Sample: OECD Governance: Public service leadership and capability - 2022
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governance
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| action | ref_area | reference_area | freq | frequency_of_observation | measure_code | measure_name | year | time_period | value | observation_value | obs_status | observation_status | unit_mult | unit_multiplier |
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| I | PER | Peru | A | Annual | Q_AN_REALL-PERMIMP_NOT | Permanent reassignments can be imposed-Not possible/not applicable | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_REALL-PERMOFF_NOT | Permanent reassignments can be offered-Not possible/not applicable | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_INSTIT-NSG | The National School of Government or similar | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MODMOB-ROT_NOT | Rotation programme-Not offered/not applicable | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_INTCAND-other | other | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MOBST-RETIRED_NOT | Through retired public servants coming back from retirement-Not used during the COVID-19 crisis | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-GUIDMAN_NO | General guidance for managers-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_REALL-TEMPOFF_CHANGPRIO | Temporary reassignments can be offered-In case of new or changing priorities | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ001_SQ002 | Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-For senior level public servants | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-ETHICS_NONSLPS | Ethics or integrity-For non-manager employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-OTH_NO | Other, please specify in the comments-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_EXPECTEDSURGE-OUTSOURC | Outsourcing of some activities | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE2-HOURS | Expected hours when employee working remotely should be working | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-TEAMWORK_NONSLPS | Teamwork-For non-manager employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-SUCCESSION_NO | Succession planning checklist or guidance-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ003_SQ003 | 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 | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-GUIDEMP_NO | General guidance for employees-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ005_SQ003 | 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 | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-RISKASS_NO | Risk assessment (such as for conflict of interest, security clearances or other risks of mobility)-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_PROMEXTMOB-NOT | Not promoted | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MOBST-SIMPLFSTHIR_HEAVY | Through simplified short-term hiring procedures-Used heavily during the COVID-19 crisis | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-TEAMWORK_SLPS | Teamwork-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_PROMINTMOB-NOPRIO | Not promoted because it is not a priority | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_COMPENSATION-NO | No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-PERFASS_NO | Guidance on how to manage performance assessments for “mobile” employees-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_REALL-TEMPOFF_SEASON | Temporary reassignments can be offered-In case of seasonal/foreseen fluctuations in demand | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_EXPECTEDSURGE-TEMREC | Temporary recruitment | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_REALL-TEMPIMP_EMERGENCY | Temporary reassignments can be imposed-In case of emergencies and unexpected shocks | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-ONBOARD_NO | Regular onboarding sessions-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ008_SQ005 | 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 | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MODMOB-EXCH_NOT | Exchange programmes-Not offered/not applicable | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-ETHICS_SLPS | Ethics or integrity-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_MNGTASK-NONE | None of the above | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MODMOB-PLAN_NOT | Regular and deliberate reassignments as part of career planning and/or corps management-Not offered/not applicable | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE2-ONLMEET | Protocols/guidelines for conducting online meetings | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MODMOB-MICRO_NOT | Micro-assignment (working for another team/unit part-time)-Not offered/not applicable | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ010_SQ005 | Other, please specify in the comments-Not a policy for any position/ public servant | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_INSTIT-MIN | Each ministry or agency conducts and arranges their own training | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE2-SHARINFO | Protocols/guidelines for encouraging the sharing of information and collaboration of remote workers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_LDSTRAT-MOSTMIN | Yes, most ministries or agencies have their own training strategy/plan | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE2-INCLUSION | Protocols/guidelines for managers/teams to support the inclusion/integration of employees working remotely | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ001_SQ003 | Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-For at-risk positions | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-CHANGEMGT_SLPS | Change management-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ007_SQ001 | Procedures are in place to identify possible conflict of interest situations before leaving the public sector-For all public servants | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MODMOB-SHORTT_WITHIN | Short term assignment (less than a year, full time)-Within one entity | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ002_SQ001 | 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 | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MOBST-TASKFOR_HEAVY | Through temporary taskforces-Used heavily during the COVID-19 crisis | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MOBST-ACCHIR_HEAVY | Through accelerated use of existing hiring procedures-Used heavily during the COVID-19 crisis | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ006_SQ001 | Advisory services on managing conflicts of interest are available to public servants-For all public servants | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-INNOV_SLPS | Innovation-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MODMOB-LONGTSEC_WITHIN | Longer term secondments (with right to return)-Within one entity | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-INNOV_NONSLPS | Innovation-For non-manager employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOOLS-TRANSF_NO | Transfer checklists-No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE-CENTRAL | Yes, at the central level | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE2-SECURITY | Security protocols for documents and data | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_IMPACTCOVIDMOB-GRINT | The lessons learnt from the COVID-19 crisis will likely result in greater internal mobility in the future | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ009_SQ005 | Determine appropriate measures for remedy. Please specify in the comments-Not a policy for any position/ public servant | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-LEADSHP_SLPS | Leadership-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-TECHNICAL_NONSLPS | Technical skills-For non-manager employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MOBST-OTH_LIGHT | Other, please specify in the comments.-Used lightly during the COVID-19 crisis | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_CONFLICTINT-SQ004_SQ003 | 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 | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE2-HYBMEET | Protocols/guidelines for conducting hybrid meetings | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_RESK-NO | There is no strategy | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_INC-NONE | None of the above | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_MOBST-SURGERESRV_NOT | Through access to a pre-identified talent pool (surge reserve)-Not used during the COVID-19 crisis | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_AN_TOP5SK-CHANGEMGT_NONSLPS | Change management-For non-manager employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_CHARTERREMOTE2-BOUNDARY | Specific measures to help employees manage the boundaries between work and home | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | PER | Peru | A | Annual | Q_MC_BARRIERS-NA | This information is not available | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_REALL-TEMPOFF_CHANGPRIO | Temporary reassignments can be offered-In case of new or changing priorities | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_REALL-PERMIMP_CHANGPRIO | Permanent reassignments can be imposed-In case of new or changing priorities | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_EXPECTEDSURGE-MOBTOOLS | Mobility tools redirecting public servants to the needed area | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_REALL-TEMPIMP_SEASON | Temporary reassignments can be imposed-In case of seasonal/foreseen fluctuations in demand | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_TOP5SK-LEADSHP_SLPS | Leadership-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_TOP5SK-ETHICS_SLPS | Ethics or integrity-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_IMPACTCOVIDMOB-NOINT | The lessons learnt from the COVID-19 crisis will have no impact on internal mobility in the future | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_INC-FORMALEVAL | Learning is incorporated into the feedback cycle outside of formal evaluations | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_MNGTASK-VOLTRAINING | Development of employees is a skill that is included in voluntarily managerial training | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_REALL-TEMPIMP_CHANGPRIO | Temporary reassignments can be imposed-In case of new or changing priorities | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_LDSTRAT-DIVISION | Yes, but each division or team has their own strategy/plan | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_CHARTERREMOTE2-other | other | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_COMPENSATION-other | other | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_CONFLICTINT-SQ010_SQ005 | Other, please specify in the comments-Not a policy for any position/ public servant | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_CONFLICTINT-SQ001_SQ001 | Public servants are legally bound not to use confidential or other “insider” information after they leave the public sector-For all public servants | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_TOP5SK-WRIT_SLPS | Writing-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_CONFLICTINT-SQ005_SQ001 | 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 | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_REALL-PERMIMP_ABOLISH | Permanent reassignments can be imposed-In case of abolishment of position due to organisational restructuring/ digitalisation/ etc. | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_INC-INDIVLEARNPLAN | Individual learning plans are developed for all/most employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_EXPECTEDSURGE-TEMREC | Temporary recruitment | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_INTCAND-NO | No | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_CONFLICTINT-SQ004_SQ005 | 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 | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_MODMOB-EXCH_WITHIN | Exchange programmes-Within one entity | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_CONFLICTINT-SQ009_SQ001 | Determine appropriate measures for remedy. Please specify in the comments-For all public servants | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_REALL-PERMIMP_EMERGENCY | Permanent reassignments can be imposed-In case of emergencies and unexpected shocks | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_TOP5SK-OTH_NONSLPS | Other-For non-manager employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_TOP5SK-DECISIONMAK_SLPS | Decision making-For senior managers | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_LDSTRAT-SOMEMIN | Yes, some ministries or agencies have their own training strategy/plan | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_WORKPLACE-NONE | None of the above | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_INC-CHOICE | Employees can choose some training programmes of interest rather than have only specific mandatory courses | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_MNGTASK-LEARNPLANS | Managers co-create individual learning plans for their employees | 2022 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_INC-PERFEVAL | Considered in performance evaluations | 2022 | 1.0 | A | Normal value | 0 | Units |