The time bulging of public funds comes to an end, and the length of time since the years of unbridled output follow the policy of the governments in the Federation and the countries cast their gloomy shadow. These are not good conditions to make the civil service fit for the future. The upcoming round of collective bargaining negotiations for the 1.1 million employees of the country (which is at the same time, Guidance for the wages of 1.3 million civil servants) offers perhaps the last opportunity to structure necessary to tackle changes in order for schools, police, and digital management, work soon better and no worse than usual.
Indeed, the public service is in important areas, in a sharp competition for scarce personnel, with the private sector, as well as between the public employers and service men. Moreover, the age structure of existing staff ensures that more and more young professionals will be needed to be able to only be existing again to fill in some of the key areas a third of the staff goes in the next ten years to smooth in the rest.
Unfortunately, the staff is not thinned in this context, just as, where Overhangs exist. All too easily the quality of the state activity in key areas – falls blooms while at the same time, the image of an oversupplied and -equipped public service.
In a round of collective bargaining is, of course, did not solve anything. But the fact is that the remuneration and incentive structures of the public service are of little use to specifically gain the workers for a well-functioning state is particularly important – for example, police officers, teachers or well-trained designers (see the last BER airport). Although the public authorities do not need to hide – as measured by the average level of Remuneration, including pensions, and in competition with private employers. On closer Inspection, this is true but only to a limited extent.