Civil Service Management in Nepal

2018 ◽  
pp. 99-119
Author(s):  
Shree Krishna Shrestha ◽  
Narendra Raj Paudel
Keyword(s):  
Service Management ◽  
Civil Service

Central civil service management structures as brokers of de-politicization and evidence based civil service management: A typology

Human Affairs ◽  
2014 ◽  
Vol 24 (3) ◽  
Author(s):  
Ľudmila Staňová
Keyword(s):  
Service Management ◽  
Civil Service ◽  
Evidence Based ◽  
Policy Makers ◽  
Eu Member States ◽  
Organizational Autonomy ◽  
Methodological Tool ◽  
Key Dimensions ◽  
Management Functions ◽  
The Comparative Study

AbstractThis article provides a methodological tool for studying central civil service management structures (CCSMS) and their role in de-politicizing the civil service, thereby contributing to evidence-based civil service management. This tool can be used in comparative studies of CCSMS across, but also within countries, since civil service management functions are often split between several central organizations in one country. The comparative study of CCSMS is particularly useful for contemporary policy makers in EU member states, who currently face the challenge of reforming civil service systems due to EU pressure. There is therefore an urgent need to establish which type of central structure would effectively support the EU’s favored values of professionalizing and de-politicizing the civil service. Stemming from theory on organizational autonomy, our typology focuses on two key dimensions of the CCSMS that support these values: decision-making autonomy over individual civil servants and structural accountability.

scholarly journals Recentralization of local government chief administrative officers appointments in Uganda: Implications for downward accountability

2013 ◽  
pp. 17-29 ◽  
Author(s):  
Lazarus Nabaho
Keyword(s):  
Local Government ◽  
Human Resource ◽  
Local Governments ◽  
Service Management ◽  
Civil Service ◽  
Central Government ◽  
Constitutional Amendment ◽  
Chief Administrative Officers ◽  
The Right ◽  
National Governments

The Uganda Constitution of 1995 spelt out the principle of decentralization by devolution. Accordingly, from 1995 to 2005, district local governments had a dejure mandate to hire and fire all categories of civil servants through their respective district service commissions (DSCs). Following the Constitutional amendment in September 2005, the right to hire and fire district chief administrative officers (CAOs) reverted to central government. Critics of recentralization of CAO appointments contend that the shift in the policy and legislation for managing CAOs runs contrary to the principles of decentralization by devolution. This paper argues that recentralization of CAOs has confused reporting, reduced the autonomy of sub-national governments in civil service management, undermined accountability of CAOs to elected councils, and shifted the loyalty of CAOs from local governments with and for which they work to central government that appoints and deploys them. To deepen accountability in local governments, the paper advocates for decentralization of CAO appointments, but for participation of central government in recruitment of CAOs within the confines of a separate personnel system. It further calls for a rethinking of the current call by the 9th Parliament to recentralize human resource in health in local governments owing to accountability challenges of managing the civil service in sub-national governments under an integrated personnel system.

The post-independence civil service in Kosovo: A message of politicization

2012 ◽  
Vol 78 (4) ◽  
pp. 665-691 ◽  
Author(s):  
Dren Doli ◽  
Fisnik Korenica ◽  
Artan Rogova
Keyword(s):  
United Nations ◽  
Service Management ◽  
Civil Service ◽  
Service System ◽  
Current System ◽  
Civil Servants ◽  
Political Elites ◽  
Policy Information ◽  
Protection Mechanisms ◽  
And Control

This contribution discusses the politicization of the civil service system in Kosovo as a framework through which politicians exert influence in the system. The article employs the concept of formal-political discretion, as a means of explaining and elucidating the extent to which both the United Nations Interim Administration Mission in Kosovo (UNMIK) and current legislation regulating civil service preconditions/pre-favours the politicization of the senior civil service in Kosovo. It first discusses the concept of politicization based upon current scholarship and gives hints on the way in which these concepts fit with both UNMIK and Kosovo’s current situation. Next, the article discusses and compares the previous civil service system built by UNMIK with the current one – built in post-independence Kosovo based upon the formal-political discretion model. The article further argues that the former system of civil service – in contrast to the current system – provided less formal-political discretion to political elites with which to politicize the senior civil service. The article concludes by suggesting that the current post-independence legislation regulating the civil service grants the executive institutions a significant level of formal-political discretion in the appointment, dismissal and promotion of civil servants. Points for practitioners The articles offers a thorough, both theoretical and practical, policy explanation of the model and structure of Kosovo's civil service, hinting on the previous and current legislative gaps that allow for partisan influence and control. The article also portrays the routes via which the politicization of the civil service in Kosovo is being developed, giving insights on how civil servants perceive such a process. Comparing the previous civil service system with the current one, the article informs practitioners on the directions that the new reform on Kosovo's civil service should take. Finally, the article provides in-depth policy information on the means to redesign the key protection mechanisms of Kosovo's senior civil service management.

Men and Women toward the Top: Backgrounds, Careers, and Potential of Federal Middle Managers

1992 ◽  
Vol 21 (4) ◽  
pp. 473-492 ◽  
Author(s):  
Gregory B. Lewis
Keyword(s):  
Job Satisfaction ◽  
Service Management ◽  
Middle Managers ◽  
Civil Service ◽  
Middle Management ◽  
Data Sources ◽  
Men And Women ◽  
Buddy System ◽  
Management Positions ◽  
Federal Civil Service

Using a variety of data sources, this article compares the earnings, occupations, educations, mobility, handling of subordinates, interactions with supervisors, job satisfaction, and rates of promotion and turnover of men and women in middle-management positions in the federal civil service. Management of problem employees does not differ significantly between the sexes, but women have more problems with their own supervisors than do men. Overall, women are as satisfied as men with the fairness of their treatment, but the women are much more likely to say they have recently lost a job or job reward due to discrimination or a “buddy system.”

scholarly journals The Impact of Overseas Training on the Performance of Bangladesh Civil Service: The Case of AIT Extension Training, Thailand

2021 ◽  
Vol 3 (2) ◽  
pp. 103-124
Author(s):  
Mohammad Ali Haider ◽  
Shamim Noor
Keyword(s):  
Service Management ◽  
Civil Service ◽  
Training Programme ◽  
Civil Servants ◽  
Overseas Training ◽  
Service Training ◽  
Training Policy ◽  
The Government ◽  
The Impact ◽  
Training Opportunities

Public administration has to compete with private sectors in terms of quality service delivery to citizens. In this context, civil service training, especially overseas training, has been considered the most significant requirement to increase the performance of the Bangladesh Civil Service. This article tries to explore the impact of overseas training on the performance of the Bangladesh Civil Service. To achieve this objective, this study interviewed Bangladesh Civil Servants who participated Asian Institute Training (AIT) Extension training programme from 2016 to 2018. A mixed-method was applied to analyse the collected data. It found that Bangladesh Civil Servants, who have received AIT Extension training, were satisfied with the training management of AIT. Participants believed that such overseas training positively contributes to enhancing the performance of the Bangladesh Civil Service. However, this study also disclosed that fewer overseas training opportunities for young civil servants, lack of need-based training, and poor management of overseas training policy are the main obstacles in Bangladesh Civil service management. This article strongly recommends that there must be a detailed overseas training policy management and more collaboration with international training institutes to get better performance from the government officers in Bangladesh.

scholarly journals Civil Service Management in Devolved Government: Reconciling Local Accountability and Career Incentives in Pakistan

2012 ◽  
Vol 17 (Special Edition) ◽  
pp. 425-445
Author(s):  
Musharraf Rasool Cyan
Keyword(s):  
Organizational Change ◽  
Service Delivery ◽  
Service Management ◽  
Civil Service ◽  
Fiscal Decentralization ◽  
Decentralization Reform ◽  
The Relationship ◽  
Career Incentives ◽  
Administrative Decentralization ◽  
Made In

This paper looks at the case of Pakistan’s decentralization reform of 2001–09 and its impact on civil service management. A key point made in this paper is that the relationship between organizational change and civil service is, by no means, unidirectional. The issues are viewed in the context of decentralization, its opportunities, and outcomes for efficiency and equity. We then evaluate whether administrative decentralization has enhanced or diminished the potential for political and fiscal decentralization for service delivery in Pakistan.

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