CSA, BDS & data: the new impetus for public social dialogue!

The digital transformation of the public sector is not confined to improving services to users: it also affects human resources management.

The recently-introduced Comités Sociaux d'Administration (CSA) strengthen employee participation in the decisions that affect them.

They provide a structured forum for dialogue on working conditions, health and career paths...

For this dialogue to be constructive, it must be based on reliable, shared data.

That's what the Social Data Base (SDB) is all about: a key tool for clarifying HR decisions, objectifying situations and reinforcing transparency!

BDS: A LEVER FOR SOCIAL DIALOGUE

Managing social data in the French civil service is essential for structuring HR dialogue and supporting decision-making.

With its BDS solution, ACT-ON DATA helps public authorities centralize, analyze and distribute reliable information to all stakeholders.

- Enhance transparency and social dialogue: a clear, shared view of HR data to fuel discussions between HR teams and employee representatives.

- Improve working conditions: reliable indicators to identify levers for action in terms of quality of life at work, health and absenteeism.

- Pilot your HR policy with precision: structured, up-to-date and accessible data to inform managerial decisions and improve public performance.

This approach contributes to more transparent, clearer management that is better aligned with the realities on the ground.

DEPLOYMENT FACED WITH VARIOUS COMPLEXITIES

The deployment of Social Data Bases (SDBs) in the French civil service (FPE) faces several challenges that complicate its implementation.

Firstly, ministries often have difficulty understanding the nature of the indicators requested, which slows down the collection of accurate data.

Added to this is the absence of some crucial information, particularly on occupational health.

A void that prevents complete analyses and impacts decisions...

Human resources information systems (HRIS) are also a hindrance, often incompatible with BDS requirements, making it difficult to centralize data.

The Déclaration Sociale Nominative (DSN), although mandatory since 2022, still only covers a small fraction of the 150 indicators required.

And of course, the collection of health data remains a major challenge... an obstacle to be overcome if we really want to modernize human resources management!

In summary, here are the challenges to overcome:

• Accessing and applying the right indicators... not always easy!
  
• Lack of essential data, especially on occupational health.
  
• HR information systems not adapted to BDS production.
  
• DSN, which still only covers some of the necessary indicators.
  
• Gaps in data collection on agent health.

These challenges show that there's still a long way to go to improve data management within the FPE!

TOWARDS MORE TRANSPARENT, MODERN HUMAN RESOURCES MANAGEMENT

The challenges are there, but digitalization and the use of data are now essential to modernizing the public sector.

With BDS, administrations can improve the efficiency of their services, increase transparency and better meet the needs of their citizens!

At ACT-ON DATA, our BDS solution facilitates this transition, offering tailored tools for managing and distributing data, from HR experts to CSA members.

To find out more about how our solution can support this evolution, watch our video with Romain JAVILLIER, Senior Manager DATA, who explains our approach and its benefits for the civil service.

Contact us to explore tomorrow's solutions together!