Government at a Glance 2019

image of Government at a Glance 2019

Government at a Glance provides reliable, internationally comparative data on government activities and their results in OECD countries. Where possible, it also reports data for Brazil, China, Colombia, Costa Rica, India, Indonesia, the Russian Federation and South Africa. In many public governance areas, it is the only available source of data. It includes input, process, output and outcome indicators as well as contextual information for each country.

The 2019 edition includes input indicators on public finance and employment; while processes include data on institutions, budgeting practices and procedures, human resources management, regulatory government, public procurement and digital government and open data. Outcomes cover core government results (e.g. trust, inequality reduction) and indicators on access, responsiveness, quality and citizen satisfaction for the education, health and justice sectors. Governance indicators are especially useful for monitoring and benchmarking governments’ progress in their public sector reforms.

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.

English Also available in: French

Performance management of senior leaders in the public service

Senior civil servants and managers work at the interface of political and administrative authority, often drawing on vast institutional knowledge and networks built over the course of a broad and varied career. They are responsible not only for a wide variety of outputs and outcomes but also for overseeing the processes, budgets and people that achieve these. Increasingly, civil services of OECD countries use performance management systems to help focus leadership and management efforts and align incentives with desired behaviour and outcomes. When designed and used effectively, performance management systems can ensure accountability for results and develop important professional and leadership competencies. Previous OECD research has suggested, however, that all-encompassing, technocratic performance monitoring systems and contractual arrangements have had mixed results, as have performance-related pay reforms (OECD, 2015).


This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error