Existence of an effective HRM information system

There is a public service HRM information system used in everyday HRM processes - 1.

On-site review of the information system supporting HRM procedures concerning the public service in the central government administration. Determines whether the human resource management information system (HRMIS) includes functionalities that are used to manage everyday HRM processes in the areas listed under point allocation. 0.15 points awarded for each of the ten areas listed below if there a human resource management information system used in everyday HRM processes in the given areas.

There is a public service HRM information system used in everyday HRM processes - 2. HRMIS runs digitally, without the need for paper forms

On-site review of the information system supporting HRM procedures concerning the public service in the central government administration. Determines whether the human resource management information system (HRMIS) includes functionalities that are used to manage everyday HRM processes in the areas listed under point allocation and whether the processes are run digitally, without the need for paper forms.

The HRM information system interoperates with the payroll system

On-site review of the information system supporting HRM procedures concerning the public service in the central government administration. It is determined whether interoperability between the HRMIS and the payroll information system allows the automatic retrieval of HRM-related between both systems for the relevant HRM procedures and interoperability is used in practice.

The HRM information system interoperates with other relevant information systems

On-site review of the information system supporting HRM procedures concerning the public service in the central government administration. It is determined whether interoperability between the HRMIS and up to five other information systems exists other than the payroll system and HRMIS-related modules (e.g. recruitment, training, performance evaluation) exists. Such information systems could be the civil register, social security databases, higher education databases or other information systems containing relevant information for the HRMIS. Interoperability of other information systems relevant to HRM with the public service payroll system, provided that the HRMIS and the payroll system are connected and can exchange data, is also considered for assessing this criterion.

The central registry (HR database) of public servants includes all employed public servants and institutions in the central government administration

On-site inspection of the public service central registry including the extraction of data, if necessary, to verify: a. The total number and list of public bodies of the central government administration included in the information system, by type of public body according to legislation (e.g. ministries, other public administration bodies subordinated to ministries or to the government, etc.). b. The total number of public servants employed in the central government administration included in the information system (total and by public body). The analysis is supplemented by interviews with the relevant staff responsible for the public service central registry in the central government administration.

The structure of the public service central registry includes relevant variables on individual characteristics and employment

On-site inspection of the public service central registry must verify whether the structure of the database includes at least the following information of individual public servants: name, date of birth, gender, current position, public service positions held, education, salary, bonuses and benefits, performance appraisal results, disciplinary sanctions, and termination of employment.

Data in the public service central registry is complete and updated

On-site inspection of the public service central registry verifies, for each of the variables mentioned in Criterion 5, the total number of individual public servants for which information is available in the system.

The public service central registry allows for accurate and quick reporting

The onsite inspection of the public service central registry must verify whether it allows for at least the following reports: a. Number of public servants by professional categories (as defined by law) for ministries; b. Annual turnover of public servants by professional category (as defined by the law for ministries); c. Average total yearly salary for different staff categories (as defined by the law) for ministries. The system must allow for quick reporting on the three topics. If reports on the three topics cannot be obtained during the onsite inspection, 0 points are awarded.