Directorate General for Administration and the Civil Service

MINISTRY FOR DECENTRALISATION AND THE CIVIL SERVICE

Directorate General 2014 for Administration EDITION and the Civil Service

Presentation

repères dgafp

www.fonction-publique.gouv.fr The Directorate General for Administration and the Civil Service (DGAFP) plays many roles – it is, by turns, an advisor, an expert, a leader, a regulator and the “keeper of the regulations”. MAJOR DGAFP In addition to fulfilling its mandate of ensuring consistency of regulations, the DGAFP is also a key partner for MILESTONES public employers. It is increasingly called on to lead interministerial, and even inter-civil service, efforts. 1945 The DGAFP promotes information and experience sharing. Creation of the Civil We are fully committed to meeting the challenges of Service Directorate (DFP) ensuring the unity of the civil service, encouraging the and the National School pooling of best practices, and helping the civil service of Administration (ENA) to move forward in every area connected with HR management. Our goal? A more effective government 1959 administration with a flexible and efficient human resource The DFP becomes

Introduction management that is attuned to the issues of the day. the DGAFP

Marie-Anne Lévêque, 1966 Director General for Administration Creation of the Regional and the Civil Service Administration Institutes (IRA) 2007 Order organising A few facts the DGAFP and figures 2009 Creation of regional of staff are HR platforms (PFRH) 74% in the top civil service categories 2012 154 staff DGAFP restructuring members Average staff age: 45 59% Operating budget: of whom are women e205m Directorate General for Administration and the Civil Service

Director General’s Office Director General • Communication Bureau • Organisation, Methods and Internal Audit Unit • Higher Council Coordination and Labour Issues Monitoring Unit Deputy Director General

Compensation, Welfare Staff Regulations Steering and Interministerial Interministerial Coordination and Working Conditions and Senior Management Staff Policies Service and HR Policies Sub-Directorate Sub-Directorate Sub-Directorate

Interministerial Coordination, Payroll Policy, Pensions General Staff Regulations Department responsible HR Policies Assessment and and Working Hours and Social Dialogue for the National Payroll Agency Equal Opportunities Bureau Bureau Bureau

Recruitment, Training and Labour, Occupational Health Specific Staff Regulations Quality of Legislation Bureau Professionalisation Policies and Safety Policies and Occupations Bureau Bureau Bureau

Career Advancement, Mobility Studies and Statistics and Local and Regional Senior Management Staff Department Coordination Bureau Bureau

International Expertise, Secretariat-General Forecasting and HR Policies Benchmarking Bureau

REGIONAL HR PLATFORMS – CONTACT DETAILS

❚ Alsace 03 88 21 62 73 ❚ Limousin 05 87 03 11 24 [email protected] [email protected]

❚ Antilles-Guyane 05 96 39 38 05 ❚ Lorraine 03 87 34 86 21 [email protected] [email protected]

❚ Aquitaine 05 56 24 88 17 ❚ Midi-Pyrénées 05 34 45 33 45 [email protected] [email protected]

❚ Auvergne 04 73 98 62 96 ❚ Nord Pas-de-Calais 03 20 30 50 43 [email protected] [email protected]

❚ Bourgogne 03 80 44 67 56 ❚ Basse-Normandie 02 31 30 65 38 [email protected] [email protected]

❚ Bretagne 02 99 02 16 62 ❚ Haute-Normandie 02 32 76 52 35 [email protected] [email protected]

❚ Centre 02 38 81 46 79 ❚ Pays de la Loire 02 40 08 64 71 [email protected] [email protected]

❚ Champagne-Ardenne 03 26 26 12 82 ❚ Picardie 03 22 33 84 12 [email protected] [email protected]

❚ Corse 04 95 11 13 12 ❚ Poitou-Charentes 05 49 47 24 92 [email protected] [email protected]

❚ Franche-Comté 03 81 61 89 66 ❚ Provence-Alpes Côte d'Azur 04 84 35 45 41 [email protected] [email protected]

❚ Ile-de-France 01 82 52 43 05 ❚ Rhône-Alpes 04 72 61 62 20 [email protected] [email protected]

❚ Languedoc-Roussillon 04 67 61 69 23 [email protected] Some of the DGAFP’s large-scale projects There are four In recent years, the DGAFP has introduced prerequisites several innovations: for conducting HR structural reforms: ❚ Acknowledgment of the right to mobility (Act of 3 August 2009) ❚ Reform of competitive examinations ❚ Streamlining of a number of corps An HR action plan to identify the relevant ❚ Creation of an interministerial corps positions and recruitment ❚ Recognition of professional experience needs as regards both location and skills. ❚ Occupational health and safety agreement (November 2009) ❚ Introduction of turnkey support tools: career appraisals, mobility and career consultants, interministerial HR support platforms, etc. A legal framework to foster mobility ❚ Overhaul of industrial relations and career advancement in the civil service (Act of 5 July 2010) ❚ Creation of the Civil Service Joint Council (CCFP) for all three French civil service REGIONAL HR PLATFORMS – CONTACT DETAILS branches (Decree of 30 January 2012) ❚ Lessening job insecurity The use of the web-based for non-established civil servants Interministerial Civil Service (Act of 12 March 2012) Job Centre (BIEP) so that all civil servants are aware of every ❚ Measures to promote equal employment vacancy opportunities between men and women ❚ Memorandum of Understanding of 8 March 2013 promoting equal employment opportunities between Upstream industrial relations men and women which continue throughout ❚ Memorandum of Understanding the process to ensure that of 22 October 2013 concerning reforms are carried out with the prevention of psychosocial risks and by civil service staff. in the civil service ❚ Charter of 17 December 2013 promoting equality and anti-discriminatory practices in the civil service A rapidly-changing 2 4 Communication based Interministerial HR jurisdiction To help it fulfil its on HR governance context interministerial steering Over time, the missions of the DGAFP have changed considerably. and support role, the DGAFP ❚ Human Resources Directorates (DRH) ❚ Administrative authority ❚ Senior management network There are several reasons for this: is positioned at the centre seminar (to share guidelines for the ENA and the IRA (to steer HR policies with respect of a number of networks. ❚ Sweeping modernisation and a change and innovative practices to introduce (to recruit and train the Government’s to senior management) These networks are venues in both of reforms; at interministerial level) future senior managers) the speed and scope for sharing experience ❚ A need for employees’ skills, more than and information to be ever before, to be fully leveraged; able to pool successful ❚ DRH Committee ❚ EUPAN ❚ École de la GRH innovations and best ❚ A need to enhance the professional orientation (to facilitate discussions between (to exchange with EU Member (to share knowledge and best practices practices. of employees’ careers, making them more government departments and both State directorates/ministries to foster access to operational HRM rewarding and varied, to better serve users. public and private firms to “make in charge of the civil service and training resources) the State France’s best employer” and government modernisation)

❚ A civil service website: www.fonction-publique.gouv.fr ❚ Advisory Board ❚ HR Forward Planning (GPRH) (9 million hits per year) (to have a network of public conferences (to share innovations administration experts from and best practices between Leadership both the public and private sectors) ministries, and establish ❚ Press relations the roadmap between the ministries and the DGAFP) ❚ Trade fairs built on four pillars (Salon de l’emploi public, forums, etc.)

❚ Network coordination (HR managers, training consultants, mobility and career consultants, 1 Expertise covering the entire civil service 3 ministerial communication A concertation forum for industrial relations specialists, civil service training centres, etc.) ❚ General staff regulations ❚ Compensation and benefits schemes (the DGAFP drafts ❚ Higher Council for the State Civil Service (CSFPE) ❚ Interministerial Social (the DGAFP is responsible pay policy including salaries and benefits) (for discussing all general-interest issues concerning Action Committee (CIAS) ❚ Publications (six collections, including for the regulations, their central government employees and the civil service. (for suggesting interministerial ❚ E-newsletters: the Rapport annuel sur l’état de la fonction implementing legislation, ❚ Pensions (the DGAFP establishes regulations Chaired by the Minister for the Civil Service, it counts social action policies both • Trajectoires publique, an annual report on the state updates and the organisational for civil service pension schemes) civil service trade unions amongst its members) nationally and regionally) (a newsletter from the Minister of the civil service) principles that concern for the Civil Service) all civil servants) ❚ Recruitment and training (the DGAFP ensures The most recent agreements: • Performances ❚ Civil Service Joint Council (CCFP) that recruitment and training is more position-specific ❚ Ongoing training (November 2006) (senior management issues) (set up on 31 January 2012, the CCFP’s purview extends ❚ Specific staff regulations and encourages diversity and equal opportunities) ❚ Overhauling industrial relations (June 2008) to all legislation aimed at France’s three civil service branches. for the State civil service ❚ Occupational health and safety (Nov. 2009) Chaired by the Minister for the Civil Service, it comprises (the DGAFP drafts and updates ❚ Statistical knowledge (the DGAFP produces official ❚ Promoting security of employment three groups: trade unions, local and hospital civil service regulations governing cross- statistics on the situation of employees and on in the civil service (March 2011) employers) departmental civil service HR management within the civil service) ❚ Memorandum of Understanding positions, such as those for of 8 March 2013 promoting equal The primary targets of these initiatives are employment opportunities between attachés and administrative ministerial HR managers and – for common men and women assistants, and coordinates Social dialogue need to be seen as a vehicle for momentum, topics – the other civil service branches. specific regulations for certain ❚ Memorandum of Understanding The DGAFP provides expertise on staff regulations, helping to move forward, fostering mutual benefits, of 22 October 2013 concerning Certain events, trade fairs in particular, allow corps, such as labour inspectors) keeps these regulations up-to-date, and guarantees whilst allowing all stakeholders freedom of judgment the prevention of psychosocial risks for more direct contact with the general their fairness and consistency at interministerial level. and making them fully accountable. in the civil service public and civil servants. LES COLLECTIONS DE LA DGAFP

Directorate General 350 streamlined or eliminated corps and 417 updated recruitment procedures. Notions such for Administration as occupations, results, performance, HR forward planning, career appraisal or advice are now and the Civil Service mainstays. Over and beyond figures and sound bites, these all provide concrete examples of the changes underway in France’s three civil service branches. HRM modernisation efforts are Presentation overseen by the DGAFP. The DGAFP is the HR directorate for all government employees, and works closely with the Budget Directorate and the Secretariat-General for Government Modernisation concerning missions within their remit.

Annual report Les essentiels

The Rapport annuel sur l’état de la fonction publique sets out This collection which is aimed at a wide audience and which the main tenets of HRM in its “human resources policies and is comprised of informative sheets or records, provides practices” section and contains a civil service employee review information on recruitment, competitive examinations, careers, in its “facts and figures” statistics section, on which the “key training and, more broadly, all issues relating to civil servants’ figures” and “summary table” brochures are based. career advancement.

Outils de la GRH Statistiques et recherche sur la FP

Geared mainly towards HR managers, this collection compiles This collection has four sub-collections and is destined for a large number of steering support documents in daily use by decision-makers, managers, statisticians and researchers: “Stats HR departments. For example, the interministerial directory rapides” gives indicators and initial results; “Point Stat” of Central Government jobs (RIME), the Dictionnaire des briefly analyses the results of statistical surveys and studies; compétences, one-off guides and the “Démarches, outils et “Documents et méthodes” provides interim reports on research acteurs de la mobilité” kit are also part of the collection. and methodology work; “Études, recherche et débats” contains in-depth quantitative and qualitative studies. Politiques d’emploi public Repères DGAFP All this collection’s publications address topics related to HR forward planning, from knowledge to skills management. It This collection compiles all documents, for either in-house or also contains memoranda of understanding drawn up following external use, which present and promote the DGAFP and its negotiations with representative civil service trade unions. missions.