17 December 2019
2019- n° 324In 2018, the sharp fall in subsidised contracts caused a slight decline in civil service
employment Civil Service employment - year 2018
At the end of 2018, the French civil service employed 5.64 million persons, that is 23,300 less over one year (−0.4%). Subsidised contracts dropped in all three branches of the civil service: −60,100 in total (−43.3%), at 78,700. As in 2016 and 2017, numerous former subsidised contract beneficiaries were hired under public law contracts. Thus, excluding subsidised contracts, workforce increased by 0.7%. Converted to full-time equivalents, annual employment including subsidised contracts dropped by 0.4%, after having risen by 0.4% in 2017.
In the state civil service, workforce including subsidised contracts was almost stable (−0.1%) after being stable in 2017. Subsidised contracts decreased in public establishments as a whole (−22,000). This decrease was almost offset by the workforce growth in other positions, notably in Ministries of National Education, Higher Education and Research (+20,600, +1.5%). The workforce in Ministry of Justice also increased by 1,800 persons (+2.0%). However, the workforce kept dropping in Ministries of Economy and Finance (−2,300, −1.5%) and in Ministries of Environment and Housing (−1,400, −1.9%).
In the local civil service, employment decreased for the third year in a row, at a sharper pace (−0.8%) than during the two previous years (−0.4%). The strong decline in subsidised contracts (−29,200, −43,1%) impacted especially the communal sector workforce, whereas in régions and départements, the workforce including subsidised contrats stabilised (+0.1%) after two years of decrease. On the other hand, excluding subsidised contracts, the workforce rose by 0.7%.
In the hospital civil service, the workforce dropped slightly in 2018 (−0.3%), after a year of almost stability in 2017 (+0.1%). In this branch also, the drop was linked to the reduction in subsidised contracts. Excluding subsidised contracts, employment increased by 0.3%, in a lesser extent than in 2017 (+0.7%). The decline in the workforce involved notably hospitals (−0.4% incl. subsidised contrats), whereas the workforce in medico-social establishments went up (+0,2% incl. subsidised contracts, and +1,8% excl. subsidised contrats) but at a slower pace than in 2017.
tableauCivil Service employment
| Level in thousands | Change (in %) | |||
|---|---|---|---|---|
| 2018 (p) | 2016-2017 | 2017-2018 (p) | ||
| Workforce as at December 31 (1) | ||||
| State Civil Service | Total, incl. subsidised contracts | 2,503.6 | 0.0 | -0.1 |
| excl. subsidised contracts | 2,470.4 | 0.8 | 0.8 | |
| Local Civil Service | Total, incl. subsidised contracts | 1,953.6 | -0.4 | -0.8 |
| excl. subsidised contracts | 1,915.0 | 0.9 | 0.7 | |
| Hospital Civil Service | Total, incl. subsidised contracts | 1,184.3 | 0.1 | -0.3 |
| excl. subsidised contracts | 1,177.2 | 0.7 | 0.3 | |
| Civil Service | Total, incl. subsidised contracts | 5,641.4 | -0.1 | -0.4 |
| excl. subsidised contracts | 5,562.7 | 0.8 | 0.7 | |
| Workload in full-time equivalent (2) | ||||
| Civil Service | Total, incl. subsidised contracts | 5,308.0 | 0.4 | -0.4 |
| excl. subsidised contracts | 5,239,8 | 0.7 | 0.7 | |
- (p): provisional
- (1) Final main jobs as at December 31
- (2) All active jobs in the year
- Scope: France
- Sources : Insee, Siasp
tableauCivil Service employment per employer
| In thousands | Year-on-year change (in %) (p) | ||
|---|---|---|---|
| 2018 (p) | |||
| Workforce as at December 31 | incl. subsidised contacts | incl. subsidised contacts | excl. subsidised contacts |
| State Civil Service | |||
| Ministries | 1,979.5 | 0.7 | 0.8 |
| Public administrative establishments | 524.1 | -3.3 | 0.8 |
| Local Civil Service | |||
| Régions and départements | 445.6 | 0.1 | 0.7 |
| Communal sector | 1,508.0 | -1.1 | 0.7 |
| Hospital Civil Service | |||
| Hospitals | 1,033.4 | -0.4 | 0.1 |
| Médico-social establishments | 150.9 | 0.2 | 1.8 |
- (p): provisional
- Scope: final main jobs as at December 31, France
- Sources : Insee, Siasp
graphiqueIn partnership with
For further information
The Information System on Civil Servants (Siasp), produced by Insee since 2009, provides information on employment and payments of the agents of the three branches of the civil service. It is sourced by the monthly pay files of the State for the majority of the State civil servants (FPE) and sourced by the Annual Declaration of Social Data (DADS) for local and hospital civil servants (FPT and FPH) and the rest of the State civil servants. Since 2017, a small part of the data comes from the Nominative Social Declaration (DSN).
Siasp describes for every agent the nature of employment, the start and finish date for the pay period, the number of salaried hours, the working conditions (full-time, part-time), the amount of the paid remunerations… It integrates characteristic concepts and variables of the civil service, linked in particular to the status of the agent or to his/her mode of payment (rank, level, index…). It aims at insuring the coherence of concepts regarding conditions of work and regarding payments through the three spheres of the civil service, and the field of private sector employees. Based on individual data, it allows us in particular to deal with multiple activities and to provide information for a panel including all types of employees.
The agents of the medical and social establishments connected with a hospital center are counted in the staff of hospitals.
The definition of civil service refers to legal persons and agencies subject to administrative law in which recruitment will be made on the basis of public law. The definition of each sphere (FPE, FPT, FPH) is borne out of the legal category of the employer. All information on definitions is specified in the entry Siasp of de “Sources et Méthodes” on insee.fr (https://www.insee.fr/fr/metadonnees/source/s1322) and on the entry “Définitions et méthodes” of “Statistiques” on fonction-publique.gouv.fr. ( http://www.fonction-publique.gouv.fr/documents-et-methodes)
Definitions
The final main position on 31 December of an employee is the active and non-annexed position which s/he occupies on this date (or the highest paid job if the agent has several positions). A job is considered active if it generates a remuneration, and non-annexed if the labour force and the corresponding level of pay are ‘sufficient’.
The volume of annual labour in full-time equivalent is calculated by taking into account all the jobs of the employees (including the part-time position). Every job is taken into account in proportion to its hourly volume of work brought back to a full-time post. For example, a half-time job/position for 12 months has a weight of 0.5. The same job of 6 month duration will have a weight of 0.25.
A subsidised contract is a special type of employment contract, for which the employer benefits from aid, which may take the form of recruitment subsidies, exemptions from certain social contributions, or training assistance. The general principle is to reduce, via direct or indirect aid, hiring and/or training costs for the employer. These subsidised jobs are, in general, accessible mainly for "target publics", such as persons "in difficulty on the labour market" or young people (https://www.insee.fr/fr/metadonnees/definition/c1812)
Pour en savoir plus
The Information System on Civil Servants (Siasp), produced by Insee since 2009, provides information on employment and payments of the agents of the three branches of the civil service. It is sourced by the monthly pay files of the State for the majority of the State civil servants (FPE) and sourced by the Annual Declaration of Social Data (DADS) for local and hospital civil servants (FPT and FPH) and the rest of the State civil servants. Since 2017, a small part of the data comes from the Nominative Social Declaration (DSN).
Siasp describes for every agent the nature of employment, the start and finish date for the pay period, the number of salaried hours, the working conditions (full-time, part-time), the amount of the paid remunerations… It integrates characteristic concepts and variables of the civil service, linked in particular to the status of the agent or to his/her mode of payment (rank, level, index…). It aims at insuring the coherence of concepts regarding conditions of work and regarding payments through the three spheres of the civil service, and the field of private sector employees. Based on individual data, it allows us in particular to deal with multiple activities and to provide information for a panel including all types of employees.
The agents of the medical and social establishments connected with a hospital center are counted in the staff of hospitals.
The definition of civil service refers to legal persons and agencies subject to administrative law in which recruitment will be made on the basis of public law. The definition of each sphere (FPE, FPT, FPH) is borne out of the legal category of the employer. All information on definitions is specified in the entry Siasp of de “Sources et Méthodes” on insee.fr (https://www.insee.fr/fr/metadonnees/source/s1322) and on the entry “Définitions et méthodes” of “Statistiques” on fonction-publique.gouv.fr. ( http://www.fonction-publique.gouv.fr/documents-et-methodes)
Definitions
The final main position on 31 December of an employee is the active and non-annexed position which s/he occupies on this date (or the highest paid job if the agent has several positions). A job is considered active if it generates a remuneration, and non-annexed if the labour force and the corresponding level of pay are ‘sufficient’.
The volume of annual labour in full-time equivalent is calculated by taking into account all the jobs of the employees (including the part-time position). Every job is taken into account in proportion to its hourly volume of work brought back to a full-time post. For example, a half-time job/position for 12 months has a weight of 0.5. The same job of 6 month duration will have a weight of 0.25.
A subsidised contract is a special type of employment contract, for which the employer benefits from aid, which may take the form of recruitment subsidies, exemptions from certain social contributions, or training assistance. The general principle is to reduce, via direct or indirect aid, hiring and/or training costs for the employer. These subsidised jobs are, in general, accessible mainly for "target publics", such as persons "in difficulty on the labour market" or young people (https://www.insee.fr/fr/metadonnees/definition/c1812)
