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Diapositive 1 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. Véronique POINSSOT OECD/ October 2009 15 Ministère du Budget, des Comptes publics et de la Fonction publique 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
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