French Public office

The Public office French gathers the whole of the civils servant of France, that is to say:

1,750 million civils servant of State according to INSEE
5,144 million Agent S of the public office, civils servant included, at December 31st 2005, is 22 % of the Employment in France
5,971 million agents of the public office by entering all the administration S Financed S by the Taxes and social security deduction, are civils servant of the State. La Poste can engage personnel according to the rules of the Private law.

The civils servant are employed in the administrations of State or the territorial administrations, or in the public corporations. They are in particular charged to ensure the nondeputy Public services, such as for example the fight against the calamities (firemen), the Protection and the maintenance of the Ordre (gendarmerie (military) or police force), the Enseignement (education), the Santé (Hôpitaux), but also in the administration in charge of management with the ministries and territorial collectivities.

The Military S and the magistrates of the legal order do not form part of the Public office in a strict sense, but are governed by particular texts (respectively the general status of the soldiers and the Organic law relating to the statute of the magistrature).

senior officials named by the Government (prefect S, Ambassador S, vice-chancellors, Directing of the tax services, treasurers general payers, directors of central administration…) are subject to strict rules which impose the Loyauté and which derogate from the Droit S of which profit the great majority from the Fonctionnaire S under the terms of the general Statut.

The three public office

The general status of the public office established between 1983 and 1986 is divided into four titles, but each one of them took the form of a particular law. Of the July 13rd 1983 known as Loi Pors fixes the general status (Ier title) common to the three public office (State, territorial, hospital).

The public office of State (FPE)

title II of the statute ()
approximately 50% of the Effectifs
exerts in the central administrations (mainly the Ministère S), the decentralized services (Préfecture S, Rectorat S, regional managements and secondary roads, educational establishments, SDAP…) and the public corporations related to administration (EPA).

The territorial public function (FPT)

title III of the statute ()
approximately 30% of manpower
exerts in the territorial collectivities and their groupings (areas, departments, communities of communes or agglomerations, communes), like in their public corporations (communal centres of social action (CCAS), public offices of the habitat…)

The public office of the town of Paris

This public office, which gathers: 46000 civils servant approximately, is attached to the territorial public function, but has its own rules, justified by the specificity of the Town of Paris, at the same time commune and department. These rules are inspired sometimes by the public office of State, sometimes by the territorial public function, and even of the hospital public office.

The hospital public office (FPH)

title IV of the statute ()
approximately 20% of manpower
exerts in the hospitals, the old people's homes, the establishments concerned with the social security to childhood, the establishments for handicapped or unsuited and the social readjustment and lodging houses (not raising of the private sector).

The public office of New Caledonia and French Polynesia

In New Caledonia and French Polynesia, there exist other public office whose statute is very similar to the public office of metropolis.

In each one of these territories, there exist at the same time civils servant of the territory and civils servant of the communes or their groupings. The statute of the communal civils servant of French Polynesia is competence of the State which fixed it by the ordinance 2005-10 of January 4th, 2005. The other statutes are competence of the community.

Body, frameworks of employment, employment and ranks

Principle

Traditionally, the public office in France drift of the principles of the public office of State.

This one is divided into body of Fonctionnaire S. Each body is classified in one of the categories has, B and C. In same a body exist one or more Grade s or classes. Each rank corresponds to employment. It is the fundamental distinction of the public office of career : the rank (of which the holder is Propriétaire and whose it can be private only for precise reasons and regulated s : revocation, Resignation or radiation due to departure in retirement) and the employment (the assignment on an employment corresponding to the rank considered, which concerns the administration after consultation of the qualified joint committee - which is in right only advisory).

Body

The body is the base of Organization of the Public office of State, of the hospital Public office and the public office of the town of Paris. The equivalent of the body in the Territorial public function (except Paris) is the Cadre of employment.

Apart from the general Statute of the Public office (common provisions of 1983 and provisions specific to each Public office), there exists indeed a Particular status of the body which determines the internal rules of them (conditions of Recrutement, duration and condition of the training course, Titularisation, procedures and rules of advance, if necessary specific measures).

Thus, there exists a body of the qualified schoolteachers (of secondary education), a body of the university lecturers of the universities, the prefectoral body, etc

Frameworks of employment

In the territorial public function, the Cadres of employment play the same part that the bodies and are gathered by professional Filière (administration, Informatique, Technique, Sport, animation, medico-social, Culture, Municipal police, firemen).

Functional employment

Beyond the bodies and executives of employment, there exist functional employment. This type of functional employment is generally planned for functions of higher framing. The statutory provisions are specific to one or more employment, which allows functions and often a specific remuneration.

Ranks

Each body or tallies of employment is divided into Grade S or classes according to the level of Responsabilité for the Fonctionnaire.

The majority of the body, include/understand ranks or classes . Thus, the bodies of the professors of the schools, the certified professors and the qualified schoolteachers comprise a normal class and a out-class. In the same way, the body of the inspectors of the taxes comprises several ranks among which a normal class and a principalat accessible by professional examination or inscription on promotion table. The difference between the rank and the class is that the rank corresponds theoretically to the exercise of functions or responsibilities for different level, which is not the case from one class to another. For the remainder, the ranks and the classes function on the same principle. Each rank or class comprises several levels, accessible by Ancienneté with, if necessary, of increases or reductions of intermediate duration of level, even of the quotas of promotion (great choice, choice, seniority in the teaching bodies). Example: General engineer is a Grade body of the armament.

Typically, the higher ranks or classes of each body are fixed quotas for and can represent only one certain proportion maximum of the body. The Organic law concerning with the finance laws (LOLF) tends to modify the existing devices in their substituent a ratio promoted/promotable. This principle, initially planned for the civils servant of the State, is also applied in the other public office.

The advance of rank is carried out by inscription on a short list, examination of professional recruitment or by contest. A civil servant can also profit from an advance of body (of a body to another of higher Statut) by contest or inscription on a short list.

The career

Recruitment

The civils servant are generally recruited on contest. The external contests are reserved to the holders of a diploma, while the internal competitions are intended to the civils servant being able to justify of a necessary seniority in a rank of lower level. The contests generally include/understand written tests of admissibility and oral tests of admission. Certain little qualified ranks of the category C can however be the subject of a direct recruitment.

In the case of the public office of State, hospital public office and public office of the town of Paris, the success with the contest for the external candidates ensures them to have a station.

In the territorial public function, the external or internal candidates pass the contests organized by the National center of the territorial public function (CNFPT), for certain frameworks of use of the category has, and by the departmental or interdépartementaux accounts centres for the other executives of employment (certain territorial collectivities can also organize themselves a contest); if they are received, and possibly after formation, they are registered on a short list. This enables them to postulate in the territorial collectivities (town halls, general advices, district councils, office public of HLM, inter-commune public corporations), but does not ensure them to have a station. Those which did not have of station before the establishment of the following short list are familiarly called the receipt-stuck .

Training course and initial training

Except exception, the recruited civils servant are initially trainees. The duration of the training course is generally of a year, but it can be six months only or conversely to go up in eighteen months even more, in particular when the passage by a school is necessary. During the training course, which can be comparable with a Trial period, the authority of nomination can require the dismissal, if it considers established the personnel shortage of the agent, or for a disciplinary reason. The dismissal can however occur only once achieved more half of the training course.

The probationers can be compelled to follow an initial training. It is the case in particular of civils servant, in particular of category has who pass, after recruitment, an additional time of formation within schools of the public office. They are called “pupils probationers”.

Some of these pupils civils servant are not integrated yet in a body. During the time when they are under this statute, they supplement their formation and/or take part in activities of research. The entry in a body is done at the exit of the school, either after having passed a new contest, or by choosing a career according to the row of classification at the exit of the school.

The territorial civils servant must follow an initial training of application (TRUSTED) made up of theoretical sessions and training courses in other services or communities.

Establishment

At the conclusion of the training course, the trainee has vocation to be established. The administration can however without having to justify its decision to refuse to establish the trainee. It is also possible to prolong the training course for one duration to the maximum equalizes, generally in another service. Once titular, the civil servant profits from a continuous career and a job security, the Licenciement for personnel shortage, the revocation for serious error, the radiation of manpower for abandonment of station being relatively exceptional procedures.

Notation or evaluation

The general rule is that a civil servant is noted and evaluated by his hierarchy. This notation can influence its possible promotion.

However, it suspended on an experimental basis the notation in the public office of the State, and this until 2009. The principle of the evaluation of the civils servant however is not called into question.

Before even this reform, for certain bodies, in particular those of the teacher-researchers of the superior, and the enquiring of the public corporations in scientific and technological matter, the difficulty of evaluating work of the civils servant concerned, as well as the requirement to preserve their independence with respect to the political power, resulted in envisaging their evaluation by specific authorities (in this case, by scientific authorities)….

Advance

Bodies (FPE) or frameworks of employment (FPT) are divided into ranks, them same divided into levels. The advance of level is done mainly with the seniority, the necessary seniority sometimes being able to be reduced according to the hierarchical appreciation. The advance of rank is done with the choice, i.e. according to the hierarchical appreciation, or while passing an examination or a professional contest. It is possible to pass in a body or tallies of higher employment while passing an internal competition, or more exceptionally, with the choice.

Remuneration

The civil servant perceives a treatment monthly. To each level a salary grading corresponds which makes it possible to calculate the gross value of this treatment. To this treatment possibly a mode indemnitee, also called “premiums”, specific is added to each body or tallies of emploi.
The remuneration of the category C to state education

Positions

Any civil servant is, at a given moment, in one of the six following positions:

activity: the civil servant occupies an employment which corresponds to its rank, and perceives an associated remuneration. The civil servant can, with his agreement, being placed at the disposal by his administration of origin to another administration or organization working towards an end of general interest, but remains remunerated and noted by his administration of origin; in such a case, it remains in active employment;
detachment: the civil servant occupies an employment apart from his administration of origin, and it is remunerated by the organization in which it works indeed, but continuous to profit in parallel from the advance and the rights to the retirement of its body of origin; its remuneration by the organization to which it is seconded remains comparable with the remuneration which it is likely to perceive in its body of origin;
except framework: the civil servant occupies an employment in which it could have been detached, but accumulates its rights to pension etc according to the rules of the organization in which it is placed; it is primarily the case of senior officials exerting in various organizations;
availability: the civil servant, temporarily, does not occupy of employment in its administration of origin, is not remunerated, does not accumulate right to pension (retirement) nor of advance; it is in particular the case of the availabilities for personal suitabilities (education of children etc).
achievement of the national service and the activities in the operational reserve for the national service or of the activities of reserve;
Parental leave (to which the “leave of parental presence is comparable”).

Continuing education

The right to the “formation throughout the life” is recognized to the civils servant. It can take various forms like the Individual right with the formation, the individual Congé of formation, the preparation with the contests and examinations professional, of the training courses in the schools of the public office.

Exit of the public office

One leaves the public office:

While taking advantage of its rights to the retirement;
While resigning;
While being erased executives following a dismissal for abandonment of station or personnel shortage, or of a revocation for Serious error; this last decision is made after opinion of a disciplinary board, in front of which a civil servant can be translated in the event of fault;
While dying.

Manpower of the French civils servant

European comparative data

France is the country of Europe cash the most agents of the public office. Germany, although having a more important population, arrives only in second position (but the German army has a weak manpower) with 4,364 million agents. Proportionally with the total population, the Finland counts some more (the civils servant account for 25% of total employment there, 20% in France). Whereas manpower of the public office decreased in many European countries, grace in particular to the profits of Productivité related to the Informatique, manpower in France increased.

Policy of reduction of manpower

Within the framework of the policy of reduction of the French national Debt, the budget 2006 envisaged: 5000 redundancies of civils servant. The budget 2007 envisages on its side: 15000 clear suppressions of employment in the public office of State, is approximately 0,75 % of manpower having the statute of civil servant or 0,3 % of the public office). It is about the balance of: 4000 job creations in the priority sectors (research, gendarmerie, police force, magistrature) and: 19000 suppressions.

The objective of the government Fillon is to remove approximately: 35000 civil service posts in 2008 while not carrying out the replacement of half of the civils servant leaving to the retirement.

90% of the retirements are concentrated on four ministries: secondary education (57%), defense (17%), interior (8%) and finances (7%). Half of these suppressions, is: 17000 stations, should be found in the State education.

Retirements of the civils servant

In the public office, the departures with the retirement spread out between 45 years (case of the special diets) and 65 years. The starting Middle Age to the retirement of the civil civils servant is established for the year 2006 to 58 years and 1 month, is on average 2 years and 10 months earlier than the employees of the private sector.

In 2003, the duration of contribution of the civils servant for the retirement was aligned on that of private with a progressive passage to 40 annual installments.

The monthly amount of the retirement generally corresponds to 75% of the average of the last six wages except premiums. The amount of their pensions is thus calculated over the last six months of their community activity, against the 25 last years for the employees of the private one. On the other hand, the number of children is taken better into account in the number of annual installments in the private one than in the public and the premiums perceived by the civils servant are taken into account for the calculation of the amount of the retirement pension only since 2003 and within the limit of 20% of the wages whereas they account for 30% of this one in general.

See too

List of the French Ministers for the Public office

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