regulatory aspects of public hrm: a glimpse at the german federal administration
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Regulatory aspects of public HRM: a glimpse at the German Federal Administration. Presentation to the expert meeting organized by OECD /GOV/ GfD on May 27th 2008 in Paris by Manfred Späth Project Coordinator , Federal Ministry of the Interior , Berlin. - PowerPoint PPT PresentationTRANSCRIPT
Regulatory aspects of public HRM: a glimpse at the German Federal
Administration Presentation to the expert meeting
organized by OECD /GOV/ GfD on May 27th 2008 in Paris by
Manfred Späth Project Coordinator, Federal Ministry of the Interior, Berlin
1
The German public service at a glance(as of 30 June 2005)
Area of employment• Federation 481,400• Länder 2,076,900• Local authorities 1,337,800• Indirect public service 652,400
Employment relationship• Civil servants, judges, public prosecutors 1,643,300• Professional and fi xed-term military personnel 185,100• Public employees without civil servant status 2,719,800
2
Reduction of Public Service Personnel within the Federal Administration
Year Civil servants Military personnel
Public employees
Total
1993 131.600 230.900 240.300 602.800
1994 132.500 212.700 119.800 465.000
1995 134.100 194.300 217.900 546.300
1996 135.000 190.800 207.400 533.200
1997 134.600 191.800 200.000 526.400
1998 132.600 191.400 192.000 516.000
1999 133.200 189.800 187.200 510.200
2000 132.600 186.600 182.900 502.100
2001 131.100 184.600 178.100 493.800
2002 130.000 185.200 175.100 490.300
2003 131.300 186.900 172.900 491.100
2004 132.300 187.700 172.700 492.700
2005 130.600 185.100 165.700 481.400
2006 131.100 184.100 161.800 477.000
3
Framework of HRM policy
• Basic legal documents: Acts and Ordinances for civil servants & Collective
Agreements for public employees concerning: Legal status, employment, career, remuneration, allowances,
pension disciplinary measures, staff representation• Political agenda: Administrative reform programme & implementation reports• Exchange of information and experience: Meeting of Presidents or Directors-General of governmental
authorities Centrally provided training courses
4
Delegation of HRM authority to ministries
Within the legal framework line ministries are competent and responsible for:
• Defining and outlining job descriptions• Selecting and hiring staff• Planning personnel development within organisational
patterns and units • Assessing individual performance within agreed limits• Distributing performance-related pay elements• Initiating and regulating promotions• Offering professional training
5
„Insourcing“ of HRM tasks
Within the Ministry of Interior‘s remit the Federal Office of Administration has been tasked to manage for the ministry:
• Salaries & allowances• Travel • Preparation of personal recruitment
The Office provides also manuals and tools for:• Personnel planning• Cost calculation • Organisational development• IT-systems and components
6
Framework for controlling size of personnel
Priority of budgetary law:• Recruitment is, on principle, conditional on the number and
distribution of posts established through budgetary authority of parliament
• Modified by defining staffing frameworks and more flexibility for recruiting public employees
Downsizing approaches:• 1, 5 % reduction of staff per year for each authority• Task-related reduction of staff, e.g. within the armed forces
due to political change and outsourcing
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Privatisation of state enterprises and HRM
• Privatisation of railways, air navigation, postal and telecommunication services, (since 1993)
• Within the framework of laws and regulated by national agencies
• Downsizing of personnel less important factor than goal to increase efficiency and competitiveness
• Over-all reduction of staff while recruiting diversified personnel and expanding abroad
• No recruitment but continued employment of civil servants on the basis of interim provisions, e.g. temporary transfer or leave
8