Capacities for professional HRM in public administration bodies

HR staff benefited from training in modern HRM tools - 1. Number of central government administration bodies that meet the criterion (used for point allocation)

Analysis of a list of training courses organised in the last full calendar year and attended by HR staff from the following group of central government administration bodies: ministry responsible for finance, ministry responsible for internal affairs (interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). For each public body in the sample, the list must include the name of the training course, the dates on which it was delivered, and how many HR staff of the public body attended the course. Only training on modern HRM tools such as HR planning, recruitment and selection, performance appraisal, job analysis or professional development are considered. Technical training on how to register personnel files does not count. At least one person (HR staff) from each public body in the group analysed must have participated in the training. Points are allocated based on the number of central government administration bodies that meet the criterion (x): • x = 0 = 0 points • 0 < x < 5 = linear function • x = 5 = 2 points.

HR staff benefited from training in modern HRM tools - 2. Please fill in the checklist (does not determine point allocation)

HR staff participated in HR networks professional activities - 1. Number of central government administration bodies that meet the criterion (used for point allocation)

Analysis of lists of HR professional events that took place in the last full calendar year and in which HR staff from a group of public bodies of the central government administration participated. At least one person (HR staff) from each public body in the group analysed must have attended the event(s) to score points. HR professional events include for example meetings of HRM professional networks, HR experts’ communities of practice, national or international conferences on HRM, etc. The group of central government bodies includes the ministry responsible for finance, ministry responsible for internal affairs (interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Points are allocated based on the number of central government administration bodies that meet the criterion (x): • x = 0 = 0 points • 0 < x < 5 = linear function • x = 5 = 2 points.

HR staff participated in HR networks professional activities - 2. Please fill in the checklist (does not determine point allocation)

The HR unit staff provided managers with HR data or reports - 1. Number of central government administration bodies that meet the criterion (used for point allocation)

Review of reports prepared by HR staff for managers the last full calendar year in the group of central government administration bodies: ministry responsible for finance, ministry responsible for internal affairs (interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Reports must refer to HR issues relevant for managers, for example, staff characteristics, implementation of the HR plan, staff attendance to training and training results, results of performance appraisal, implementation and results of recruitment. Reports must include at least statistical data on the topics dealt with. Points are allocated based on the number of central government administration bodies that meet the criterion (x): • x = 0 = 0 points • 0 < x < 5 = linear function • x = 5 = 2 points.

The HR unit staff provided managers with HR data or reports - 2. Please fill in the checklist (does not determine point allocation)

Middle-level management jobs include responsibilities for people management - 1. Number of central government administration bodies that meet the criterion (used for point allocation)

Analysis of standard job descriptions for middle-level managers in the public service of the central government administration, if they exist. The analysis is supplemented by the analysis of a non-representative sample of job descriptions of middle-level managerial jobs in a group of central government administration bodies: ministry responsible for finance, ministry responsible for internal affairs (interior), ministry responsible for education, tax agency/administration, employment agency. If any of the indicated agencies do not exist, the largest agency subordinated to the government, or prime minister, or any minister is analysed instead (for the purpose of the assessment, police is not considered a government agency; agencies in charge of providing education and health care are excluded). Two job descriptions of middle-level managers from each public body mentioned in the sampling section are analysed. One job description will correspond to a job in the highest level of this category, and the other to the lowest level in this category. If there is only one level of jobs in this professional category, one job description must correspond to the position occupied by the middle-level manager with a longer period in the same position, and the other to the position of the middle-level manager with a shorter period in the position. The job descriptions must state clearly that the position involves responsibility for staff management. Duties related to the organisation of work in the unit without reference to people management are not considered. If there are standard job descriptions for middle managers and they include people management duties, but they are not reflected in the non-representative sample of job descriptions analysed, the criterion is not fulfilled. All job descriptions analysed for each public body must fulfil the criterion to score points. Points are allocated based on the number of central government administration bodies that meet the criterion (x): • x = 0 = 0 points • 0 < x < 5 = linear function. • x = 5 = 3 points.

Management jobs include responsibilities for people management - 2. Please fill in the checklist (does not determine point allocation)

Public servants appointed to management jobs for the first time who received training in people management (%)

The percentage of public servants working in managerial jobs in the last full calendar year and who received training on people management in the last three full calendar years is divided by the total number of public servants working in managerial jobs in the last full calendar year. Acting appointments are not included in the calculation. The criterion refers to centralised data only. If centralised data on the training of middle-level managers is not available, 0 points are awarded. Points are allocated based on the percentage of public servants in management jobs who received training in people management in the three last full calendar years (x): • x < 30% = 0 points. • 30% ≤ x < 100% = linear function. • x = 100% = 3 points.