Development Programs for Swedish Government Executives and Managers
undefined
Developing executives and managers in
Swedish Central Government administration
A presentation at EUPAN/HRWG in Cyprus 15
th
October 2012
Per Stengård
Senior AdviserPer.stengard@arbetsgivarverket.se
Delegated responsibilities and
decentralised structure
•
The government office carries the responsibility for
recruiting and developing 204 heads of agencies
–
A short presentation will follow
•
Each agency carries the responsibility for finding,
recruiting and developing all 15 000 managers below
heads of agencies. Larger agencies have their own
programmes
–
Short examples from the Police and the Employment
office will follow
Heads of Agencies
•
Are appointed by the government for 6 + 3 years
•
Are leading their agency’s operations to ensure
–
Fulfilment of political priorities
–
Good control of finances and
–
Effective use of resources (staff, localities, technology)
•
Are representing their organisation internally and externally
•
As a representative for the state they shall promote the
image of the central government as an attractive employer
A two pillar programme for Heads of
Agencies
•
General introduction and development programme,
planned and provided by the government office
•
Specific introduction and development programme,
planned and provided by each ministry in charge
General introduction and development, planned
and provided by the government office
A:
•
Information about personal conditions and the
development programme
•
Seminar about how the administration works, the
budget and economic steering process, employer
responsibilities, ethics and the role as government
official (1 day)
•
Training in leadership, its demands and possibilities,
in the context of central government administration (6
full days)
General introduction and development, planned
and provided by the government office B:
•
Participation in development groups for professional
guidance in managerial skills (4 times during a year)
•
Possibility to join a continued network of 7-8 executives
in support of a professional consultant
•
Continued seminars in different subjects
•
Individual skills training (language, media training etc.)
National
management and leadership development in
the Swedish Police
The programme design process
N
N
a
a
t
t
i
i
o
o
n
n
a
a
l
l
P
P
o
o
l
l
i
i
c
c
e
e
B
B
o
o
a
a
r
r
d
d
/
/
H
H
R
R
T
T
h
h
e
e
L
L
e
e
a
a
d
d
e
e
r
r
s
s
h
h
i
i
p
p
c
c
e
e
n
n
t
t
e
e
r
r
T
T
h
h
e
e
l
l
o
o
c
c
a
a
l
l
P
P
o
o
l
l
i
i
c
c
e
e
a
a
u
u
t
t
h
h
o
o
r
r
i
i
t
t
i
i
e
e
s
s
Identify
needs
for
activities
Implementation
Ordering and
evaluating
activities
Management
development program –
First line management
T
a
r
g
e
t
g
r
o
u
p
Managers who perform leadership directly to employees
A
i
m
Increase knowledge about the steering mechanisms in the
Swedish police force and the ability to accomplish results
through others
S
t
r
u
c
t
u
r
e
Six months of university studies at 15% study rate
•
L
a
r
g
e
g
r
o
u
p
i
n
t
e
r
v
e
n
t
i
o
n
s
•
Distance learning via Internet
•
Leadership training
Management
development
program-
Middle Management
T
a
r
g
e
t
g
r
o
u
p
Managers who perform leadership to other managers
A
i
m
•
Establish the basics of administrative and
labour
law
•
Increase the ability to lead managers and develop effective
management teams
•
Master organizational issues and the communication flow in
the organization
S
t
r
u
c
t
u
r
e
Two years of university studies at 25% study rate
•
Distance learning via Internet
•
5 seminars of each 4 - 5 days
Management development program-
Strategic management
T
a
r
g
e
t
g
r
o
u
p
Management with focus on overall strategic consideration
A
i
m
Increase the ability to manage change processes and quality
management
S
t
r
u
c
t
u
r
e
18 months of university studies
•
Distance learning
•
9 seminars of each 3 days
The Police Executive Programme
C
o
n
t
e
n
t
•
Criminological theories
•
Leadership & Management
•
Evidence-based policing
•
Methods for research and analysis
S
t
r
u
c
t
u
r
e
•
Three seminars of each two weeks at the University of
Cambridge
•
Three essays
•
Loading extensive litterature
•
Supervisors
Evaluation of the Police programme
•
The Ministry of justice demands a yearly report on the
benefits of the programme.
•
Participants assess the programme as very good
•
The possibility to use new knowledge may be discussed
•
Ramböll Management has got the commission to
evaluate the full programme
Example 2:The Swedish Employment
Service Agency
Management maintenance strategy
•
13000 employees
•
550 managers
A
t
t
r
a
c
t
I
d
e
n
t
i
f
y
P
r
e
p
a
r
e
R
e
c
r
u
i
t
I
n
t
r
o
d
u
c
e
D
e
v
e
l
o
p
K
e
e
p
C
o
m
p
l
e
t
e
Identifying (potential) managers
•
(On the labour market)
•
Already employed
–
Interviewing managers
–
Search for empirical proof (relevant experience,
responsibilities etc.)
–
Testing
–
Selecting
A
t
t
r
a
c
t
I
d
e
n
t
i
f
y
P
r
e
p
a
r
e
R
e
c
r
u
i
t
I
n
t
r
o
d
u
c
e
D
e
v
e
l
o
p
K
e
e
p
C
o
m
p
l
e
t
e
A
n
e
x
c
e
l
l
e
n
t
p
r
o
f
e
s
s
i
o
n
a
l
d
o
e
s
n
o
t
a
l
w
a
y
s
h
a
v
e
t
h
e
c
a
p
a
c
i
t
y
t
o
b
e
c
o
m
e
a
w
e
l
l
p
e
r
f
o
r
m
i
n
g
m
a
n
a
g
e
r
•
Local identification
–
Trying leadership
–
Managers assess potential leadership skills for operational or
strategic level
•
Identification centre
–
Personality test
–
Skills test
–
Simulation
–
Structured interview
•
Three part dialogue (local manager, tester, employee)
–
Potential for leadership?
–
Written development plan
A
t
t
r
a
c
t
I
d
e
n
t
i
f
y
P
r
e
p
a
r
e
R
e
c
r
u
i
t
I
n
t
r
o
d
u
c
e
D
e
v
e
l
o
p
K
e
e
p
C
o
m
p
l
e
t
e
Introducing new managers
•
At the workplace
–
Understanding the assignment and the expectations
–
Identifying specific tasks
–
Identifying competences needed
–
Establishing good knowledge in the field of responsibility
–
Establishing and deepening knowledge about staff
–
Creating a good communication with staff, superiors, colleagues
and other stake holders
–
Creating a personal development plan for the new manager
A
t
t
r
a
c
t
I
d
e
n
t
i
f
y
P
r
e
p
a
r
e
R
e
c
r
u
i
t
I
n
t
r
o
d
u
c
e
D
e
v
e
l
o
p
K
e
e
p
C
o
m
p
l
e
t
e
Introducing new managers cont.
•
By means of a set of educations during 2 years
–
The first year of management, partaking in education modules:
•
Being a manager
•
Economy skills
•
Relevant law
•
Operational dialogue skills in the Employment Service
•
Communication skills
•
Developing work environment
•
Safety and crisis management
–
The second year of management focuses leadership
development education in five modules
•
Values, group creation, conflict management, communication, staff development,
follow up etc.
A
t
t
r
a
c
t
I
d
e
n
t
i
f
y
P
r
e
p
a
r
e
R
e
c
r
u
i
t
I
n
t
r
o
d
u
c
e
D
e
v
e
l
o
p
K
e
e
p
C
o
m
p
l
e
t
e
T
w
o
t
i
m
e
s
3
6
0
d
e
g
r
e
e
f
o
l
l
o
w
u
p
Further development of managers
•
Leadership for staff’s personal growth
•
Programme for experienced managers
•
Programme for higher executives
•
Yearly “managers day” (at several levels)
•
Smaller meetings for managers
•
Coaching
•
Mentorship programmes
•
Career advice
A
t
t
r
a
c
t
I
d
e
n
t
i
f
y
P
r
e
p
a
r
e
R
e
c
r
u
i
t
I
n
t
r
o
d
u
c
e
D
e
v
e
l
o
p
K
e
e
p
C
o
m
p
l
e
t
e
In summary
•
The very top executives are the responsibility of the
Government and its office
•
All other executives and managers are the
responsibility of the single agencies as employers
•
Maintenance and development programmes are
increasingly coming into use as the three examples
has shown
•
Larger agencies create an administrative structure
for this
Thank you!
•
For further information please contact:
Police:
Max Lutteman
max.lutteman@polisen.se
Employment Service Agency:
Thomas Ekberg
thomas.ekberg@arbetsformedlingen.se
This presentation outlines the development programs for executives and managers in the Swedish Central Government administration, focusing on delegated responsibilities, agency heads' roles, and the two-pillar program structure. It discusses the recruitment, training, and representation duties of agency heads, along with the specific training programs provided by the government office and ministries. The program includes seminars on administration, leadership training, and professional guidance for managerial skills development.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
Developing executives and managers in Swedish Central Government administration A presentation at EUPAN/HRWG in Cyprus 15th October 2012 Per Steng rd Senior Adviser Per.stengard@arbetsgivarverket.se Swedish Agency for Government Employers
Delegated responsibilities and decentralised structure The government office carries the responsibility for recruiting and developing 204 heads of agencies A short presentation will follow Each agency carries the responsibility for finding, recruiting and developing all 15 000 managers below heads of agencies. Larger agencies have their own programmes Short examples from the Police and the Employment office will follow Swedish Agency for Government Employers
Heads of Agencies Are appointed by the government for 6 + 3 years Are leading their agency s operations to ensure Fulfilment of political priorities Good control of finances and Effective use of resources (staff, localities, technology) Are representing their organisation internally and externally As a representative for the state they shall promote the image of the central government as an attractive employer Swedish Agency for Government Employers
A two pillar programme for Heads of Agencies General introduction and development programme, planned and provided by the government office Specific introduction and development programme, planned and provided by each ministry in charge Swedish Agency for Government Employers
General introduction and development, planned and provided by the government office A: Information about personal conditions and the development programme Seminar about how the administration works, the budget and economic steering process, employer responsibilities, ethics and the role as government official (1 day) Training in leadership, its demands and possibilities, in the context of central government administration (6 full days) Swedish Agency for Government Employers
General introduction and development, planned and provided by the government office B: Participation in development groups for professional guidance in managerial skills (4 times during a year) Possibility to join a continued network of 7-8 executives in support of a professional consultant Continued seminars in different subjects Individual skills training (language, media training etc.) Swedish Agency for Government Employers
National management and leadership development in the Swedish Police 7
The programme design process National Police Board/HR Identify needs for activities Ordering and evaluating activities The local Police authorities The Leadership center Implementation 8 The National Leadership Centre of the Swedish Police
9 The National Leadership Centre of the Swedish Police
Management development program First line management Target group Managers who perform leadership directly to employees Aim Increase knowledge about the steering mechanisms in the Swedish police force and the ability to accomplish results through others Structure Six months of university studies at 15% study rate Large group interventions Distance learning via Internet Leadership training 10 The National Leadership Centre of the Swedish Police
Management development program- Middle Management Target group Managers who perform leadership to other managers Aim Establish the basics of administrative and labour law Increase the ability to lead managers and develop effective management teams Master organizational issues and the communication flow in the organization Structure Two years of university studies at 25% study rate Distance learning via Internet 5 seminars of each 4 - 5 days 11 The National Leadership Centre of the Swedish Police
Management development program- Strategic management Target group Management with focus on overall strategic consideration Aim Increase the ability to manage change processes and quality management Structure 18 months of university studies Distance learning 9 seminars of each 3 days 12 The National Leadership Centre of the Swedish Police
The Police Executive Programme Content Criminological theories Leadership & Management Evidence-based policing Methods for research and analysis Structure Three seminars of each two weeks at the University of Cambridge Three essays Loading extensive litterature Supervisors 13 The National Leadership Centre of the Swedish Police
Evaluation of the Police programme The Ministry of justice demands a yearly report on the benefits of the programme. Participants assess the programme as very good The possibility to use new knowledge may be discussed Ramb ll Management has got the commission to evaluate the full programme Swedish Agency for Government Employers
Example 2:The Swedish Employment Service Agency Management maintenance strategy Attract Identify Prepare Develop Keep Recruit Introduce Complete 13000 employees 550 managers Swedish Agency for Government Employers
Identifying (potential) managers Attract Identify Prepare Develop Keep Recruit Introduce Complete (On the labour market) Already employed Interviewing managers Search for empirical proof (relevant experience, responsibilities etc.) Testing Selecting An excellent professional does not always have the capacity to become a well performing manager Swedish Agency for Government Employers
Attract Identify Prepare Introduce Develop Keep Recruit Complete Local identification Trying leadership Managers assess potential leadership skills for operational or strategic level Identification centre Personality test Skills test Simulation Structured interview Three part dialogue (local manager, tester, employee) Potential for leadership? Written development plan Swedish Agency for Government Employers
Introducing new managers Attract Identify Prepare Develop Keep Recruit Introduce Complete At the workplace Understanding the assignment and the expectations Identifying specific tasks Identifying competences needed Establishing good knowledge in the field of responsibility Establishing and deepening knowledge about staff Creating a good communication with staff, superiors, colleagues and other stake holders Creating a personal development plan for the new manager Swedish Agency for Government Employers
Introducing new managers cont. Attract Identify Prepare Develop Keep Recruit Introduce Complete By means of a set of educations during 2 years The first year of management, partaking in education modules: Being a manager Economy skills Relevant law Operational dialogue skills in the Employment Service Communication skills Developing work environment Safety and crisis management The second year of management focuses leadership development education in five modules Values, group creation, conflict management, communication, staff development, follow up etc. Two times 360 degree follow up Swedish Agency for Government Employers
Further development of managers Attract Identify Prepare Develop Keep Recruit Introduce Complete Leadership for staff s personal growth Programme for experienced managers Programme for higher executives Yearly managers day (at several levels) Smaller meetings for managers Coaching Mentorship programmes Career advice Swedish Agency for Government Employers
In summary The very top executives are the responsibility of the Government and its office All other executives and managers are the responsibility of the single agencies as employers Maintenance and development programmes are increasingly coming into use as the three examples has shown Larger agencies create an administrative structure for this Swedish Agency for Government Employers
Thank you! For further information please contact: Police: Max Lutteman max.lutteman@polisen.se Employment Service Agency: Thomas Ekberg thomas.ekberg@arbetsformedlingen.se Swedish Agency for Government Employers
