18 December 2020
2020- n° 325In 2019, employment increased in all three branches of the civil service Civil Service employment - year 2019
At the end of 2019, the French civil service employed 5.66 million persons, that is 17,400 more over one year (+0.3%) after a similar drop the previous year (−0,4%). The fall in subsidised contracts continued in all three branches of the civil service: −27,100 in total (−34.4%), at 51,700. As in the past years, numerous former subsidised contract beneficiaries were hired under public law contracts. Excluding subsidised contracts, workforce increased strongly (+44,500, +0.8%, after +0.7% in 2018). Converted to full-time equivalents, annual employment including subsidised contracts rose by 0.3%, after having fallen by 0.4% in 2018.
In the state civil service, after 2 years of stability, workforce rose slighly (+0.2%) in 2019 carried by public establishments (+2.0%). Indeed, the sharp rise of public law contracts (+28,600) was stronger than the drop of more than a half of subsidised contracts (−18,600), mostly in some establishments of the Ministries of National Education, Higher Education and Research where employment increased strongly. In Ministries, workforce decreased slowly (−0.3%), notably in Ministries of National Education (−5,100, −0.5%), of Economy and Finance (−1,400, −1.0%) and of Environment and Housing (−1,000, −2.0%).
In the local civil service, after 3 years of decline, workforce employment including subsidised contracts increased by 0.5%, a highter growth than in the civil service as a whole (+0.3%). The apparent workforce decreases in regions and departments (−0.7%) was the result of the merging of the department with the municipality of Paris in the group « Ville de Paris » since january 1st, 2019, classified among the communal sector. This grouping caused part of the increase in communal perimeter (+0.8%). Excluding Paris, workforce in the communal sector rose by 0.5%, more than in regions and departments (+0,4%).
In the hospital civil service, the workforce rebounded moderately in 2019 (+0.3% after −0.2%). Workforce grew both in hospitals (+0.2%) and more hightly in medico-social establishments (+1.2%).
tableaufigure1 – Civil Service employment
| Level in thousands | Change (in %) | |||
|---|---|---|---|---|
| 2019 (p) | 2017-2018 | 2018-2019 (p) | ||
| Workforce as at December 31 (1) | ||||
| State Civil Service | Total, incl. subsidised contracts | 2,507.6 | -0.1 | 0.2 |
| excl. subsidised contracts | 2,493.6 | 0.8 | 1.0 | |
| Local Civil Service | Total, incl. subsidised contracts | 1,966.5 | -0.8 | 0.5 |
| excl. subsidised contracts | 1,933.9 | 0.7 | 0.8 | |
| Hospital Civil Service | Total, incl. subsidised contracts | 1,189.4 | -0.2 | 0.3 |
| excl. subsidised contracts | 1,184.2 | 0.4 | 0.5 | |
| Civil Service | Total, incl. subsidised contracts | 5,663.5 | -0.4 | 0.3 |
| excl. subsidised contracts | 5,611.8 | 0.7 | 0.8 | |
| Workload in full-time equivalent (2) | ||||
| Civil Service | Total, incl. subsidised contracts | 5,324.7 | -0.4 | 0.3 |
| excl. subsidised contracts | 5,281,9 | 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
tableaufigure2 – Civil Service employment per employer
| In thousands | Year-on-year change (in %) (p) | ||
|---|---|---|---|
| 2019 (p) | |||
| Workforce as at December 31 | incl. subsidised contacts | incl. subsidised contacts | excl. subsidised contacts |
| State Civil Service | |||
| Ministries | 1,972.4 | -0.3 | -0.3 |
| Public administrative establishments | 535.2 | 2.0 | 5.9 |
| Local Civil Service | |||
| Régions and départements | 444.1 | -0.7 | -0.5 |
| Communal sector | 1,522.4 | 0.8 | 1.2 |
| Hospital Civil Service | |||
| Hospitals | 1,036.7 | 0.2 | 0.3 |
| Médico-social establishments | 152.8 | 1.2 | 1.7 |
- (p): provisional
- Scope: final main jobs as at December 31, France
- Sources : Insee, Siasp
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).
Since 2019, data on gendarmes comes from the DADS and not from the RAE, trends with 2018 must be treated with some caution on this scope.
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).
Since 2019, data on gendarmes comes from the DADS and not from the RAE, trends with 2018 must be treated with some caution on this scope.
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)
