Anna Borowska Civil Service Director Central Statistical Office Of Poland Developing a Human Resource Management strategy as a part of the quality management system High Level Seminar for Eastern Europe, Caucasus and Central Asia Countries (EECCA) on „Quality in Statistics: Administrative Data and Official Statistics” Vilnius, Lithuania, 4-6 September 2013

Presentation plan Development of the Human Resources Management Strategy in the Central Statistical Office of Poland (CSO) Present Past Future

Mission of the European Statistical System We provide the European Union, the world and the public with independent high quality information on the economy and society on European, national and regional levels and make the information available to everyone for decision-making purposes, research and debate.

European Statistics Code of Practice Starting from 2011 - implementation of European Statistics Code of Practice

European Statistics Code of Practice PRINCIPLE 3: ADEQUACY OF RESOURCES The resources available to statistical authorities must be sufficient to meet European statistics requirements Indicator 3.1: Staff, financial, and computing resources , adequate both in magnitude and in quality, are available to meet current European statistics needs. PRINCIPLE 7: SOUND METHODOLOGY Sound methodology must underpin quality statistics. This requires adequate tools, procedures and expertise. Indicator 7.5: Graduates in the relevant academic disciplines are recruited Indicator 7.6: Staff attend international relevant training courses and conferences, and liaise with statistician colleagues at international level in order to learn from the best and to improve their expertise.

Past In 2011 the HRM policy in the CSO was regulated by: Act of 21 November 2008 on Civil Service Regulation of the Prime Minister of 8 May 2009 on the conditions and manner of conducting periodic performance appraisal of Civil Service Corps members. Document on the regulation of professional qualifications improvement of CSO employees

Past - 2011 Lack of a coherent strategy for HRM in the CSO All processes were conducted „separately” Recruitment Training courses Periodic staff performance appraisal

Past - 2012 Official documents regulating the HRM policy of the official statistics in Poland: Development directions of Polish Official Statistics until 2017 Ordinance No. 3 of the Head of Civil Service of 30 May 2012 on Human Resources Management standards in the Civil Service President of the CSO - Guidelines and recommendations on the preparation of the HRM programme in the Central Statistical Office and regional statistical offices on the basis of competence management model

Past - 2012 Implementation of competence management project Conducted in cooperation with the Chancellery of the Prime Minister and external company Resulted in: Dictionary of competences Book of competence profiles for CSO Modification of recruitment and training system in CSO according to the competence profiles

Present - 2013 Implementation of the Programme of Human Resources Management Created in order to standardize HRM policy in official statistics Based on the competence profiles Stages of programme preparation HRM diagnosis Identification of priorities in HRM area Establishment of programme Priorities Improving processes and human capital management tools Improvement of motivation system in order to make the best use of employees potential and to reduce staff turnover Support of the professional development of the Civil Service Corps members

Present - 2013 Practical aspects of the quality management system in CSO Cascade training courses for employees of official statistics Training course: Improving the quality of statistical surveys – quality standards, methods and tools Based on the European Statistics Code of Practice For representatives from ministries and central offices who are involved in production of statistics Training course: Evaluation of the quality of statistical surveys For official statistics’ employees

Future Competence management system Statistical Education Implementation in all regional statistical offices Improvement of existing HRM tools according to competence profiles Introduction of modern incentive system Programme of retaining highly qualified staff Programme of planning employees’ careers Statistical Education Comprehensive system of statistical education Diversified training offer Use of traditional and new media Different educational actions and initiatives

Conclusions People are the most valuable resource in each organisation HRM is an important aspect of the quality management system It requires new approaches and capacities Human Resources development is a permanent process that never ends Professionals = high quality services

Thank you for your attention