Skills

INSEE staff are required to complete an initial training course specialising in statistics and economics in one of the two schools of the Group of National Schools of Economics and Statistics (GENES) or at the INSEE Training Centre in Libourne (CEFIL). A continuous training programme ensures staff develop their skills throughout their career.

INSEE has the peculiarity of providing its future managers with very high-level initial training recognised for its excellence. The Group of National Schools of Economics and Statistics (GENES) ensures it continually adapts to remain consistent with government and European guidelines on higher education and to meet INSEE’s changing skills needs. The standing of the GENES was further consolidated after it was granted the status of a public establishment on 1 January 2011.

In addition, the continuous training provided to INSEE staff is maintained at a high level: on average, around 80% of employees undergo at least one training course each year. Since the beginning of the 2012-2013 academic year, a partnership between the University of Rennes and the National School for Statistics and Information Analysis (ENSAI) enables employees with the rank of INSEE attaché to obtain, subject to conditions, a Master’s Degree in “Applied Mathematics and Statistics” specialising in “Public Evaluation and Decision Making” through an accredited continuous training scheme. In 2015, the Master’s Degree was awarded the European Master in Official Statistics (EMOS) label.

The training plan includes a national component open to all INSEE staff and available on the Intranet and regional components more specifically tailored to each centre.

The quality training plan includes two components: initial training and continuous training.

Employees are trained in the principles of the Code of Practice during their initial training, notably at the INSEE Training Centre in Libourne (CEFIL).

In continuous training, three levels are offered:

he mobility policy provides INSEE staff with the opportunity to expand their core competencies on a regular basis, whether by learning about different specialisms within the same area or transferring between different fields of activity.

Ouvrir dans un nouvel ongletAct No 2009-972 of 3 August 2009 on Mobility and Career Paths in the Civil Service is the reference text for mobility within the French civil service. The act removes a number of statutory and pay restrictions on mobility and creates new guarantees for civil servants seeking career development opportunities.

The Ministerial Statistical Offices (SSM) have access to human resources managed by INSEE, with the option of recruiting among INSEE civil servants, notably A-ranked managers with expertise in statistics and economics (attachés, administrators, inspector generals); INSEE staff working within an SSM continue to benefit from the career management support provided at INSEE. The result is that their posting is neutral, whether at INSEE or in an SSM, regardless of service. Mobility is overseen by INSEE as part of transfer campaigns by integrating the needs of SSM.

As part of the development of a common quality culture within the SSP, INSEE has put in place a network of experts with the ability to actively contribute to the implementation of quality management initiatives. A quality correspondent has been appointed in each SSM, while at INSEE a quality correspondent has been appointed in each Regional Office. The aim is to ensure effective coordination between the various initiatives carried out, to share the same tools and the same references, to pool the provision of training, to share good practices and to plan quality improvement actions for the statistics produced, in line with the strategy adopted for the SSP.