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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.

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regulatory aspects of public hrm a glimpse at the german federal administration

Regulatoryaspectsof public HRM: a glimpseat the German Federal Administration

Presentationto the expert meeting

organizedby OECD /GOV/ GfD on May 27th 2008 in Paris by

Manfred Späth

Project Coordinator, Federal Ministryof the Interior, Berlin

slide2

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
framework of hrm policy
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

delegation of hrm authority to mini stries
Delegation of HRM authoritytoministries

Within the legal frameworklineministriesarecompetentandresponsible for:

  • Definingandoutliningjobdescriptions
  • Selectingandhiringstaff
  • Planning personnel development within organisational patternsandunits
  • Assessing individual performance within agreedlimits
  • Distributing performance-related pay elements
  • Initiatingandregulatingpromotions
  • Offering professional training
insourcing of hrm tasks
„Insourcing“ of HRM tasks

Within the MinistryofInterior‘sremit the Federal Office of Administration hasbeentaskedto manage for the ministry:

  • Salaries & allowances
  • Travel
  • Preparationof personal recruitment

The Office provides also manualsandtools for:

  • Personnel planning
  • Costcalculation
  • Organisational development
  • IT-systemsandcomponents
framework for controlling size of personnel
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
privatisation of state enterprises and hrm
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