Civil Service Management

• (CSBM) Benefits Management
  Supports insurance, bonuses, training payments and loans for civil servants.

• (CSCB) Capacity Building and Training
  Enhances government capacity by implementing training, capacity building programs, succession planning and pay for performance.

• (CSFD) Financial Disclosure
  Supports civil servant financial information.

• (CSMV) Civil Service Movement
  Supports movement of employees through the work cycle.

• (CSPA) Civil Service Performance Appraisal
  Provides a comprehensive perspective of employee performance history, work plans and development plans.

• (CSPL) Civil Service Planning
  Provides civil service planning for, budgeting and in-year forecasting for salary expenditure management.

• (CSPM) Payment Management
  Manages the payment approval process.

• (CSPN) Pension Management
  Supports all employee retirement plans, with approval dates, status, employee information and benefit plans.

• (CSBA) Benefits and Actuary Management New
  Supports benefits and services to pension fund members. Integrated with payroll and actuarial valuations.

• (CSPR) Payroll
  Maintains payroll integrity from linked salary scales, assignments, bonuses and other benefits.

• (CSRC) Civil Service Recruitment
  Supports all aspects of the internal and external recruitment cycle.

• (CSSS) Employee Self-Service
  Allows employees full self-service – leave applications, review leave available, submit travel and leave requests.

• (CSTA) Time and Attendance
  Manages overtime, vacation and shift work.

• (CSTM) Talent Management
  Gives employees the opportunity to explore multiple career paths.

• (CSTS) Travel and Subsistence
  Manages employee business trips.

• (CSWM) Workforce Management
  Provides a central hub for employee information like job description, awards, appraisal scores and disputes.

• (CSML) Member Loan Management New
  Pension fund loan management. Supports core processes incl. loan application, trigger analysis and protocolization, settlement and release of funds.

• (CSAC) Affiliations and Contributions New
  Centralized repository of all pension fund income data. Controls contribution collection process and integrated with financial modules to record revenue.

What is Civil Service Management?

Human capital management is different in government and commercially available human capital management (HCM) software and human resources information systems (HRIS) rarely provide the full capabilities that governments need.

Reasons why civil service management is more complex than HR:

• Payroll rules are more complex in government than the private sector
• Salary budget planning is far more important in government than the private sector
• Payment management is more complex in government, particularly in emerging economies
• Workforce management is more complex in government than the private sector
• Government budget management and commitment controls make civil service management more complex than HCM in the private sector

Wage bills are often the largest expenditure in government organizations. Developed country public services expenditures range from 15% to 20% of GDP and ILO data shows that the share of employment by the public sector is even higher in developing countries. Salary budget scrutiny, risk management and spending predictability – what we call Civil Service Management – is therefore critical in government. This is particularly true when newly elected governments revisit civil service salary scales and adapt pension mechanisms, adding to long-term entitlement contingent liabilities.

Reasons why civil service management is more complex than HR:

Payroll rules are more complex in government than the private sector
Salary budget planning is far more important in government than the private sector
Payment management is more complex in government, particularly in emerging economies
Workforce management is more complex in government than the private sector
Government budget management and commitment controls make civil service management more complex than HCM in the private sector

How does our Civil Service Management software help?

Wage bills are often the largest expenditure in government organizations. Developed country public services expenditures range from 15% to 20% of GDP and ILO data shows that the share of employment by the public sector is even higher in developing countries. Salary budget scrutiny, risk management and spending predictability – what we call Civil Service Management – is therefore critical in government. This is particularly true when newly elected governments revisit civil service salary scales and adapt pension mechanisms, adding to long-term entitlement contingent liabilities.

• Civil Service Workforce Management
  Manages recruitment, performance appraisal, dispute management and retentions

• Payroll and Pensions
  Manages payments to hourly and salary staff, as well as pensions to former civil servants

• Salary Planning
  Provides the ability to model changes to pay grade, vacancies, and union agreements

• Payment and Benefits Management
  Manages payment cycle – approvals, EFT, secure cheques and pay vouchers

• Position and Establishment Management
  Sets the establishment of civil service pay grades and position scales

• Civil Service Reform
  Improves productivity, effectiveness and professionalism of the civil service

• Capacity Management
  Increases government capacity via training, capacity building programs, succession planning and pay for performance

• Benefits Management
  Supports insurance, bonuses and loans for civil servants