Federal Civil Service Research Articles

К вопросу о видах ограничений для публичных служащих Российской Федерации

The paper attempts to classify the restrictions stipulated for the public servants in the Russia Federation. The restrictions on the federal civil service, on military service, on other types of civil, on municipal service are analyzed. While the present legislation provides a ramified system of restrictions for public servants, the author offers various criteria to divide these restrictions into several groups. The research of restrictions for public servants in the context of their diversity enables to define the restrictions properties, their regular relationship with the specifics of some kinds of public service and demonstrates their important place in the legal status structure of the public servants together with its basic elements, like rights and duties. It should be noted that the restriction classification will contribute to a system approach for exploring imperative principles of the public service. The paper makes a conclusion about a predominantly administrative (public law) nature of both restrictions and legal status of the public servants in general and about an intrinsic unity of this status independently on the type of a public service.

Comment: Proposed Amendments to the Federal Civil Servants Proclamation No. 1064/2017 from Gender and Child Rights Perspective

Comment: Proposed Amendments to the Federal Civil Servants Proclamation No. 1064/2017 from Gender and Child Rights Perspective

Knowledge, Attitude and Uptake of Formal Sector Social Health Insurance Programme in Akwa Ibom State, Nigeria

This study investigated knowledge, attitude and uptake of the formal sector social health insurance programme (FSSHIP), a social health insurance pool of the National Health Insurance Authority (NHIA) designed for federal civil servants in Nigeria. The study adopted a qualitative research design to achieve its objectives using federal civil servants in Akwa Ibom State as its population. A purposive sampling technique was adopted in the study and structured interview was used to generate primary data for the study. The thematic analysis method was used in analyzing the data. The result revealed that federal civil servants in Akwa Ibom State were aware of the National Health Insurance Scheme and equally demonstrated a positive attitude towards the Scheme. However, it was discovered that the level of uptake of the National Health Insurance scheme was very low. It was therefore recommended, among others, that sensitization that targets increasing utilization should be conducted for enrollees by the relevant stakeholders, while the scheme should be adequately funded to ensure quality service delivery.

Reflections on perceived gendered ageism in the U.S. federal civil service

Issues related to age are often overlooked when researchers conduct studies of demographic groups in the U.S. workforce. This results in limited understanding of the work experiences of older workers – especially women. In the few studies that have focused on older women, the women who were interviewed disclosed consistent pressure to look young as well as feeling overlooked at work resulting in perceptions of diminished opportunities. This article concludes with recommendations for practice.

EMPLOYEE JOB SATISFACTION AND EMPLOYEE PRODUCTIVITY IN NIGERIA'S FEDERAL CIVIL SERVICE: AN EMPIRICAL EXAMINATION OF COMMUNICATION AS METRIC FOR JOB SATISFACTION

Purpose: The study examined the effect of employee job satisfaction on employee productivity, assessing the impact of communication as an indicator of job satisfaction in the Nigerian federal civil service. A part of efforts to achieve the eight Sustainable Development Goal of Decent Work and Economic Growth by 2030. Theoretical Framework: Low performance and high turnover rates can result from job dissatisfaction which has been peculiar case in the public and private sector, attempt to deal with it has not been yielding positive result in the civil service in Nigeria (Rinny et al., 2020; Sadiq et al. 2020). Therefore, there is need to empirically investigate the impact of communication on employee productivity in Nigerian federal civil service which lacks sufficient research. Methodology: The study used a survey research design and purposive non-probability sampling where the data are collected through the distribution of 2,836 questionnaires to the staff of 10 Nigerian federal civil services. In order to gather data for the study, Demographic data were analyzed using basic descriptive statistical methods like mean, percentages, and standard deviations, while inferential statistics were analyzed using econometric methods like multiple and logistic regression, as well as Karl Pearson's Product Moment Correlation Coefficients. Findings: Finding of the study showed that employee productivity is strongly and favorably affected by (communication) as proxy for job satisfaction. Nonetheless, in the Nigerian Federal Civil Service, the interaction of work environment moderating between communication had no impact on employee productivity. Research, Practical & Social Implication: The study recommends that organizations should establish transparent and accessible communication channels that involves implementing regular feedback mechanisms to ensure that employees feel heard and valued Originality/Value: It is quite unusual with previous study using communication as proxy for job satisfaction as an independent variable, Also, none of the previous used work environment as mediating variable in the interplay between communication and employee productivity in civil service in Federal Capital Territory Abuja Nigeria.

Investigating ICT adoption and public value of e-recruitment in the public sector: the role of social media use

PurposeThis study examines the adoption of information and communication technologies (ICT) for e-recruitment and its impacts on public value outcomes.Design/methodology/approachA survey was conducted with 213 public sector employees in the federal civil service using a questionnaire to test a conceptual model integrating the Technology Acceptance Model, Media Richness Theory and Public Value Theory using PLS-SEM analysis.FindingsResults validate significant positive relationships between ICT adoption, social media use for e-recruitment and public value creation. Internet self-efficacy positively moderates public value outcomes.Research limitations/implicationsWhile this study makes valuable contributions, avenues remain to further expand generalizability, strengthen validity and incorporate additional institutional factors in the framework.Practical implicationsThe study provides insights to guide policies and interventions aimed at improving ICT adoption success and public value gains from e-government investments in developing countries.Originality/valueThe research makes key contributions by operationalizing and empirically assessing the public value impacts of e-government innovations and examining adoption issues in an understudied developing country context.

Impact of Performance Appraisal Fairness on Employee Productivity in Nigerian Federal Regulatory Agencies

In recent times, and in light of the global economic downturn, there have been calls for accountability and improved efficiency in the Nigerian public sector. The recently announced implementation of performance appraisal system across the entire federal civil service has highlighted the need for a review of the practice of performance appraisal in the public sector given the typical political influence that permeates most organizations in the sector. Drawing upon Equity Theory, this study examines the impact of performance appraisal fairness on employee productivity in Nigerian federal regulatory agencies, with emphasis on the National Agency for Food and Drug Administration and Control (NAFDAC). A descriptive survey research design was adopted, with primary data collected from staff of NAFDAC using a five-point Likert scale model questionnaire. Correlation and regression techniques were used to analyze the data which was collected through non probability quota sampling. The result revealed that interactional, procedural and distributive fairness in performance appraisal were statistically significant and positively influenced employees’ productivity in NAFDAC. Thus, the study recommends that considering the planned implementation of performance appraisal system across the entire federal civil service, government should design performance appraisal systems that will appropriately address these constructs to improve efficiency, accountability and productivity of the public sector.

Marginlization of Recruitment And Selection of Employee in The Nigerian Federal Civil Service : An Assessement Of Federal Character Policy

Marginlization of Recruitment And Selection of Employee in The Nigerian Federal Civil Service : An Assessement Of Federal Character Policy

Pushed out to pasture way before their time: Gendered ageism through the eyes of women working in the U.S. federal civil service

Pushed out to pasture way before their time: Gendered ageism through the eyes of women working in the U.S. federal civil service

The content of the motivational-evaluative component of the value attitude of cadets towards a person as a subject of pedagogical reflection

The article indicates the relevance of the problem of forming the value attitude of cadets of the law school of the Federal Penitentiary Service of Russia towards a person as a personal education that has a structure that includes cognitive, motivational-evaluative, emotional and activity components. The content of the motivational-evaluative component of the value attitude of a law school cadet of the Federal Penitentiary Service of Russia towards a person is substantiated as a set of values that take the form of motives for the implementation of the cadet’s value attitude towards a person and serve as criteria for assessing such an attitude. It is argued that the grounds for choosing values that form the content of the motivational-evaluative component of the cadet’s value attitude towards a person are, firstly, the orientation of the value towards another person; secondly, the requirements for an employee of the penal system, reflected in the Code of Ethics and Official Conduct of employees and federal civil servants of the penal system. The values that form the content of the motivational-evaluative component of the value attitude of cadets towards a person are identified: «goodness», «trust», «duty», «dignity», «mercy», «responsibility», «conscience», «justice», «benefit», «tolerance», «respect for another person», «honor». The characterization of these values is carried out in the context of the official activity of a penitentiary system employee, for the implementation of which cadets are being trained at the law school of the Federal Penitentiary Service of Russia.

The Effectiveness of the Federal Character Principle in Enugu, Kogi State and the Federal Capital Territory (FCT) Public Service

Purpose: The study seeks to understand the extent to which the Federal Character Principle ensured even representation of Federal Public Servants in Enugu State, Kogi State and the Federal Capital Territory. Also, to know if the federal character principle is faced with some challenges in Enugu State, Kogi State and the Federal Capital Territory and understand the advantages and prospects of the federal character principle to the Federal Public Service in Enugu State, Kogi State and the Federal Capital Territory. Theoretical Framework: This study is situated within the Theory of Representative Bureaucracy propounded by Bola Dauda (2000). This theory was propounded to solve crisis in the Public Service Recruitment in order to ensure administrative and political harmony especially for the third world countries. Design/Methodology/Approach: The design of the study is descriptive and survey research design. Primary method of data collection was employed. One hundred and fifty - five (164) questionnaires were administered to one hundred and fifty – five (155) respondents and questionnaires were responded to, and recovered. For the purpose of this study, Federal Character Commission in the Federal Capital Territory (FCT), Kogi and Enugu states were sampled. Findings: The findings of this study shows that the extent to which the federal character principle has ensured even representation of every region of Nigeria in the federal civil service is low. It was revealed by the findings of this study that the problems of regional domination and fear of minorities of marginalization in the federal public service have not been largely tackled by the federal character principle in Nigeria. Also, the Federal Character Principle is characterized by some obvious problems which include sacrificing competence and merit on the altar of fair regional representation; the federal character principle being an opportunity for those in power to favour people from their regions and the emphasis the Federal Character Principle places on difference rather than integration. Conclusion: The federal character principle is one those principles which Nigeria has adopted in her attempt to balance the national life of her diverse heritage. There seem to be nothing wrong with the federal character principle and its adoption into the Nigerian state but so much seem to be wrong in the application of this principle in Nigeria due to administrative lapses on the part of the Federal Character Commission and selfish interests on the part of those in power.

The work engagement cycles of federal civil servants

Resumo Servidores públicos têm diferentes níveis de engajamento no trabalho ao longo da vida laboral. Essas variações, denominadas “ciclos de engajamento no trabalho”, ocorrem graças aos recursos disponíveis e às demandas do ambiente de trabalho. Diante disso, o presente artigo busca descrever os ciclos de engajamento no trabalho de servidores públicos federais com base em suas histórias de vida profissional, evidenciando demandas e recursos relevantes do ambiente ocupacional na trajetória dessas pessoas. Usando o modelo job demands-resources (JD-R) e a metodologia de mapas cognitivos, foi possível identificar um ciclo positivo do engajamento no trabalho, um ciclo reforçador - relacionado com oportunidades e valorização - e dois ciclos de desequilíbrio, um ligado à produtividade disfuncional e, outro, à descontinuidade administrativa. A análise dos ciclos de engajamento permitiu identificar recursos do ambiente de trabalho que interferem de diferentes maneiras no engajamento de servidores públicos. Por fim, foi utilizado o conceito de “ciclo de enfrentamento” como subsídio de políticas para servidores desengajados.

Os ciclos de engajamento no trabalho de servidores públicos federais

Abstract Civil servants have different levels of work engagement throughout their working lives. These variations are the work engagement cycles, which occur based on available resources and work environment demands. This study describes the work engagement cycles of federal civil servants based on their professional life histories, highlighting the demands and resources of the work environment in their professional trajectory. Using the job demands-resources (JD-R) model and the cognitive maps methodology, it was possible to identify a positive cycle of work engagement, a reinforcing cycle (related to opportunities and appreciation), and two disequilibrium cycles, one related to dysfunctional productivity and the other to administrative discontinuity. The analysis of the engagement cycles allowed the identification of work environment resources that interfere in the engagement of public servants in different ways. Finally, the concept of “coping cycle” was used as a subsidy of policies for disengaged servants.

Perspectives on the Participation of Civil/Public Servants in Partisan Politics in Nigeria: A Call for Rethinking and Revision of the Public Service Rules

Towards the 2023 general elections in Nigeria, the debate on the validity and application of the principle of absolute political neutrality of civil servants resurfaced. This principle requires civil servants to abstain from political activities including campaigning and joining political parties. The Federal Civil Service Commission and the Attorney General of the Federation contend that the Public Service Rules prohibit civil servants from political activities. However, the Nigeria Labour Congress and other labour unions disagree and argue that the Public Service Rules contravene the constitution and violate civil servants' fundamental rights to freely associate and belong to a political party. This study interrogates the legality and desirability of the principle of absolute political neutrality in the Nigerian Civil Service. It draws upon the extant statutory framework, relevant jurisprudence, scholarly literature and contemporary practices in other jurisdictions. The finding of this study shows that the Public Service Rules as presently constituted violate constitutional provisions and civil servants' rights to hold and join political parties of their choice. The central argument is that constitutionalism principles in Nigeria and practices in other jurisdictions increasingly invalidate an approach that anchored civil servant loyalty and effectiveness on the principle of absolute political neutrality. The study concludes by recommending that in line with practices in the United Kingdom and Canada, the Civil Service Rules should be revised to permit differentiated prohibitions. This will permit civil servants that hold non-sensitive positions to hold political opinions and join political parties of their respective choice.

Walking the Moral Tightrope: Federal Civil Servants’ Loyalties, Caution, and Resistance under the Trump Administration

The Trump administration and its supporters were quick to decry the federal civil service as a “deep state” thwarting the president’s agenda. Yet most research describes the career corps as loyal to mission, risk averse, and rarely partisan. Our research asks whether this characterization holds under conditions of budding autocracy and efforts to dismantle the administrative state. Our case study uses data collected over 2017–20 and finds that, despite widespread dissatisfaction with the Trump administration, most civil servants largely sought to comply at work, circumscribed by their conceptions of activities as appropriately within the scope of their mandates. When resistance did occur, it cohered with institutional and professional imperatives. Meanwhile, incentives to exit increased. Our research complicates the conceptual difference between “resistance” and “complicity” under repressive political leadership by underscoring the processes through which bureaucrats make sense of and act in as they negotiate multiple loyalties to personal and professional values, norms and obligations, organizational cultures, and their own circumscribed efficacy in complex organizations.

Prevalence of overweight and associated factors in federal public servants of the state of Goiás - Brazil

The aim goal is to know the frequency, distribution, development and monitoring of the factors associated to the excess weight and chronic non-communicable diseases (NCDs) is essential to qualify policies and surveillance and health promotion actions for the execution of the Care Policy Health and Safety of the Federal Civil Servants (PASS). This study aimed to analyze the association between risk factors for NCDs and food consumption with excess weight in federal civil servants. Methods: cross-sectional population-based analytical study, conducted in the period from September to November 2014, in the rectory and 10 campus of the Instituto Federal de Goiás (IFG) in the capital and cities in the interior of Goiás. The sample was stratified by campus and professional category. In the analysis we used the Chi-square test. A multivariable analysis was performed using Poisson regression with a robust variance estimative to obtain prevalence ratios. Results: 429 servers participated in the research, and 55.7% 44.3% technical administrative and teaching staff with an average age of 36.3 ± 9.2 years, 59.7% were women, 68.8% had less than 40 years and 69.9 percent were sedentary. As for the nutritional state, 55.0% showed no excess weight, but realized with 74.8% overweight. There was no significant difference between the gender, 62.5% women had lower prevalence of overweight men 43.9% (p < 0001). In relation to food consumption, women follow more healthy eating recommendations for frying 27.7% (p < 0.003), vegetables 64.1% (p < 0.033), soft drinks 46.1% (p < 0.001) and embedded 31.6% (p < 0.028) than men. In multivariate analysis associated to overweight: being a docent (PR = 1.32; 95% CI = 1.066 – 1.647) male (PR = 1.40; IC =1.133 -1.732), have more than 40 years of age (PR =1.35; 95% CI = 1.104 – 1.667), be sedentary (PR= 1.41; 95% CI = 1.070 -1.604) and perform meals outside the home (PR =1.31; 95% CI=1.005-1.505). Conclusions: the factors associated with the prevalence of overweight were be teacher, male, age 40 years or more, sedentary and meals away from home.

Where theory and practice meet: Good government, merit-based civil service, and HRM courses

ABSTRACT MPA programs are the only place where public sector human resource management (HRM) is taught. When HRM is not among the list of required courses, programs forgo their responsibility to teach the next generation of public servants why merit-based civil service is crucial to a functioning democracy. The danger of ignorance is reflected in an Executive Order issued in 2020 that would have removed job protections from thousands of federal civil servants. While the Order was rescinded in 2021, it has many advocates and remains on the agenda. This is a wake-up call to MPA programs to require students to learn why job protections are the bedrock of good government, a bedrock as foundational as a free press and more foundational than budgeting skills. However, 97% of MPA programs require a budgeting course but only 72% require an HRM course. If theory and practice meet in MPA classrooms, then HRM has to be there.

НЕКОТОРЫЕ ОСОБЕННОСТИ РЕАЛИЗАЦИИ В ПРОКУРАТУРАХ НОРМЫ ЗАКОНА О ПРЕДСТАВЛЕНИИ СВЕДЕНИЙ ОБ АДРЕСАХ САЙТОВ И (ИЛИ) СТРАНИЦ САЙТОВ В ИНФОРМАЦИОННО-ТЕЛЕКОММУНИКАЦИОННОЙ СЕТИ «ИНТЕРНЕТ»

The work is devoted to the study of the problems of presenting information about the addresses of sites and (or) pages of sites on the Internet. The current legislation obliges federal government civil servants and citizens applying for such positions to submit information about the addresses of sites and (or) pages of sites in the information and telecommunications network «Internet», where they posted publicly available information. The possible procedure and algorithms for the implementation of such checks, the appropriate identification and disciplinary proceedings against the perpetrators have been analyzed.

An overview of Civil Servants Training Policy in Ethiopia: A Qualitative Document Analysis

In-service training has provided to civil servants through Civil Service Training Institutes (CSTIs) established for this purpose. Such practice is widely accepted and implemented the world over. However, the absence of the required policy environment has forced these institutes to ‘ride a blind horse'. This study, aimed to examine the policy environment established to facilitate the training provisions of CSTIs in Ethiopia. To this end, a document analysis method was employed, and data obtained from government documents were analyzed to determine the extent of the facilitation of the existing civil servants' training policy environment and to see the prospects of having favorable civil service training policy in Ethiopia. As the research findings revealed, Ethiopia is a pioneer country in introducing a civil service and civil servants training system in Africa and developing countries of the world. Despite this, currently, Ethiopia deprives of a facilitative civil service training policy environment. The Federal Civil Service Commission is mandated to coordinate, formulate civil service training-related policy environments, supervise, and monitor policy implementation. However, by now, Ethiopia does not have the required federal-level policy framework to regulate civil service training programs either in the form of embedded or independent document. Ethiopia also lacks most of the indicators that are directly related to the policy foundations of the civil service training. The prospect of having a CST policy seems far from reach unless especial attention is provided to the sector. Keywords: Civil Servant, In-service Training, Civil Service Training Institute, Training Policy, Ethiopia. DOI: 10.7176/DCS/13-2-04 Publication date: February 28 th 2023

Exploring risk governance deficits of maritime Search and Rescue in Canada

Maritime Search and Rescue (SAR) is an essential component of ensuring the safety of life at sea. Canadian SAR regions comprise vast sea areas, posing challenges to incident response. A wide range of maritime activities takes place, each having a different risk profile. The multitude of national and international regulatory commitments, rightsholder and stakeholder interests, and the need for efficient SAR response in changing climatic conditions, point to the need for effective societal risk governance. This article provides insights in shortcomings and improvement opportunities of maritime SAR risk governance in Canada, as understood by experts from responsible maritime authorities. The relevant current regulatory context and governance practices are described first, giving particular focus to the legal basis, roles and responsibilities, engagement processes with rights- and stakeholders, and the applied risk assessment tools to support decision-making. Subsequently, an exploratory research methodology based on interviews with federal civil servants and literature is performed to understand risk governance deficits, using a set of commonly found deficits identified by the International Risk Governance Council. The results indicate that the main deficits pertain to the lack of organizational capacity and dealing with dispersed responsibilities. Furthermore, deficits are identified in terms of obtaining factual knowledge of the risk, dealing with risk perceptions, understanding complex systems, and adequately involving rights- and stakeholders in risk assessment. The results serve as an initial basis to develop policy and management strategies for alleviating the identified deficits. Acknowledging the limitations of the exploratory study, several avenues for future research are outlined.