It is important to re-conceive the systems for selection, training and assessment of the performance and professional careers of public employees and directors to enable the administration to become more receptive to the attraction, promotion and retention of talent in a sustained manner for the common good. The Catalan public sector faces a challenge affecting all dimensions of talent management and, in this respect, the coming years will be crucial. The generational succession that will take place and the requirement to incorporate technical profiles to meet new needs, for example, linked to digitalisation and the use of artificial intelligence, provide an ideal opportunity to introduce the improvements needed in the organisational model.
Catalunya 2022
RESET: Call to reactivate Catalonia
GOAL 9
To benefit from a public sector that promotes and attracts talent
Actions
- 9.1To redefine the concept of job position and assignment to a specific unit, introducing the project-based work model that creates interdisciplinary teams and makes human talent available to the whole organisation
- 9.2To transform the Catalan School of Public Administration into a forum for analysis and foresight that certifies new staff promotion and selection systems
- 9.3To foster the organisation of professional public management once and for all at Catalan public administrations, starting with directorate generals
- 9.4To regulate the job insecurity of interns, arranging a system that does not abuse this figure and suitably relocates all staff that are in this position over the next five years
- 9.5To promote horizontal careers and mobility of public workers between various administrations and organisations in the public sector