The Holy See's Human Resources Department deals with all the tasks related to the life cycle of employees, from the moment of recruitment to retirement. This Department was established by the Holy Father through the Apostolic Constitution Praedicate Evangelium, within the broader reform of the Roman Curia, and it seeks to attune its present-day activity of the Curia more effectively to the path of evangelization that the Church, especially in our time, has taken. (n. I,3).
Specifically, the Holy Father highlights the importance of giving care and attention to the selection and training of personnel, as well as the organization of work and the personal and professional growth of every individual (n.II,7) and he hopes that those who serve in the Curia are chosen from Bishops, priests, deacons, members of Institutes of Consecrated Life and Societies of Apostolic Life, and lay men and women outstanding for their spiritual life, solid pastoral experience, simplicity of life and love for the poor, spirit of communion and service, competence in the matters entrusted to them, and ability to discern the signs of the times. (n.II,7)
The Human Resources Department (DRU) ensures that those working in the Holy See identify themselves with the mission of the Church and that they have the right profiles to contribute to it, doing so under the best possible conditions. This is manifested through the following functions:
- Selection and development of staff: the DRU ensures the selection of suitable profiles with criteria of professionalism and identification with the values of the Gospel. It provides for their training and facilitates their professional growth.
- Compensation: It is DRU's responsibility to ensure fair and equitable wages that adequately compensate for the responsibilities exercised by each person.
- Organization, efficiency and economic control: the DRU ensures that these three principles are applied within its human resources policy in order to provide the Holy See with an organized and efficient staff whose cost is reasonable and sustainable.
- Work environment and social responsibility: the DRU seeks to contribute to a good work environment and to ensure that the spirit of service to the Church and to its values is present in everyday work.
- Administration and regulatory compliance: all of this must be done in accordance with the established legal framework by providing personnel recruitment and administrative services to the various Entities of the Holy See.
The priorities outlined at the beginning of this new Department's journey are the following:
- identifying paths for growth and development
- improving the work environment and staff welfare,
- streamlining flows, procedures and labour costs.
I. PATHS FOR GROWTH AND DEVELOPMENT
The Holy See has embarked upon a profound process of reform of its institutions and the way it operates. In this context of change there is an emerging need and urgency for new skills and professionalism. The Human Resources Department is responsible for ensuring that there is a high level of personnel involved by searching for and overseeing talent and staff growth. To this end, it develops and defines policies aimed at:
- employing people with the necessary professional skills and attracting talents
- ensuring flexibility and constant mobility between Entities and Departments
- fostering staff growth through training and development programmes
- enhancing the skills of existing staff
- identifying initiatives to orient new staff
II. WORK CLIMATE AND STAFF WELL-BEING
One of the priorities of the new Human Resources Department, in considering the relationships between people and those between people and work for the Holy See, is to promote initiatives directed at fostering a sense of belonging to the distinctive values and its unique Mission, as well as initiatives aimed at developing relational, communication and team working skills, both on the vertical and horizontal levels.
It will also be responsible for analysing existing working conditions, seeking a balance between people's expectations and economic sustainability, always based on criteria of equity and justice.
III. EFFICIENCY OF FLOWS, PROCEDURES AND LABOR COSTS
To adapt the organization to the new requirements, the Human Resources Department has the task of streamlining and enhancing the efficiency of processes to better promote the operation and growth of organization and to optimize work, resources and investments.
Some of the Department's priority objectives include revising some operational processes related to personnel, with a view to greater efficiency and flexibility.