kaderstelling

Kaderstelling is a term used in Dutch-speaking public administration and, in some contexts, in large organizations, referring to the process of determining the cadre—specifically the number and profile of higher-level positions to be filled in a given period. It functions as a workforce planning instrument that connects policy priorities, budgetary constraints, and personnel capacity. The scope often includes management and other senior posts (kaders) and may cover permanent, temporary, and contract roles, sometimes with restrictions on new appointments, replacements, or conversions.

The purpose of kaderstelling is to provide structural control over workforce size and composition, to enable strategic recruitment and development, and to improve transparency and accountability in staffing. It helps ensure that staffing levels align with available resources and with the organization’s objectives, while also supporting succession planning and professionalization of the civil service or large organizations.

The process typically involves the HR function and organizational leadership, and is integrated with the annual budget cycle. In many cases, it requires coordination with supervisory bodies, ministerial or governmental approval, and consultation with employee representatives or unions. The resulting outputs are often formalized in a cadre decision or cadre plan (kaderbesluit) that specifies target numbers per function category, anticipated turnover, and skill requirements, providing a framework for subsequent recruitment, promotions, and personnel management.

See also: workforce planning, public administration, government staffing, cadre plan.