Civil Service System Research Articles

Повышение эффективности формирования и развития кадровых резервов на основе учета психо-биографических факторов управленческой успешности (Improving the Efficiency of Formation and Development Personnel Reserves Based on Taking Into Account Psycho-Biographical Factors of Managerial Success)

Russian Abstract: Работа посвящена исследованию управленческой успешности руководителя системы государственной гражданской службы, ее факторов и прогностических параметров на основе психобиографического анализа массива данных. В ходе научно-исследовательской работы проведен теоретический анализ научных исследований по проблеме психобиографических факторов управленческой успешности в отечественных и зарубежных научных работах. Раскрывается методология изучения личности руководителя с использованием анализа фактов его биографии, доказывается межпредметность психобиографического метода, его суть и содержание, в том числе и с позиции истории его возникновения и направлений развития. Научно обоснована возможность рассматривать определенные биографические факты в качестве условий и факторов карьерной успешности, а эмпирические данные свидетельствуют о том, что ряд этих факторов может выступать ее предикторами. Результаты исследования подтверждают возможность и потенциальность использования психобиографического анализа управленческой успешности в кадровой работе государственной гражданской службе и при формировании кадровых резервов. English Abstract: The research work is devoted to the study of managerial success of the head of the public civil service system, its factors and prognostic parameters based on the psycho-biographical analysis of the data array. Authors carried out a theoretical analysis of scientific research on the problem of psycho-biographical factors of managerial success in domestic and foreign scientific research. Authors revealed the methodology of studying the personality of a leader using an analysis of the facts of his biography and proved the inter-subjectivity of the psycho-biographical method, its essence and content, including from the standpoint of the history of its occurrence and directions of development. The possibility of considering a number of biographical facts as career success factors is scientifically substantiated, and empirical evidence suggests that a number of these factors can be its predictors. The results of the study confirm the possibility and potentiality of using a psycho-biographical analysis of managerial success in personnel work in the state civil service and in the formation of personnel reserves.

Administrative Procedural Status of Participants in Disciplinary Proceedings

The paper examines the legal status of participants in disciplinary proceedings, identifies and analyzes the existing points of view on their classification. Having brought together a number of approaches, the author proposes to classify participants in disciplinary proceedings on the following grounds: 1) according to their functional role in production; 2) depending on the obligatory nature of their participation in production; 3) depending on the interest of participants in the disciplinary proceedings in its results. The following is a description of the administrative and procedural status of participants in proceedings in disciplinary cases. The author substantiates proposals for improving the legal status of a civil servant in respect of which disciplinary proceedings are carried out. It is concluded that disciplinary proceedings as a whole are a means of realizing the legitimate interest of its participants. In conclusion, the author expresses the opinion that the current state of legal regulation of the legal status of participants in disciplinary proceedings in the civil service system of the Russian Federation in the context of incomplete reform of the civil service institution is far from being perfect.

CONCEPTS AND SIGNS OF CIVIL SERVICE AND SERVICE IN THE NATIONAL POLICE OF UKRAINE

The relevance of the article is that in the conditions of constant changes and development of legislation the issue of analysis of new legislation on the conceptual apparatus, features and characteristics of new state institutions, civil service in general and service in the national police in particular is quite relevant. The purpose of the article is to establish the peculiarities of the interpretation of the concept of civil service and service in the police, as well as to present the features of such service. The study analyzes the scientific achievements, which includes the definition of the concepts, features and content of civil service and police service. There is an interpretation of the concept of «service» in the scientific literature and encyclopedic or dictionary publications, it is argued that due to the diversity of the interpretation in the literature there are many examples of interpretation of this definition. The opinions of M. Bilynska, O. Yevmeshkina, I. Surai on the definition of the term «service» and its inherent features are noted, the position on these issues is also highlighted by M. Tsurkan. The article analyzes the concepts of «civil service», proposed by V. Malinovsky, N. Sidorenko, A. Britko, Y. Bytyak, S. Dubenko, Y. Obolensky, M. Inshin, T. Pakhomova, V. Averyanov, L. Stelmashchuk. The erroneous identification of the civil service with the public service is pointed out, as there are so-called political positions that do not belong to the civil service, but are an element of the public service. Emphasis is placed on the features of the civil service (activities to perform the tasks and functions of the state; activities are professional, public, politically neutral and carried out at the expense of the state budget). It is emphasized that the concept of «civil service» is also interpreted in a narrow and broad sense. The study reveals whether police service belongs to the general system of civil service, as well as signs of service in law enforcement (a specific type of human activity, which is implemented in the interests of society; the state determines the boundaries, forms and methods of this activity such a service is a professional activity, etc.). These are laws that define the definition of civil service and police service («On Civil Service» and «On the National Police»).

Challenges of civil service ”restarting”

Introduction. The article explores the problems of the civil service in Ukraine, in particular in the context of significant amendments to the Law “On Civil Service” that were introduced in September 2019 and stipulated by the “reset of power”. The analysis focuses on the possible impact of such innovations as the possibility of dismissal without justification (grounds) of senior civil servants from positions of the category "A"(actually, based on a change of the Government), leveling of competitive procedures for selection on civil service, whereby the subject of appointment is offered for arbitrary selection of “up to 5 candidates” according to results of a competition, introduction of “contracts” in the civil service of Ukraine, simplification of procedures on recruitment and dismissal of civil servants and their approximation to relations in private (commercial) sector. Aim of the article. The aim of the article is to draw attention to the risks posed by the aforementioned changes in the civil service legislation, since such key principles of the civil service as professionalism, stability and public-law regulation of civil service relations are undermined. Results. The results of the research suggest that without protection by the law, civil servants cannot perform their functions properly, as they become vulnerable to pressure. And as a result of instability and arbitrary dismissals, the evolutionary professionalization of the civil service and its political neutrality (impartiality) are destroyed. Conclusions. Therefore, the amendments to the Law “On Civil Service” of September 2019 are extremely threatening to the Ukrainian civil service system. In the case of their negative impact confirmation, it is recommended to correct the errors as soon as possible and to return to building a civil service system on the European principles of good governance and public administration. Ukraine also needs to form a culture not only of the "transfer" of power from "outgoing" politicians, but also of "acceptance" of this power by new political leaders.

Особенности управления персоналом в системе государственной службы

Особенности управления персоналом в системе государственной службы

Непотизм и проблема построения прозрачной и эффективной государственной службы в Грузии

The problem of Nepotism is widespread almost everywhere, not only in developing countries, butalso in many economically advanced countries. One of the most acute problems that Georgia is facingtoday is the widespread nepotism in all spheres of public life. Nepotism reduces country’s economicdevelopment and leads to weakening of effectiveness of the government institutions. In case of nepotisma wide range of legal norms and principles are violated, such as equality before the law, impartiality andequal access to civil service for all citizens.According to the research which was conducted by different non-Governmental Organizations, recruitmentprocedure in civil service is not conducted in accordance with the competition rules. This factis also confirmed by those citizens that were dismissed from civil service. The violation of competitionrules has become a common practice in civil service.After the adoption of a revised EU-Georgia Association Agenda for the period 2017-2020, Georgiangovernment has undertaken an obligation to establish a transparent, independent and impartial system ofcivil service. European Union demands from Georgia to reform the civil service and build a merit-basedand professional civil service. The requirement to reform the civil service and the inclusion of this objectivein the Association Agenda is a recognition of the fact, that the Georgian government has so far failedto create a competent and transparent civil service. The creation of a professional civil service can onlybe achieved if vicious practice of nepotism will be eradicated in all spheres of public life.

Uspostavljanje sistema karijernog napredovanja policijskih službenika zasnovanog na principima upravljanja kompetencijama i učinkom

The Law on Police stipulates that the human resources management function in the Ministry of the Interior is performed by an organizational unit for human resources. This function is accomplished, inter alia, by establishing and developing a career progression system for employees in the Ministry based on the principle of competence management and performance. Creating more equal conditions for career development and promotion of police officers has certainly been significantly influenced by the creation of an adequate normative framework in the field of human resource management in the past. Acts were adopted to improve the processes of recruitment and selection, career development of police officers, professional training and improvement, performance appraisal and basic competencies. Bearing in mind the by-laws adopted in accordance with the contemporary tendencies of public administration reform and European standards for the development of the civil service system, as well as the activities undertaken by the Ministry of the Interior in the field of career advancement of police officers, the aim of this paper is to present the newly adopted model of career advancement of police officers, which is based on the principle of competency and performance management.

Public Administration Reforms in Bangladesh: Experience and Challenges

In the era of development modern and service oriented administration is mandatory that can be able to fulfill the diversified needs of the citizens. To this end many reform initiatives have been taken in Bangladesh for reforming the administration since independence. Many reform commissions and committees were constituted by different regimes. They identified many issues and made many important recommendations for establishing an efficient and service oriented civil service system in Bangladesh. Some international donor agencies also prepared several reports containing many recommendations focusing on good governance and new public management (NPM). However, different regimes faced many challenges to implement those reform programs which still exist in the country. This study reveals that lack of political will, lack of clear vision, unfavorable political culture, bureaucratic resistance, lack of institutional capacity always create a gloomy environment that hinder administrative reform efforts in Bangladesh. It is evident that these factors always existed in Bangladesh for which most of the reform initiatives went into vain. Consequently, a modern and service oriented administrative system has yet to be established in Bangladesh.

Implication of Ethiopian Civil Service Reforms on Performance Management

Implication of Ethiopian Civil Service Reforms on Performance Management Challa Amdissa Jiru Abstract Ethiopian civil service is characterized by uninterrupted organizational reforms intended to improve performance through experiment with different management models. This paper analyzes changes occur in performance management system of the public sector in Ethiopia as a result of adoption of public sector reform programs. The research draws on government policy documents, legislations, reform studies, BSC-based plans, performance reports and study reports to assess the improvements achieved in transforming performance management to result oriented approach. The findings show a systematic organizational performance management with clear target, acceptable measurement and accountability for performance had never appeared in Ethiopia. Before the third phase reform in 2003, Government had given little attention to performance management; despite its key role for achieving the capacity building and enhancing performance. Since 2003 the adoption of BPR, BSC, Citizen Charter and change army have brought in to public sector principles that focus on results, but due to failure of implementation of such management tools, result oriented performance management approach that comprises goal setting, measurement and use of performance information for learning, reward and accountability was not realized in the civil service system of Ethiopia. Full Text: PDF DOI: 10.15640/ppar.v8n2a3

Disciplinary Procedures for Judges: A Case Study of the Independence of the Jordanian Judiciary Law

This paper focuses on highlighting the importance of judges’ disciplinary procedures in the light of the law of the independence of the Jordanian judiciary as the supreme organ of the state. It also shows the role of the judiciary in adjudicating disputes between individuals or between individuals and the State in terms of its autonomy, independence of judicial supervision, and judicial immunity, as well as the disciplinary procedures. The following was discussed: concept of discipline and the adequacy of the disciplinary decision, the nature of the mistakes of judicial discipline, or disciplinary sanctions. The discipline of the public servant focuses on preserving the public right, respecting the reputation of public utilities, and building functional behavior that perpetuates the work of these facilities. The aim of disciplining judges is to focus on the administration of justice. The integrity of Judges makes the State a state of law. Through this way, the judicial process and disciplinary sanctions against those who violate the right and justice of judges do not in any way interfere with the independence and prestige of the judiciary in the society. It isstated that the existence of the same penalty in the law of the independence of the judiciary and in the Jordanian civil service system does not affect the essence of the independence of the judiciary. The penalty in its name shows one, but the implementation and importance in the law of the independence of the judiciary is different from that in the civil service system.

УДОСКОНАЛЕННЯ НОРМАТИВНО-ПРАВОВОГО ЗАБЕЗПЕЧЕННЯ ПІДГОТОВКИ ФАХІВЦІВ ІТ-ПІДРОЗДІЛІВ ОРГАНІВ ДЕРЖАВНОЇ ВЛАДИ УКРАЇНИ

УДОСКОНАЛЕННЯ НОРМАТИВНО-ПРАВОВОГО ЗАБЕЗПЕЧЕННЯ ПІДГОТОВКИ ФАХІВЦІВ ІТ-ПІДРОЗДІЛІВ ОРГАНІВ ДЕРЖАВНОЇ ВЛАДИ УКРАЇНИ

АКТУАЛЬНІ ПРОБЛЕМИ ФОРМУВАННЯ КАДРОВОГО ПОТЕНЦІАЛУ ДЕРЖАВНОЇ СЛУЖБИ В УМОВАХ РЕФОРМУВАННЯ СИСТЕМ ДЕРЖАВНОГО УПРАВЛІННЯ

The article substantiates the assertion that radical transformations, inherent in modern countries and societies, have caused no less complex transformation processes of existing government systems as well. Most scientists in modern Ukraine advocate the view that state administration does not correspond to the real needs of the time. This concerns the personnel policy, as such, the imperfection of the regulatory framework in the field of public administration, the underdevelopment of personnel institutions, and the lack of new innovative technologies in public administration. It emphasizes the point that personnel policy in public administration is a system of knowledge, ideas, attitudes, principles, relationships, organizational and practical measures, due to which public administration is ensured.The author considers main technologies and processes of staffing of public administration, which are based on: recruitment; staff motivation; professional development of public managers, the formation of personnel growth of civil servants. Emphasis is placed on the advisability of using the mechanism of target management in the civil service system. It is emphasized that the training civil servants in Ukraine should now be carried out for the implementation of four main activities: a) administrative; b) anti-crisis; c) innovation; d) public. Special emphasis in the work on training civil servants, in the opinion of the author, should be placed on professional, cultural and humanistic education, which makes the training of such personnel as human-centrist as possible. Attention is drawn to the need to train specialists in the field of public administration on the basis of detailed vocational qualification characteristics, the main components and requirements for such characteristics are analyzed. Separately are highlighted such urgent problems of forming the personnel potential of civil servants as ethics and managerial cultures, attention is paid to the need to improve the procedures related to the analysis and evaluation of the efficiency of the activities of modern civil servants.

LEGISLATIVE BASES OF PROFESSIONAL-QUALIFICATION COMPLEX FORMATION OF HUMAN POTENTIAL IN THE SYSTEM OF CIVIL SERVICE OF UKRAINE

The article shows the legislative framework of the professional qualification component of human potential formation in the system of civil service of Ukraine. In particular, the laws of Ukraine on public service, decrees of the President of Ukraine, subordinate legal acts, which created conditions for the development of the national civil service system in 1991-2018, were analyzed. The analysis of Ukraine legislation about government service gives an opportunity to find out not only the conditions of development of national government service system in 1991-2017, but also conceptualize an experience of human potential formation in the system of government service of Ukraine. The author showed the transition from the labor to the public concept of relations in the civil service system of Ukraine, which implies a different view of the identification of workers and employees. This was typical of the countries with the socialist system of law, according to the doctrine of which, every person participates in society, regardless of the scope of his/her work. It was justified that the process of further development of the civil service in Ukraine requires the attention of scientists and legislators on such issues, as strengthening legal guarantees, social and moral protection of civil servants in their professional duties, improving the mechanism of accountability of civil servants, consistent with the rules of administrative, civil, financial, labor and criminal law. The next reform tasks are to improve the system of criteria for evaluating the activities of civil servants. The author also analyzes the means and capabilities of reports on the civil service system in Ukraine. This allows to get statistics and conduct quality analytics. The article contains statistical data on the number of civil servants

The Reform of the Civil Service System in China 1993–2009

The paper is devoted to the analysis of public service reforms in China in the period of 1993 - 2009. The reforms, in part, took advantage of the positive experience of the Chinese past. They were aimed at improving the efficiency of civil servants by introducing more competitive selection processes, incentives to encourage activities and tightening control and supervision. The processes of selection, appointment, training, dismissal and retirement of civil servants were also streamlined. The chronological scope of the study is determined by the dates when the Interim Regulation on Civil Servants (1993) was adopted, and up to the date of adoption and implementation of the full-fledged Law on Civil Servants (2006). Then the first consequences of the reforms began to be felt: the legalization and normalization of the personnel system, the motivation to show high moral standards for civil servants who could gain respect from the people, and the activation of their high moral and business qualities. In part, the adoption of these laws was accompanied by the coming to power of the fourth generation of leadership of the CPC and PRC.

Basic concepts and current developments of Latvian administrative law

The article outlines some basic elements of Latvian administrative law, namely the civil service system, state liability law and administrative offence law. The Latvian civil service system is characterized as a decentralized position model, and concepts of “decentralization” and “position” model are briefly described. In the context of state liability law a recent development of the introduction of the concept of “non-material harm” is outlined, explaining why Latvian administrative law has abandoned the concept of “moral harm” used previously. Regarding administrative offence law the article describes the most significant changes to be introduced into legislation in 2018

Bureaucratic reform and Russian transition: the puzzles of policy-making process

During the two decades of post-Soviet transition, Russia has created a complex system of civil service and public administration. This system was first reformed in the early 1990s and then again in the early 2000s. The analysis presented here fills a gap in the existing literature concerning the dynamic of change associated with Russian civil service reform (CSR). It is argued that the process of bureaucratic modernization in Russia is undermined by the ambivalent nature of policy leadership with its financial, administrative, and technical support, and the ongoing bargain among policy advocates and policy implementers. In order to account for the outcomes reached by policy-makers, the paper presents a detailed analysis of expert interviews collected by the author among research community specialists, federal legislators, and other participants in the reform. The discussion highlights the importance of power dynamics, which resolves conflicting views of CSR among policy formulators and policy implementers. The findings, which consist of identifying necessary and sufficient conditions of the change process, have implications for studies of modern Russian politics, states in regime transition, and world-wide modernization.

The Myth of Bureaucratic Neutrality: Institutionalized Inequity in Local Government Hiring

As a field, we often relate merit and neutrality to the technical skills needed to be the “best” candidate for a job, but that was not necessarily what civil service reformers had in mind. The civil service system was meant to replace widespread political patronage, but the myth around the origins of the civil service system masked inequalities built into early testing requirements and institutionalized racial inequities in hiring practices. In this article, we argue the founding myth of bureaucratic neutrality was so powerful that it continues to reverberate in our field. We trace the current reverberations of the myth of neutrality through modern hiring practices and the contemporary legal landscape. By doing this, we present a systematic review of this rationalized myth in public employment, using an institutionalism framework. As the myth of bureaucratic neutrality continues to permeate decision-making, policy creation, and implementation, it will continue to institutionalize inequity within the field.

Professional activities of civil servants: a competency-based approach

The article analyzes the problem of a competency-based approach in the system of civil service in in the Russian Federation. It was established that the professionalism of public servants is defined as a competence, which means the ability to effectively fulfill their duties relying on their competencies and in the conditions of active interaction within the system and with citizens. Furthermore, not only functional competencies become essential such as knowledge, and skills in the field of administration, but also management and communication skills become significant. It has been determined that the requirements established in the Directory of Qualification Requirements for public service were primarily functional in nature and do not take into account the institutional component of public administration. Also, the Federal Educational Standards does not form a complete list of requirements established in the Directory. Thus, the competencies defined in regulatory documents do not meet the requirements put forward by the society for public service as the main subject of public administration. This discrepancy leads to the emergence of some social risks. Firstly, the role model, formed in the Directory, meets the expectations of society for the humanization of public administration, but reduces the social status of public servants to the level of technical administrative personnel. This leads to demotivation of officials, a decrease in the quality of public administration, and an increase in dysfunctions, such as red tape and formalization. Secondly, the competency model formed in the course of education does not meet the professional requirements that apply to lower-level public servants. Unfortunately, institutional competencies are not taken into account during HR methods, and therefore employees are not motivated to develop them in full. The resulting frustration leads to increased tension within the public service system, which is subsequently transmitted into society, and facilitates the decrease in confidence in the state. Further improvement of the competency-based approach in the public administration system is associated with both the revision of regulatory documents and the revision of the principles of organizing employee training.&nbsp

Political Alignment and Bureaucratic Pay

We study the private gains to bureaucrats from their political alignment with elected politicians. Whereas existing studies generally rely on proxies for politician-bureaucrat political alignment, a rare feature of our data allows measuring it directly since 27% of bureaucrats ran for political office. We focus explicitly on individuals at the very top of the administrative hierarchy, and are able to separate the intensive margin (i.e. wage increases) from any additional effects at the extensive margin (i.e. new appointments). Using close elections for inference, we find that politician-bureaucrat alignment significantly increases top bureaucrats' wage even in the Norwegian civil service system. Our results go against predictions from models with policy-motivated bureaucrats, but are consistent with politically aligned principal-agent matches being more productive.

Факторы, условия и биографические предикторы успешной управленческой карьеры в системе государственной гражданской службы

Факторы, условия и биографические предикторы успешной управленческой карьеры в системе государственной гражданской службы