{"dataset":{"name":"OECD Governance: Public service leadership and capability - 2022","slug":"dsd-qdd-gov-pslc-2022-df-gov-pslc-2022"},"field":"measure_name","members":["A dedicated central learning/training ministry or agency","A more responsive and adaptive workforce","A right to a certain amount of formal training or development","A specific ratio of employees who should be on mobility at any given time.","Advisory services on managing conflicts of interest are available to public servants-For all public servants","Advisory services on managing conflicts of interest are available to public servants-For senior level public servants","Advisory services on managing conflicts of interest are available to public servants-For at-risk positions","Advisory services on managing conflicts of interest are available to public servants-Not a policy for any position/ public servant","Advisory services on managing conflicts of interest are available to public servants-Other","Answering to fluctuations of demand","Assessment of employee skills and competencies","Assessment of previous training outcomes","Attracting talent","Better allocation/use of specific expertise/skills in short supply in the public service","Change management-For non-manager employees","Change management-For senior managers","Communication-For non-manager employees","Communication-For senior managers","Complexity of the administrative process","Concerns regarding the return to their original post (or equivalent) at the end of the mobility","Considered in performance evaluations","Considered in promotion decisions","Creating inter-departmental/organisational shared spaces","Crisis management-For non-manager employees","Crisis management-For senior managers","Data analytics-For non-manager employees","Data analytics-For senior managers","Decision making-For senior managers","Defining required skills to adopt new technology and keep up with the digital transformation","Deliberate long-term career planning includes mobility","Determine appropriate measures for remedy. Please specify in the comments-For all public servants","Determine appropriate measures for remedy. Please specify in the comments-For at-risk positions","Determine appropriate measures for remedy. Please specify in the comments-Not a policy for any position/ public servant","Determine appropriate measures for remedy. Please specify in the comments-Other","Developing socio-emotional and strategic competencies based on frameworks","Development of employees is a skill that is included in mandatory managerial training","Development of employees is a skill that is included in voluntarily managerial training","Digital skills-For non-manager employees","Digital skills-For senior managers","Each ministry or agency conducts and arranges their own training","Employee development","Employee engagement","Employee or team development-For non-manager employees","Employee or team development-For senior managers","Employees are given financial rewards for engaging in training","Employees can choose some training programmes of interest rather than have only specific mandatory courses","Employees can have additional time off for engaging in development","Employees conduct upward feedback surveys/360 evaluation  of managers","Employees whose roles are redundant are dismissed","Ethics or integrity-For non-manager employees","Ethics or integrity-For senior managers","Evaluation of future managerial needs along the pipeline of leadership candidates","Exchange programmes-Internationally (e.g. EU, other countries or international organisations)","Exchange programmes-Not offered/not applicable","Exchange programmes-To other entities within the public service","Exchange programmes-To other sectors (Private or non-for-profit)","Exchange programmes-To subnational levels of government","Exchange programmes-Within one entity","Expected hours when employee working remotely should be working","External mobility is explicitly taken into account and considered an asset in promotion decisions","External mobility is promoted through special secondment and/or exchange programmes placing private sector employees in the public service for defined periods","External mobility is promoted through special secondment and/or exchange programmes placing public servants in organisations outside the public service","Feedback from managers on skill gaps","Financial bonuses are used to incentivise mobility","Financial management-For senior managers","Following best-practices in other countries","Foresight/Future thinking-For non-manager employees","Foresight/Future thinking-For senior managers","General guidance for employees-No","General guidance for employees-Yes, by most ministries","General guidance for employees-Yes, by some ministries","General guidance for employees-Yes, by the central HRM body","General guidance for managers-No","General guidance for managers-Yes, by most ministries","General guidance for managers-Yes, by some ministries","General guidance for managers-Yes, by the central HRM body","Global competencies-For non-manager employees","Greater efficiency in use of capacity and funds","Guidance on how to manage performance assessments for “mobile” employees-No","Guidance on how to manage performance assessments for “mobile” employees-Yes, by most ministries","Guidance on how to manage performance assessments for “mobile” employees-Yes, by some ministries","Guidance on how to manage performance assessments for “mobile” employees-Yes, by the central HRM body","Increasing diversity of teams","Increasing innovation","Individual learning plans for employees can include mobility (e.g. temporary assignments)","Individual learning plans are developed for all/most employees","Innovation-For non-manager employees","Innovation-For senior managers","Lack of clarity regarding salary and/or benefits","Lack of managerial support","Lack of recognition/valorisation","Lack of visibility of mobility opportunities","Leadership-For non-manager employees","Leadership-For senior managers","Learning is incorporated into the feedback cycle outside of formal evaluations","Length of time to backfill a job","Longer term secondments (with right to return)-Internationally (e.g. EU, other countries or international organisations)","Longer term secondments (with right to return)-Not offered/not applicable","Longer term secondments (with right to return)-To other entities within the public service","Longer term secondments (with right to return)-To other sectors (Private or non-for-profit)","Longer term secondments (with right to return)-To subnational levels of government","Longer term secondments (with right to return)-Within one entity","Making greater use of flexible office designs (e.g. hot-desking, activity based work spaces, etc)","Managerial KPIs involving employee development outcomes and are tracked or monitored with data","Managerial competency frameworks explicitly include employee development","Managerial job descriptions explicitly include reference to employee development","Managerial performance evaluations take into account managers’ employee development outcomes","Managerial promotion and progression decisions take into account managers’ ability to develop their employees","Managers are incentivised to hire people from other departments/ministries, etc to promote mobility.","Managers are incentivised to promote mobility for their employees.","Managers are responsible for ensuring a specified level of employee participation in mobility schemes","Managers are responsible for ensuring a specified level of employee participation in training","Managers co-create individual learning plans  for their employees","Managing conflict-For senior managers","Micro-assignment (working for another team/unit part-time)-Internationally (e.g. EU, other countries or international organisations)","Micro-assignment (working for another team/unit part-time)-Not offered/not applicable","Micro-assignment (working for another team/unit part-time)-To other entities within the public service","Micro-assignment (working for another team/unit part-time)-To other sectors (Private or non-for-profit)","Micro-assignment (working for another team/unit part-time)-To subnational levels of government","Micro-assignment (working for another team/unit part-time)-Within one entity","Minimum amount of time spent in formal training or development","Mobility is a requirement for entry into management positions","Mobility is explicitly taken into account in promotion decisions","Mobility tools redirecting public servants to the needed area","No","No defined strategy","None of the above","Not promoted","Not promoted because it is already embedded within the organisational culture","Not promoted because it is not a priority","Numeracy skills-For non-manager employees","Other rewards and recognition are used.","Other, please specify in the comments-For all public servants","Other, please specify in the comments-For at-risk positions","Other, please specify in the comments-No","Other, please specify in the comments-Not a policy for any position/ public servant","Other, please specify in the comments-Other","Other, please specify in the comments-Yes, by most ministries","Other, please specify in the comments-Yes, by the central HRM body","Other, please specify in the comments.-Not used during the COVID-19 crisis","Other, please specify in the comments.-Used heavily during the COVID-19 crisis","Other, please specify in the comments.-Used lightly during the COVID-19 crisis","Other, please specify in the comments.-Will likely be reused in case of special/emergency situation","Other-For non-manager employees","Other-For senior managers","Outside sources, please specify in the comments","Outsourcing of some activities","Performance assessment processes take mobility into account","Permanent reassignments can be imposed-In case of abolishment of position due to organisational restructuring/ digitalisation/ etc.","Permanent reassignments can be imposed-In case of emergencies and unexpected shocks","Permanent reassignments can be imposed-In case of new or changing priorities","Permanent reassignments can be imposed-In case of seasonal/foreseen fluctuations in demand","Permanent reassignments can be imposed-Not possible/not applicable","Permanent reassignments can be offered-In case of abolishment of position due to organisational restructuring/ digitalisation/ etc.","Permanent reassignments can be offered-In case of emergencies and unexpected shocks","Permanent reassignments can be offered-In case of new or changing priorities","Permanent reassignments can be offered-In case of seasonal/foreseen fluctuations in demand","Permanent reassignments can be offered-Not possible/not applicable","Point schemes for attending training","Policy design-For non-manager employees","Policy design-For senior managers","Policy evaluation-For senior managers","Presenting-For non-manager employees","Presenting-For senior managers","Procedures are in place to identify possible conflict of interest situations before leaving the public sector-For all public servants","Procedures are in place to identify possible conflict of interest situations before leaving the public sector-For senior level public servants","Procedures are in place to identify possible conflict of interest situations before leaving the public sector-For at-risk positions","Procedures are in place to identify possible conflict of interest situations before leaving the public sector-Not a policy for any position/ public servant","Procedures are in place to identify possible conflict of interest situations before leaving the public sector-Other","Procedures are in place to identify possible conflict of interest situations before re-entering the public sector-For all public servants","Procedures are in place to identify possible conflict of interest situations before re-entering the public sector-For senior level public servants","Procedures are in place to identify possible conflict of interest situations before re-entering the public sector-For at-risk positions","Procedures are in place to identify possible conflict of interest situations before re-entering the public sector-Not a policy for any position/ public servant","Procedures are in place to identify possible conflict of interest situations before re-entering the public sector-Other","Promoting external mobility is a stated objective/priority of the public service","Promoting internal mobility is a stated objective/priority of the public service","Protocols/guidelines for conducting hybrid meetings","Protocols/guidelines for conducting online meetings","Protocols/guidelines for encouraging the sharing of information and collaboration of remote workers","Protocols/guidelines for managers/teams to support the inclusion/integration of employees working remotely","Public procurement-For non-manager employees","Public procurement-For senior managers","Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-For all public servants","Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-For senior level public servants","Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-For at-risk positions","Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-Not a policy for any position/ public servant","Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-Other","Public servants on these programmes maintain their salary and benefits while on secondment","Public servants on these programmes retain the right to return to their post (or equivalent) in the public service","Public servants who leave the public sector are restricted from lobbying or engaging in official dealings, involving their former subordinates or colleagues in the public sector-For all public servants","Public servants who leave the public sector are restricted from lobbying or engaging in official dealings, involving their former subordinates or colleagues in the public sector-For senior level public servants","Public servants who leave the public sector are restricted from lobbying or engaging in official dealings, involving their former subordinates or colleagues in the public sector-For at-risk positions","Public servants who leave the public sector are restricted from lobbying or engaging in official dealings, involving their former subordinates or colleagues in the public sector-Not a policy for any position/ public servant","Public servants who leave the public sector are restricted from lobbying or engaging in official dealings, involving their former subordinates or colleagues in the public sector-Other","Public servants who re-enter the public sector are restricted from working or engaging in official dealings, involving their former subordinates or colleagues in the private sector-For all public servants","Public servants who re-enter the public sector are restricted from working or engaging in official dealings, involving their former subordinates or colleagues in the private sector-For senior level public servants","Public servants who re-enter the public sector are restricted from working or engaging in official dealings, involving their former subordinates or colleagues in the private sector-For at-risk positions","Public servants who re-enter the public sector are restricted from working or engaging in official dealings, involving their former subordinates or colleagues in the private sector-Not a policy for any position/ public servant","Public servants who re-enter the public sector are restricted from working or engaging in official dealings, involving their former subordinates or colleagues in the private sector-Other","Reducing office space","Regular and deliberate reassignments as part of career planning and/or corps management-Internationally (e.g. EU, other countries or international organisations)","Regular and deliberate reassignments as part of career planning and/or corps management-Not offered/not applicable","Regular and deliberate reassignments as part of career planning and/or corps management-To other entities within the public service","Regular and deliberate reassignments as part of career planning and/or corps management-To other sectors (Private or non-for-profit)","Regular and deliberate reassignments as part of career planning and/or corps management-To subnational levels of government","Regular and deliberate reassignments as part of career planning and/or corps management-Within one entity","Regular onboarding sessions-No","Regular onboarding sessions-Yes, by most ministries","Regular onboarding sessions-Yes, by some ministries","Regular onboarding sessions-Yes, by the central HRM body","Reinforcing collaboration across ministries and agencies","Relocating offices to other cities or regions","Renting/leasing coworking spaces in other buildings","Resilience-For non-manager employees","Resilience-For senior managers","Restrictions for the types of private sector/NGO sector employment that public servants may take immediately after leaving their role in the public sector-For all public servants","Restrictions for the types of private sector/NGO sector employment that public servants may take immediately after leaving their role in the public sector-For senior level public servants","Restrictions for the types of private sector/NGO sector employment that public servants may take immediately after leaving their role in the public sector-For at-risk positions","Restrictions for the types of private sector/NGO sector employment that public servants may take immediately after leaving their role in the public sector-Not a policy for any position/ public servant","Restrictions for the types of private sector/NGO sector employment that public servants may take immediately after leaving their role in the public sector-Other, please specify in the comments","Risk assessment (such as for conflict of interest, security clearances or other risks of mobility)-No","Risk assessment (such as for conflict of interest, security clearances or other risks of mobility)-Yes, by most ministries","Risk assessment (such as for conflict of interest, security clearances or other risks of mobility)-Yes, by some ministries","Risk assessment (such as for conflict of interest, security clearances or other risks of mobility)-Yes, by the central HRM body","Rotation programme-Internationally (e.g. EU, other countries or international organisations)","Rotation programme-Not offered/not applicable","Rotation programme-To other entities within the public service","Rotation programme-To other sectors (Private or non-for-profit)","Rotation programme-To subnational levels of government","Rotation programme-Within one entity","SDGs-For non-manager employees","SDGs-For senior managers","Security protocols for documents and data","Short term assignment (less than a year, full time)-Internationally (e.g. EU, other countries or international organisations)","Short term assignment (less than a year, full time)-Not offered/not applicable","Short term assignment (less than a year, full time)-To other entities within the public service","Short term assignment (less than a year, full time)-To other sectors (Private or non-for-profit)","Short term assignment (less than a year, full time)-To subnational levels of government","Short term assignment (less than a year, full time)-Within one entity","Skill need evaluation as part of change management process planning or planned reforms","Specific measures to help employees manage the boundaries between work and home","Strategic workforce planning","Succession planning checklist or guidance-No","Succession planning checklist or guidance-Yes, by most ministries","Succession planning checklist or guidance-Yes, by some ministries","Succession planning checklist or guidance-Yes, by the central HRM body","Systematic collection and analysis of employee feedback on skills and learning","Teamwork-For non-manager employees","Teamwork-For senior managers","Technical skills-For non-manager employees","Temporary reassignments can be imposed-In case of abolishment of position due to organisational restructuring/ digitalisation/ etc.","Temporary reassignments can be imposed-In case of emergencies and unexpected shocks","Temporary reassignments can be imposed-In case of new or changing priorities","Temporary reassignments can be imposed-In case of seasonal/foreseen fluctuations in demand","Temporary reassignments can be imposed-Not possible/not applicable","Temporary reassignments can be offered-In case of abolishment of position due to organisational restructuring/ digitalisation/ etc.","Temporary reassignments can be offered-In case of emergencies and unexpected shocks","Temporary reassignments can be offered-In case of new or changing priorities","Temporary reassignments can be offered-In case of seasonal/foreseen fluctuations in demand","Temporary reassignments can be offered-Not possible/not applicable","Temporary recruitment","The National School of Government or similar","The lessons learnt from the COVID-19 crisis will have no impact on external mobility in the future","The lessons learnt from the COVID-19 crisis will have no impact on internal mobility in the future","The lessons learnt from the COVID-19 crisis will likely result in greater external mobility in the future","The lessons learnt from the COVID-19 crisis will likely result in greater internal mobility in the future","The lessons learnt from the COVID-19 crisis will likely result in less external mobility in the future","The lessons learnt from the COVID-19 crisis will likely result in less internal mobility in the future","There are official guidelines in place, but they are not mandatory or enforced","There are training programmes in place for employees identified as needing to be reskilled, but we cannot make employees do them","There are training programmes in place that must be followed by employees identified as needing to be reskilled","There is a central policy/programme that must be followed","There is no reskilling training, but employees are expected to learn new roles on the job","There is no strategy","This information is not available","Through accelerated use of existing hiring procedures-Not used during the COVID-19 crisis","Through accelerated use of existing hiring procedures-Used heavily during the COVID-19 crisis","Through accelerated use of existing hiring procedures-Used lightly during the COVID-19 crisis","Through accelerated use of existing hiring procedures-Will likely be reused in case of special/emergency situation","Through access to a pre-identified talent pool (surge reserve)-Not used during the COVID-19 crisis","Through access to a pre-identified talent pool (surge reserve)-Used heavily during the COVID-19 crisis","Through access to a pre-identified talent pool (surge reserve)-Used lightly during the COVID-19 crisis","Through access to a pre-identified talent pool (surge reserve)-Will likely be reused in case of special/emergency situation","Through retired public servants coming back from retirement-Not used during the COVID-19 crisis","Through retired public servants coming back from retirement-Used heavily during the COVID-19 crisis","Through retired public servants coming back from retirement-Used lightly during the COVID-19 crisis","Through retired public servants coming back from retirement-Will likely be reused in case of special/emergency situation","Through simplified short-term hiring procedures-Not used during the COVID-19 crisis","Through simplified short-term hiring procedures-Used heavily during the COVID-19 crisis","Through simplified short-term hiring procedures-Used lightly during the COVID-19 crisis","Through simplified short-term hiring procedures-Will likely be reused in case of special/emergency situation","Through temporary taskforces-Not used during the COVID-19 crisis","Through temporary taskforces-Used heavily during the COVID-19 crisis","Through temporary taskforces-Used lightly during the COVID-19 crisis","Through temporary taskforces-Will likely be reused in case of special/emergency situation","Training is mandatory for career progression for most/all public servants","Transfer checklists-No","Transfer checklists-Yes, by most ministries","Transfer checklists-Yes, by some ministries","Transfer checklists-Yes, by the central HRM body","Transparent mobility opportunities.","Up-to-date guidance is accessible for public servants to inform them of their requirements to manage and prevent conflicts of interest. Please indicate in which form this available in the comments-For all public servants","Up-to-date guidance is accessible for public servants to inform them of their requirements to manage and prevent conflicts of interest. Please indicate in which form this available in the comments-For senior level public servants","Up-to-date guidance is accessible for public servants to inform them of their requirements to manage and prevent conflicts of interest. Please indicate in which form this available in the comments-For at-risk positions","Up-to-date guidance is accessible for public servants to inform them of their requirements to manage and prevent conflicts of interest. Please indicate in which form this available in the comments-Not a policy for any position/ public servant","Up-to-date guidance is accessible for public servants to inform them of their requirements to manage and prevent conflicts of interest. Please indicate in which form this available in the comments-Other","Writing-For non-manager employees","Writing-For senior managers","Yes, at the central level","Yes, but each division or team has their own strategy/plan","Yes, for another position in another ministry/agency","Yes, for another position within the same corps/profession","Yes, for another position within their ministry/agency","Yes, for mandatory remote work","Yes, for voluntary remote work","Yes, in most ministries","Yes, in some ministries","Yes, most ministries or agencies have their own training strategy/plan","Yes, some ministries or agencies have their own training strategy/plan","Yes, there is a strategy/plan for all of central government. Please detail in the comments.","other"]}