Paper/Speech Details of Conference Program for the 19th NISPAcee Annual Conference Program Overview Internationalization and Networking of PA Studies Author(s) Kulli Toomet-Bjorck Government Office of the Republic of Estonia Tallinn Estonia Title Fostering the future. Identifying and developing leaders for tomorrow – the case of the Newton programme File Paper files are available only for conference participants, please login first. Presenter Abstract Developments in the economy, social sphere and politics in recent years pose serious challenges to governments. In order to adequately react to the challenges, the civil service needs capable, competent and motivated people. Upon implementation of the required changes, the quality and consistence of management of the civil service is of key importance. In Estonia, the quality and management capacity of top civil service has been developed since 2005 when the first competency framework was established and the principles for systematic selection, assessment and development of top civil servants were laid down. In order to ensure sufficient supply of top civil servants in the future and increase the sustainability of management of the civil service, systematic development of officials with great leadership potential was commenced in 2008. To that end the Newton Programme, the programme for the new generation of senior executives of Estonian civil service, was created. The aim of the paper is to examine how to improve the quality of management in the Estonian civil service by selecting future executives and developing their management competencies. Based on the example of the Newton Programme, the paper analyses how to contribute to the improvement of the management quality of civil service, closer cross-government cooperation and development of common values through systematic development of officials who have leadership potential, guiding their conscious career choices and developing a broader understanding of the development trends and functioning mechanisms of the state. It is discussed how to fill the gap between the actual competencies of future top civil servants and the competencies expected of them and how to increase their readiness to assume a greater liability in their area and, where necessary, take up the position of a top civil servant. The paper also analyses how to recognise future top civil servants. Based on the theory and a comparison of the current top civil servants and the participants of the programme, the paper analyses what factors should be taken into account and what testing options to use upon selection of future top civil servants. The first programme for development of future top civil servants was carried out in Estonia through 2008-2009. The target group of the development programme is the middle managers and specialists in civil service who possess the necessary qualities and motivation to work as senior executives in different fields of civil service in the near future. The participants are selected, similarly to the system of selecting top civil servants, in a competition comprising multiple rounds. The programme is based on the competency framework of the Estonian top civil servants, it comprises various modern teaching methods and lecturers from among academics as well as top practitioners. The progress of the participants is analysed during the programme as well as thereafter. Several participants of Newton Programme I have made strong progress in their career. Based on the lessons learned from the programme, Newton Programme II was compiled and it will be introduced at the end of 2010. This paper focuses on the following issues: What methods should be used for selecting future top civil servants? Based on what criteria can career progress be forecast? How and with what methods can future top civil servants be developed? What are the results and lessons of Newton Programme I?
