Survey on the Status of Human Resource Management

Transcription

1 Survey on the Status of Human Resource Management in the Public Sector in Africa This survey is designed to compile information on the status of human resource management in the Public Sector in Africa. The survey is initiated by the Africa Human Resource Managers Network (APS HRMnet) and designed in collaboration with the International Public Management Association for Human Resources (IPMA HR). APS HRMnet was established in 2009 by African public sector human resource managers with the support of UNDESA, the Conference of African Ministers of Public Service (CAMPS), and the African Association for Public Administration and Management (AAPAM). The main objective of APS HRMnet is to strengthen human resource management and professionalism in the public service in Africa through capacity development programs. The survey is a follow up to several capacity building workshops on different aspects of human resource management and will give baseline data and information that will support the APS HRMnet in its quest for improving the management and development of human resource management in the public sector in Africa thus contributing to the achievement of the objectives of the APS HRMnet. Background 1. Please provide your contact information Name: Job Title: Address: Country: Address: Phone Number: 2. What is the population of your country? Less than 1,000,000 1,000,001 to 5,000,000 5,000,001 to 10,000,000 10, 000,001 to 15,000,000 15,000,001 to 20,000,000 20,000,001 to 25,000,000 25,000,001 to 30,000,000 30,000,001 to 35,000,000 35,000,001 to 40,000,000 40,000,001 to 45,000,000 45,000,001 to 50,000,000 50,000,001 to 55,000,000 55,000,001 to 60,000,000

2 60,000,001 to 65,000,000 65,000,001 to 70,000,000 70,000,001 to 75,000,000 75,000,001 to 80,000,000 80,000,001 to 85,000,000 85,000,001 to 90,000,000 90,000,001 to 95,000,000 95,000,001 to 100,000,000 More than 100,000, Approximately how many full time employees work for the national government? Less than 5,000 5,001 to 10,000 10,001 to 15,000 15, 001 to 20,000 20,001 to 25,000 25,001 to 30,000 30,001 to 35,000 35,001 to 40,000 40,001 to 45,000 45,001 to 50,000 More than 50, Approximately how many part-time employees work for the national government? A part-time job is a form of employment that carries fewer hours per week than a fulltime job. In some countries part-time employees are not entitled to employee benefits, such as health insurance. Less than 5,000 5,001 to 10,000 10,001 to 15,000 15, 001 to 20,000 20,001 to 25,000 25,001 to 30,000 30,001 to 35,000 35,001 to 40,000 40,001 to 45,000 45,001 to 50,000 More than 50, Approximately how many contract workers perform services for the national government? Contractual workers are those that have signed a contract either with the

3 Government or a particular Ministry/Organization to work for a specific period of time, with a start and end date and on an hourly, weekly, monthly basis or a contracted amount. This includes part-time, seasonal, temporary faculty, students, staff and administrative employees. Less than 5,000 5,001 to 10,000 10,001 to 15,000 15, 001 to 20,000 20,001 to 25,000 25,001 to 30,000 30,001 to 35,000 35,001 to 40,000 40,001 to 45,000 45,001 to 50,000 More than 50, Approximately how many group employees work for the national Government? Group employees are those who are not employees of the Government but provide certain services like cleaning of office buildings and other menial jobs. Less than 5,000 5,001 to 10,000 10,001 to 15,000 15, 001 to 20,000 20,001 to 25,000 25,001 to 30,000 30,001 to 35,000 35,001 to 40,000 40,001 to 45,000 45,001 to 50,000 More than 50, How many employees work in the human resource function for the national government? Less than to to 1,000 1, 001 to 1,500 1,501 to 2,000 2,001 to 2,500 2,501 to 3,000

4 3,001 to 3,500 3,501 to 4,000 4,001 to 4,500 4,501 to 5,000 More than 5, Are Government employees allowed to join labour unions? 9. If the answer for the above is positive, which of the following employees are allowed to join labour unions? All employees Full time employees Part time employees Contractual employees Group employees 10. What percentage of your government s employees is covered by union or labor agreements? 10 25% 26 50% 51 75% % ne 11. For policy making, which of the human resource functions listed below are centralized, decentralized, or both? Function Centralized Decentralized Both Recruitment Selection Classification Compensation Payroll Benefits (Health & Retirement, Paid Time Off, etc.) HR Policies Employee & Labor Relations/Grievances Training/Organizational

5 Development Performance Management Work/Life Issues Diversity Issues Central Recordkeeping System/HR Information System Workforce & Succession Planning HR Metrics Other (Please specify) 12. For implementation, which of the human resource functions listed below are centralized, decentralized, or both? Function Centralized Decentralized Both Recruitment Selection Classification Compensation Payroll Benefits (Health & Retirement, Paid Time Off, etc.) HR Policies Employee & Labor Relations/Grievances Training/Organizational Development Performance Management Work/Life Issues Diversity Issues Central Recordkeeping System/HR Information System Workforce & Succession Planning HR Metrics Other (Please specify)

6 Recruitment/Selection 13. How many job applications do you receive annually? Less than 5,000 5,001 to 10,000 10,001 to 15,000 15, 001 to 20,000 20,001 to 25,000 More than 25, How many vacancies do you fill annually? Less than 5,000 5,001 to 10,000 10,001 to 15,000 15, 001 to 20,000 20,001 to 25,000 More than 25, How do you attract job applicants? Website Job Boards Newspaper Radio/Television Trade Journals Job Fairs Referrals from Employees Direct Appointment Employment Agencies College/University Community Resources (Religious Organizations, etc.) 16. What percentage of your applicants is qualified for the positions? 10 25% 26 50% 51 75% %

7 17. What percentage of applications is received electronically? 10 25% 26 50% 51 75% % 18. Do you calculate the cost per hire? 19. If so, what is the cost per hire? Less than $100 $100 $500 $500 $1,000 More than $1, Do you calculate the time to hire? 21. If so, what is the average length of time to hire starting from the time of advertising to the time of filling up the post? Less than three months 3 months to 6 months 6 months to 1 year More than one year 22. What percentage of all applicants is required to take a written test? 10 25% 26 50% 51 75% % ne

8 23. Please select which of the following applicant testing/selection methods your government uses. (Choose all that apply) Written test for job knowledge Written intelligence tests Personality tests Written general aptitude tests Training/Experience/Resume evaluations Computerized skills tests Interviews Assessment centers 24. What percentage of your employees leaves the government within the first 12 months of employment? 10 25% 26 50% 51 75% % ne 25. On a scale of 1 5, how satisfied are you with the current hiring process? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 26. How would you recommend improving your hiring process?

9 27. If your government has successful practices in recruitment and selection, please describe your program. Classification/Compensation 28. Do you have written job specifications (generalized description of a group of jobs with the same title/similar functions)? 29. How many job titles exist within your government? Less than More than How often do you review your job titles? Never Every five years Every 10 years When necessary 31. Does your government have a written pay structure? 32. If so, which of the following best describes the pay structure? (Check all that apply) Grade and step system Market based system Annual Cost Of Living Adjustment

10 33. What flexibility do managers have in setting starting pay and granting increases? ne at all Some To a great extent 34. What special pay programs does your government have? (Check all that apply) Severance pay Employee recognition/award program Differential pay based on geographic location Hiring bonuses Recruitment/referral bonuses Retention pay Special clothing/equipment allowance Longevity pay Hazardous duty pay Pay differential for specific specialized technical skills Multi lingual pay Shift differential Temporary assignment differential 35. Which if any variable pay plans does your government use? (Check all that apply) 36. Who designs your pay plan? Pay for performance Skill based pay Competency based pay On the spot awards given very shortly after the behavior occurs Team based performance pay Bonus ne of the above Central HR 37. On a scale of 1 5, how satisfied are you with the current classification and compensation structure?

11 Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 38. How would you recommend improving your classification and compensation structure? 39. If your government has a successful practice in classification and compensation, please describe your program. Payroll 40. Does the central HR department have responsibility for administering payroll? 41. If not, indicate where it is administered? 42. On a scale of 1 5, how satisfied are you with the current payroll system? Very Dissatisfied

12 Dissatisfied Neutral Satisfied Very Satisfied 43. How would you recommend improving your payroll process? 44. If your government has a successful practice in payroll, please describe your program. Benefits 45. What type of benefits do you offer your employees? (Check all that apply) Medical Insurance Vision Insurance Dental Insurance Life Insurance Short/Long Term Disability Paid Time Off (Sick Leave/Vacation/Holidays) Retirement Workers Compensation Transportation Housing Education/Tuition allowance Wellness Program Employee Assistance (Counseling) Program

13 46. Do you calculate the cost of total compensation (base pay + benefits)? 47. If so, what is the percentage of benefits to total compensation? 48. On a scale of 1 5, how satisfied are you with the current benefits program? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 49. How would you recommend improving your benefits? 50. If your government has successful practices in benefits, please describe your program.

14 HR Policies 51. Do you have an established civil service system? 52. Do you have centralized HR policies? 53. If so, which entity (ies) establish (es) the centralized HR policies? A centralized HR, A special department of the government, Consultants/Contractors 54. Please identify the central HR policies of your government. (Check all that apply). Civil Service Rules Compensation HR Governmental Structure Benefits Administration/Paid Time Off Labor/Employee Relations Workplace discrimination or harassment Workplace Ethics/Integrity Other 55. How are these policies communicated to employees?

15 56. How are these policies monitored? 57. On a scale of 1 5, how satisfied are you with the current HR policies? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 58. How would you recommend improving your HR policies? 59. If your government has a successful practice in HR policies, please describe your program.

16 Employee and Labor Relations (Work relationship between Management and Employees about wages, hours and other employment conditions)/grievances 60. Does the central HR department have responsibility for employee and labor relations? 61. If not, indicate who has responsibility for administering employee and labor relations? 62. Are public employees allowed to strike? 63. If so, which employees are eligible to strike? 64. How often in the last year has a group of employees been on strike? Never Once Two to Three times More than three times 65. Do employees engage in strike activities that are not allowed?

17 66. If so, how often? Once a year Twice a year Three times a year More than three times 67. Do you have a formal grievance policy? 68. If so, which employees are covered by the grievance policy? All civil servants including contractors All employees except contractors Only full time employees Both full time and part time employees 69. What role does the central HR department have in the grievance policy? 70. What employee actions are covered by the grievance policy? 71. Does your grievance policy allow for mediation of disputes?

18 72. Do grievances end in a formal arbitration process? 73. Do you utilize progressive discipline? 74. On a scale of 1 5, how satisfied are you with the current employee and labor relations/ grievance programs? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 75. How would you recommend improving your employee and labor relations/grievance programs? 76. If your government has a successful practice in employee and labor relations/grievance programs, please describe your program.

19 Training and Organizational Development 77. Does the central HR department have responsibility for training/organizational development? 78. If not, who has the responsibility to provide training and organizational development? 79. Please select from below the training and organizational development components utilized within your government. (Check all that apply) General Technical Leadership Managerial/Supervisory Professional Safety Ethics 80. If you have a leadership development program, please describe the components?

20 81. Do you evaluate the results of your training and organizational development? 82. If so, please describe how. (Check all that apply) Cost per employee Training hours per employee Participant satisfaction surveys Other 83. On a scale of 1 5, how satisfied are you with the current training and organizational development program? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 84. How would you recommend improving your training and organizational development program? 85. If your government has a successful method for training and organizational development, please describe.

21 Performance Management 86. Do you have a performance management system? 87. If so, please identify the components of your performance management system. Incentives Reward/Recognition programs Appraisal Individual Development Plans 88. Does your government use an electronic (web or other technology) performance management tool? 89. Do you have a performance appraisal system? 90. Does your performance appraisal system align individual goals to governmental goals? 91. Who provides input to the performance appraisals? (Check all that apply) Managers Supervisors Coworkers Subordinates Self evaluation Clients/customers

22 92. Is team performance addressed as well as individual performance? 93. Does your government have a probationary or trial period? 94. If so, please describe, including the length of time for the probationary or trial status. Six months One Year Two years Five years or more 95. Is pay linked to performance? Through the annual raise As a bonus A combination of raise/bonus We don t link pay to performance 96. How often do managers/supervisors meet with employees to discuss performance? Once a year Two times a year Three times a year As necessary Never 97. Does your government provide training to the following individuals on performance appraisals? Managers Supervisors Employees

23 98. Can the results of the performance appraisal be appealed? 99. If so, to whom? To the Head of the Human Resource Department To the Head of the Department/Ministry To the Ombudsman Other (specify) 100. On what do you base your performance standards? Job Duties Outcomes 101. Does the performance appraisal system require that elements and standards include credible measures of performance that are observable, measurable, and or demonstrable? 102. Does the performance appraisal system include at least one element that holds employees accountable for achieving results? 103. Does your government create Individual Development Plans?

24 104. On a scale of 1 5, how satisfied are you with the performance management/ performance appraisal system? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 105. How would you recommend improving your performance management/performance appraisal system? 106. If your government has a successful performance management/performance appraisal system, please describe. Work Life Issues 107. Do you consider balancing work/life issues for your employees?

25 108. If so, please indicate which of the following you offer. (Check all that apply.) Flexible work hours Telecommuting Paid or unpaid time off for family illness/emergencies, birth/adoption of a child, etc. Wellness programs Employee assistance programs Sabbaticals/Extended time off/leave of absence 109. On a scale of 1 5, how satisfied are you with the balancing of work life issues in your government? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 110. How would you recommend improving the balancing of work life issues in your government? 111. If your government has a successful practice in balancing work life issues, please describe.

26 Diversity 112. To what extent has your government been effective in providing equal employment opportunities for all persons? Very little Little Moderate amount Adequate To a great extent 113. How effectively does your government address: Age/Generation discrimination Race/ethnic/tribal discrimination Gender discrimination Geographic/regional discrimination Disability discrimination HIV/AIDS discrimination Religious discrimination Sexual orientation discrimination Other (please specify) 1 Very Ineffective 2 Ineffective 3 Moderate 4 Effective 5 Very effective 114. Does your government have a diversity policy? 115. To what extent does your government value diversity? Very little Little Moderate amount

27 Adequate Great extent 116. To what extent has your government provided sufficient training in valuing diversity? Very Little Little Moderate amount Adequate Great extent 117. On a scale of 1 5, how satisfied are you with the handling of diversity issues in your government? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 118. How would you recommend improving the handling of diversity issues in your government? 119. If your government has a successful practice in diversity, please describe.

28 Central Recordkeeping System/HR Information System 120. Do you maintain central HR records? 121. If so, how? By Ministry By Department By individual employee Other (Specify) 122. Do you have an electronic human resource information system (HRIS)? 123. If so, was your system created by your government or purchased from an outside vendor? By the Government Purchased from outside 124. What components are included in your electronic HRIS? (Check all that apply) Recruitment Performance Management Payroll Employee Records Training Time and Leave 125. On a scale of 1 5, how satisfied are you with your central recordkeeping system/hr information system? Very Dissatisfied

29 Dissatisfied Neutral Satisfied Very Satisfied 126. How would you recommend improving your central recordkeeping system/hr information system? 127. If your government has a successful practice in central recordkeeping/hr information system, please describe. Workforce/Succession Planning 128. Does your government have a formal workforce/succession planning process? 129. If not, does your government have an informal workforce/succession planning process?

30 130. Are your agency s workforce/succession planning efforts: Centralized Decentralized Combination 131. Please indicate which of the following elements are included in your workforce/succession plan. (Check all that apply) Classification/compensation Training and development Leadership development Succession planning Recruitment/selection Performance Retention Benefits Work/life issues Forecasting Generational Issues Hard to fill occupations Demographics Diversity 132. What other kinds of planning processes are combined with your government s workforce/succession planning process? (Check all that apply) Strategic planning Budget planning 133. How often do you review your workforce/succession plan? Every six months Every Year Every five years Never

31 134. On a scale of 1 5, how satisfied are you with the workforce/succession planning in your government? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied 135. How would you recommend improving workforce/succession planning in your government? 136. If your government has a successful practice in workforce/succession planning, please describe. HR Metrics 137. Does your government collect any HR metrics?

32 138. What HR metrics do you use? (Check all that apply) Cost per hire Time to fill vacancies Open positions as a percentage of total staff Offer acceptance rate Quality of new hires Employee engagement Cost of employer provided benefits Training cost Training hours per employee Length of service Internal hire/promotion Turnover Wellness program costs Wellness program participation 139. Please identify how you utilize the HR metrics that are collected. (Check all that apply) Workforce planning Strategic planning Budgeting Labor negotiations Evaluating HR effectiveness 140. On a scale of 1 5, how satisfied are you with the use of HR metrics in your government? Very Dissatisfied Dissatisfied Neutral Satisfied Very Satisfied

33 141. How would you recommend improving the use of HR metrics in your government? 142. If your government has a successful practice in HR metrics, please describe.