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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Compensation of professionals in central government

Professionals, such as policy analysts, bring crucial skills to conduct evidence-based analysis required to develop effective policies and programmes that respond to citizens’ needs and expectations. The level of compensation for professional positions reflects how the public administration values and remunerates these skills. Some professionals have skill sets that are sought after by both the public and private sectors; therefore the level of compensation for these skills may be one indicator of a public administration’s ability to compete for talent. For the public administration, it is crucial to retain those employees in order to improve public policy making and service delivery. Differences in compensation levels among countries can result from various factors that are not controlled for here, such as differences in qualification requirements and gender representation in these professions, as well as differences in the location of workplaces.

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