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Senior Civil Service in the Danish Government Sector. OECD Expert Meeting Paris, October 6, 2003. Senior Civil Service in the Danish Government Sector. Scope of senior management Recruitment Appointments, contracts, mandate Performance assessment, pay - PowerPoint PPT Presentation
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MAKE A DIFFERENCE
Senior Civil Service in the Danish Government Sector
OECD Expert MeetingParis, October 6, 2003
MAKE A DIFFERENCE
1. Scope of senior management2. Recruitment 3. Appointments, contracts, mandate 4. Performance assessment, pay5. Management policy in the Danish State
(promotion, career, mobility, training).
Senior Civil Service in the Danish Government Sector
MAKE A DIFFERENCE
1. Scope of senior management
Top management levele.g. Permanent Secretary
Intermediate leaderse.g. Assistant Permanent Secretary
Direct leadere.g. Head of Division
Employeese.g. Head of Section, Clarks, Policemen
MAKE A DIFFERENCE
1. Scope of senior management
Level Central level (De)central level Local level
Institution The Department The Agency Local Office
Example Ministry of Taxation Central Customs and Customs and Tax Region
Tax Administration
Top-management Permanent Secretary Director General Regional Director
Deputy Permanent Director/Secretary Assistant Director
Wage Bracket 40 - 42 38 – 39 37 - 3838 – 39 37-38
MAKE A DIFFERENCE
2. Recruitment
• All recruitment in the Danish Government Sector is based on open position
• All position is published on the internet (www.job-i-staten.dk)
• Top mangers are appointed by HM the Queen on basis of a recommendation from a special executive group (Regeringens topchefudvalg)
• Recruitment base – Internal 55 pct.– Other government institution 28 pct.– External 18 pct.
MAKE A DIFFERENCE
3. Appointment, contracts, mandate
• Normally top-managers are appointed to the position in fixed term (åremålsansættelse)
• The fixed term is for 3 – 6 years. Prolonging – maximum 3 years
• A contracts normally include:– agreement on a position after the fixed term – a bonus during the fixed term (maximum 25
pct. of the salary on a permanent position – a bonus after fulfilled term
MAKE A DIFFERENCE
4. Payment of top-managers
Level Number of Wage indicationpersons Basic pay Pension Permanent bonus Variable
bonus
42 6 773.000 154.170 486.500 86.500
41 36 690.300 122.940 225.000 48.580
40 33 644.800 110.660 214.440 50.300
39 263 555.390 91.500 183.400 58.900
38 966 514.100 78.700 108.600 47.300
37 2.035 463.000 65.600 74.500 41.500All salary is in DKK. 1 DKK = 7,4 EUR
MAKE A DIFFERENCE
4. Performance Assessment - concept of controlling
TheParliament
The Minister
Different Ministriese.g. Ministry of Justice
The State InstitutionInternal ContractsNew pay systems
Ministry of Finance(on behalf of the Government)
Proposal on the State BudgetState Budget
Contracts
Annual Report
Dialog on the budget
MAKE A DIFFERENCE
5. Management policy 2003
• Definition on good management• Maintaining progress by focusing on results• Securing holistic thinking via strategic clarity• Securing development via an interest in people• Securing good future management via
recruitment • Development managerial talent before taking on
a managerial position• Diversity – also among managers• All managers can and should development their
managerial skills• Manager for a period• Flexible framework for management• Managerial responsibility