Civil Service Management
Enables governments to manage the civil service cycle
(CSM) Civil Service Management provides a fully integrated web-based human resource information management and payroll system designed exclusively for government. From recruitment through retirement, Civil Service Management delivers a complete government HR solution.
Supports civil service reform and management including movement, capacity building, salary planning, performance appraisal and recruitment.
Payroll and Pensions
Supports government rules for payroll and pensions.
Benefits and Self Service
Supports civil service benefits, travel and subsistence, and self-service portals.
(CSM) Civil Service Management is one of the six core product pillars within the FreeBalance Accountability Suite™ and is composed of a number of modules that can be implemented as a standalone or part of a unified solution. The CSM pillar enables governments to manage the entire civil service cycle.
(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.
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.
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.
What are the benefits of Civil Service Management?
Using government specific software like FreeBalance’s (CSM) Civil Service Management modules provide the following features and benefits to the public sector:
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
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
Increases government capacity via training, capacity building programs, succession planning and pay for performance
Supports insurance, bonuses and loans for civil servants
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