1. 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

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

3. 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.

4. European Statistics Code of Practice
Starting from implementation of
European Statistics Code of Practice

5. 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.

6. 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

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

8. Past
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

9. 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

10. Present
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

11. Present
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

12. 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

13. 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

14. Thank you for your attention