Implementation Strategy:

Transcription

1 Implementation Strategy: The Add Belgian subject diversity and dateplan 1. Why? 2. How? 3. Mia-based 4. Organisation 5. Action plan Consciousness raising 7. Recruitment and Selection 8. Reception and integration Add name of your service + names of authors 9. Training and Development 10. Accompaniment OECD, 01 October 2009

2 Why? Strategic choice: Reflecting the society in public service delivery Cultural change: diversity as a source of innovation and creativity Well-being of our agents: appreciation and valorisation of all talents and competences Government as a role-model 2

3 How? History: Political Initiative 2005 Action Plan Action Plan An inclusive diversity-policy, integrated in HR-strategy and processes: HR Analysis Planning, Policy and Implementation Staffing Recruitment Placement Records Learning, Training, and Evaluating Rewards and Contracts Organisational culture & management workforce relationships With a specific focus on: (physical) disabled people: (quotum: 0.8 %->3%) gender people of foreign origin age 3

4 Mia Model-based 4

5 Organisation Federal Public Service Personnel and Organisation (FPS P&O ) : cell Diversity + Spoc diversity Selor (recruitment) and OFO/IFA (training); Spoc in each FPS; Networking. Chancellery Budget & Control Personnel & Organization Fedict Foreign Office Home Office (Interior) Finance Mobility & Transportation Employment Social Security Public Health Justice Economy Defence Consumer Affaires Social Integration Sustainable Development Science Policy 5

6 The action plan contains the actions to be carried out by the Federal Public Service Personnel and Organization (FPS P&O) in various fields of human resources in order to guarantee the equal opportunities and to promote diversity within the federal public service. Implemented in all processes by the support of the cell Diversity of the FPS P&O, by the Diversity team of Selor (selection office for the civil service) and the OFO/IFA training institute, this plan is intended as well for the members of the civil service, leaders and employees, as for the candidates to a job in the civil service. Domains: Consciousness-raising Recruitment and selection Reception and integration Training and development Accompaniment 6

7 Consciousness-raising Objective: Encourage the leaders to develop a diversity policy within their organization and draw their attention on the principle of equal opportunities in a professional context. Actions: Insert strategic objectives related to the diversity policy in the administration contract of the FPS P&O Animation of the network of the persons in charge of diversity to stimulate a diversity policy in the federal organizations Signature of the diversity charter by the current leaders of the federal public services Stimulate departmental action plans. 7

8 Recruitment and selection Objectives: Have non discriminatory selection tests in order to guarantee equal opportunities for everyone. Increase the participation rate of people of foreign origin to the selections and projects directed towards this public. Actions: Check the cultural neutrality of the selection tests ( Test the test ). Organize an «Ethno-tour» of Belgium, in order to inform this public about the conditions of access to the civil service. Offer reasonable adjustments and an individual accompaniment to the persons with a handicap during the selection procedures. Make a more intensive use of the diversity communication channels and create a exchange network with employers and candidates from the target groups; During the selection procedures, open the access to candidates who don t have the required diploma but who obtained a competence certificate delivered by Selor ( Compétences Acquises Antérieurement - Previously Acquired Competences), thanks to the competences and experience acquired before. 8

9 Reception and integration Objective Make sure that the principle of equal opportunities is applied at each stage of the human resources management, from recruitment to career accompaniment, through reception and competences development. Actions Distribute a booklet relating to the reception of employees with a handicap and offer a tailor-made accompaniment to the heads of service and their team. Organize a consciousness-raising session for the persons in charge of the reception, of the P&O staff services and of diversity, in order to guarantee the quality of integration. Integrate the concept of diversity in the training sessions of the Training Institute of the federal civil service (OFO/IFA) in the fields of management and personal efficiency. 9

10 Training and development Objectives Encourage the adhesion of the civil service personnel to the values of equal opportunities and respect. Encourage women having managerial ambitions to become aware of their competences, increase their participation to the management selections and make the selection procedure more transparent. 10

11 Training and development (2) Actions Encourage the development of tailor-made diversity trainings according to the specific needs of the organization and the participants (persons in charge of diversity, confidence persons, personnel working at the reception, HR managers, ) and promote the participation to the diversity trainings organized by the Training Institute of the federal civil service (OFO / IFA). Offer a diversity-training to the persons in charge of selection in Selor and to the jury members, and integrate it in a certification process carried out by Selor. Support and have an active participation in Felink, the network which supports women in the development of their own network and in their professional fulfilment. Suggest an assessment of managerial competences allowing women to become aware of their qualification level. Develop, in collaboration with associations and experts, a procedure to evaluate the knowledge of sign language and to grant certificates. 11

12 Accompaniment Objective Support the persons in charge of diversity and the human resources managers of the federal civil service in the development of a diversity policy within their organization. Actions Offer an individualized assistance. Launch a call for diversity projects each year. Provide a methodology for drafting and implementing an action plan relating to diversity. 12

13 Questions? As many are our differences:origin, character, age, sex, profession, colour, nature, style, thoughts and deeds,it is amazing to notice to which degree we resemble each other in spite of everything. All different and yet all alike. More info: