Índice de Desarrollo del Servicio Civil

Results of the Civil Service Development Index (CSDI), obtained from diagnostics of the institutional quality of civil service systems in 16 Latin American countries. The IDB supported the design of a methodology that evaluates critical points to assess the civil services and carried out country evaluations in 2004. Between 2011 and 2013, a second group of diagnostics second group of diagnostics were completed (with the support of the Inter-American Development Bank, and in the case of Central American countries and Dominican Republic with the support of the Spanish Agency for International Cooperation and Development –AECID- and the Central American Integration System-SICA). Scores are available for 2004, 2011, 2012, 2013 and 2015 (year of second and/or third measurement varies per country). During the first assessment, 93 critical points were identified; each of those fed a subsystem and an index. In 2010 the methodology was simplified to 33 critical points and the base line was recalibrated to ensure comparability. The methodology is based in the identification of critical points that feed 8 subsystems: 1. Human Resources Planning, 2. Work Organization, 3. Employment management, 4. Performance management, 5. Compensation management, 6. Development management, 7. Human and social relations management, 8. HR Function organization; and 5 indexes: 1. Efficiency, 2. Merit, 3. Structural consistency, 4. Functional capacity, and 5. Integrating capacity. <br><br><b>Click here to access the data: https://mydata.iadb.org/d/ddw5-db4y</b></br></br>

本数据集为公务员发展指数（Civil Service Development Index, CSDI）的评估结果，数据来源于对16个拉丁美洲国家公务员体系制度质量的诊断分析。美洲开发银行（Inter-American Development Bank, IDB）支持设计了一套评估公务员体系关键节点的方法论，并于2004年完成了各国诊断评估。2011年至2013年间，第二轮诊断评估顺利完成（本次评估由美洲开发银行提供支持，中美洲国家及多米尼加共和国的评估则获得了西班牙国际合作与发展署（Agencia Española de Cooperación Internacional para el Desarrollo, AECID）以及中美洲一体化体系（Sistema de la Integración Centroamericana, SICA）的协助）。

该数据集的评分数据覆盖2004、2011、2012、2013及2015年，其中第二轮及/或第三轮评估的实施年份因国家而异。首轮评估共识别出93项关键节点，每项节点均对应一个子系统与一项指数。2010年，该方法论被精简至33项关键节点，并重新校准了基准值以确保评估结果的可比性。

本方法论基于关键节点的识别，这些节点对应8个子系统与5项指数，具体分类如下：
8个子系统分别为：
1. 人力资源规划
2. 工作组织
3. 人事管理
4. 绩效管理
5. 薪酬管理
6. 职业发展管理
7. 人际与社会关系管理
8. 人力资源职能组织

5项指数分别为：
1. 效率
2. 择优录用
3. 结构一致性
4. 履职能力
5. 整合能力

**点击此处获取数据集：https://mydata.iadb.org/d/ddw5-db4y**