Government at a Glance 2017

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Government at a Glance 2017 provides the latest available data on public administrations in OECD countries. Where possible, it also reports data for Brazil, China, Colombia, Costa Rica, India, Indonesia, Lithuania, the Russian Federation, and South Africa. This edition contains new indicators on public sector emploympent, institutions, budgeting practices and procedures, regulatory governance, risk management and communication, open government data and public sector innovation. This edition also includes for the first time a number of scorecards comparing the level of access, responsiveness and quality of services in three key areas: health care, education and justice.

Each indicator in the publication is presented in a user-friendly format, consisting of graphs and/or charts illustrating variations across countries and over time, brief descriptive analyses highlighting the major findings conveyed by the data, and a methodological section on the definition of the indicator and any limitations in data comparability. A database containing qualitative and quantitative indicators on government is available on line. It is updated twice a year as new data are released.

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Ageing central government workforce

An ageing workforce presents challenges and opportunities for governments, as they need to ensure that high rates of retirement will not affect the quality and capacity of the public service. Retirements also create the opportunity to bring in new talent and insights into an organisation. A small share of young employees is a risk factor associated with limited capacity for administrations to create opportunities for renewal. It may also be a sign of low attractiveness of the public sector as an employer. While proper workforce planning is required to avoid the loss of knowledge and experience, the departure of staff can also provide an opportunity to restructure the workforce. For example, administrations can promote horizontal mobility to reallocate resources according to policy priorities or create learning opportunities. Retirements at senior levels could also provide opportunities to rethink the leadership model in terms of gender balance or accountability.

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