The introduction of a competency framework, specifying the skills that staff need to perform, supports the harmonized integration of human resources functions, from the identification of staffing needs to recruitment and career development (performance appraisal, continuous training, promotion, talent management, motivation and retention) leading to the vertical integration of staff in the institution and the horizontal integration of human resources processes in the institution. This will contribute decisively to addressing the challenges of attracting and retaining qualified staff in the civil service, utilizing staff in the most efficient way, and motivating and supporting existing staff to achieve performance.
The proposed competency framework model will be introduced during the piloting phase of the National Competition and later, through the PNRR, it will be extended to civil servants in central public administration. At the same time, competency frameworks will be integrated into performance management and staff training/development.

Reform 3 - Public Sector Human Resources Performance Management

The objective of the reform is to modernize civil service management, 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 resources 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 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 419 - Operational competence frameworks in central public administration

Milestone Description:
The milestone includes the entry into force of the legislative act and its effective implementation.
The draft legislative act on General Competence Frameworks for Civil Servants will be used for the implementation of the pilot project (piloting phase of the National Competition).
The legislative proposal will aim at the phased implementation of competency frameworks in public institutions and will be based on the model/design developed by the SIPOCA 136 project. The Civil Service Recruitment and Selection Action Report will confirm the use of the new procedures.
After completion of the pilot project (running the piloting phase of the National Competition), the technical support requested by the National Recovery and Resilience Plan will be used to adjust and recalibrate the regulatory act, following ex-post analysis.
Implementation will be carried out in the following steps:
(1) Clarification of specific job roles and preparation for the introduction of the competency framework;
(2) Streamlining job classifications and linking ICT infrastructure with human resource management processes;
(3) competency-based job performance assessment.
The implementation of the framework will be regularly updated.

Qualitative indicator: Operational Competence Framework

Indicative timeframe: Q4 2025

Budget: 4.000.000 EURO