“The civil service must engage in deep reflection on its image as an employer” | EUROtoday

The first cautious steps of the brand new Minister of the Civil Service, Laurent Marcangeli, intend to distinction with the speeches of his predecessor. He ” love “ public officers, the place Guillaume Kasbarian needed to attract inspiration from “best practices” by Elon Musk. Beyond slogans and fantasies, the place does the general public employer actually stand in a good labor market and a fragmented nation?

“Public Patchwork”, a brand new research, takes inventory of the scenario. Profound transformations within the labor market, heterogeneous expectations from candidates and elevated competitors from the non-public sector: there are quite a few challenges in remodeling a disordered patchwork right into a harmonious mosaic. The common variety of purposes per place in aggressive examinations was 16 in 1997, it fell to solely 6 in 2022. Does this dizzying drop mirror a uniform disaffection for public employment? Yes and no. The variety of candidates for competitions is actually in free fall. Teaching jobs, significantly in main schooling, are now not enticing.

As for the others, they’re hidden behind opaque competitions and classes. We may add that in these instances of state reforms and budgetary rigor, the promise of “status” solely binds those that imagine in it. Fewer aspiring civil servants, subsequently, however not fewer brokers: nearly 1 / 4 are non-public legislation contract employees. By making intensive use of the CDI, the State and its peripheral buildings have reduce themselves off from their statutory specificities. At the identical time, they entered into head-on competitors with the non-public sector.

Strong endogamy

Would the State, subsequently, be an employer like every other? A troublesome speech to make, when salaries are 30% decrease on common and the assure of lifelong employment is not any extra. Another main drawback is the endogamy which characterizes public recruitment. The research exhibits that 59% of candidates ready within the public service already work there. This phenomenon displays a weak capability to draw exterior expertise, significantly from the non-public sector or from various backgrounds. This endogamy is exacerbated by a scarcity of recruitment methods. Only 15.3% of native authorities have applied an actual method to “employer brand”.

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