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Regulatory Aspects of Public HRM in German Federal Administration

Explore the structure and policies of German public service employment relationships, HR frameworks, and downsizing strategies within the Federal Administration. Learn about legal documents, political agendas, and HR priorities.

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Regulatory Aspects of Public HRM in German Federal Administration

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  1. 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

  2. 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

  3. Reduction of Public Service Personnel within the Federal Administration

  4. 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

  5. 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

  6. „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

  7. 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

  8. 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

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