National Administration - Social dialogue state of play
(16 September 2005) A number of obstacles continue blocking the formalization of a sectoral social dialogue (not the least the absence of an employers’ organisation) but some positive developments have taken place that will help improve the quality of the current informal dialogue, both in terms of process and content, as follows:
Official recognition of the EPSU-led single trade union delegation by the Ministers and Directors General (DsG) for Public Administration in their resolutions adopted on 8-10 June 2005 in Luxembourg.
Setting up of a working group to examine how the employers can participate in the social dialogue, composed of the DsG’ Troika (Netherlands, Luxembourg, UK, Austria, and Finland), Germany and Belgium A first meeting will take place in September (in Belgium or Germany). The discussion should be finalised by the end of the Austrian Presidency in June 2006.
Meeting between a 24-strong trade union delegation and a large number of DsG on 10 June in Luxembourg. The EPSU-led delegation consisted of representatives from the EPSU and CESI Secretariat, NEA committee, CESI’s affiliates from Germany and Luxembourg and Eurofedop’s affiliates from Austria, Hungary and Slovenia (in line with EPSU position). It showed a united front, in contrast with the employers’ side who expressed divergent views on the formalisation of a social dialogue (UK and Sweden leading the opponents’ camp and Belgium the supporters’). All in all the meeting has placed the debate on a more “political” level which is a positive step forward. The question is no longer whether there should be a social dialogue but how it can be best structured and deliver results.
Agreement on a joint trade union/UK presidency seminar on gender equality and diversity on 6 December in Newcastle. The plan is to invite all DsG and to agree a joint statement and follow up activities to start engaging in real joint policy work over the medium-term. This seminar will replace the usual troika/trade union meeting.
These positive, albeit slow, developments are the outcome of the formation of a united trade union front which, as expected, is exerting pressure on the employers for putting words of commitment to a social dialogue into practice. Judging by the new European work programme of the DsG, there is also a growing sense that the informal nature of the DsG network is showing its limits to influence the impact that EU policy, particularly the Lisbon strategy, has on national administration. There is scope for arguing that a formalized social dialogue could help better influence the Commission’s activities.
The following priorities have been selected by the Ministers and DsG as part of a drive to enhance the role of national administration in the Lisbon strategy:
- Governance: participatory policy-making and managerial capacity and efficiency;
- Reduction of administrative burdens: examination of the Commission’s pending methodology for measuring administrative burdens to be agreed by the end of 2005;
- Efficiency of public administration: e.government, teleworking, lifelong-learning, performance pay, gender employment, active ageing, impact of demographic change on recruitment, target setting and outsourcing.
These priorities are to be streamlined in the EU DsG’s working groups, in which EPSU is seeking to participate. As part of the HRM activities, the UK presidency will concentrate on innovative HR strategies and the benefits of open recruitment, flexible working.
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