TRAINING AT THE CITY OF PARIS

1. TRAINING AT THE CITY OF PARIS 25 September 2012 The Norwegian delegation

2. Context: The Human resources policy at the City of Paris • 51,000 civil servants • A (senior management): 13% • B (middle management): 18% • C (workforce): 69% • 55% female personnel • More than 200 professions • The Training Bureau is embedded in the Senior Management Department and the Change Management Office. Its role is to accompany the personnel and the departments throughout the change process and to promote competency development.

3. Training: some key facts • Achievements in 2011 • 30,470 civil servants trained, 176,677 training days • 44% men, 56% women • Cat A: 14%, cat B: 20%, cat C: 66% • 3.27% of the workforce • 99% of budget spent

4. Training: driven by the DHR and deployed through a network covering all departments • A central office in the DHR: 50 staff and 21 trainers. • 80 training managers deployed in the departments. • One of the main in-house networks at the City of Paris.

5. The DHR Training Bureau • Organisation of the bureau around 4 main areas • Management • Administrative and technical staff • Workforce • Reorientation and further training

6. A framework agreement for training at the City • A framework agreement signed with staff representatives in May 2010 • 4 key strategies • Promote innovation, change and reinforce the efficiency of the public services in Paris • Strengthen management practices • Reinforce schemes for the improvement of health, hygiene and safety • Foster equality of opportunity • Regular follow up meetings

7. Analysis by strategic orientations Requests for training analysed by strategic orientation The framework agreement for training proposes four main themes that departments use to organise their training programmes Promote innovation, change and reinforce the efficiency of the public services in Paris Strengthen management practices Reinforce schemes for the improvement of health, hygiene and safety Foster equality of opportunity

8. RELATIONS BETWEEN THE DEPARTMENTS AND THE TRAINING BUREAU • 2 online catalogues on intranet ensure that the training on offer reaches a wide public • The timetable for collecting requests for training: • Collecting training requests from personnel: July-October • Analysis and consolidation by the departments: November • Presentation of department training plans to staff representatives before the end of year • Transmission of department needs to the DHR before the end of December • The Training Bureau produces its plan before the end of January • Assignment of funds in January

9. Collective improvement projects • A tool for departments wishing to modernise their organisation. • A collective approach • 11 departments involved in 2012 (3 in 2010) The personnel and the teams involved: • Car drivers • Managers in charge of buildings, gardens, cleaning, childcare centres What was reorganised: • The department in charge of safety • Procurement at the City • 2 phases: audit followed by training

10. A training and documentation centre • 20 training rooms, 107 computers, video projection • An auditorium with 200 seats • A total capacity of 700 people

11. And what about tomorrow? • Renegotiate the framework agreement which expires in May 2013 • Develop e-learning courses