Job and Skills Frameworks
24 June 2008
Read by 2076 persons
A key tool to ensure short and medium-term visibility
Over the past ten years, the process of reforming human resources management has focused on implementing human resources forecasting tools, establishing a new management culture based on skills and merit, and institutionalizing continuing education within public administrations.
In a publication entitled "1999-2009: The decade of reforms and progress...; for a modern and united Morocco", the Directorate of Forecasts and Financial Studies (DPEF) of the Ministry of Finance indicates that the development of job and skills frameworks (REC) is a key tool to ensure short and medium-term visibility in human resources and allows for the qualitative and quantitative definition of employment needs. Thus, by the end of February 2008, six departments had completed the development of their REC and those of most departments are nearing completion. Ministries were encouraged to engage in the modernization of human resources management tools through the mobilization of financial support funds. To this end, the Public Administration Modernization Fund (Fomap), established by the 2005 Finance Act to contribute to the financing of projects proposed by the various ministerial departments and related to public administration modernization operations, participated in the financing of several projects mainly focusing on the development of job and skills frameworks, the Forecasting Management of Staff, Jobs and Skills (GPEEC) and the development of e-government.
With regard to the establishment of a new culture based on skills and merit, the DPEF indicates that the new system for rating and evaluating civil servants in public administrations, which began in 2006, is based on the evaluation of the performance and productivity of civil servants through the establishment of individual interviews and the expansion of the rating scale (20 points maximum instead of 3 previously).
Furthermore, a circular and an evaluation guide were drawn up for the administrative managers of the ministerial departments, who also benefited from training on this subject. Improvements were also made to the system for promoting civil servants and state agents through the establishment of a professional aptitude examination system. Continuing education will serve as an essential tool to bridge the gaps identified by the REC between existing profiles and the skills required to carry out the new missions of the administration. Thus, a decree concerning the continuing education of civil servants and state agents was published in 2005 and aims in particular at establishing a coherent policy of continuing education based on an overall strategy and on sectoral plans in accordance with said strategy. In this regard, seminars on continuing education engineering, the development of continuing education plans and the purchase of training have been organized to support ministerial departments in developing their sectoral plans.
Published on August 1st, 2009
Posted online on August 26th, 2009
lematin.ma
Over the past ten years, the process of reforming human resources management has focused on implementing human resources forecasting tools, establishing a new management culture based on skills and merit, and institutionalizing continuing education within public administrations.
In a publication entitled "1999-2009: The decade of reforms and progress...; for a modern and united Morocco", the Directorate of Forecasts and Financial Studies (DPEF) of the Ministry of Finance indicates that the development of job and skills frameworks (REC) is a key tool to ensure short and medium-term visibility in human resources and allows for the qualitative and quantitative definition of employment needs. Thus, by the end of February 2008, six departments had completed the development of their REC and those of most departments are nearing completion. Ministries were encouraged to engage in the modernization of human resources management tools through the mobilization of financial support funds. To this end, the Public Administration Modernization Fund (Fomap), established by the 2005 Finance Act to contribute to the financing of projects proposed by the various ministerial departments and related to public administration modernization operations, participated in the financing of several projects mainly focusing on the development of job and skills frameworks, the Forecasting Management of Staff, Jobs and Skills (GPEEC) and the development of e-government.
With regard to the establishment of a new culture based on skills and merit, the DPEF indicates that the new system for rating and evaluating civil servants in public administrations, which began in 2006, is based on the evaluation of the performance and productivity of civil servants through the establishment of individual interviews and the expansion of the rating scale (20 points maximum instead of 3 previously).
Furthermore, a circular and an evaluation guide were drawn up for the administrative managers of the ministerial departments, who also benefited from training on this subject. Improvements were also made to the system for promoting civil servants and state agents through the establishment of a professional aptitude examination system. Continuing education will serve as an essential tool to bridge the gaps identified by the REC between existing profiles and the skills required to carry out the new missions of the administration. Thus, a decree concerning the continuing education of civil servants and state agents was published in 2005 and aims in particular at establishing a coherent policy of continuing education based on an overall strategy and on sectoral plans in accordance with said strategy. In this regard, seminars on continuing education engineering, the development of continuing education plans and the purchase of training have been organized to support ministerial departments in developing their sectoral plans.
Published on August 1st, 2009
Posted online on August 26th, 2009
lematin.ma
