HR Department
The HR Department of the canton of Zug serves as the go-to-point for issues relating to human resources for all departments.
About us
The HR Department of the canton of Zug supports the Government Council in implementing the HR strategy, advises managers, employees, municipalities and other institutions in Zug, particularly on legal matters related to human resources. The HR Department also guarantees the transparent and uniform application of personnel law, ensures efficient human resources processes, and keeps employees and staff associations updated on human resources issues.
The HR Department also handles the following areas:
We:
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support managers in recruiting new employees; see vacancies
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coordinate personnel support and development: central training and development
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advise offices and employees in HR matters
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develop personnel management tools
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coordinate die apprenticeship training
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Publish der «‘Personalziitig’ (HR News)»
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are responsible for salary payments, drawing up employment contracts, ensuring personnel insurance, and supporting HR planning and budget
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realize personnel projects and provide information about them
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develop and review HR directives, guidelines and policies, and advise on matters of cantonal personnel law
Contact
Personalamt
Facts and figures
Learn interesting facts about the personnel structure of the cantonal administration here.
The information relates to permanent positions, including cantonal teachers, broken down by directorate and gender (excluding temporary staff, auxiliary staff, interns and apprentices).
| Management | Female | Male | Total |
|---|---|---|---|
| State Chancellery, State Archives, Data Protection Office, Ombudsman's Office | 39 | 27 | 66 |
| Department of the Interior | 146 | 127 | 273 |
| Department for Education and Culture: | |||
| - Administrative staff | 94 | 50 | 144 |
| - Apprentices | 163 | 180 | 343 |
| Department of Economic Affairs: | |||
| - Administrative staff | 111 | 70 | 181 |
| - Apprentices | 141 | 211 | 352 |
| Department of Construction | 56 | 139 | 195 |
| Dapartment of Security | 158 | 345 | 503 |
| Department of Health | 72 | 59 | 131 |
| Department of Finance | 115 | 151 | 256 |
| Administration of Justice | 89 | 36 | 125 |
| Total | 1,184 | 1,385 | 2,569 |
As per: 12/31/2023
The year-end total consists of all administrative staff and teachers in a permanent employment relationship.
| Based on permanent positions | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|---|
| Average number of staff members | 2,369 |
2,365 |
2,398 |
2,428 |
2,448 |
2,519 |
| Voluntary resignations (terminations by staff members) | 86 | 89 | 65 | 81 | 123 | 94 |
| Other withdrawals |
47 |
42 |
46 |
83 |
79 |
90 |
| Retirements, disability withdrawals |
55 | 52 | 74 | 60 | 98 | 42 |
| Deaths | 0 | 4 | 3 | 2 | 4 | 0 |
| Total staff withdrawals | 188 | 187 | 188 | 226 | 304 | 226 |
| Total staff entries | 240 | 243 | 280 | 248 | 286 | 295 |
| Staff transfers | 19 | 17 | 7 | 8 | 3 | 3 |
| Total fluctuations (withdrawals, entries and transfers) |
447 | 447 | 475 | 482 | 593 | 524 |
|
Fluctuation figures |
||||||
| Total withdrawals (gross fluctuation) |
188 | 187 | 188 | 226 | 304 | 226 |
| in percent | 7.94% | 7.91% | 7.84% | 9.31% | 12.42% | 8.97% |
| Total voluntary resignations (net fluctuation) |
86 | 89 | 65 | 81 | 123 | 94 |
| in percent | 3.63% | 3.76% | 2.71% | 3.34% | 5.02% | 3.73% |
The figures reflect the employment relationships. In some cases, a person has more than one employment contract with the canton.
Other reasons for withdrawals are: expiry of fixed-term contracts, redundancies and dissolution by mutual agreement.
| Workload | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 |
|---|---|---|---|---|---|---|
|
10 % |
4.8 | 4.9 | 4.2 | 1.3 | 1.5 | 0.9 |
| 20 % | 3.9 | 3.3 | 3.2 | 2.2 | 2.2 | 1.6 |
| 30 % | 2.3 | 2.7 | 2.3 | 1.8 | 1.8 | 0.9 |
| 40 % | 4.2 | 4.5 | 3.6 | 3.1 | 3.4 | 2.8 |
| 50 % | 6.3 | 6.8 | 6.9 | 5.1 | 5.2 | 5.4 |
| 60 % | 6.6 | 6.7 | 7.1 | 8.1 | 7.8 | 7.9 |
| 70 % | 5.5 | 5.3 | 5.9 | 5.9 | 6.4 | 5.6 |
| 80 % | 14.2 | 13.0 | 14.0 | 15.0 | 14.7 | 15.8 |
| 90 % | 7.6 | 9.0 | 8.4 | 9.3 | 9.4 | 10.0 |
| 100 % | 44.6 | 43.8 | 44.4 | 48.2 | 47.6 | 49.1 |
The figures are in precentage.
The salaries in 2023 equalled in Swiss francs:
| Authorities/Commissions | 3,989,246 |
| Judges | 5,423,272 |
| Administrative staff, full-time | 189,354,293 |
| Administrative staff, part-time (officials, temporary staff, fringe benefits, expert commissions) | 19,944,178 |
| Teachers, full-time | 65,433,169 |
| Teachers, part-time (deputies, temporary staff) | 5,537,167 |
| TOTAL | 289,678,325 |
On December 31, 2023, the cantonal administration had a total of 51 apprenticeships in the following professions (excluding police and ambulance services):
| Commercial employee (EFZ and EBA) | 21 |
| Office assistant | 2 |
| Information + documentation specialist | 1 |
| Information technologist | 4 |
| ICT specialist | 3 |
| Mediamatician (bildxzug) | 2 |
| Geomatician | 1 |
| Forest ranger | 3 |
| Maintenance specialist | 6 |
| Farmer | 3 |
| Lab technicians (specialized in chemistry) | 3 |
| Commercial trainee (basic training organized by the school) |
2 |
On July 31, 2023, 12 young women and men successfully completed their training:
6 commercial apprentices, 1 information and documentation specialist, 1 computer scientist, 1 ICT specialist, 1 forest ranger, 1 lab technician and 1 farmer.
On August 1, 2023, 20 apprentices started their training:
9 commercial apprentices, 1 IT apprentice, 1 ICT specialist, 1 forest ranger, 2 operational maintenance specialists, 3 farmers, 1 lab technician and 2 mediamaticians.
HR strategy
The canton of Zug seeks to remain an attractive place to work
The canton of Zug wants to maintain its efficiency with a motivated workforce. To fulfill this guiding principle, the Government Council has adopted an HR strategy. It outlines the goals that the cantonal government has set and the measures it plans to take to achieve them.
The canton of Zug is one of the largest employers in the greater Zug area. It offers a variety of interesting jobs. Moreover, for successfully recruiting and retaining suitable talent, providing a pleasant work environment is crucial. In addition, with its HR strategy, the Government Council has developed a comprehensive set of measures that will be implemented over several years. A key project is the revision of personnel law.
Core focus and key projects
The HR strategy has 21 objectives and 58 measures, which can be categorized into three areas. In general, the HR policy objectives and measures are still being developed. HR tools and metrics are being implemented and professionalized for management purposes. Furthermore, the structure of HR and the role of the HR Department will be redefined. From all these plans, the following priorities with various key projects emerge:
Strong positioning of the canton of Zug on the labor market
To allow for more nuanced improvement of employment conditions, particularly the salary system, detailed provisions will no longer be regulated by legislation, and will instead be defined by the Government Council. Initiatives are also planned for personnel development (training and further education).
Improving goal orientation and strengthening the management
A key focus is on the optimal recruitment and training of managers. Management staff will be freed of administrative HR work, and existing management tools will be enhanced.
Optimization of HR processes
Another key initiative is the expansion of the personnel information system (PIS). The project aims to efficiently manage repetitive HR processes and offer employees and managers an electronic portal for the interactive processing of HR tasks.
Implementation of the HR strategy
Although the HR strategy primarily addresses the employees of the cantonal administration, it also aims to inform potential employees and the general public, including politicians and the economy, about the HR policy objectives that the cantonal administration is pursuing or has already implemented. The cantonal government can undertake many projects independently, however, the most complex project, the revision of personnel law, requires cooperation of all political stakeholders.
Next steps
The government consulted the management and representatives of the staff associations for developing the HR strategy. A comprehensive and inclusive employee survey will be conducted with a view to designing individual projects. This will lay the groundwork for defining measures in areas like working conditions, job satisfaction, and healthcare.
Legal bases
The links below are available in German only.