This initiative under Reform 3. Effective Human Resources Management in the Public Sector aims to identify and implement solutions to enhance the prestige of the civil service by:
1.conducting an integrated and updated study on human resources management - an analysis/radiography of human resources management at the present time within which clear, reliable and actionable solutions will be formulated in legal language, which will facilitate the elaboration and substantiation of the legislative package aimed at changes in the career management of civil servants based on meritocracy;

2. the elaboration of 2 legislative proposals on human resources management that will address:
(a) meritocratic career management changes for civil servants that reward performance and contribute to staff development;
b) the management of contract staff in public administration.

3. package of public interventions to disseminate and promote results and recommendations to enhance the prestige of the civil service by:
a) carrying out an image analysis of how the role of the ANFP and civil servants is reflected in public opinion;
b) carrying out a study on how the image of civil servants is perceived in other European countries and how other countries have succeeded in increasing the prestige of the civil service (models of good practice);
c) strengthening and developing partnerships with different communicators, opinion leaders, etc;
d) organization of events to disseminate the results as well as the specificities of the activities involving the civil service. 

Reform 3 - Effective human resources management in the public sector

The objective of the reform is to modernize the management of the civil service, promoting a new transparent and inclusive recruitment system, using a competency framework appropriate to the realities of the public sector, in direct correlation with institutional needs and the needs of the citizens and the business environment they serve. These reform measures will be carried out in tandem with a strong digitization of the public sector and the acquisition of digital competences among civil servants. 

The following specific actions will be undertaken as part of this reform: 
1. Conduct an ex-post analysis of the national (pilot) competition for the selection of two categories of civil servants in central government. 
2. Conduct at least two national competitions annually for the recruitment of civil servants for at least 3 categories/grades of civil service. 
3. Adoption and entry into force of two legislative acts on human resource management: 
(i) the first of these will introduce changes in the career management of civil servants to make it based on meritocracy; 
(ii) The second will regulate the management of contract agents in the public administration.
4. The operationalization of the competency frameworks in the central public administration, which will include the preparation and adoption of the legislative act and its effective implementation. 

Milestone 418 - Entry into force of two legislative acts on human resources management

Milestone description:
The following legislative acts will be adopted and enter into force:
(1) Introduction of changes to the career management of civil servants to make it based on meritocracy and, in particular, the development of a horizontal/rotational mobility policy and career structuring to better target the work of civil servants;
(2) the management of contract staff in the public administration.

Qualitative indicator: Legal provision indicating the entry into force of legislation on human resources management

Indicative timeframe: Q4 2024

Budget: 2.000.000 EURO