The labour and Mines inspectorate of Luxembourg (Inspection du Travail et des Mines ( ITM)) is responsible for many different competences; this in regards of occupational health and safety, labour legislation and operating licenses.
The ITM is placed under the political authority of the Ministry of Labour and Employment and is under the responsibility of its director. It employs 156 people ( 31/12/2018) at the level of inspector, controller or administrative agent.
In Luxembourg, the number of employees has greatly increased in the recent years. As for the number of companies, it has more than doubled in 10 years. Probably no labour inspectorate in the world has the resources to achieve everything it would like to achieve. Thus, there is no doubt that lack of staff within the ITM in relation to the number off workers covered by the inspection is one important point that has to be considered. If solved by hiring new inspectors, it is however not sufficient to face the changes in the world of work. It is necessary to define priorities.
Even if, an analysis of the conditions and the working environment already calls for broader skills, previous generations of labour inspectors had a clearer and simpler vision of their scope of assistance. Today, challenges for a labour inspectorate are becoming more and more complex. The notions of stress, ergonomics, muscular-skeletal problems, moral harassment, telework, flexibility... are part of the daily preoccupations of institutions enforcing the legal protection of workers. The terms in vogue: commercialization, globalization, restructuring, unfair competition, illustrate the deep-rooted changes which are not without consequence for workers.
And additionally to all these new competences and besides all the other already existing competences, the administration is being challenged to give satisfaction in terms of quality of service. This is not only on national scale but also due to the implementation of some new EU directives....
The lack of training, wrong recruitment politic and methods, underdeveloped IT-tools and many retirements inducing a huge loss of know-know has brought the administration to its limits and a restructuration project has become inevitable.
Identify clearly all the competences of the administration and the legislative interconnections, this in regards of the internal politics and in terms of inter-administrative synergies.
Identify clearly all the competences of your productive and unproductive workforce.
Identify clearly the actual business model and develop the future business model.
Act and do. Implementation of the model.
Lessons and feedback.
|Award category:||new solutions to complex challenges - a public sector citizen-centric, sustainable and fit for the future - european or national level|
|Type of activity:|
|Keywords:||Restructuration / Reorganisation/ Transformation and Evolution in terms of HR|
|Short English description:||The lack of training, wrong recruitment politic and methods, underdeveloped IT-tools and many retirements inducing a huge loss of know-know has brought the administration to its limits and a restructuration project has become inevitable.|
|Organisation:||Labour Inspectorate Luxembourg|
|Level of government:||national level|
|Size of organisation:||>100|
|Number of people involved:||>15|
|EU membership:||EU member|