The OECD Recommendation on Public Procurement calls upon countries to develop a procurement workforce with the capacity to deliver value for money efficiently and effectively. No longer just an administrative function, public procurement represents a key strategic element of public service, requiring technical expertise in law, market research and analysis, tender evaluation, and contract management, as well as soft skills including project management and negotiation. Accordingly, professionalising the procurement workforce should be a central priority in procurement reforms (OECD, 2023).
OECD countries are investing in professionalisation initiatives, such as the development of competency models and certification frameworks, recognising the procurement profession as a standalone function within the civil service, capacity-building activities, incentives, and collaboration with knowledge centres. In 2024, 19 out of 35 surveyed OECD countries (54%) reported having competency models for public procurement officials. The figure increased from 40% in 2020 to 50% in 2024 for 30 OECD countries with comparable data (Table 11.2). For instance, Latvia and Slovenia developed competency models by adapting the European Competency Framework (ProcurCompEU) launched by the European Commission at the end of 2020 to support the professionalisation of public procurement.
Certification frameworks are also gaining traction, although they are not yet a common practice. Less than a third of OECD countries (11 out of 35, 31%) have such frameworks. This share has increased from 25% in 2020 to 31% in 2024 among 32 OECD countries for which data are available for both years (Table 11.2). In July 2022, for instance, Lithuania introduced its first-ever certification framework for the public procurement workforce, covering essential knowledge and skills such as legislation, market research, needs analysis, green public procurement, and socially responsible purchasing. Similarly, Norway launched a certification on sustainable public procurement in 2021, complementing its existing basic-level certificate. OECD countries are also implementing capacity-building initiatives, including training courses and methodological support through guidelines and manuals (in both cases, 97% of countries), help desks (86%), standard templates (80%), and lists of frequently asked questions (71%). More hands-on approaches like on-the-job training and mentoring remain less common, however (Figure 11.2).
Despite progress, gaps remain. In 2024, only 17 out of 35 OECD countries (49%) recognised public procurement as a standalone profession within the civil service job family (Figure 11.3), limiting opportunities for career growth, retention, and performance-based rewards. Moreover, just 5 out of 35 OECD countries (14%) report offering competitive salaries compared to other civil service workstreams (Online Figure J.8.2), highlighting the need for further efforts to make public procurement a more attractive and competitive career choice given its complexity and the risks faced by the profession.
