{"id":3073,"date":"2023-02-14T15:09:00","date_gmt":"2023-02-14T08:09:00","guid":{"rendered":"https:\/\/www.eurogroupconsulting.com\/?p=3073"},"modified":"2026-01-13T17:28:37","modified_gmt":"2026-01-13T16:28:37","slug":"career-management-in-the-civil-service-a-major-strategic-and-hr-challenge","status":"publish","type":"post","link":"https:\/\/www.eurogroupconsulting.com\/en\/publications\/article\/la-gestion-des-parcours-professionnels-au-sein-de-la-fonction-publique-un-enjeu-strategique-et-rh-majeur","title":{"rendered":"Career management in the civil service: a major strategic and HR challenge"},"content":{"rendered":"
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While the importance of managing the career paths of civil servants is not new, it has taken on a particularly strategic and urgent dimension, in a context where career support is one of the key factors in the public sector's critical attractiveness.<\/strong>. The convergence of a number of political initiatives - and their profusion - reveals a strong desire on the part of the government to tackle the subject from a number of angles. A case in point is the work initiated as part of the \"careers and remuneration\" project at the start of the last quarter of 2022, which should enable exploratory work to establish concrete proposals in terms of supporting and structuring the careers of civil servants, and enhancing the value of these careers. What levers are available to address this major strategic challenge for the civil service? How can the HR function tackle this issue?<\/p>\n

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MANAGING AND SUPPORTING AGENTS' CAREER PATHS<\/h3>\n
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5.7 million<\/strong>. This is the number of employees in the civil service on December 31, 2020. This represents more than 25% of jobs in France<\/strong>with a growing proportion of contract staff (almost 20% by 12\/31\/2020).<\/p>\n

43 years old<\/strong>. This is the number of years that civil servants who began their careers will have to work. in the 70's<\/a>with a gradual increase in the average retirement age.<\/p>\n

More than 700<\/strong> professions, reflecting the diversity of services and activities carried out within the three branches of the civil service in a wide range of fields (safety, health, education, transport, ecology, finance, culture, etc.).<\/p>\n

These figures illustrate how important it is for the civil service to manage and support the career paths of its employees, especially in a context where career management is a key response to a number of challenges:<\/p>\n

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