Het Functiegebouw Rijk.  Ruggengraat van het personeelsbeleid.

(Beeldtekst: Digitaal Functiegebouw Rijk is de ruggengraat van het personeelsbeleid van het Rijk. Het stimuleert Rijksmedewerkers architect te worden van hun eigen loopbaan. In een wirwar van grijsblauwe blokjes zweeft de beeldtekst: 30.000 functiebeschrijvingen, teruggebracht naar 52 functiegroepen.)

LEVENDIGE MUZIEK TOT HET EIND VAN HET PROGRAMMA

(De blokjes vormen acht gekleurde cirkels. Beeldtekst: verdeeld over 8 functiefamilies, inzichtelijk in 1 website. De cirkels ontrollen zich en vormen de rand van een grote cirkel met teksten ernaast.)

(Beeldtekst: Alle functiegroepen overzichtelijk weergegeven. Een handcursor wijst blokjes in de cirkel aan. De namen van functiegroepen verschijnen. Beeldtekst: Alle informatie per functiegroep eenvoudig toegankelijk. Eén blokje wordt naar het midden gesleept. Er verschijnt een tekst.)

(Beeldtekst: Filtermogelijkheden op werk-/denkniveau en salarisschaal. De handcursor drukt op de balk Filteren en daarna op VMBO, MBO en onder Salarisschalen op 8. In de cirkel verdwijnen veel blokjes.)

(Beeldtekst: Gedetailleerde weergave van informatie binnen de functiegroep. Het blokje van de Managementondersteuner wordt midden in de cirkel gesleept. Er verschijnt een tekst met vijf tabbladen.)

(Beeldtekst: Doorgroeimogelijkheden op basis van functiegroepen en salarisschaal. De handcursor drukt op Doorgroeimogelijkheden en daarna op Aanpassen. Na het invullen van de functiegroep wijzen pijlen naar diverse blokjes in de cirkel.)

(Beeldtekst: Vergelijk functiegroepen met elkaar. Naast elkaar verschijnen de profielen van de Managementondersteuner en de Ondersteunend Medewerker Toezicht.)

(Beeldtekst: Direct solliciteren op relevante vacatures. De handcursor klikt op het Volledig functieprofiel van de Ondersteunend Medewerker Toezicht en daarna op de knop Vacatures. Er verschijnt een lijst met vacatures. De cursor klikt op Bekijk deze vacature bij Adviseur Interne Controle. De vacature verschijnt en de cursor drukt op Solliciteren. Beeldtekst: Digitaal Functiegebouw Rijk.)

(Het Nederlandse wapenschild op een blauwe achtergrond met daarnaast: Ministerie van Binnenlandse Zaken en Koninkrijksrelaties.)

(On-screen title: A goal-focused National Public Administration. An animation.)

VOICE-OVER: The National Public Administration
wants to work towards achieving results.
The Job Family System helps the government
to focus on results, work behaviour, development and mobility.
This is how the Job Family System can contribute
to a result-driven National Public Administration.
The Job Family System comprises fifty-five job groups,
placed under eight job families.
Each civil servant is assigned to one job group
with three or more salary scales.
This is Maria. She's a Senior Policy Officer in salary scale eleven
at the Ministry of Social Affairs and Employment.
Maria draws up policy to help unemployed youngsters gain working experience.
This is Peter. He's a Senior Policy Officer too,
in salary scale thirteen at the Ministry of Economic Affairs.
Peter draws up policy to encourage the use of sustainable energy.
Staff members and their managers steer towards results, work behaviour,
development and mobility during the Annual Performance Assessment.
Maria and Peter have a talk with their managers every year
about what they'll be doing the year after.
Although Maria and Peter work at two different ministries,
these assessments are based on the same job group,
Senior Policy Officer, in the Job Family System.
During these assessments specific individual agreements are made.
These agreements specify the results they want to achieve,
what kind of work behaviour they'll be using,
what skills they intend to develop and what training courses they want to follow.
The agreements for Maria and Peter
differ in respect of salary scale and working areas.
Maria and Peter both make sure their individual agreements fit in
with the relevant description for the Senior Policy Officer job group,
as well as their respective salary scales.
They use the job types in the Job Family System to check the last point.
The agreements Peter and Maria make, are recorded in a central file.
At the end of the year, Maria and Peter and their managers
examine the extent to which they've kept to the agreements
and what consequences this will have.
Salary, training, voluntary mobility.

(The screen turns white.)

(On-screen title: Designing their own careers. An animation.)

VOICE-OVER: All civil servants can design their own careers.
The Job Family System helps them to do this.
The Job Family System comprises fifty-five job groups,
placed under eight job families.
Each job group has learning trajectories specifying the requirements for work
at a higher salary level in the job group.
Moreover, each job group has career steps specifying the other job groups
in which you can advance your career.
Let's take a look at how staff members can design their own careers.
This is Frank. Frank is a Custodial Institution Assistant
and has been working at the Ministry of Justice for about fifteen years.
Frank has carefully examined the learning trajectories
for the Custodial Institution Assistant job group.
Thanks to these learning trajectories he was able to discover
how he ought to develop in his work in order to advance his career.
Frank has been promoted from salary scale six to eight
by self-development and by applying for vacant posts.
Frank cannot advance his career as a Custodial Institution Assistant any further.
He has now decided to design his own career
and uses the Job Family System to focus on a different type of work.
Frank enters his present job group and salary scale in the Job Family System.
Here he can see what career steps he can take.
Frank compares the description of the different job groups
with the description of his present job group.
Frank likes the sound of the job group Operational Traffic Management Officer
at the Ministry of Infrastructure and the Environment.
He sees that there is a vacancy in the job group
and decides to apply for the job immediately.
If the job application procedure is successful,
Frank can start his new job in a few weeks.

(The screen turns white.)