad hoc working groups in the social dialogue framework shall be decided, from the EUPAN side, only by directors-generals, in plenary session. • All temporary ad hoc working groups shall have a mandate from DG settling the maximum number of participants, the goals and the outputs to achieve (Joint Declaration, Recommendation, etc), as well as the deadline. The composition of the ad hoc WG should reflect, as far as possible, the balance of different points of view among EUPAN members, as well as Member States characteristics. • The ad hoc WG meetings should not exceed 4 per year.

  16. Decision-making procedure within EUPAN • Any agreement and other important decision, with a “binding” nature, like the decision to the formalisation of social dialogue after 2 years test-phase, should be reached by unanimity/qualified majority (2/3), amongst EUPAN members. • The setting up of temporary ad hoc working groups within the social dialogue framework can be by consensus. • In the plenary meetings the EUPAN spokesman shall be the Director-General that assumes the Presidency. • If cannot be reached a consensus between EUPAN and TUNED representatives related to the indicators for the evaluation of the formal social dialogue test-phase, the decision belongs to the Directors-General.

  17. In order to make our work more fruitful your contributions are welcome Please send them to: teresa.ganhao@dgaep.gov.pt

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