Professionalism of vertical promotion

Public servants cannot be promoted to a higher category without a professional assessment of their competencies

Review of legislation prescribing the criteria and procedures to manage the promotion of public servants in the central government administration. Both primary and secondary legislation are analysed. For the assessment, only general legislation on the public service is analysed. It may include a law on the civil service, and/or the general law on the public service, if it exists. Provisions of the labour law that may apply to the promotion of public servants are only considered if there is an explicit reference to them in general legislation on the public service, or if the labour law is the general law regulating employment in the public service. Special legislation that may apply to some groups of public servants in the central government administration is not considered for the analysis. If there are separate provisions regulating promotion to top management positions in the public service, they are not considered. The analysis must determine whether the assessment of candidates to vertical promotion is compulsory and whether the legislation provides for minimum requirements to ensure the professionalism of the assessment. Legislation may envisage different procedures for vertical promotion, with or without competition. The criterion must be fulfilled in all cases. Minimum requirements for professional assessment of candidates in promotion procedures in legislation include at least the following: • The assessment must be based on the job profile of the vacancy to be filled through promotion, including the description of the job duties and the specific and general requirements to perform the job. At a minimum: a. General requirements including at least the educational credentials and professional experience. b. Specific requirements including at least knowledge and technical skills. For managerial jobs, specific requirements must include managerial competencies encompassing at least people management, planning and organisation of work in the organisational unit. If promotion is only possible through competition open to external candidates, this element is assessed by criteria 1 to 3 of sub-indicator 6, Indicator 9, and the results are valid here as well. • The assessment must be conducted by HR staff or by a panel. In the latter case, all members must have at least the same level of qualification and experience than the vacancy, and one member must be an HR expert. If promotion is only possible through competition open to external candidates, this element is assessed by criterion 1 in sub-indicator 7, Indicator 9, and the results are valid here as well.

Political appointees cannot participate in the assessment of candidates for promotion

Political appointees cannot appoint persons involved in the assessment of candidates for promotion

Promotion decisions must be based on the results of the professional assessment of candidates

Political appointees did not participate in the assessment of candidates for promotion - 1. Number of files that meet the criterion (used for point allocation)

The assessment is based on the analysis of a non-representative sample of promotion files in a non-representative sample of central government administration bodies. The following group of central government bodies are analysed: ministry responsible for finance, ministry responsible for internal affairs (of 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). Promotion procedures analysed exclude the following: • promotions to top management public service jobs; • promotions to jobs of immediate superior levels within the same professional category which do not involve a substantial modification of job duties and, therefore, of the requirements to perform the job (e.g., the difference is exclusively a higher number of years of work experience). The criterion is fulfilled if the promotion files include documentary proof of the persons responsible for conducting the assessment of candidates (name and position) and none of them were political appointees. If promotion is only possible through competition open to external candidates, this element is assessed by criterion 6 in sub-indicator 7, Indicator 9, and the results are valid here as well. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 10 = linear function • x = 10 = 2.5 points.

Political appointees did not participate in the assessment of candidates for promotion - 2. Please fill in the checklist (does not determine point allocation)

Political appointees did not appoint persons involved in the assessment of candidates for promotion - 1. Number of files that meet the criterion (used for point allocation)

The assessment is based on the analysis of a non-representative sample of promotion files in a non-representative sample of central government administration bodies. The following group of central government bodies are analysed: ministry responsible for finance, ministry responsible for internal affairs (of 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). Promotion procedures analysed exclude the following: • promotions to top management public service jobs; • promotions to jobs of immediate superior levels within the same professional category which do not involve a substantial modification of job duties and, therefore, of the requirements to perform the job (e.g., the difference is exclusively a higher number of years of work experience). The criterion is fulfilled if the promotion files include documentary proof of the appointment of members of assessment panels or individual persons responsible for the assessment of candidates and the appointing authority was not a political appointee. The criterion is also fulfilled if the assessment of candidates was performed ex officio by HR staff. If promotion is only possible through competition open to external candidates, this element is assessed by criterion 6 in sub-indicator 7, Indicator 9, and the results are valid here as well. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 10 = linear function • x = 10 = 2.5 points.

Political appointees did not appoint persons involved in the assessment of candidates for promotion - 2. Please fill in the checklist (does not determine point allocation)

The assessment is based on the analysis of a non-representative sample of promotion files in a non-representative sample of central government administration bodies. The following group of central government bodies are analysed: ministry responsible for finance, ministry responsible for internal affairs (of 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). Promotion procedures analysed exclude the following: • promotions to top management public service jobs; • promotions to jobs of immediate superior levels within the same professional category which do not involve a substantial modification of job duties and, therefore, of the requirements to perform the job (e.g., the difference is exclusively a higher number of years of work experience). The criteria must be fulfilled by all the public bodies in the group to score points. The criterion is fulfilled if the promotion files include documentary proof of the appointment of members of assessment panels or individual persons responsible for the assessment of candidates and the appointing authority was not a political appointee. The criterion is also fulfilled if the assessment of candidates was performed ex officio by HR staff. If promotion is only possible through competition open to external candidates, this element is assessed by criterion 6 in sub-indicator 7, Indicator 9, and the results are valid here as well.

The assessment of candidates in promotion procedures was professional - 1. Number of files that meet the criterion (used for point allocation)

The assessment is based on the analysis of a non-representative sample of promotion files in a non-representative sample of central government administration bodies. The following group of central government bodies are analysed: ministry responsible for finance, ministry responsible for internal affairs (of 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). Promotion procedures analysed exclude the following: • promotions to top management public service jobs; • promotions to jobs of immediate superior levels within the same professional category which do not involve a substantial modification of job duties and, therefore, of the requirements to perform the job (e.g., the difference is exclusively a higher number of years of work experience). The criterion is fulfilled if the promotion files include documentary proof that the assessment comprised one or several valid tools for personnel assessment. For non-managerial positions, it included at least one written test, i.e., a standardised cognitive test or a work sample test (definitions in Indicator 9). If there were several candidates participating in the promotion procedure, written tests were anonymised, and assessment methods were the same for all candidates. If an interview was included, it was structured. In promotions to managerial positions, managerial competences were assessed through a competency-based test, based on a pre-defined competency model. At a minimum, the competency model must include the list of competences, the definition of each competency, and behavioral indicators describing specifically how a competency can be observed. If promotion is only possible through competition open to external candidates, this element is assessed by Criteria 1 to 3 in sub-indicator 8, Indicator 9, and the results are also valid here. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 10 = linear function • x = 10 = 2.5 points.

The assessment of candidates in promotion procedures was professional - 2. Please fill in the checklist (does not determine point allocation)

The assessment is based on the analysis of a non-representative sample of promotion files in a non-representative sample of central government administration bodies. The following group of central government bodies are analysed: ministry responsible for finance, ministry responsible for internal affairs (of 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). Promotion procedures analysed exclude the following: • promotions to top management public service jobs; • promotions to jobs of immediate superior levels within the same professional category which do not involve a substantial modification of job duties and, therefore, of the requirements to perform the job (e.g., the difference is exclusively a higher number of years of work experience). The criteria must be fulfilled by all the public bodies in the group to score points. The criterion is fulfilled if the promotion files include documentary proof that the assessment comprised one or several valid tools for personnel assessment. For non-managerial positions, it included at least one written test, i.e., a standardised cognitive test or a work sample test (definitions in Indicator 9). If there were several candidates participating in the promotion procedure, written tests were anonymised, and assessment methods were the same for all candidates. If an interview was included, it was structured. In promotions to managerial positions, managerial competences were assessed through a competency-based test, based on a pre-defined competency model. At a minimum, the competency model must include the list of competences, the definition of each competency, and behavioural indicators describing specifically how a competency can be observed. If promotion is only possible through competition open to external candidates, this element is assessed by Criteria 1 to 3 in sub-indicator 8, Indicator 9, and the results are also valid here.

The promotion decision was based on the result of the assessment - 1. Number of files that meet the criterion (used for point allocation)

The assessment is based on the analysis of a non-representative sample of promotion files in a non-representative sample of central government administration bodies. The following group of central government bodies are analysed: ministry responsible for finance, ministry responsible for internal affairs (of 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). Promotion procedures analysed exclude the following: • promotions to top management public service jobs; • promotions to jobs of immediate superior levels within the same professional category which do not involve a substantial modification of job duties and, therefore, of the requirements to perform the job (e.g., the difference is exclusively a higher number of years of work experience). The criterion is fulfilled if the promotion decision and information on the results of the promotion procedure included in the promotion file show that the promoted candidate passed an assessment successfully. If several candidates participated in the assessment, the highest-ranked candidate was promoted. The criterion is also fulfilled if no candidate was promoted because they did not pass the assessment. If promotion is only possible through competition open to external candidates, this element is assessed by criterion 7 in sub-indicator 8, Indicator 9, and the results are valid here as well. Points are allocated based on the number of files that meet the criterion (x): • x = 0 = 0 points • 0 < x < 10 = linear function • x = 10 = 2.5 points.

The promotion decision was based on the result of the assessment - 2. Please fill in the checklist (does not determine point allocation)

The assessment is based on the analysis of a non-representative sample of promotion files in a non-representative sample of central government administration bodies. The following group of central government bodies are analysed: ministry responsible for finance, ministry responsible for internal affairs (of 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). Promotion procedures analysed exclude the following: • promotions to top management public service jobs; • promotions to jobs of immediate superior levels within the same professional category which do not involve a substantial modification of job duties and, therefore, of the requirements to perform the job (e.g., the difference is exclusively a higher number of years of work experience). The criteria must be fulfilled by all the public bodies in the group to score points. The criterion is fulfilled if the promotion decision and information on the results of the promotion procedure included in the promotion file show that the promoted candidate passed an assessment successfully. If several candidates participated in the assessment, the highest-ranked candidate was promoted. The criterion is also fulfilled if no candidate was promoted because they did not pass the assessment. If promotion is only possible through competition open to external candidates, this element is assessed by criterion 7 in sub-indicator 8, Indicator 9, and the results are valid here as well.

Perceived importance of job performance in career progression (%)

Analysis of survey results from a sample of public servants in the central government administration to the following question: “Thinking about your career advancement in the public service, how important do you expect the following criteria to be for your advancement to better positions within the public service? Please use the scale from 1 to 7, where 1 indicates 'Not important at all' and 7 indicates 'Very important'.” in relation to "Job performance". Points are allocated based on the average of responses to the survey statement (x): • x = 1 = 0 points. • 1 < x < 7 = linear function. • x =7 = 2 points.

Perceived importance of support from family, friends or other personal connections in career progression (%)

Analysis of survey results from a sample of public servants in the central government administration to the following question: “Thinking about your career advancement in the public service, how important do you expect the following criteria to be for your advancement to better positions within the public service? Please use the scale from 1 to 7, where 1 indicates 'Not important at all' and 7 indicates 'Very important'.” in relation to "Support from family, friends or other personal connections working in the public service". Points are allocated based on the average of responses to the survey statement (x): • x = 7 = 0 points. • 7 > x > 1 = linear function. • x =1 = 2 points.

Perceived importance of support from a politician or someone with political links (%)

Analysis of survey results from a sample of public servants in the central government administration to the following question: “Thinking about your career advancement in the public service, how important do you expect the following criteria to be for your advancement to better positions within the public service? Please use the scale from 1 to 7, where 1 indicates 'Not important at all' and 7 indicates 'Very important'.” in relation to "Support from a politician or someone with political links". Points are allocated based on the average of responses to the survey statement (x): • x = 7 = 0 points. • 7 > x > 1 = linear function. • x =1 = 2 points.