{"dataset":{"name":"OECD Governance: Public service leadership and capability - 2024","slug":"dsd-qdd-gov-pslc-2024-df-gov-pslc-2024"},"field":"measure_name","members":["4.1. If selected ‘Yes, a standard performance scale / rating system for the central government above, how many categories are in the scale or rating system?","Accountability / timeliness","Adapting HR policies and tools to support hybrid or remote working arrangements","Better integration of HR practices/policies across government (e.g., recruitment, employee development, talent management, etc.)","Career advancement / promotion","Central HRM body or centre of government-Advisory (can issue guidance and advice)","Central HRM body or centre of government-Enforcement (can issue and implement sanctions)","Central HRM body or centre of government-Investigative / adjudicative (can investigate and make decisions/ rulings)","Central HRM body or centre of government-Not applicable / does not exist in my country","Central HRM body or centre of government-other","Central HRM body within a ministry or centre of government responsible for all central government public servants","Centralising additional HR functions","Civil service commission","Civil service commission (independent of direct ministerial control)","Civil service commission-Advisory (can issue guidance and advice)","Civil service commission-Enforcement (can issue and implement sanctions)","Civil service commission-Investigative / adjudicative (can investigate and make decisions/ rulings)","Civil service commission-Not applicable / does not exist in my country","Civil service commission-other","Collaboration","Communication","Competency framework(s)","Competing interests in different institutions","Complaints about discrimination, bullying and harassment","Complaints on promotion decisions","Complaints on recruitment decisions","Contract not renewed / extended","Contract renewal in the public service / remaining in the public service","Dealing with team conflicts","Deciding on the number and type of positions/roles to open-Central HRM body and/or Centre of Government","Deciding on the number and type of positions/roles to open-Civil Service Commission","Deciding on the number and type of positions/roles to open-Each line ministry or agency","Deciding on the number and type of positions/roles to open-Ministry of Finance","Deciding on the number and type of positions/roles to open-Unit/team level","Deciding on the number and type of positions/roles to open-other","Delegating additional HR functions to individual ministries and agencies","Demotion of rank / grade","Designing the post-classification system – grades-Central HRM body and/or Centre of Government","Designing the post-classification system – grades-Civil Service Commission","Designing the post-classification system – grades-Each line ministry or agency","Designing the post-classification system – grades-Ministry of Finance","Designing the post-classification system – grades-Not applicable","Designing the post-classification system – grades-other","Designing the recruitment policy-Central HRM body and/or Centre of Government","Designing the recruitment policy-Civil Service Commission","Designing the recruitment policy-Each line ministry or agency","Designing the recruitment policy-Ministry of Finance","Designing the recruitment policy-Not applicable","Designing the recruitment policy-Unit/team level","Designing the recruitment policy-other","Determining and updating benefits-Central HRM body and/or Centre of Government","Determining and updating benefits-Civil Service Commission","Determining and updating benefits-Each line ministry or agency","Determining and updating benefits-Ministry of Finance","Determining and updating benefits-other","Determining and updating pay scales-Central HRM body and/or Centre of Government","Determining and updating pay scales-Civil Service Commission","Determining and updating pay scales-Each line ministry or agency","Determining and updating pay scales-Ministry of Finance","Determining and updating pay scales-Not applicable","Determining and updating pay scales-other","Determining flexibility of working conditions (teleworking, number of hours, etc.)-Central HRM body and/or Centre of Government","Determining flexibility of working conditions (teleworking, number of hours, etc.)-Civil Service Commission","Determining flexibility of working conditions (teleworking, number of hours, etc.)-Each line ministry or agency","Determining flexibility of working conditions (teleworking, number of hours, etc.)-Unit/team level","Determining flexibility of working conditions (teleworking, number of hours, etc.)-other","Determining/setting retirement and pension plans-Central HRM body and/or Centre of Government","Determining/setting retirement and pension plans-Civil Service Commission","Determining/setting retirement and pension plans-Each line ministry or agency","Determining/setting retirement and pension plans-Ministry of Finance","Determining/setting retirement and pension plans-Not applicable","Determining/setting retirement and pension plans-Unit/team level","Determining/setting retirement and pension plans-other","Disciplinary cases brought up against public servants","Dismissal","Distributing/paying out any variable portion of pay (performance-related or other)-Central HRM body and/or Centre of Government","Distributing/paying out any variable portion of pay (performance-related or other)-Civil Service Commission","Distributing/paying out any variable portion of pay (performance-related or other)-Each line ministry or agency","Distributing/paying out any variable portion of pay (performance-related or other)-Ministry of Finance","Distributing/paying out any variable portion of pay (performance-related or other)-Not applicable","Distributing/paying out any variable portion of pay (performance-related or other)-Unit/team level","Distributing/paying out any variable portion of pay (performance-related or other)-other","Diversity, equity and inclusion","Emotional intelligence / interpersonal skills","Employees from different divisions","Employer attractiveness","Employment contract renewal in the public service (for employees on a fixed-term contract)","External branding and communications-Central HRM body and/or Centre of Government","External branding and communications-Civil Service Commission","External branding and communications-Each line ministry or agency","External branding and communications-Not applicable","External branding and communications-Unit/team level","External branding and communications-other","External stakeholders outside of the organisation","Extra holiday, paid time off or paid leave","Fair work distribution","Financial rewards","Government strategies / priorities","HRM bodies/units within individual line ministries/departments","Having difficult discussions","Improving HR IT systems","Improving HR data capabilities to better support senior leadership","Improving career pathing","Individual learning plans and career goals","Individual talent plan developed or mobility opportunity offered","Innovation","Innovation objectives","Inter-ministerial mobility","Introducing new or better options for self-service","Introducing new types of HR roles (e.g., people analytics, HR business partners, etc.)","Introducing/expanding use of AI for HR functions","Job description for the current position","Lack of IT infrastructure","Lack of consistent or coherent data to support decision-making","Lack of cross-institutional coordination and communication","Lack of expertise","Lack of financing","Lack of institutional ownership of the reforms","Lack of personnel","Lack of political support","Lack of senior leadership commitment","Managers","Mandatory mentoring / coaching","Mandatory training","Meeting key performance indicators","Mentoring is offered","Merit protection board or merit-related oversight body to decide on matters related to appointment, recruitment and promotion decisions-Advisory (can issue guidance and advice)","Merit protection board or merit-related oversight body to decide on matters related to appointment, recruitment and promotion decisions-Enforcement (can issue and implement sanctions)","Merit protection board or merit-related oversight body to decide on matters related to appointment, recruitment and promotion decisions-Investigative / adjudicative (can investigate and make decisions/ rulings)","Merit protection board or merit-related oversight body to decide on matters related to appointment, recruitment and promotion decisions-Not applicable / does not exist in my country","Merit protection board or merit-related oversight body to decide on matters related to appointment, recruitment and promotion decisions-other","Merit-protection board or merit-related oversight body to decide on matters related to appointment, recruitment and promotion decisions","Middle managers","Ministerial / political advisors","Mitigating bias","More frequent performance evaluations","No data collected on formal complaints or disciplinary cases at a central level","No formal discussion of performance assessment at managerial meetings","No inter-ministerial structures/working groups","Non-judicial entity responsible for addressing public servants' ethical concerns/violations and/or misconduct (e.g., ethics body or disciplinary board)","Non-judicial entity responsible for addressing public servants' ethical concerns/violations and/or misconduct (e.g., ethics body or disciplinary board)-Advisory (can issue guidance and advice)","Non-judicial entity responsible for addressing public servants' ethical concerns/violations and/or misconduct (e.g., ethics body or disciplinary board)-Enforcement (can issue and implement sanctions)","Non-judicial entity responsible for addressing public servants' ethical concerns/violations and/or misconduct (e.g., ethics body or disciplinary board)-Investigative / adjudicative (can investigate and make decisions/ rulings)","Non-judicial entity responsible for addressing public servants' ethical concerns/violations and/or misconduct (e.g., ethics body or disciplinary board)-Not applicable / does not exist in my country","Non-judicial entity responsible for addressing public servants' ethical concerns/violations and/or misconduct (e.g., ethics body or disciplinary board)-other","Non-managerial professional staff","None of the above","Not being promoted","Not mandatory for any","Not possible to discipline based on performance assessment","Not receiving a bonus","Not receiving a permanent salary increase","Not shared","Objectively assessing employee performance","Onboarding","Onboarding new staff-Central HRM body and/or Centre of Government","Onboarding new staff-Civil Service Commission","Onboarding new staff-Each line ministry or agency","Onboarding new staff-Not applicable","Onboarding new staff-Unit/team level","Organisational strategies / priorities","Other oversight institutions-Advisory (can issue guidance and advice)","Other oversight institutions-Enforcement (can issue and implement sanctions)","Other oversight institutions-Investigative / adjudicative (can investigate and make decisions/ rulings)","Other oversight institutions-Not applicable / does not exist in my country","Other oversight institutions-other","Past performance assessments","Peers within the division / team","Positive impact on individual performance assessment","Positive recognition by manager","Positive recognition by the manager (communicated within the organisation)","Preparedness to tackle new challenges","Producing strategic workforce plans-Central HRM body and/or Centre of Government","Producing strategic workforce plans-Civil Service Commission","Producing strategic workforce plans-Each line ministry or agency","Producing strategic workforce plans-Ministry of Finance","Producing strategic workforce plans-Unit/team level","Producing strategic workforce plans-other","Productivity","Providing clear and effective feedback","Recruitment processes","Reduction in work responsibilities","Reform planning/follow-up","Remuneration – one-time bonuses","Remuneration – permanent salary increase","Reskilling","Respect","Running employee surveys-Central HRM body and/or Centre of Government","Running employee surveys-Civil Service Commission","Running employee surveys-Each line ministry or agency","Running employee surveys-Ministry of Finance","Running employee surveys-Not applicable","Running employee surveys-Unit/team level","Running the recruitment of public servants-Central HRM body and/or Centre of Government","Running the recruitment of public servants-Civil Service Commission","Running the recruitment of public servants-Each line ministry or agency","Running the recruitment of public servants-Not applicable","Running the recruitment of public servants-Unit/team level","Running the recruitment of public servants-other","Running the recruitment of senior-level public servants-Central HRM body and/or Centre of Government","Running the recruitment of senior-level public servants-Civil Service Commission","Running the recruitment of senior-level public servants-Each line ministry or agency","Running the recruitment of senior-level public servants-Not applicable","Running the recruitment of senior-level public servants-other","Running the recruitment of temporary staff-Central HRM body and/or Centre of Government","Running the recruitment of temporary staff-Civil Service Commission","Running the recruitment of temporary staff-Each line ministry or agency","Running the recruitment of temporary staff-Not applicable","Running the recruitment of temporary staff-Unit/team level","Running the recruitment of temporary staff-other","Salary reduction – permanently","Salary reduction – temporarily","Senior-level public servants","Setting annual budget envelope for non-senior staff compensation/remuneration-Central HRM body and/or Centre of Government","Setting annual budget envelope for non-senior staff compensation/remuneration-Civil Service Commission","Setting annual budget envelope for non-senior staff compensation/remuneration-Each line ministry or agency","Setting annual budget envelope for non-senior staff compensation/remuneration-Ministry of Finance","Setting annual budget envelope for non-senior staff compensation/remuneration-Not applicable","Setting annual budget envelope for non-senior staff compensation/remuneration-other","Setting annual budget envelope for senior staff compensation/remuneration-Central HRM body and/or Centre of Government","Setting annual budget envelope for senior staff compensation/remuneration-Civil Service Commission","Setting annual budget envelope for senior staff compensation/remuneration-Each line ministry or agency","Setting annual budget envelope for senior staff compensation/remuneration-Ministry of Finance","Setting annual budget envelope for senior staff compensation/remuneration-Not applicable","Setting annual budget envelope for senior staff compensation/remuneration-other","Setting the policy of any variable portion of pay (performance-related or other)-Central HRM body and/or Centre of Government","Setting the policy of any variable portion of pay (performance-related or other)-Civil Service Commission","Setting the policy of any variable portion of pay (performance-related or other)-Each line ministry or agency","Setting the policy of any variable portion of pay (performance-related or other)-Ministry of Finance","Setting the policy of any variable portion of pay (performance-related or other)-Not applicable","Setting the policy of any variable portion of pay (performance-related or other)-other","Setting up a performance improvement plan","Special judicial or administrative tribunal with the right to rule on public service matters","Special judicial or administrative tribunal with the right to rule on public service matters-Advisory (can issue guidance and advice)","Special judicial or administrative tribunal with the right to rule on public service matters-Enforcement (can issue and implement sanctions)","Special judicial or administrative tribunal with the right to rule on public service matters-Investigative / adjudicative (can investigate and make decisions/ rulings)","Special judicial or administrative tribunal with the right to rule on public service matters-Not applicable / does not exist in my country","Special judicial or administrative tribunal with the right to rule on public service matters-other","Specialised body/institution for senior-level public servants only","Specialised ministry or agency dedicated primarily to HRM","Talent management for leadership","Team results – vis-à-vis other teams results","Team results – vis-à-vis team goals","Team-level objectives","Training / learning opportunities are offered","Transfer to another position same rank / grade which they might be better suited for","Use of external consultancies for specialised HR advice","Values statement","Wellness/wellbeing","Workforce planning","Yes, discussed within a managerial working group","Yes, for middle managers","Yes, for ministerial / political advisors","Yes, for non-managerial professional staff","Yes, for senior-level public servants","Yes, managers meet to compare all results of their team’s performance assessment","Yes, managers meet to discuss and justify the assignment of scores at the highest and lowest end of the scale","Yes, managers meet to discuss the challenges of performance assessment","Yes, publicly shared (e.g., in an organisational annual report, on the website)","Yes, shared within the individual organisation","other"]}