Post on 16-Mar-2020
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
The design features section of the HRM AGI instrument requests information on design and in-practice features of Civil Service Management in your country, with respect to each of the core objectives posited for the management of the civil service cadre of personnel within two broad headings:
(i) Rules: Whether the rules governing HRM practices within that cadre are sensibly designed to further each of the posited objectives; and
(ii) Capacities: Whether each of the agents assigned the various HRM responsibilities within the civil service cadre have adequate capacities to carry out their functions with respect to each of the core objectives posited for this cadre.
The core objectives posited for management of the civil service cadre and for which “rules” and “capacities” are assessed, are:
1. Attract and retain required human capital 2. Fiscally sustainable wage bill 3. Depoliticized, meritocratic CSM 4. Performance-focusing CSM 5. Ethical behavior by civil servants6. Effective working relationships with other cadres
1. Civil Service Labor Regime - Design Features
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
This part of the assessment is designed to capture information on remuneration policies in the civil service.
Remuneration (or pay) policies are the rules or parameters governing the magnitudes of any of the elements of remuneration to be assigned to individual civil servants or their positions on the basis of characteristics of the position or the civil servant.
1. Is the ratio of overall public/private sector total remuneration packages approximately constant across the following types of civil service positions? Notice:(i) Overall ratio means average total remuneration package for a given category of civil servants divided by the average total remuneration package for a comparable category of private sector employees.(ii) If for a certain category of civil servants the remuneration ratio is below the average civil service/private sector ratio, then it would be more difficult to attract civil servants within this category, since their pay is less competitive.(iii) "Not applicable" option should be checked if a certain category of position is not encompassed by the Civil Service Law
2. Remuneration policies and practices
Below average ratio Same as the average Above average ratio Don’t know Not applicable
High level managers nmlkj nmlkj nmlkj nmlkj nmlkj
Middle-level managers nmlkj nmlkj nmlkj nmlkj nmlkj
Professional staff nmlkj nmlkj nmlkj nmlkj nmlkj
Technical staff nmlkj nmlkj nmlkj nmlkj nmlkj
Administrative & clerical
staffnmlkj nmlkj nmlkj nmlkj nmlkj
Skilled & semi-skilled manual
laborersnmlkj nmlkj nmlkj nmlkj nmlkj
Unskilled workers nmlkj nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
2. What is the maximum number of distinct additions to salary (beyond base pay or its equivalent) that are allowed?
3. Please specify whether the following characteristics are present in the civil service compensation system
3. Remuneration policies and practices (2)
None
Between 1 and 4
Between 5 and 9
nmlkj
nmlkj
nmlkj
10 or more
Don't know
nmlkj
nmlkj
Yes NoDon't
know
There are explicit criteria for assigning posts (or the persons selected to occupy given posts) to cells in the salary scale
or grid?nmlkj nmlkj nmlkj
Individual salary-determining personnel actions are cleared by a third-party (e.g., a central authority), to ensure
compliance with rules governing such personnel actionsnmlkj nmlkj nmlkj
Personnel management procedures require actions that generate audit trails for salary setting actions nmlkj nmlkj nmlkj
Audit trails for salary setting actions are reliable in practice nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
4. For each of the following categories of civil service positions, what share of total remuneration is assigned on the basis of the human capital requirements, including types, levels and scope of responsibilities required by the position, rather than by accidental characteristics of staff (such as distance from work, housing allowance, etc.)?
Notice:(i) "Not applicable" option should be checked if a certain category of positions is not encompassed by the Civil Service Law
4. Remuneration policies and practices (3)
Less than 50% 50% to 70%Over 70%, but
below 90%
Over 90% but
below 95%Over 95% Don't know Not applicable
High-level managers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Middle-level managers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Professional staff nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Technical staff nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Administrative & clerical staff nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Skilled & semi-skilled manual laborers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Unskilled workers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
5. What is the maximum share of total remuneration that can be assigned on the basis of seniority?
Notice:(i) "Not applicable" option should be checked if a certain type of position is not encompassed by the Civil Service Law
6. After how many years of seniority does the annual increase in seniority pay become smaller?
5. Remuneration policies and practices (4)
Not applicable Less than 5% 5% to 10%Over 10%, but
below 20%
Over 20% but
below 30%Over 30% Don't know
High-level managers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Middle-level managers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Professional staff nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Technical staff nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Administrative & clerical staff nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Skilled & semi-skilled manual laborers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Unskilled workers nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
less than 5 years
5 or more, but less than 10 years
10 or more, but less than 15
15 or more, but less than 20
nmlkj
nmlkj
nmlkj
nmlkj
20 or more
never decreases
don't know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
Compression ratio equals the average total remuneration of the highest ranking civil service position divided by the average total remuneration of the lowest ranking civil service position.
Remuneration (or pay) policies are the rules or parameters governing the magnitudes of any of the elements of remuneration to be assigned to individual civil servants or their positions on the basis of characteristics of the position or the civil servant.
7. In what range does the compression ratio fall?
6. Remuneration policies and practices (5)
≤1.0
>1.0, but ≤3.0
>3.0, but ≤5.0
nmlkj
nmlkj
nmlkj
>5.0, but ≤7.0
>7.0, but ≤10.0
>10.0
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
Salary setting policy actions are changes in the rules or parameters governing the magnitudes of any of the elements of remuneration to be assigned to individual civil servants or their positions on the basis of characteristics of the position or the civil servant.
Policy changes that impact pension liabilities are changes in the rules or parameters governing pension rights of civil servants.
8. Do salary setting policy actions that would impact the civil service wage bill require the review and clearance of a central authority responsible for ensuring sustainability of the Government’s fiscal program (e.g., the Ministry of Finance)?
9. Do policy changes that impact civil service pension liabilities require the review and clearance by a central authority responsible for ensuring sustainability of the Government’s fiscal program (e.g., the Ministry of Finance)?
7. Salary setting and pension liabilities policy actions
Yes
No
Don't know
nmlkj
nmlkj
nmlkj
Yes
No
Don't know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
Non remuneration policies and practices are those policies and practices that affect the attractiveness of working within the civil service either by making the work intrinsically rewarding (or not) or by enhancing (or not) possibilities for career advancement, either within the civil service or by taking one’s skills and knowledge elsewhere.
10. To what extent do each of the following non-remuneration policies and practices contribute to the attractiveness of working within the civil service, among each of the following job families?
Notice: Please select an answer by clicking on the drop-down menu for each cell in the question. Please select "not applicable" if certain non-remuneration policies and practices are not being used for certain categories of civil servants
8. Non remuneration policies and practices
High-level
managers
Middle
managers
Profess.
staffTechn. staff
Administrative
& clerical
staff
Manual
laborers
(all)
Adequacy of complementary inputs
Fairness with which personnel are managed
Clarity about work performance expectations and whether they
have been met
Opportunities to exercise autonomy in one’s work
On-the-job learning or skills acquisition opportunities
Formal training opportunities
Mentoring
Career advancement within the civil service
Praise or other similar non-monetary positive reinforcement
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
11. Does the government have in place specific policies to attract and retain qualified staff to work in unattractive locations (e.g., required rotations through such postings in order to enhance promotions prospects, location allowances, etc.)?
12. How much (if any) of the following incentives do these policies provide in order to attract and retain qualified staff to unattractive locations?
9. Attracting and retaining qualified staff to work in unattractive locations
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Significant
incentivesSome incentives
Very little or no
incentivesDon't know
Rotation requirements as a condition for career advancement nmlkj nmlkj nmlkj nmlkj
Career advancement preference for staff who meet minimum rotation
periods in unattractive locationsnmlkj nmlkj nmlkj nmlkj
Monetary incentives nmlkj nmlkj nmlkj nmlkj
In-kind incentives (e.g., housing) nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
13. Is information on the number of qualified applicants per position by location being routinely monitored?
14. Is information on the turnover of staff by position by location being routinely collected and monitored?
15. Is information on the on the number of unfilled positions by staff category by location being systematically collected and monitored?
10. Retaining qualified staff who work in unattractive locations
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Yes
No
nmlkj
nmlkj
Don't know nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
An establishment control system is a set of rules, procedures and practices whose purpose is to ensure that (i) both authorized civil servant positions and actual numbers of civil servants are both known and kept within limits set by central authorities whose responsibility is to ensure that the wage bill for civil servants is fiscally sustainable; and (ii) rules governing recruitment, selection, promotions, transfers and departures of civil servants are enforced.
16. Is there an establishment control system?
11. An establishment control system
Yes
No
Don't know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
17. Which of the following central agent features are included in the design of the establishment control system? I.e., does the central agent responsible for ensuring establishment control have the following authority?
Notice: Please provide an answer to each item below.
18. Quality of information on recruitments, promotions, transfers, and departures of civil servants is ensured by which of the following devices?
Notice: Please provide an answer to each item below.
12. An establishment control system (2)
Yes NoDon't
know
Authorization of posts/positions within the civil service is required nmlkj nmlkj nmlkj
Ex ante clearance is required before launching a recruitment effort for filling a vacant, authorized post within the civil
servicenmlkj nmlkj nmlkj
Ex ante clearance is required before appointing a new hire for a vacant, authorized post within the civil service nmlkj nmlkj nmlkj
Ex ante clearance is required before authorizing a promotion (increase in rank or grade) nmlkj nmlkj nmlkj
Yes NoDon't
know
Ex ante clearance of any such actions by a central authority responsible for ensuring establishment control nmlkj nmlkj nmlkj
Paper audit trail generated by procedures required for any such actions nmlkj nmlkj nmlkj
Electronic audit trail generated by procedures required for any such actions nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
19. Quality of information on recruitments, promotions, transfers, and departures of civil servants is ensured by which of the following audit devices?
Notice: Please provide an answer to each item below.
13. An establishment control system (3)
Annual or more
frequentOccasional Rarely or never Don’t know
Periodic internal audits of such actions (either on a
sampling or full universe basis)nmlkj nmlkj nmlkj nmlkj
Periodic external audits of such actions (either on a
sampling or full universe basis)nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
A wage bill control system is the same thing as an establishment control system, except applied to the setting of civil service remuneration policies and individual civil servant remuneration levels.
20. Is there a wage bill control system?
14. Wage bill control system
Yes
No
Don't know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
21. Which of the following features are included in the design of the wage bill control system? I.e. does the central agent responsible for ensuring wage bill control have the following authority?
22. Is quality of information on remuneration of civil servants ensured by cross-checking personnel records with payroll records?
15. A wage bill control system (2)
Yes No Don't know
Clearance of the job descriptions for each position within the civil service nmlkj nmlkj nmlkj
Clearance of the mapping of job descriptions to the salary scale (i.e., for job evaluations) for each
position within the civil servicenmlkj nmlkj nmlkj
Clearance of assignments of elements of salary other than that part of remuneration set by the salary
scalenmlkj nmlkj nmlkj
Yes
No
Don't know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
23. Is cross-checking ensured by link between treasury payroll system and a civil service personnel records system?
24. How frequently are personnel records being cross-checked with payroll records?
25. Is the cross-checking process:
16. A wage bill control system (3)
Yes, through an integrated payroll and personnel system
Yes, through two separate systems that allow easy sharing of information
Yes, through two separate systems that do not allow easy sharing of information
No
Don't know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
Checked at least each pay period
Checked quarterly
Checked less frequently than quarterly, but more frequently than annually
Checked annually
Checked less frequently than annually
Almost never or never checked
Don’t know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
Automated
Manual
nmlkj
nmlkj
Don't know nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
26. Which of the following devices are being used to ensure quality of information on remuneration of civil servants?
Notice: Please provide an answer to each item below.
27. Which of the following audit devices are being used to ensure quality of information on remuneration of civil servants and how often?
Notice: Please provide an answer to each item below.
17. A wage bill control system (4)
Yes No Don't know
Paper audit trail generated by all salary setting actions nmlkj nmlkj nmlkj
Electronic audit trail generated by all salary setting actions nmlkj nmlkj nmlkj
Annual or more
frequentOccasional Rarely or never Don’t know
Periodic internal audits of such actions (either on a
sampling or full universe basis)nmlkj nmlkj nmlkj nmlkj
Periodic external audits of such actions (either on a
sampling or full universe basis)nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
Depoliticized, meritocratic civil service management presumes that staff selection procedures include the following requirements or features:
(i) competition;(ii) merit-based selection criteria; and(iii) tiered screens (long-listing, short-listing, final selection)
Notice: Please read the following statements and respond by either agreeing with each of them (by selecting “yes”) or disagreeing (be selecting “no”). Select “not applicable” if a given feature is not present in your civil service management system. If you do not know an answer, please select “don’t know”.
28. For entry-level positions:
29. The percentage of entry level position recruitments exempted from advertising over the most recent quarter (three month period) was:
18. Recruitment and selection - Competition for entry-level positions
Not applicable Yes No Don't know
Advertising for an entry level civil service position is required, except in exceptional
circumstancesnmlkj nmlkj nmlkj nmlkj
Explicit criteria defining “exceptional circumstances” are established in law or subsidiary
legislation (e.g., a Government decree)nmlkj nmlkj nmlkj nmlkj
A central authority has the responsibility and authority to decide whether or not those
explicit criteria have been satisfiednmlkj nmlkj nmlkj nmlkj
The incidence of entry level recruitments exempted from advertising (under “exceptional
circumstances”) is monitorednmlkj nmlkj nmlkj nmlkj
<1%
1% to <3%
3% to <5%
nmlkj
nmlkj
nmlkj
5% to <10%
10% or more
Don’t know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
Definitions:
“Internal candidates” are existing civil servants; i.e., persons who currently have civil servant status or rights. “External candidates” are candidates who do not currently have civil servant status or rights.
Notice: Please read the following statements and respond by either agreeing with each of them (by selecting “yes”) or disagreeing (be selecting “no”). Select “not applicable” if a given feature is not present in your civil service management system. If you do not know an answer, please select “don’t know”.
30. Competition for non-entry level positions is open to:
31. For non-entry level positions:
19. Recruitment and selection - Competition for non-entry level positions
Internal and external candidates
External candidates added only if a qualified internal candidate is not identified
Internal candidates only
Don’t know
nmlkj
nmlkj
nmlkj
nmlkj
Other (please explain)
Not applicable Yes No Don't know
Advertising for a non-entry level civil service position is required, except in exceptional
circumstancesnmlkj nmlkj nmlkj nmlkj
Explicit criteria defining “exceptional circumstances” are established in law or subsidiary
legislation (e.g., a Government decree)nmlkj nmlkj nmlkj nmlkj
A central authority has the responsibility and authority to decide whether or not those
explicit criteria have been satisfiednmlkj nmlkj nmlkj nmlkj
The incidence of non-entry level recruitments exempted from advertising (under
“exceptional circumstances”) is monitorednmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
32. The percentage of non-entry level position recruitments exempted from advertising over the most recent quarter (three month period) was:
33. If selection for non-entry level positions is restricted to internal candidates (either prior to opening competition to external candidates or always), selection procedures require which of the following:
34. What percentage of non-entry level appointments during the most recent quarter (three months) were external candidates?
20. Recruitment and selection - Competition for non-entry level positions (2)
<1%
1% to <3%
3% to <5%
nmlkj
nmlkj
nmlkj
5% to <10%
10% or more
Don’t know
nmlkj
nmlkj
nmlkj
Selection based on competition among all internal candidates meeting minimum qualifications.
Selection based on seniority from among candidates meeting minimum qualifications.
nmlkj
nmlkj
Other selection procedure requirements (please specify)
More than 75%
Between 50 and 74%
Between 25% and 49%
nmlkj
nmlkj
nmlkj
Between 10% and 24%
Less than 10%
Don’t know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
35. How important are each of the following criteria for selection to entry-level positions?
21. Recruitment and selection - Selection criteria for entry-level positions
(please describe the "Other" criteria in the space below)
The single
most
important
criteria
Very importantMedium
importance
Little or no
importanceDon’t know
Knowledge, skills and capacity to shoulder a position’s responsibilities,
both technical and inter-personalnmlkj nmlkj nmlkj nmlkj nmlkj
Performance in previous relevant employment nmlkj nmlkj nmlkj nmlkj nmlkj
Education nmlkj nmlkj nmlkj nmlkj nmlkj
Years of relevant experience, regardless of who the employer was nmlkj nmlkj nmlkj nmlkj nmlkj
Other nmlkj nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
36. Can relevant experience substitute for education in meeting the minimum requirements for an entry-level position?
22. Recruitment and selection - Selection criteria for entry-level positions (2...
Yes
No
nmlkj
nmlkj
Don't know nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
37. What percentage of entry-level appointments met minimum education requirements for the position?
23. Recruitment and selection - Selection criteria for entry-level positions (3...
100%
Between 90% and 99%
Between 75% and 89%
Between 50% and 74%
Less than 50%
Don’t know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
38. Can education substitute for relevant experience in meeting the minimum requirements for an entry-level position?
24. Recruitment and selection - Selection criteria for entry-level positions (4...
Yes
No
Don't know
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
39. What percentage of entry-level appointments met minimum relevant experience requirements for the position?
25. Recruitment and selection - Selection criteria for entry-level positions (...
100%
Between 90% and 99%
Between 75% and 89%
Between 50% and 74%
Less than 50%
Don’t know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
40. How important are each of the following criteria for selection to non-entry level positions?
26. Recruitment and selection - Selection criteria for non-entry level position...
(please describe the "Other" criteria in the space below)
The single
most
important
criteria
Very importantMedium
importance
Little or no
importanceDon’t know
Knowledge, skills and capacity to shoulder a position’s responsibilities,
both technical and inter-personalnmlkj nmlkj nmlkj nmlkj nmlkj
Performance in previous relevant employment nmlkj nmlkj nmlkj nmlkj nmlkj
Education nmlkj nmlkj nmlkj nmlkj nmlkj
Years of relevant experience, regardless of who the employer was nmlkj nmlkj nmlkj nmlkj nmlkj
Years of relevant experience within the civil service only nmlkj nmlkj nmlkj nmlkj nmlkj
Other nmlkj nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
41. Can relevant experience substitute for education in meeting the minimum requirements for a non-entry level position?
27. Recruitment and selection - Selection criteria for non-entry level position...
Yes
No
nmlkj
nmlkj
Don't know nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
42. What percentage of non-entry level appointments met minimum education requirements for the position?
28. Recruitment and selection - Selection criteria for non-entry level position...
100%
Between 90% and 99%
Between 75% and 89%
Between 50% and 74%
Less than 50%
Don’t know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
43. Can education substitute for relevant experience in meeting the minimum requirements for a non-entry level position?
29. Recruitment and selection - Selection criteria for non-entry level position...
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Page 30
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
44. What percentage of non-entry level appointments met minimum relevant experience requirements for the position?
30. Recruitment and selection - Selection criteria for non-entry level position...
100%
Between 90% and 99%
Between 75% and 89%
Between 50% and 74%
Less than 50%
Don’t know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
Page 31
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
This section asks about two central aspects of recruitment and selection procedures:
(i) the type(s) of screening procedures employed, and (ii) characteristics of the decision points required by those procedures.
As in the previous questions regarding the competition requirements and selection criteria, questions are asked separately for entry-level positions and non-entry-level positions.
31. Recruitment and selection - Screening procedures
Page 32
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
45. How often are each of the following types of screening procedures employed in the selection of entry-level civil servants?
46. How important is each of these types of screening procedures in selection decisions?
32. Recruitment and selection - Screening procedures for entry-level positions
please specify type(s), if any
Always Often Sometimes Rarely Never Don’t know
Interviews nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Written testing nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Other screening procedure(s) nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
please specify type(s), if any
The most
importantImportant
Moderately
important
Marginally
importantNot used Don’t know
Interviews nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Written tests nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Other screening procedure(s), nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Page 33
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM47. How important is each of the following characteristics for assessing candidates within the interview procedure? (Skip if interviews are never employed)
The most
importantImportant
Moderately
important
Marginally
importantNot used Don’t know
Knowledge of the rules and procedures governing your
country’s civil service and public administrationnmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Professional knowledge or expertise required by the
position or career tracknmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Analytical skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Communication skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Inter-personal skills and aptitudes nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Managerial skills and knowledge nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
48. How important is each of the following characteristics for assessing candidates within the written testing procedure? (Skip if written tests are never employed)
33. Recruitment and selection - Screening procedures for entry-level position (...
The most
importantImportant
Moderately
important
Marginally
importantNot used Don’t know
Knowledge of the rules and procedures governing your
country’s civil service and public administrationnmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Professional knowledge or expertise required by the
position or career tracknmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Analytical skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Communication skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Inter-personal skills and aptitudes nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Managerial skills and knowledge nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
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HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
49. How often are each of the following types of screening procedures employed in the selection of non-entry level civil servants?
50. How important is each of these types of screening procedures in selection decisions?
34. Recruitment and selection - Screening procedures for non-entry level positi...
please specify type(s), if any
Always Often Sometimes Rarely Never Don’t know
Interviews nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Written testing nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Other screening procedure(s) nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
please specify type(s), if any
The most
importantImportant
Moderately
important
Marginally
importantNot used Don’t know
Interviews nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Written tests nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Other screening procedure(s), nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Page 36
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM51. How important is each of the following characteristics for assessing candidates within the interview procedure? (Skip if interviews are never employed)
The most
importantImportant
Moderately
important
Marginally
importantNot used Don’t know
Knowledge of the rules and procedures governing your
country’s civil service and public administrationnmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Professional knowledge or expertise required by the
position or career tracknmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Analytical skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Communication skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Inter-personal skills and aptitudes nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Managerial skills and knowledge nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Page 37
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
52. How important is each of the following characteristics for assessing candidates within the written testing procedure? (Skip if written tests are never employed)
35. Recruitment & selection - Screening procedures for non-entry level position...
The most
importantImportant
Moderately
important
Marginally
importantNot used Don’t know
Knowledge of the rules and procedures governing your
country’s civil service and public administrationnmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Professional knowledge or expertise required by the
position or career tracknmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Analytical skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Communication skills nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Inter-personal skills and aptitudes nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Managerial skills and knowledge nmlkj nmlkj nmlkj nmlkj nmlkj nmlkj
Page 38
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
Definitions:
Long listing: A long-listing procedure eliminates clearly unqualified candidates from further consideration. It typically involves little more than reviewing CVs to confirm whether each applicant possesses the requisite education, training and experience in the field of expertise required by the position or career stream for which a recruitment process is being undertaken.
Short-listing: A short-listing procedure provides a more in-depth review of long-listed candidates, aimed at ranking candidates into at least two categories: (i) those who are qualified enough that the short-listing committee (or agent) would be comfortable if they were the final winners of the competition; and (ii) those who meet the minimum qualifications of the long-listing process, but fail to meet a higher standard, considered to be the minimum for a candidate to be able to fill the available position and carry out its responsibilities competently. Short-listing procedures typically set some maximum on the number of candidates that can be short-listed, and often require that at least some minimum number of candidates meet the short-listing standards before a competition can proceed to final selection.
Final selection: A final selection procedure selects one candidate from the short list to be appointed to the available position. The objective of this procedure is to ensure that the best suited candidate from the short list is selected. The procedure typically involves interviews with the short-listed candidates by the agent(s) empowered to make the final selection.
36. Recruitment and selection - Decision steps
Page 39
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
53. Is long-listing (preliminary screening to identify that candidates are meeting minimum qualifications for the position, e.g. education, experience, etc.) included in the recruitment and selection process?
37. Recruitment and selection - Long-listing
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Page 40
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
54. Which of the following agents is involved in the identification of candidates placed on the long list? Please select all that apply
55. What type of evidence are considered at the long-listing stage? Please select all that apply
38. Recruitment and selection - Long-listing (2)
Other (please specify)
Yes No Don't know
Central Agent nmlkj nmlkj nmlkj
Management unit within which the position is located nmlkj nmlkj nmlkj
HR unit within the management unit within which the position is located nmlkj nmlkj nmlkj
An external agent with an interest in assuring adherence to professional standards relevant to the
position in questionnmlkj nmlkj nmlkj
Other (please specify)
Yes No Don't know
CV nmlkj nmlkj nmlkj
Written answers to specific questions relevant to the position nmlkj nmlkj nmlkj
Writing samples nmlkj nmlkj nmlkj
References nmlkj nmlkj nmlkj
Written tests nmlkj nmlkj nmlkj
Interviews nmlkj nmlkj nmlkj
Page 41
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
56. Is short-listing (identification of a small set of most qualified candidates drawn from the long list) included in the recruitment and selection process?
39. Recruitment and selection - Short-listing
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Page 42
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
57. Which of the following agents is involved in the identification of candidates placed on the short list? Please select all that apply
58. What type of evidence are considered at the short-listing stage? Please select all that apply
40. Recruitment and selection - Short-listing (2)
Other (please specify)
Yes No Don't know
Central Agent nmlkj nmlkj nmlkj
Management unit within which the position is located nmlkj nmlkj nmlkj
HR unit within the management unit within which the position is located nmlkj nmlkj nmlkj
An external agent with an interest in assuring adherence to professional standards relevant to the
position in questionnmlkj nmlkj nmlkj
Other (please specify)
Yes No Don't know
CV nmlkj nmlkj nmlkj
Written answers to specific questions relevant to the position nmlkj nmlkj nmlkj
Writing samples nmlkj nmlkj nmlkj
References nmlkj nmlkj nmlkj
Written tests nmlkj nmlkj nmlkj
Interviews nmlkj nmlkj nmlkj
Page 43
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
59. Is there a formal set of rules and/or guidelines specifying criteria for ranking long-listed candidates?
60. Is there a formal set of rules designed to ensure that any short-listed candidate satisfies a minimum level of qualification, which is significantly higher than those for long-listed candidates?
41. Recruitment and selection - Short-listing (3)
Don't know
No
nmlkj
nmlkj
Yes (please explain)
nmlkj
Don't know
No
nmlkj
nmlkj
Yes
nmlkj
Page 44
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
61. Is final selection (selection of the most suited candidate from the short list) included in the recruitment and selection process?
42. Recruitment and selection - Final Selection
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Page 45
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
62. Which of the following agents is involved in the final selection of candidate(s)? Please select all that apply
63. What type of evidence are considered at the final selection stage?Please select all that apply
43. Recruitment and selection - Final Selection (2)
Other (please specify)
Yes No Don't know
Central Agent nmlkj nmlkj nmlkj
Management unit within which the position is located nmlkj nmlkj nmlkj
HR unit within the management unit within which the position is located nmlkj nmlkj nmlkj
An external agent with an interest in assuring adherence to professional standards relevant to the
position in questionnmlkj nmlkj nmlkj
Other (please specify)
Yes No Don't know
CV nmlkj nmlkj nmlkj
Written answers to specific questions relevant to the position nmlkj nmlkj nmlkj
Writing samples nmlkj nmlkj nmlkj
References nmlkj nmlkj nmlkj
Written tests nmlkj nmlkj nmlkj
Interviews nmlkj nmlkj nmlkj
Page 46
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
64. If final selected candidate is not the highest ranked candidate on the short list, which of the following actions is required?
65. How meritocratic are final selection decisions perceived to be by short-listed candidates?
44. Recruitment and selection - Final Selection (3)
No action required
Written justification of the selection must be provided
Written justification must be provided and is subject to review by a third party (e.g., oversight agent)
Written justification must be provided and is subject to review and approval by a third party (e.g., oversight agent)
Don't know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
Always meritocratic
Generally meritocratic
Sometimes meritocratic
Rarely meritocratic
Never meritocratic
Don’t know
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
nmlkj
Page 47
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
66. Is equitable representation (a.k.a. equal opportunity for employment) a policy objective for civil service cadre?
45. Recruitment and selection - Equal opportunity for employment
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Page 48
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
67. Which of the following policies and devices are being used to assure various aspects of equitable representation?
46. Recruitment and selection - Equal opportunity for employment (2)
Attracting
qualified
candidates
Encouraging
recruitment of
staff
Improving career
prospects
Mandatory
increases in staffDon't know
Pre-service training programs targeted at under-
represented groups (to improve their qualifications)gfedc gfedc gfedc gfedc gfedc
Marketing or advertising of positions and career
opportunities targeted at under-represented groupsgfedc gfedc gfedc gfedc gfedc
Extra career development support for staff from under-
represented groupsgfedc gfedc gfedc gfedc gfedc
In-service training programs giving preference to staff
from under-represented groupsgfedc gfedc gfedc gfedc gfedc
Preference given to candidates from under-represented
groups in selection decisions (e.g., extra points in any
scoring of candidates)
gfedc gfedc gfedc gfedc gfedc
Budget subsidization of salaries of newly hired staff from
under-represented groupsgfedc gfedc gfedc gfedc gfedc
Other organizational rewards to organizational units that
recruit staff from under-represented groups (e.g., one-off
budget infusions)
gfedc gfedc gfedc gfedc gfedc
Rewards to managers who meet targets for increasing the
share of staff from under-represented groups (e.g., higher
annual performance appraisal ratings)
gfedc gfedc gfedc gfedc gfedc
Hiring quotas for under-represented groups gfedc gfedc gfedc gfedc gfedc
Page 49
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
68. Is empirical evidence on whether equitable representation policies have led to compromises on merit-based selection objectives being collected?
69. Is evidence being monitored on the extent of equity-based recruitment, i.e. recruitment of minorities?
47. Recruitment and selection - Equal opportunity for employment (3)
Don't know
No
Yes,
nmlkj
nmlkj
nmlkj
please specify what kind of evidence is being collected
Don't know
No
Yes,
nmlkj
nmlkj
nmlkj
please specify whether this evidence shows that equity-based recruitment objectives are being advanced
Page 50
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
70. Are grounds for disciplinary actions explicitly specified in the legal framework?
71. Does the legal framework explicitly specify a hierarchy of disciplinary offenses?
72. Does the legal framework explicitly specify hierarchy of disciplinary actions?
73. Does the legal framework establish the principle that disciplinary actions should be proportional to disciplinary offenses?
48. Disciplinary procedures & practices
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Page 51
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
74. Which of the following disciplinary actions against an employee can be taken by an immediate superior having personnel management authority over this employee?
Please check all that apply.
75. Which of the disciplinary actions taken by immediate superior have to be cleared by which of the following authorities?
49. Disciplinary procedures & practices - Disciplinary authority of the immedia...
Verbal reprimand (does not enter an employee's personnel file)
Written reprimand that enters personnel file, but no formal disciplinary sanctions
Formal disciplinary sanction less severe than dismissal
Dismissal
gfedc
gfedc
gfedc
gfedc
no clearance is neededhigher level management within
that same organization
HR unit within that same
organizationa central HR entity
1 gfedc gfedc gfedc gfedc
2 gfedc gfedc gfedc gfedc
3 gfedc gfedc gfedc gfedc
4 gfedc gfedc gfedc gfedc
Page 52
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
76. Which of the following disciplinary actions against an employee can be taken by higher, but not the top level management within that same organization?
Please check all that apply.
77. Which of the disciplinary actions taken by the higher, but not the top, level management have to be cleared by which of the following authorities?
50. Disciplinary procedures - Disciplinary authority of higher (but not top) le...
Verbal reprimand (does not enter an employee's personnel file)
Written reprimand that enters personnel file, but no formal disciplinary sanctions
Formal disciplinary sanction less severe than dismissal
Dismissal
gfedc
gfedc
gfedc
gfedc
no clearance is neededtop level management within
that same organization
HR unit within that same
organizationa central HR entity
1 gfedc gfedc gfedc gfedc
2 gfedc gfedc gfedc gfedc
3 gfedc gfedc gfedc gfedc
4 gfedc gfedc gfedc gfedc
Page 53
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
78. Which of the following disciplinary actions against an employee can be taken by the top level management within that same organization?
Please check all that apply.
79. Which of the disciplinary actions taken by top management have to be cleared by which of the following authorities?
51. Disciplinary procedures & practices - Disciplinary authority of top level m...
Verbal reprimand (does not enter an employee's personnel file)
Written reprimand that enters personnel file, but no formal disciplinary sanctions
Formal disciplinary sanction less severe than dismissal
Dismissal
gfedc
gfedc
gfedc
gfedc
no clearance is needed HR unit within that same organization a central HR entity
1 gfedc gfedc gfedc
2 gfedc gfedc gfedc
3 gfedc gfedc gfedc
4 gfedc gfedc gfedc
Page 54
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
80. Which of the following disciplinary actions against an employee can be taken by an HR unit within that same organization?
Please check all that apply.
81. Which of the disciplinary actions taken by an HR unit within that same organization have to be cleared by which of the following authorities?
52. Disciplinary procedures & practices - Disciplinary authority of HR unit wit...
Verbal reprimand (does not enter an employee's personnel file)
Written reprimand that enters personnel file, but no formal disciplinary sanctions
Formal disciplinary sanction less severe than dismissal
Dismissal
gfedc
gfedc
gfedc
gfedc
no clearance is neededimmediate superior having
personnel management authority
higher level management within
that same organizationa central HR entity
1 gfedc gfedc gfedc gfedc
2 gfedc gfedc gfedc gfedc
3 gfedc gfedc gfedc gfedc
4 gfedc gfedc gfedc gfedc
Page 55
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
82. Which of the following disciplinary actions against an employee can be taken by the central HR unit?
Please check all that apply.
83. Which of the disciplinary actions taken by the central HR have to be cleared by which of the following authorities?
53. Disciplinary procedures & practices - Disciplinary authority of the central...
Verbal reprimand (does not enter an employee's personnel file)
Written reprimand that enters personnel file, but no formal disciplinary sanctions
Formal disciplinary sanction less severe than dismissal
Dismissal
gfedc
gfedc
gfedc
gfedc
no clearance is neededimmediate superior having
personnel management authority
higher level (but not top)
management within that same
organization
top level management within
that same organization
1 gfedc gfedc gfedc gfedc
2 gfedc gfedc gfedc gfedc
3 gfedc gfedc gfedc gfedc
4 gfedc gfedc gfedc gfedc
Page 56
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
84. Which of the following disciplinary actions are subject to redress?
Select all that apply
54. Redress
Verbal reprimand (does not enter an employee personnel file)
Written reprimand that enters personnel file, but no formal disciplinary sanctions are imposed
Formal disciplinary sanction less severe than dismissal are imposed
Dismissal
gfedc
gfedc
gfedc
gfedc
Page 57
HRM Diagnostic Instrument - Design Features I - HRM, Wage bill, Meritocratic CSM
85. Does a code of ethics exist and cover civil servants?
86. Do asset declarations requirements exist for the following groups of civil servants and members of their families ?
87. Do conflict of interest restrictions apply to civil servants?
55. Code of ethics and asset declaration
Yes
No
nmlkj
nmlkj
Don't know nmlkj
Yes No Don't know
Civil servants with managerial responsibilities nmlkj nmlkj nmlkj
Spouses of civil servants with managerial responsibilities nmlkj nmlkj nmlkj
Children of civil servants with managerial responsibilities nmlkj nmlkj nmlkj
Civil servants with fiduciary responsibilities nmlkj nmlkj nmlkj
Spouses of civil servants with fiduciary responsibilities nmlkj nmlkj nmlkj
Children of civil servants with fiduciary responsibilities nmlkj nmlkj nmlkj
Yes
No
nmlkj
nmlkj
Don't know nmlkj