Sample: OECD Governance: Public service leadership and capability - 2024
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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 | DNK | Denmark | A | Annual | Q_AN_Q7-CENTHRM_NA | Central HRM body or centre of government-Not applicable / does not exist in my country | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q7-MERIT_NA | 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 | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q13-COMPARE | Yes, managers meet to compare all results of their team’s performance assessment | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-ONBOARD_INDVMIN | Onboarding new staff-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q3-DATACAP | Improving HR data capabilities to better support senior leadership | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-RUNSRRECRUIT_INDVMIN | Running the recruitment of senior-level public servants-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-PAYSCALE_INDVMIN | Determining and updating pay scales-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-RETIREPENS_INDVMIN | Determining/setting retirement and pension plans-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8b-SLPS | Senior-level public servants | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-ONBOARD_UNIT | Onboarding new staff-Unit/team level | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q2-RECRUIT | Recruitment processes | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q1_6-INMINS | HRM bodies/units within individual line ministries/departments | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8b-MIDMAN | Middle managers | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q2-WELLNESS | Wellness/wellbeing | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q4-PERSONNEL | Lack of personnel | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-BENS_INDVMIN | Determining and updating benefits-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8b-POLADV | Ministerial / political advisors | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-BUDGSTFF_INDVMIN | Setting annual budget envelope for non-senior staff compensation/remuneration-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q3-ITSYSTEM | Improving HR IT systems | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8-TRAIN | Training / learning opportunities are offered | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-SETVARPAY_INDVMIN | Setting the policy of any variable portion of pay (performance-related or other)-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q10-NONE | No data collected on formal complaints or disciplinary cases at a central level | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-RUNRECRUITPS_INDVMIN | Running the recruitment of public servants-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q13-JUSTIFY | Yes, managers meet to discuss and justify the assignment of scores at the highest and lowest end of the scale | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q6-other | other | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-DISTVARPAY_INDVMIN | Distributing/paying out any variable portion of pay (performance-related or other)-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q7-OTHER_ENFORCE | Other oversight institutions-Enforcement (can issue and implement sanctions) | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q9-NO | Not possible to discipline based on performance assessment | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q7-PUBLIC | Yes, publicly shared (e.g., in an organisational annual report, on the website) | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q2-EMPATTR | Employer attractiveness | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-GRADES_INDVMIN | Designing the post-classification system – grades-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-STRWRKPLN_INDVMIN | Producing strategic workforce plans-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-EMPSURV_INDVMIN | Running employee surveys-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8-CAREERADV | Career advancement / promotion | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q7-JUD_NA | Special judicial or administrative tribunal with the right to rule on public service matters-Not applicable / does not exist in my country | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-NMBROLES_INDVMIN | Deciding on the number and type of positions/roles to open-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8-SALARYINC | Remuneration – permanent salary increase | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-FLEXIB_INDVMIN | Determining flexibility of working conditions (teleworking, number of hours, etc.)-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-DESRECRUIT_INDVMIN | Designing the recruitment policy-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q7-OTHER_INVEST | Other oversight institutions-Investigative / adjudicative (can investigate and make decisions/ rulings) | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q7-NUNJUD_NA | 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 | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-BUDGSRSTFF_INDVMIN | Setting annual budget envelope for senior staff compensation/remuneration-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q12a-OBJ | Objectively assessing employee performance | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q1-NO | Not mandatory for any | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-RUNRECRUITTS_INDVMIN | Running the recruitment of temporary staff-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8b-NONMAN | Non-managerial professional staff | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q8-BONUS | Remuneration – one-time bonuses | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q7-CSC_NA | Civil service commission-Not applicable / does not exist in my country | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_AN_Q5-EXTCOMMS_INDVMIN | External branding and communications-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DNK | Denmark | A | Annual | Q_MC_Q13-CHALLENGES | Yes, managers meet to discuss the challenges of performance assessment | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q12a-OBJ | Objectively assessing employee performance | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-BENS_CENTHRM | Determining and updating benefits-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-EXTCOMMS_CENTHRM | External branding and communications-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-RUNRECRUITTS_INDVMIN | Running the recruitment of temporary staff-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q8b-SLPS | Senior-level public servants | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q2-MOBILITY | Inter-ministerial mobility | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q1-YNONMAN | Yes, for non-managerial professional staff | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-DISTVARPAY_INDVMIN | Distributing/paying out any variable portion of pay (performance-related or other)-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q8-BONUS | Remuneration – one-time bonuses | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q8b-NONMAN | Non-managerial professional staff | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-NMBROLES_INDVMIN | Deciding on the number and type of positions/roles to open-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-BUDGSTFF_CENTHRM | Setting annual budget envelope for non-senior staff compensation/remuneration-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q8b-MIDMAN | Middle managers | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-EMPSURV_INDVMIN | Running employee surveys-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q9-TRAIN | Mandatory training | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-SETVARPAY_CENTHRM | Setting the policy of any variable portion of pay (performance-related or other)-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q9-NOPROM | Not being promoted | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q1-YMIDMAN | Yes, for middle managers | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q9-NOBONUS | Not receiving a bonus | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q6-JUD | Special judicial or administrative tribunal with the right to rule on public service matters | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q3-INTEGRATE | Better integration of HR practices/policies across government (e.g., recruitment, employee development, talent management, etc.) | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q13-JUSTIFY | Yes, managers meet to discuss and justify the assignment of scores at the highest and lowest end of the scale | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q7-MERIT_NA | 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 | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q7-CENTHRM_ADV | Central HRM body or centre of government-Advisory (can issue guidance and advice) | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-ONBOARD_INDVMIN | Onboarding new staff-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q7-CSC_NA | Civil service commission-Not applicable / does not exist in my country | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q8-CAREERADV | Career advancement / promotion | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q7-JUD_ENFORCE | Special judicial or administrative tribunal with the right to rule on public service matters-Enforcement (can issue and implement sanctions) | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q7-NO | Not shared | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-RUNSRRECRUIT_INDVMIN | Running the recruitment of senior-level public servants-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q2-ONBOARD | Onboarding | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-GRADES_CENTHRM | Designing the post-classification system – grades-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-RUNRECRUITPS_INDVMIN | Running the recruitment of public servants-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-EXTCOMMS_INDVMIN | External branding and communications-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q1-YSLPS | Yes, for senior-level public servants | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-DESRECRUIT_CENTHRM | Designing the recruitment policy-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-STRWRKPLN_INDVMIN | Producing strategic workforce plans-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q9-NOCONTREN | Contract not renewed / extended | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-BUDGSRSTFF_CENTHRM | Setting annual budget envelope for senior staff compensation/remuneration-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q7-NUNJUD_NA | 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 | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q2-RECRUIT | Recruitment processes | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q1_6-INMINS | HRM bodies/units within individual line ministries/departments | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q12a-DIFDISC | Having difficult discussions | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-RETIREPENS_CENTHRM | Determining/setting retirement and pension plans-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q3-ITSYSTEM | Improving HR IT systems | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q2-RESKILL | Reskilling | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q12a-FEEDB | Providing clear and effective feedback | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-FLEXIB_INDVMIN | Determining flexibility of working conditions (teleworking, number of hours, etc.)-Each line ministry or agency | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_MC_Q10-NONE | No data collected on formal complaints or disciplinary cases at a central level | 2024 | 1.0 | A | Normal value | 0 | Units | ||
| I | DEU | Germany | A | Annual | Q_AN_Q5-PAYSCALE_CENTHRM | Determining and updating pay scales-Central HRM body and/or Centre of Government | 2024 | 1.0 | A | Normal value | 0 | Units |