Ministère du Budget, des Comptes publics et de la Fonction publique
DIVERSITY : innovative pratices and future challenges
Véronique POINSSOT OECD/October 2009 1 Ministère du Budget, des Comptes publics et de la Fonction publique DIVERSITY
I Establishment of key bodies or players • The HALDE – • The ACSE -The RESP – • The network of French civil service colleges
II Innovative or evolutionary measures: • 1st area of action: prior to recruitment (training): 1) Defence of a 2nd chance: EPIDe, offering internships to young people with no qualifications; 2) Operation "Sponsorship in the civil service« ; 3) Special or integrated classes to prepare competitive exams. 4) • 2nd area of action: innovative or evolutionary measures in the field of recruitment 1) Recruitment without competitive examination 2) « Cadets de la République » 3) The PACTE - 'Pathway to civil service careers’ 4) The RAEP - recognition of professional experience Véronique POINSSOT OECD/ October 2009 2 Ministère du Budget, des Comptes publics et de la Fonction publique
I Establishment of key bodies or players
1) The HALDE - the French equal opportunities and anti discrimination commission
2) The ACSE - the French agency for social cohesion and equal opportunities
3) The RESP - the network of French civil service colleges
Véronique POINSSOT OECD/ October 2009 3 Ministère du Budget, des Comptes publics et de la Fonction publique
1) The 'Haute autorité de lutte contre les discriminations et pour l’égalité' (HALDE) • Independant administrative body (2004) • A College with 11 members • An advisory council (18 membres from the civil society) • In charge of the promotion of equality and gives deliberations • Supports and implements actions to prevent discrimination • The HALDE’s decisions are handed down by the Council, in form of deliberations.
Véronique POINSSOT OECD/ October 2009 4 Ministère du Budget, des Comptes publics et de la Fonction publique
1) The 'Haute autorité de lutte contre les discriminations et pour l’égalité' (HALDE)
• 6 delegations at the regional level : coordination of the local correspondant, promote information about the action of the Halde towards private and public partners.
• 125 local correspondants in 25 regions, 79 counties : welcome people who wants to make a claim at the Halde, give them information about their rights, help them to make a file, try to solve their problems….
• Number of claims : 1 410 for 2005 à 7 788 for 2008 • Criteria of discriminations : 27 % origine, 22% health, disability, 6% age, sexe and trade unions activities.
Véronique POINSSOT OECD/ October 2009 5 Ministère du Budget, des Comptes publics et de la Fonction publique
1) The 'Haute autorité de lutte contre les discriminations et pour l’égalité' (HALDE)
Véronique POINSSOT OECD/ October 2009 6 Ministère du Budget, des Comptes publics et de la Fonction publique
2) Agence pour la cohésion sociale et pour l’égalité (ACSE) - the French agency for social cohesion and equal opportunities
French public administrative body established in 2005 : • Contributes to actions to assist persons encountering difficulties in social or professional integration ; • Implements actions aimed at integrating immigrant populations and descendants of immigrants living in France ; • Participates in the fight against discrimination, contributes to the struggle against illiteracy and to implementing voluntary service (for young people).
Véronique POINSSOT OECD/ October 2009 7 Ministère du Budget, des Comptes publics et de la Fonction publique
3) The RESP - the network of French civil service colleges Signatory to the 'Charter for diversity and equality of opportunity for graduates of civil service colleges' of 3 rd February 2005.
Objective:
• To familiarise secondary school pupils with the civil service values and positions, and the various possible specialisms; • To participate in public employment fairs and forums and put young people in contact with the players in the system; • To assist pupils (high school) in preparing for the civil service entrance examinations.
Véronique POINSSOT OECD/ October 2009 8 Ministère du Budget, des Comptes publics et de la Fonction publique II diversity in recruitment / actions/measures The following actions and measures are aimed at :
• implementing diversity in the civil service; • promoting equality of opportunity; • restarting the 'social elevator'; • addressing the problem of the over-qualified; • combating the excessively academic nature of some competitive examinations. • To remember : main aspects of the French civil service : carreer system+ access through competitive exams.
Véronique POINSSOT OECD/ October 2009 9 Ministère du Budget, des Comptes publics et de la Fonction publique diversity in recruitment/ actions/measures
1st area of action: prior to recruitment (training):
1) Defence 2nd chance: EPIDe - offering internships to young people with no qualifications;
2) Operation "Sponsorship in the civil service". 3) Special classes to prepare competitive exams.
Véronique POINSSOT OECD/ October 2009 10 Ministère du Budget, des Comptes publics et de la Fonction publique
1) Defence 2nd chance: the EPIDe approach (1/3).
Launched in September 2005. Scheme to help young people with difficulties to integrate socially and professionally.
Young people from 18 to 21, failing academically, with no professional qualifications and in danger of being marginalised.
Objective: to enable these young people • to learn standards of behaviour and respect for others; • to supplement their education in terms of reading, writing and arithmetic (basic skills); • to have the means to gain an apprenticeship in a trade or profession.
Instruction from former army people.
Véronique POINSSOT OECD/ October 2009 11 Ministère du Budget, des Comptes publics et de la Fonction publique
1) Defence 2nd chance: the EPIDe approach (2/3).
Recruitment based on voluntary service: • 6-month contract governed by public law, renewable up to 3 times (not a contract of employment). • Monthly allowance of 300 euros, half paid immediately, the other half as a lump sum at end of contract (+ social security and medical cover) .
Implementation: • Combination of inter-personal training (6 months) and professional training (6 months). • Accommodation provided. • Participation in physical activities, and daily tasks associated with life in the community. • Inculcation of respect for authority.
Véronique POINSSOT OECD/ October 2009 12 Ministère du Budget, des Comptes publics et de la Fonction publique 1) Defence 2nd chance: the EPIDe approach (3/3)
Score of integration = 1 over 2 (about), 70% (without exclusions or withdrawals) 4% follow studies .
Véronique POINSSOT OECD/ October 2009 13 Ministère du Budget, des Comptes publics et de la Fonction publique
2) Operation "Sponsorship in the civil service" (1/3) Launched on 14th February 2007.
3 axes:
• increase the information available to potential candidates on civil service examinations;
• increase the availability of individual tuition provided by some RESP colleges to help the most deserving candidates to prepare for the exams;
• provide financial support to the most deserving candidates to help them prepare for the exams.
Véronique POINSSOT OECD/ October 2009 14 Ministère du Budget, des Comptes publics et de la Fonction publique 2) Operation "Sponsorship in the civil service" (3/3) 3rd axis: grants for diversity in the civil service Allocations to help unemployed persones and graduates to enable them to pass a category A or B examination assisted by a tutor.
Allocation criteria: • resources of the candidates or their families; • results of previous studies; • review of material, family or social difficulties, and of access to high-quality training (e.g. schooling received, wholly or in part, in an establishment classified as part of a 'priority education area' (ZEP)).
1 000 grants of 2 000 euros per year.
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3) Special classes to prepare competitive exams • Target : to help people to prepare competitive exams by providing them special courses, tutoring, housing and financial support. • Main actors : administratives schools such as Ecole nationale de la magistrature, Ecole nationale d’administration, Ecole nationale supérieure de la police etc… • Created in 2005 in 2 schools (police), increasing in 2008 + 4 schools (justice), 20 schools in fall 2009, beginning 2010. • Selection of the beneficiaries on acadamical level(degrees), socio- economical criteria and motivation. • Classes between 15 and 25 « students ».
• Results : from 30 to 80% (2008) of beneficiairies succeeded for competitive exams for the police sector, 90% for the civil service. For the justice sector, good results as well. Véronique POINSSOT OECD/ October 2009 16 Ministère du Budget, des Comptes publics et de la Fonction publique Equality of opportunity / diversity in recruitment
2nd area of action: innovative or evolutionary measures in the field of recruitment 1) Recruitment without competitive examination 2) 'Cadets de la République’ 3) The PACTE - 'Pathway to civil service careers’ 4) The RAEP - recognition of professional experience
Véronique POINSSOT OECD/ October 2009 17 Ministère du Budget, des Comptes publics et de la Fonction publique
1) Recruitment without competitive examination
Introduced at the beginning of 2007.
Allows entry to category C at the first level.
A procedure based on a dossier (application letter + CV (level of education, training, former employment)) + interview with a committee.
28% of junior staff recruited externally in 2007, 32% en 2008.
Véronique POINSSOT OECD/ October 2009 18 Ministère du Budget, des Comptes publics et de la Fonction publique
2) "Cadets de la République" careers in the 'police nationale' (1/2)
Intoduced in 2005.
Recruitment on the same basis as the special constables (age criteria, 5- year contract governed by public law, non-renewable).
Objective: • To enable young people without a « baccalauréat » to prepare for the police examinations. • 1 000 cadets recruited per year.
Population : 70% without a « baccalauréat », 30% with a level IV diploma, 40% women (where the average within the police as a whole is 27%).
Véronique POINSSOT OECD/ October 2009 19 Ministère du Budget, des Comptes publics et de la Fonction publique
2) "Cadets de la République" careers in the 'police nationale' (2/2) Training: • 1st year: 12-month course alternating between a police college and a school establishment covered by the French Ministry of Education (38 training centres across the country and 42 vocational secondary schools acting as partners) • 2nd year: assignment as special constables, candidates for the police examinations.
Payment of a study allowance of 597 euros (50% of the minimum salary for the civil service). Pass rate in 2006, 51% success in the exams, 52% in 2007.
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3) The "Pathway to civil service careers at national and regional level and hospitals" (PACTE)
PARCOURS D'ACCES AUX CARRIERES DE LA FONCTION PUBLIQUE TERRITORIALE, HOSPITALIERE ET DE L’ETAT
Véronique POINSSOT OECD/ October 2009 21 Ministère du Budget, des Comptes publics et de la Fonction publique
The PACTE (1/4)
Back ground • Took place at the end of 2005 • Fight for employment • One of the measures of the « social cohesion plan » launched by the former government
Véronique POINSSOT OECD/ October 2009 22 Ministère du Budget, des Comptes publics et de la Fonction publique The PACTE (2/4) Definition A new way of recruitment in these three civil service sectors that aims to offer young people the opportunity to join the civil service as an established civil servant – following an assessment of skills, – at the end of an appointment for professionalisation for a period of one or two years alternating training and traineeships. – relies on tutor On the basis of an open contract governed by public law giving access to corps and groups of category C. Aged 16-25 years Who have left the educational system : • without a diploma or a professional qualification or without a general or technical education or a vocationnal training leading to a specific occupation (baccalauréat) • Selected by a commission of at least 3 members
Véronique POINSSOT OECD/ October 2009 23 Ministère du Budget, des Comptes publics et de la Fonction publique The PACTE (3/4) Advantages for the PACTE : A qualifying tool that in every respect is comparable with what may be offered in the private sector. The guarantee that an established position in the civil service is offered.
Advantages for the employer : At the beginning of the contract, a fixed trial period of two months. At the end of the contract, the commitment by the PACTE is the commitment to serve in the administration for a duration corresponding to twice the duration of the PACTE. The minimum gross salary varies, according to age, from 55% to 70% of the minimum civil service salary for the duration of the contract (most administrations pay 100 %) For contracts that will be signed before 1st January 2010, there will be an exemption of employer’s social security contributions.
Véronique POINSSOT OECD/ October 2009 24 Ministère du Budget, des Comptes publics et de la Fonction publique
The PACTE (5/5) Outcome One month before the end of the contract, the Establishment Committee meets (3 members) : to study the follow up booklet ; to interview the PACTE. 3 possibilities : 1) The PACTE is capable of holding the post and becomes a civil servant ; 2) The Committee cannot assess the ability of the PACTE : • Either he failed the training tests or because of the failure on the part of the training establishment (= contract renewed till one year) • Because of maternity leave, adoption leave, illness, contract is extended for the duration of the leave taken.) 3) the PACTE has insufficient professionnal skills = he will receive an unemployment benefit pursuant (art. L. 315-12 of the Labour code).
In 3 years, the part of the PACTE = between 12 and 20% of the recrutements in category C (external way/national level)
Véronique POINSSOT OECD/ October 2009 25 Ministère du Budget, des Comptes publics et de la Fonction publique
4) The RAEP - recognition of professional experience (1/2) Specific to the civil service: new selection procedures for recruitment and internal promotion: Formalised professional criteria • instead of "academic" tests • in addition to the assessment of the value of the civil servants.
Scope: recruitment and promotion (Articles19, 26 and 58 of the General Civil Service Regulations) • "Achievements from experience": all professional knowledge, skills and expertise acquired while working in the civil service or in a salaried, unpaid or voluntary job... • … and directly related to the professional experience required for the future work of the civil servant
Véronique POINSSOT OECD/ October 2009 26 Ministère du Budget, des Comptes publics et de la Fonction publique
7) The RAEP - recognition of professional experience (2/2)
For the examinations : more "professional" tests (case studies, role-plays etc.) + objective assessment criteria (file + interview).
For internal promotion and upgrades: account taken of professional qualifications (score + dossier) and experience
130 competitive exams or internal promotion examinations.
Véronique POINSSOT OECD/ October 2009 27 Ministère du Budget, des Comptes publics et de la Fonction publique
CONCLUSION
• The Charter for the promotion of equal opportunities (2 ministries in charge of the civil service and the HALDE , 2 nd December 2008)
• 5 axis of work : 1) To take measures before recruiting to promote equal access to public employment ; 2) To look carefully how people are recruited to answer to the needs without discrimination ; 3) To renew the professional courses and to guaranty equal treatment in all administrative measures and acts ; 4) To sensibilise and inform civil servants about discriminations ; 5) To inform ministries to widespread good practices how to prevent discrimination.
Véronique POINSSOT OECD/ October 2009 28 Ministère du Budget, des Comptes publics et de la Fonction publique
THANK YOU !
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