Modern Model Career of European Civil Servants

1. Modern Model Career of European Civil Servants By Enrico Calossi, PhD Pisa University

3. 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).

4. Three Aspects Civil Service as • 1. Personnel Systems • 2. Governance Institution • 3. Symbol System

5. Features of Modern Model Career of European Civil Servants

7. 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)

8. Access to the civil service • Announcementofvacancies: journal (ex. WienerZeitung, MoniteurBelge, Journal Officiel); within the administrations; up toeachinstitutions (Finland, UK, Sweden); others • Admissionrequirements: languageproficiency, education, full citizenshiprights, militaryobligations, specificagelimits, physicalaptitude.

9. 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

11. 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

13. 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).

14. 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

16. Management of Performance, Competence and Potential • 1. Rating: presentation, dress, politeness, clarityofexpression • 2. Evaluationofoutputs: numberofcasesdealtwith • 3. Evaluationof performance: quantitative and qualitative indicators • 4. Evaluationofcompetences: analysisoftasks and profilesofposts • 5. Evaluationofpotential: managerialpotential, negotiationskills

18. Remuneration of Civil Servants • Compositionofremunaration: • Basicsalary • Holiday and end-of-dayallowances: ex. “Christmas Bonus” (Germany)  92% ofbasicsalary • Social allowances: ex. Belgium: extra-moneyforchild’s birth; “localcostof living” • Functionalallowances: towhomacceptsextra-funtioncsexcedinghis/hergrade. • Performance allowances: achievementofcertaingoals • Extrahours: difficul in manycontries, forbidden in Spain

20. Working Time in the Civil Service Full time vs Flexibility • Full time: Portugal (35 hs) toLuxembourg (40). In Ireland and UK: 41hs, mealsincluded Flexibility: • Flexibility in workinghours • In the lengthofworking life • Contractualflexibility • Flexibility in the location of work • Task flexibility • Payflexibility

21. Working Time in the Civil Service Flexibility in workinghours: • Part-time • Job-sharing • Flexitime • Flexibiledailyhours • Flexibileweeklyhours • Workingtimeallocatedover a year • Overtime • Night and week end work •  general trend: individualizationofworkingtime

23. Pension Systems and the Reform Process Questions: When? And howmuch? • When? Effectiveage + yearsof work. Possibile agetoretire (Germany: 65, Sweden: 60) Obligatoryagetoretire (Sweden, Portugal :65) • Howmuch? a. on the ageofretirement b. Typologyofcalculation system Budgeted System VS Funded System

25. 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

27. Equal Opportunities • EU principle “equalpayforequal work”. • Isthatenough? NO!! • Differentneedsfor women and men:  Women: burdenof work and family work. • Solutions: pregnance and motheroodguarantees, daynurseries and childcarefacilities, lowerageforretirement, explicitreservationofpostsfor women (differentmaximumageforrecruitment), time work flexibility

28. FeaturesofModernModel Career ofEuropeanCivilServants • 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