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Is the civil service in your country organised according to governmental levels?	Yes	No
Central level
Local level
Regional level

Is the civil service in your country organised according to governmental sectors?	Yes	No
Security (Police, Defence)
Justice
Health (Hospitals)
Education
Other (please specify)

Are legal competences in the civil service divided according to these governmental levels?	Yes	No
Central level
Local level
Regional level

Are legal competences in the civil service divided according to these governmental sectors?	Yes	No
Security (Police, Defence)
Justice
Health (Hospitals)
Education
Other (please specify)

Do civil servants in your country have a public law status?	Yes	No, we do not have a system based on public law
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Are the existing civil service rules (constitutional provisions, civil service law, regulations, statutes) applicable to all public employees ?	Yes	No
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If not, what is the approx. percentage of civil servants with public law status in your public administration?	< 20 Percent	20% - 40%	41% - 60 %	61% - 80%	> 80%
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What are the main differences between civil servants (with a public law status) and other public employees (under labour law status)?	Yes	No
Different legal status (nomination, oath, constitution requirement)
Different recruitment requirements
Different organisational and career system
Higher job security
Different pension rights
Different Salary System (regulated by law)
Distinct Disciplinary rules
Distinct Ethical rules
Different Social Dialogue
Right to strike (restricted for some civil service categories)

Is there a trend towards increasing or decreasing the number of civil servants?	increasing	decreasing	neither
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Does a specific senior civil service exist in your country?	Yes	No
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During the past years is the reform trend towards	Yes	No
further centralising legal and political competences at central government level
decentralising competences to regional/local authorities
decentralising competences to other sectors
delegating and outsource competences to NGOs and semi-public bodies
delegating and outsource competences to Public Private Partnerships (PPP)
privatising competences

During the past years have managerial tasks and responsibilities in the field of HRM been increasingly delegated?	to individual departments/organisations/agencies	delegated to individual managers
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Have top managers and middle managers been given more/less responsibilities within the last years?	Yes, a lot more	Some more	Same	Less	A lot less
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If so, in which field are top-and middle managers and line managers given more/less responsibilities in Human Resource Management?	More	Same	Less
Design of codes of conduct and ethical norms
Decision-making on training needs for employees
Determining performance related pay
Decision-making powers in recruitment matters
Decision on a disciplinary procedure in case of misconduct
Decision-making and recommendation for promotions
Determining career development needs
Design and adoption of poor performance plans
Performance plans for line department
Changing working time arrangements for employees
Introducing diversity policies in the organisation
Relocating staff due to structural changes
Dismissal of employees

Do you have a civil service which is structured in careers and/or corps?	Yes	No
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If so, are reforms under way to modify the present structure?	Yes	No
Introduce new career/corps structures?
Reduce the number of careers/corps?
Abolish careers/corps?

Is entrance/recruitment in the civil service generally taking place at the lowest level/rank/position in the relevant career/corps/hierarchical level?	Yes, always	Yes, but exceptions are possible	No, access/recruitment can take place at any time at all levels
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Comment:

Is professional experience in the private sector taken into account in the recruitment process and in the classification in the (salary) hierarchy?	Yes, no restrictions	Yes, but restrictions	No, generally not	No
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Comment:

Is professional experience in the private sector recognised in the calculation of pension rights?	Yes, no restrictions	Yes, but restrictions	No, generally not	No
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Comment:

Is it possible to recruit senior managers from the PRIVATE sector for a limited period of time (limited and/or flexible contracts)?	Yes	Yes, rarely taking place	No, senior managers must be recruited from the public sector	No, constitutional requirements to offer unlimited contracts in the public sector
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Comment:

Is it possible to recruit senior managers from the PUBLIC sector for a limited period of time (limited and/or flexible contracts)?	Yes	Yes, rarely taking place	No, senior managers must be recruited from the public sector	No, constitutional requirements to offer unlimited contracts in the public sector
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Comment:

Are there specific formalised recruitment requirements in the civil service?	Yes, specific concours	Yes, specific preparatory procedurs	Yes, state exam	Yes, training	Yes, others	No, recruitment procedures are similar to those used in the private sector	Others
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Comments:

Is it necessary to pass a specific internal concours/exam before a promotion can take place?	Yes	In some cases	No
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Generally speaking, do promotions take place to the next higher rank/level?	Yes	No
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Is it also possible to promote candidates to other positions at mid-career or top-level?	Yes	No
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Comments:

Is the basic salary regulated by law?	Yes	No
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Is the basic salary centrally and/or decentralised managed?	Centralised and applicable to the whole civil service	Centralised but applicable only to the federal/central level	Centralised elements but decentralised discretion by departments/agencies	Decentralised and subject to individual negotiations in departments/agencies
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Do you have a wage system which is based on seniority, age and experience?	Absolutely	Rather yes	To some extent	Rather not	Not at all
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Do you have a wage system which is based on performance and target agreements?	Absolutely	Rather yes	To some extent	Rather not	Not at all
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Do you have a hybrid wage systems which combines seniority elements with performance related pay?	Absolutely	Rather yes	To some extent	Rather not	Not at all
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Is functional (inter-ministerial and intra-ministerial) mobility obligatory/voluntary?	Obligatory (e.g. every four years change of function)	Voluntary but important element/condition in career development policies (promotion)	Voluntary and widely accepted	Voluntary but not yet frequently applied in practice
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Do civil servants enjoy life-tenure/employment for life?	< 20 Percent	20% - 40%,	41% - 60 %	61% - 80%	> 80%
Yes, dismissal is only possible for disciplinary reasons
Yes, but dismissal is possible in cases of poor performance (subject to negative performance assessments)
No, but civil servants have a high job security and unlimited contracts
No, civil servants have the same contractual situation as employees in the private sector
Comments:

How influential/important are the following modernisation topics in your country?	Very important	Important	Neutral	Not very important	Not important at all
Reform of civil service law (legal status)
Reform of principals of good administration/good governance
Anticipating demographic change
Diversity policies
Equality
Leadership
Citizen orientation
Quality management
Reducing administrative burdens
Decentralisation of HR competencies
Ethics and fight against corruption
Salary reform
Career system reform
Performance management
Addressing poor performance
Competency management
Reform of working conditions
Alignment with the working condidtions of other public sector employees
Reducing public personnel / savings policies
Open government and transparency
Enhancing mobility: PUBLIC - PRIVATE
Enhancing mobility: PUBLIC - PUBLIC
Enhancing mobility: INTERNATIONAL
Training
Measures in order to raise attractiveness of public service employment
Reform of HR departments
Deregulation of HR rules
Reform of working time

Civil Services in the Europe of 27 – Reform and Innovation in Public Service Systems: Towards new public service models in Europe?