Professional Civil Service Research Articles

Analysis of Functional Positions and Professionalism of Civil Servants in Buton Utara Regency

Team member' professionalism is determined by their ability to carry out tasks according to their field and level. This study aims to analyze the appointment of functional positions in Buton Utara Regency in improving team member professionalism. Using a qualitative approach, data was obtained through in-depth interviews and documentation from functional officials and local community leaders. The analysis used reduction, presentation, and conclusion-drawing techniques. The study results indicate that appointing functional positions in Buton Utara is by central government procedures and can improve team members' professionalism. The ASN Law emphasizes the importance of competence as the foundation of the ASN profession. Appointment is carried out by recruiting civil servants or transfers from other positions. Efforts to improve professionalism involve education and training, with supporting factors such as work performance, skills, knowledge, and rank levels and inhibiting factors such as low competence and inappropriate attitudes.

Implementation of Policies in Career Development of PNS in West Sumbawa District, West Nusa Tenggara Province Based on Law Number 5 of 2014

This research aims to analyze policy implementation in career development for civil servants in West Sumbawa Regency, West Nusa Tenggara Province. Based on Law Number 5 of 2014, the research method used is an empirical research method with a statutory study approach and a conceptual and sociological approach. The data analysis used is the method of statutory interpretation and authentic interpretation, as well as field data. The results of this research are expected. The specific target to be achieved is the protection of the rights of civil servants in career development so that they become independent and professional civil servants and free from the influence of political interests. As mandated in Law Number 5 of 2014, civil servants must be neutral. Supervision carried out by the State Civil Apparatus Commission (KASN) is carried out continuously in stages. Therefore, KASN must be present in every provincial capital to reduce injustice towards ASN in districts/cities.

Analisis Implementasi Core Value Berakhlak terhadap Kinerja Pegawai Aparatur Sipil Negara di Kantor Pusat Badan Kepegawaian Negara

The launch of Core Value BerAKHLAK and ASN Employer Branding "Proud to Serve the Nation" aims to encourage civil servants across all government sectors to adopt these values as guidelines in their thinking and working. The implementation of the Core Value BerAKHLAK at the National Civil Service Agency is carried out through several stages, from socialization, internalization, to evaluation of effectiveness. aims to encourage civil servants across all government sectors to adopt these values as guidelines in their thinking and working. The implementation of the Core Value BerAKHLAK at the National Civil Service Agency is carried out through several stages, from socialization, internalization, to evaluation of effectiveness. A behavioral guide for civil servants is developed to ensure these values are applied in every aspect of their work. Impact analysis shows that the implementation of the Core Value BerAKHLAK has successfully improved the performance and professionalism of civil servants, evidenced by the awards received and the increase in performance and stakeholder satisfaction indexes.

Employee readiness for change: examining the combined effects of individual and organizational demands in public school reform

PurposeThe paper aims to clarify how work-specific characteristics at both the individual and organizational level influence professional civil servants’ readiness for change during the implementation of reforms in public administration. We examine the influence of work characteristics at the individual and organizational levels, such as reform-related strains, organizational climate, and organizational professionalism, on the employees’ response to change. In addition, we also consider the interaction between these specific work characteristics.Design/methodology/approachThis article employs a quantitative multi-level analysis to examine the influence of individual and collective predictors of employees' readiness for change. For our analysis, we used data from the evaluation of a school reform in Switzerland aimed at aligning teachers' working conditions with those of other administrative employees. The survey conducted for the evaluation includes responses from 2,162 teachers.FindingsOur study expands the understanding in public management research of work characteristics that either promote or reduce employees’ readiness for change in the public sector. Our findings suggest that the organizational level, in our case the school level, influences the individual’s response to change. Furthermore, the role of organizational professionalism in terms of a reform-related transformation of the identities, structures, and practices of the actors concerned is highlighted as a potential stressor and catalyst that reinforces the negative correlation between reform-related stress and willingness to change.Practical implicationsThis paper offers insights into how public managers can effectively overcome challenges in the implementation process of public school reforms. This also includes the awareness among change agents that positively associated changes at the organizational level may have negative consequences at the individual level, due to the fact that they affect professional understanding, for example, which may cause the affected actors to respond with resistance.Originality/valueThis paper contributes to the small number of multi-level research studies on the responses to change in public administration and answers the call for research to investigate the hurdles that may arise when implementing change. Further, the paper contributes to the literature on the impact of new public management (NPM) on the identity of professional civil servants.

Implementation of Policies in Career Development of PNS in West Sumbawa District, West Nusa Tenggara Province Based on Law Number 5 of 2014

This research aims to analyze policy implementation in career development for civil servants in West Sumbawa Regency, West Nusa Tenggara Province. Based on Law Number 5 of 2014, the research method used is an empirical research method with a statutory study approach and a conceptual and sociological approach. Data analysis using. The data analysis used is the method of statutory interpretation and authentic interpretation as well as field data. The results of this research are expected. The specific target to be achieved is the protection of the rights of civil servants in career development so that they become independent and professional civil servants and free from the influence of political interests. As mandated in Law Number 5 of 2014, civil servants must be neutral. Supervision carried out by the State Civil Apparatus Commission (KASN) is carried out continuously in stages, therefore KASN must be present in every provincial capital to reduce injustice towards ASN in districts/cities.

Implementation of Talent Pool System to Realize Professionalism Performance State Civil Apparatus

Purpose: Realizing good local government governance and ensuring the availability of professional civil servants require planned and measurable human resource management. Therefore, the Pagar Alam City Government issued Pagar Alam Mayor Regulation No. 24 of 2021 concerning the Policy for Implementing the Civil Servant Talent Pool System within the Pagar Alam City Government. To realize good local governance and ensure the availability of professional civil servants. Method: Normative and empirical methods were employed. Data collection was carried out using field and literature studies. The data analysis was qualitatively descriptive. Result: Implementation of the Talent pool System as a strategy of the Pagar Alam city government to realize the professionalism of the performance of the state civil apparatus, the Pagaralam city government participated in a series of events held at the Regional VII Agency of the State Civil Service Agency (BKN) Palembang by sending 9 (nine) participants. However, the mayor’s regulation has not been fully and maximally realized within the Pagar Alam City government. Limitations: The factors that hinder the implementation of the talent pool system within the scope of the Pagar Alam city government are a lack of human resource participation and budget factors that have not been fully explained. Contribution: Implementation of the Talent pool system as a strategy of the Pagar Alam city government to realize professionalism in the performance of the state civil apparatus.

An assessment on the competencies in local governance among the punong barangays in the Municipality of Hadji Panglima Tahil, Province of Sulu

The study evaluates the competencies of Punong Barangays in Hadji Panglima Tahil, Province of Sulu, in terms of delivery of basic services, executive functions, and legislative functions during the Fiscal Year 2023. The study involved 100 respondents, mostly female, married, aged 31+, with high school education and an average monthly income of 5,001-10,000. With 100 samples taken through non-probability sampling method via purposive sampling, and with the use of weighted mean, standard deviation, t-test for independent samples, One-way ANOVA, and Pearson’s r the findings indicate that Punong Barangays are generally competent in their duties and functions. The study supports the Antal Szerletics, Gerry Stoker, and B. Guy Peter’s model, which emphasizes the importance of establishing a good governance structure to guide and manage sustainability and responsibility. This structure allows leaders to set direction, establish goals, and create policies to execute strategies. Good governance can be conceived as a basket of practices, including professional civil service, anti-corruption policies, transparency and accountability, democratic decision-making, the rule of law, protection of human rights, and independent judiciary. The findings suggest that the Punong Barangays in Hadji Panglima Tahil, Province of Sulu are competent in their duties and functions, with age, gender, average monthly income, and educational attainment not significantly mediating their assessment of competencies.

MODERN CHALLENGES OF ENSURING EFFECTIVE AND RESPONSIBLE CIVIL SERVICE

Actual scientific researches and issues analysis. The issue of ensuring effective training of civil servants and civil service reforms is the subject of scientific research by such domestic scientists as: N. Alyushina, T. Vasylevska, M. Golovan, G. Yermolayeva, N. Lasna, V. Kozakov, N. Korchak, O. Melnikov, O. Parkhomenko-Kutsevil, B. Panchenko, M. Rudakevich, I. Chaplai, etc. The research objective. To determine the professional abilities and competencies of public servants in order to ensure effective and responsible public service in modern conditions. The statement of basic materials. The formation of professional ethics and integrity of civil servants is analyzed as an important prerequisite for ensuring effective and responsible civil service. Emphasis is placed on the rapidity and dynamism of today's realities, which requires civil servants to improve their professional qualities constantly. It is emphasized that the information society and society of knowledge, in comparison with the traditional society, requires a new quality of public service and, accordingly, professional civil servants who are modern in their worldview and professional skills. It is in need to promote the implementation of civil service reforms in the context of the transition to society of knowledge, scientific support for civil service modernization based on international experience is outlined. The importance of using innovative methods of training civil servants, including self-education, electronic counseling and training, cooperation with professionals, coaching, etc., has been proven.

СОЦИАЛЬНОЕ УПРАВЛЕНИЕ ИЛИ МЕНЕДЖЕРИЗМ: КОНКУРЕНЦИЯ УПРАВЛЕНЧЕСКИХ ДИСКУРСОВ В РОССИИ

Researchers have repeatedly drawn attention to the importance of socio-cultural aspects in the analysis of management practices in Russia. In our opinion, the hypertrophied bias towards the study of procedural and technical aspects of management (the discourse of managerialism), although it allows us to detail and algorithmize management processes, narrows the understanding of the social essence of management, because we are not dealing with machines, but with a living society. The discourse of social management competes with managerialism, which largely reflects the socio-cultural aspects of management. The analysis of the manifestation of two currently competing discourses was the purpose of our work. However, we were interested not only in the macro level, but also in the manifestation of some aspects of these discourses in the public opinion of students studying in management training areas. The socio-cultural traditions of public administration in Russia are quite obvious even at the level of student mentality. Thus, the experience and belonging to the stratum of professional civil servants prevails over youth and technocracy (57 % versus 24 % and 33 %, respectively). Professional politicians, who are currently inseparable from media «promotion», gain 39% of the vote and lose to experienced «professional managers», but on condition of their «clean biography». The situation in the field of higher education development in our country is indicative in the light of the discussion of the problems of competition of managerial discourses. The authors develop the problems of social management in relation to the institute of higher education in Russia, challenging the thesis of an alternative modernization of higher education based on the practices and semantic narratives of managerialism.

헌법상 공무원 조항의 해석

The current constitution bestows upon public officials the position of servants to the entire nation, emphasizing their responsibility to the people while simultaneously ensuring their status and political neutrality. Derived from the constitutional position held by public officials as servants to the entire nation, they are obligated to realize the public interest. Obligations such as the prohibition of bias and procedural fairness can be derived from this duty to realize the public interest. The constitutional duties imposed on public officials include obligations such as compliance with laws, integrity, and the duty to perform their duties fairly, which are concretized as legal obligations. The assurance of status and political neutrality for public officials can be understood as guaranteed through the professional civil service system. The professional civil service system, by ensuring the status and political neutrality of public officials, is closely connected to protecting the constitutional rights of public officials, particularly the constitutional right of public neutraltiy. However, when the obligation of political neutrality, derived from the constitutional position granted to public officials as servants to the entire nation, constitutes an element of the professional civil service system, the professional civil service system and the duty of political neutrality are separated. If the professional civil service system is closely linked to the duty of political neutrality, the criteria for assessing the constitutionality of legislation that concretizes the professional civil service system should be consistent with the criteria for assessing the constitutionality of legislation that concretizes basic rights. When evaluating the constitutionality of legislation that concretizes the professional civil service system, excluding the obligation of political neutrality that can be included as an element of the professional civil service system, the constitutional principle of proportionality should be applied as the criterion for assessing the constitutionality of legislation that concretizes basic rights.

The Fragility of Merit: Erosion of the Foundation of Public Service Under Trump

A professional civil service resting on principles of merit is widely considered an essential and well-established feature of modern government. Nevertheless, the foundation of merit upon which the U.S. federal service is erected is not secure. Indeed, the system is quite fragile. It presumes the presence of a President who understands and is committed to the concept of merit and who has the political will to secure its preservation. This fact was made abundantly clear during the Presidency of Donald J. Trump from January of 2017 to January of 2021. This article describes events during the Trump Presidency that illustrate the fragility of the merit system in the U.S. federal government.

Vaccine Nationalism Counterintuitively Erodes Public Trust in Leaders

Global access to resources like vaccines is key for containing the spread of infectious diseases. However, wealthy countries often pursue nationalistic policies, stockpiling doses rather than redistributing them globally. One possible motivation behind vaccine nationalism is a belief among policymakers that citizens will mistrust leaders who prioritize global needs over domestic protection. In seven experiments (total N = 4,215 adults), we demonstrate that such concerns are misplaced: Nationally representative samples across multiple countries with large vaccine surpluses (Australia, Canada, United Kingdom, and United States) trusted redistributive leaders more than nationalistic leaders—even the more nationalistic participants. This preference generalized across different diseases and manifested in both self-reported and behavioral measures of trust. Professional civil servants, however, had the opposite intuition and predicted higher trust in nationalistic leaders, and a nonexpert sample also failed to predict higher trust in redistributive leaders. We discuss how policymakers’ inaccurate intuitions might originate from overestimating others’ self-interest.

Associations Between Public Service Motivation, Depression and Anxiety Among Firefighters: A Chain Mediation Model of Employee Resilience and Job Satisfaction

Abstract The Chinese firefighting system has been transferred from military soldiers to professional civil servants since the 2018 institutional reform, and they have become a critical component of the newly established Department of Emergency Management. Studies on firefighters in China are limited, and this study can contribute to our understanding of the mental health and influencing mechanisms of emergency management workforces like firefighters, particularly in the context of institutional reform and a shortage of disaster workforce worldwide. This study investigates the associations between public service motivation (PSM), employee resilience, job satisfaction, depression and anxiety (DA) in firefighters. A questionnaire survey of 776 firefighters from two provinces, one from the north and the other from the south, was conducted. Chain-mediated regression models were used to analyze the associations. The results demonstrate that firefighters with more PSM have significantly lower depression and anxiety (beta = −0.215, p < 0.001), higher degrees of employee resilience (beta = 0.946), and job satisfaction (beta = 0.633). Employee resilience and job satisfaction mediated the relationship between PSM and DA. Three indirect pathways were detected. First, a higher PSM is associated with higher employee resilience and lower DA. Second, a higher PSM is correlated with higher job satisfaction and lower DA. Third, the coefficients between PSM, employee resilience, job satisfaction, depression and anxiety are statistically significant. This paper provides a valuable contribution to the knowledge of human resource management and the well-being of the emergency management workforce.

Optimization of Athlete Management (Regional Student Sports Training Education Center) to Become a National Athlete Barn in the Youth, Sports, and Tourism Office of Musi Banyuasin

Basic Training for Civil Servant Candidates is held to form professional Civil Servants with character, namely civil servants whose character is formed by the attitude of state defense behavior, basic civil servant values, and knowledge of the position and role of civil servants in the Republic of Indonesia, as well as mastering their fields of duty so that they are able to carry out their duties and roles professionally as public servants. The actual issue that I raise is the lack of optimal management of athletes (Regional Student Education and Training Centers) To fulfill the task of administering the government, it is necessary to have reporting from related parties so that the data obtained can be accounted for and in accordance with the expected time. It needs to optimize management. So that currently the Youth, Sports and Tourism Office has not been able to maximally fulfill its duties in organizing government in the field of sports, especially the community sports section. For this reason, the Youth, Sports and Tourism Office through the author considers the need to optimize the management of athletes at the Youth, Sports and Tourism Office to fulfill their duties optimally. Therefore, in order to carry out actualization by applying the basic values of civil servants, the author raises an actualization plan entitled optimizing the management of athletes.

Staffing Study on the Impact of Changes to Severe Discipline Punishments After the Issue of Government Regulation Number 94 of 2021 Concerning Disciplinary Punishments for Civil Servants

The purpose of personnel analysis is to achieve professional civil servants in implementing the principles of good governance. To achieve this goal, one of the policies undertaken by the government is to issue a new regulation in the field of personnel as a substitute for the old regulation, namely Government Regulation No. 94 of 2021. The new policy issued by the government should be firmer, better and more effective. so that it will make Civil Servants who commit disciplinary violations become a deterrent. The new regulations have several changes to disciplinary penalties. One of the changes is severe disciplinary punishment. The old regulations set forth in PP No. 53 of 2010, regulated the existence of a penalty for dishonorable dismissal as civil servants, but in the replacement regulation this was omitted. By eliminating the word disrespect, it has an impact on the staffing sector, so that severe disciplinary punishment becomes lighter. The reduction in disciplinary punishment provides an opportunity for civil servants to commit repeated violations, thereby hampering the principles of good governance. In terms of staffing, these changes have an impact on civil servant pension rights. In this way, all civil servants who have been dismissed, both retired and for committing serious disciplinary violations, will receive pension rights. PP for PNS No. 94 of 2021 should carry out the Law's orders, but the new PP is not in line with Article 84 of the ASN Law.

The exclusion of "non-Aryan" scientists: universities, clinics and professional organizations

With the implementation of the Law for the Restoration of the Professional Civil Service (1933), including the Third Implementation Decree (1934), the Regulation for Obtaining aTeaching License (1934) and the Law for the Dismissal and Transfer of University Teachers (1935), the National Socialist (NS) government created legislative instruments to ban university staff (from lecturers to full professors) labelled as Jewish or considered politically unwanted from teaching and research. Whereas around 20% of the staff at the universities were affected by these measures after 1933, at various medical faculties the figures reached 30-40% and at neurological departments and institutes sometimes up to 90%. Student Nazi activists played asignificant role in expelling faculty members from office. As beneficiaries of the expulsions, young doctors often improved their career prospects and established professors remained silent out of political conviction, opportunism or fear. A(self) coordination (Gleichschaltung) with immediate or gradual exclusion of "non-Aryan" members and boards is documented for numerous medical organizations and associations (e.g. Deutscher Ärztevereinsbund, Hartmannbund, German Medical Women's Association, Association of Statutory Health Insurance Physicians) as well as for scientific academies (e.g. Leopoldina) and research societies (Kaiser Wilhelm Institutes, German Research Foundation). The NS-loyal Society of German Neurologists and Psychiatrists, which had been founded in 1935, tolerated "Jewish" members until 1938. As awhole, the picture that emerged from everyday medical (and neurological) practice is one of drastic changes that massively affected not only the lives of many doctors but also the moral standards in terms of patient care, teaching, research and collegiality.

Legalized deprivation of rights: on the legal construction of dismissal and expulsion under National Socialism

In order to provide adeeper understanding of the mechanisms and background leading to the persecution and expulsion, particularly of physicians labelled as "Jewish" in Nazi Germany, this article outlines their gradual disenfranchisement, through laws and decrees in the years 1933-1939. As the publicly visible terror immediately after the Nazi takeover was rejected in large parts of society, the regime resorted early on to supposedly legal forms of exclusion. With the Law for the Restoration of the Professional Civil Service of 7April 1933, "non-Aryan" (§ 3) and politically unreliable (§ 4) persons could be removed from office, if necessary, even without any further comment (§ 6). However, regulations for long-standing civil servants as well as the "front-line fighter privilege" reduced the desired effect, e.g. in university medicine in away that was not intended by those in power. The Reich Citizenship Law of 1935, as part of the so-called Nuremberg Laws introduced the criterion of "German blood". This resulted in asecond large wave of dismissals. Outside the universities, aplethora of further defamatory legal norms, from the regulation on the approval of physicians for activities with the health insurances and the Law on Honorary Appointments (both in 1933), the so-called Flag Decree (1937) and withdrawal of the approbation (1938), aimed at the gradual "elimination" of Jewish physicians, which for many of them ended in extermination in the Holocaust. This practice implemented over years was based on ajurisdiction devised especially for that purpose and in hindsight it has been perfectly defined as "legal injustice".

Current national judicial practice on the implementation of the right of access to public service

This article examines national jurisprudence concerning judicial protection of the right to equal access to public service. The author has updated the topic of the study by stating that the latest challenges for lawmakers and enforcers in the context of ensuring the right to equal access to public service are the coronavirus SARS-CoV-2 pandemic and the military aggression of the Russian Federation against Ukraine.
 For Ukraine, the relevance of the research topic is defined by the European integration processes as the effective implementation of the provisions, in particular, of the 2014 Agreement between Ukraine on the one hand and the European Union, the European Atomic Energy Community and their Member States on the other hand, requires a professional civil service that can ensure the functioning of the state apparatus.
 The scientist aims to investigate the current judicial practice, which will allow to determine the state of judicial protection of the mentioned right and to formulate specific recommendations. In general, it has been established that the legal regulation of access to public service in Ukraine is dynamic, i.e. adapting to the demands of the times, but along with this legislation contains gaps and inconsistencies that affect the practical implementation of access to public service by citizens. It should be noted that general scientific and specifically scientific methods of research were used in writing the article.
 First of all, the author outlines the scientific development of the problem of access to public service in Ukraine and actualizes the need to analyze the legal positions of domestic courts. The scientist has highlighted hypotheses on the violation of the procedure for competitive selection of civil servants, in particular: violation of the principle of equality; violation of the principle of legality and complexity of establishing the limit of discretion; violation of the principle of transparency. A well-founded confirmation or refutation of these hypotheses is given, considering the current jurisprudence. In doing so, the author examines the consistency of judicial practice with certain components of the principle of the rule of law. Reasoned conclusions and recommendations for improving the functioning of the civil service institution in Ukraine have been formulated. The practical value of the study results lies in the possibility of their use in law-enforcement activity - when protecting the rights of citizens for access to public service, to executive authorities to optimize the process of selecting citizens for public service.

Implementation of the principles of effective public governance for sustainable development in Uzbekistan

Introduction. The article is devoted to the issues of consistency of the national legislation of Uzbekistan with the Principles of effective public administration in the interests of sustainable development. The practical implementation of these principles is of great importance for increasing the efficiency, accountability and transparency of government bodies at all levels in achieving the goal embodied in the 2030 Agenda and, accordingly, national sustainable development goals. The core elements of efficiency, accountability and inclusiveness under Goal 16 of sustainable development, are reference points that guide the vector of governance for sustainable development. The paper presents an analysis of the regulatory framework of the public administration system in Uzbekistan, the main directions of administrative reform aimed at creating independent and competent institutions that effectively interact with each other within the framework of the professional civil service. This takes into account national conditions, opportunities and level of development, national strategies and priorities.Materials and methods. The methodological basis of the research was formed by general scientific and special methods of learning of phenomena and processes (analytical survey, generalization, system-oriented, functional-analytical, statistical approaches). Monitoring and analysis of regulations and official documents of the Republic of Uzbekistan in the field of public administration, international and national statistical data were carried out.Results. The study summarized and systematized the regulatory framework aimed at ensuring the improvement of the public administration system within the framework of one of the main elements of Sustainable Development Goal 16 - efficiency. In general, the established national legal framework was found to meet the requirements for the creation of effective, accountable and inclusive institutions at all levels for the implementation of the 2030 Agenda for Sustainable Development.Discussion and conclusion. The active implementation of legislative and institutional reforms by the government of Uzbekistan initiated the creation of a more open and transparent system of effective governance, contributing to the implementation of the SDGs in the republic. However, the existing problems and challenges indicate that this system is still far from being perfect and requires a systematic approach to create legal and institutional mechanisms for implementing the principles of effective public administration.

The quality of professional civil servants in the Vietnamese home affairs sector

In each country, civil servants are identified as the labor force exercising the state power to manage social development, so their quality is often clearly defined with general requirements in line with the characteristics of the civil service and the specific ones of each industry. In Vietnam, the quality standards for civil servants are clearly defined in the Law on Cadres and Civil Servants in 2008, with general provisions applicable to all of them in the state apparatus. Based on this Law, all industries have their regulations on the quality of civil servants by their characteristics. In this study, we focus on analyzing the quality of professional civil servants in the Home Affairs sector according to its standards based on issued legal regulations, including Political quality, Professional qualifications, Working capacity, and Work results. In this study, a qualitative method is employed to collect secondary documents combined with a quantitative one to conduct a direct survey of 500 managers from the Departments of Home Affairs in 12 provinces representing three provinces of Vietnam.