Moral and Ethical Problems of Public Service Development

2021 ◽  
pp. 18-22
Author(s):  
E. Il'chenko ◽  
O. Gorina
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Civil Servants ◽  
Service Development ◽  
Government Programs ◽  
Ethical Problems ◽  
The Public ◽  
Separate Region ◽  
Structural Entity

The civil service is a structural entity endowed with a certain amount of competence and authority necessary for the implementation of the tasks assigned to it. An analysis of the effectiveness of the public administration sector indicates a clear relationship between the activities of civil servants and the performance of government bodies. The quality of the work of the authorities has a significant impact on the effectiveness of the implementation of government programs. Modern conditions for reforming the civil service require civil servants to have such qualities as: education, upbringing of civil servants, their professionalism, driving motives for entering and passing the civil service. It becomes obvious that the lack of these qualities among civil servants reduces the effectiveness of the implementation of government initiatives. The article presents the results of research on the moral and ethical problems of the development of the state civil service at the level of the country and a separate region.

scholarly journals ANALYSIS AND DIRECTIONS FOR IMPROVING THE SYSTEM OF INCENTIVES FOR EMPLOYEES IN THE CIVIL SERVICE

2021 ◽  
Vol 9 (2) ◽  
pp. 49-61
Author(s):  
Elena Ivanova ◽  
Elena Kolesnichenko
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Objective Assessment ◽  
Civil Servants ◽  
Equal Opportunities ◽  
Actual Problem ◽  
The Public ◽  
Regional Administration ◽  
Effective Use ◽  
Combination Of Material

The article examines the actual problem of stimulating the work of civil servants. The authors analyzed the theoretical aspects of motivation and stimulation and concluded that the interpretations of the concepts of motivation and stimulation have significant differences, and the emphasis should be on the combination of material and non-material tools. The analysis of the motivation system for civil servants was carried out on the basis of materials from one of the departments of the regional administration. It was revealed that for certain structural divisions of the civil service, an outflow of personnel is characteristic, and the main reasons are: dissatisfaction with the level of material support; discrepancy between the level of wages and the costs of individual resources for the implementation of labor activities; lack of recognition of their merits. The authors analyzed the content of tangible and intangible instruments in the public administration system and concluded that the main principles of intangible incentives for civil servants should be: justice, equal opportunities, objectivity, consistency, transparency, awareness. Recommendations on the effective use of the system of non-material incentives are offered: ways of non-material incentives for an employee should be tangible; carry out only an objective assessment of the results of activities; the criteria should be made clear, transparent and easily verifiable; the indicators, in accordance with the achievement of which the incentive is carried out, must be achievable; control at all stages of measures for non-material incentives for employees.

scholarly journals DIGITAL COMPETENCIES OF STATE CIVIL SERVANTS OF THE RUSSIAN FEDERATION: CURRENT STATE AND DIRECTIONS OF DEVELOPMENT

2021 ◽  
Vol 2 (53) ◽  
pp. 187-196
Author(s):  
 I.V. Sushkova ◽  
◽  
 A.S. Garkavtseva ◽  
Keyword(s):  
Public Sector ◽  
Russian Federation ◽  
Civil Service ◽  
Digital Transformation ◽  
Civil Servants ◽  
Teaching Staff ◽  
The Public ◽  
Digital Competencies ◽  
The Russian Federation

Annotation Subject. Digital competencies of State civil servants of the Russian Federation Topic. The importance of digital competencies of civil servants of the Russian Federation in the system of public administration and the main approaches to their formation and development. Goals. Analysis of the results of the development of digital competencies in the public sector in order to form a unified approach to the methodology of teaching the basics of digitalization in the public sector. Methodology. Methods of statistical, graphical, system analysis, grouping methods, comparative analysis of statistical data, expert evaluation, as well as assessment of the regulatory framework in the field of competencies in the civil service of the Russian Federation were used in the research. Results. Based on the analysis of the results of the development of digital competencies in the public sector, it is possible to draw conclusions about the need for a high-quality study of the composition of digital transformation teams, a responsible approach to the appointment of digital transformation managers, as well as the need to develop a unified methodology for teaching the basics of digital transformation, both the teaching staff and civil servants of the Russian Federation. To solve this problem, it is proposed to form a single categorical and terminological apparatus, to define unified requirements and approaches for the appointment of those responsible for digital transformation in state bodies, as well as to develop methodological recommendations that define the main aspects of the organization of the learning process. In order to improve the quality of teaching the basics of digital transformation in the field, it is advisable to develop a course aimed at training the teaching staff. Scope of application. State authorities of the Russian Federation and the subjects of the Russian Federation. State Civil Service of the Russian Federation. Conclusions. The transition to the information society is characterized by the formation of new relationships between the individual and the government, the improvement of the quality of life, the emergence of conditions for business development, the use of innovative solutions. Today, there is a high demand for information technologies in the public sector, government agencies are focused on customer orientation, and actively implement an innovative approach. The process of mastering the digital competencies of state civil servants of the Russian Federation will allow optimizing the organizational work of state structures. Keywords: State Civil Service of the Russian Federation, competencies, digital competencies, digitalization, digital transformation, competence model.

Myanmar civil service reform risks a two-tiered system

2015 ◽  
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Civil Servants ◽  
Third Wave ◽  
Civil Service Reform ◽  
Administration System ◽  
Content Type ◽  
The Public ◽  
Tiered System ◽  
The Government

Subject Outlook for civil service reform in Myanmar. Significance On April 21, the government confirmed that permanent secretaries, abolished in 1962, will be reintroduced into the public administration system. The decision is part of President Thein Sein's "third wave" of reforms, following commensurate political and economic measures after the 2010 elections and Myanmar's transition to semi-civilian government. By restoring this most-senior bureaucratic post, Naypyidaw intends to enhance the bureaucracy and signal its intention to modernise public administration. Impacts Further civil service reform will require the government to define the centre-province administrative balance. Until then, civil service reforms may initially be felt in urban centres only. Additional pay may be required for civil servants.

scholarly journals Mechanisms for the development of staffing of the civil service: theoretical aspect

2020 ◽  
Vol 45 (2) ◽  
pp. 204-212
Author(s):  
Nataliia Obushna ◽  
Serhii Selivanov
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Main Idea ◽  
Theoretical Aspect ◽  
The State ◽  
Point Of View ◽  
Civil Servants ◽  
Service Development ◽  
European Standards ◽  
Mechanisms Of Development

New requirements for public administration put forward requirements for the civil service and its main resource – civil servants able to provide quality services and work to achieve results in the public interest, apply European standards of public administration and make public policy in the face of change. In turn, the need to address the challenges outlined above revisits the theoretical foundations related to the development of the staffing potential of the civil service (SРСS) and the improvement of the state-administrative mechanisms that provide it. The main idea of the article is to theoretically substantiate the mechanisms of development of the SРСS in the conditions of anthropological orientation of public administration. The state of the research of the phenomenon of «staffing potential of the civil service» in the scientific discourse is analyzed and its conceptual-categorical apparatus is developed. The essence of such basic definitions of the work as «staffing potential of the civil service», «development of staffing potential» has been established. At the same time, attention is paid to the fact that in the process of studying the essence of the SРСS, we turn to the subjective factor, but not in its individual-personality manifestation, but take it in a holistic-generalized, formed into a single complex of abilities (possibilities). The mechanisms of development of the SРСS are defined as an integral set of norms, principles, methods, tools and levers of influence, through which conditions are created for the development of the capabilities and capabilities of civil servants to perform professional tasks and implement state functions. The composition and structure of the SРСS from the point of view of its development have been specified and on this basis, the mechanisms of public administration of this process have been identified, namely, organizational and legal, resourceful, motivational and informational and communicative. It is established that the identified mechanisms for the development of the staffing potential of the civil service interact closely with each other. Thus, the identified mechanisms for the development of the SРСS form organizational, legal, motivational-value and other integrated ways of stimulating the civil service personnel to self-knowledge, self-improvement and self-realization in order to solve public tasks and realize the functions of public administration in terms of its reform.

PERSONNEL POLICY IN MODERN CONDITIONS OF DEVELOPMENT AND REFORMING OF THE PUBLIC CIVIL SERVICE

2021 ◽  
Vol 2 (1) ◽  
pp. 57-62
Author(s):  
L. A. ZAPOLNOVA ◽  
Keyword(s):  
Power System ◽  
Public Administration ◽  
Public Service ◽  
Civil Service ◽  
State Power ◽  
Present Stage ◽  
Personnel Policy ◽  
The Public ◽  
Effective Performance

In the rapidly changing conditions of the reform of the state power system the effective performance of state bodies is determined by the quality of the tasks assigned to its personnel. The basis of the staffing of public bodies is public service. That is why at the present stage of the development of society, a powerful tool for improving the efficiency of public administration is personnel policy in the public service. All this confirms the relevance of the issues raised in the article.

scholarly journals Features of personnel management in the public service system of the republic of Kazakhstan

2021 ◽  
Vol 101 (1) ◽  
pp. 57-69
Author(s):  
Yu. Kim ◽  
Keyword(s):  
Social Security ◽  
Public Administration ◽  
Personnel Management ◽  
Public Service ◽  
Civil Service ◽  
Service System ◽  
Civil Servants ◽  
Theory And Practice ◽  
The Public ◽  
The Republic

Object: It is a social relations, developing in the sphere of formation of the civil service in the Republic of Kazakhstan. National and other countries experience indicate that it is impossible to create an effective public service system without developing scientifically based and verified concepts and features of personnel management in the public service system, which would eliminate systemic contradictions in the legal regulation. The growth of scientific interest in the problems of theory and practice of public service has objective grounds of the study. Methods: Methods of grouping and classification, as well as methods of mathematical modeling, were used in the processing and systematization of data. An econometric model was constructed. Findings: While investigating the features of personnel management in the system of civil service of Kazakhstan, it was revealed that the civil service is based on certain principles, on the basis of which it is possible to carry out personnel planning to respond to changes in the needs of the public service. The authors hypothesized, there is a relationship between the indicator "Services in the field of public administration; services in the field of mandatory social security" and the factor "The list number of employees in the field, mandatory social security" and "The average monthly salary of civil servants". A regression analysis was performed to prove or disprove this hypothesis. Conclusions: Based on the analysis we can say with confidence, the hypothesis put forward about the relationship between the indicators in previous stage are confirmed. The authors comes to the conclusion that the staffing of civil servants is a necessary management process, since the effectiveness of the activities of public authorities is largely determined by the quantity and quality of resources for effective public administration

scholarly journals THE CURRENT STATE AND PROSPECTS OF PUBLIC ADMINISTRATION REFORM AFTER 2014 YEAR

2020 ◽  
pp. 217-233
Author(s):  
Vainius Smalskys ◽  
Svitlana Khadzhyradieva ◽  
Sergii Slukhai
Keyword(s):  
Public Administration ◽  
Public Perception ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
The Public ◽  
Public Administration Reform ◽  
Public Servant ◽  
Service Legislation ◽  
The Ideal

As for the civil service in Ukraine, we can identify a number of innovations aimed at improving the performance and ensuring the quality of civil service, namely: separation of administrative and political positions; clarification of the legal status of a civil servant; separation of civil service from political activity; establishing an exhaustive list of persons who are not subjected to the civil service legislation; introduction of a new approach to the classification of civil servants’ positions; a competency-based approach to the selection of candidates for the civil service; defining legislatively common approaches to entry, performance and separation from civil service; improving professional skills and professional training of civil servants, their labor remuneration, bonus payments and encouragement, as well as disciplinary responsibility.  Reforming the civil service legislation has become the most important step towards the public administration reform. Constant changes and amendments to the newly adopted legislation signify about it imperfection. Nevertheless, it should be noted that legislators and reformers are moving in the right direction. The data analyzed in the article show that Ukraine has come a long way from the Soviet civil service legacy. However, it is still in the middle of the road: these achievements must be supported by continuous efforts to render them irreversible and significantly improve the efficiency of public administration. The analysis of the sources in the article shows that the ideal picture of a public servant should correspond to his real perception. In fact, the public perception of civil servants in Ukraine is quite negative, as people see a striking difference between the reality and the ideal mentioned above. It turned out that the public servant, according to public perception, lacked almost all the necessary features. This demonstrates the enormous problems with civil servants in Ukraine due to the mismatch between public perception and the ideal image of a public servant. Thus, statistics show that the majority of respondents (about 70 percent) said that a Ukrainian civil servant is poorly qualified, tends to avoid solving complex cases, impatiently violates the law, demonstrates low respect for customers, is not trustworthy, is biased and interested in his own interests (puts one's own interests ahead of the public), non-result oriented, etc. The article concludes that public service reform in Ukraine should be supported not only by political measures that enhance the professionalism of employees, but also include procedures for changing public attitudes towards them. The negative perception of civil servants can be closely linked to the civil service itself: Ukrainians perceive it as a corrupt and bureaucratic institution that breaks innovation, does not care about cost-effectiveness, and does not perceive positive change.

scholarly journals Factors Determining Trust in Civil Service in Lithuania

2017 ◽  
Vol 16 (3) ◽  
pp. 405-423 ◽  
Author(s):  
Gabrielė Čepeliauskaitė ◽  
Rūta Petrauskienė
Keyword(s):  
Public Administration ◽  
Legal Status ◽  
Civil Service ◽  
Code Of Ethics ◽  
Social Situation ◽  
Civil Servants ◽  
Quality Of Services ◽  
Public Office ◽  
Main Factors

Trust in civil service is considered as the main condition for progress and prosperity in every country. The article analyzes civil service, which has a special legal status and the main responsibility for public administration in Lithuania. According to theoretical insights, trust in civil service can be defined as institutional level trust of civil servants, who have a legal status and implements public administration; it is formed on the use of public/administrative services or non-use basis and is characterized by low (civil servant vs. user) mutual knowledge, dependence and continuity. The main factors, which affects trust in civil service is honesty, interest, openness, justice, obligations and competence. The answers of EUPAN country experts showed that the main factors determining trust in civil service in European countries (Latvia, Estonia, Poland, Sweden, Finland, Croatia and the European Commission) is the image of civil service, the future prospects for cooperation, the pursuance of Code of Ethics, honesty, economic and social environment variability, suitability of civil servants to hold public office, quality of services, efficiency and dissemination of information. The factors found in the answers in the first part of the study were checked statistically with the public survey data in the case of Lithuania. The correlational analysis revealed that in Lithuania statistically significant correlations between trust other variables are observed in case of the image of civil service, economic situation of the country, suitability of civil servants to hold public office, the quality of services, integrity and dissemination of information. Meanwhile statistically insignificant factors were found to be cooperation and the pursuance of Code of Ethics, the country's social situation and contacting a public servant.DOI: http://dx.doi.org/10.5755/j01.ppaa.16.3.19339

scholarly journals INTERNATIONAL INTEGRAL INDICATORS FOR EVALUATION OF THE EFFICIENCY OF CIVIL SERVANTS IN EU COUNTRIES

2020 ◽  
Vol 4 (2) ◽  
pp. 59-70
Author(s):  
N. Podolchak ◽  
◽  
M. Khim ◽  
Keyword(s):  
Comparative Analysis ◽  
Public Administration ◽  
Civil Service ◽  
National Level ◽  
Civil Servants ◽  
General Description ◽  
The European Union ◽  
Eu Countries ◽  
Integrated Indicators

This article examines the main generally accepted indicators for assessing certain aspects of public administration, which are used in international practice. The study of these indicators will provide a general description of the quality of the existing system of public administration and the effectiveness and efficiency of its operation, as well as reflect the existing features of socio-political life and economic policy implemented in the country by public (primarily and largely public) government and administration. The authors selected integrated indicators of public administration for 6 countries for the period from 2012 to 2019. A comparative analysis of these indicators was conducted using benchmarking tools in some EU countries. The results of the study will allow a comparative analysis of trends in performance and professional and personal development of civil servants in some EU countries, identify factors influencing these indicators and understand how they can be improved, find strategies and practices that helped achieve the highest efficiency, study the experience of others countries that have already made changes that are relevant to us today. This, in turn, will allow to focus on achieving a specific goal, which outlines the ways of development of public administration and its individual mechanisms, to constantly monitor the level of its achievement, highlight existing problems, suggest ways to solve them, reform management levels and improve the efficiency of the entire public administration system. At the same time, the evaluation of performance results allows to record deviations from the planned course and to introduce appropriate corrective measures. It is established that in most countries there are changes that are accompanied by: - freeing up more resources in poor countries in order to improve socio-economic development; - reducing corruption and increasing control; - increasing the responsibility of civil servants to meet the needs of citizens, which is a key element in achieving prosperity. - the use of ICT to improve the quality of public services. There is currently no single system of public administration in the European Union. Economic, social, political and cultural aspects of each country, as well as time requirements and challenges form its characteristics. However, some generally accepted rules and principles are the same for all. The use of foreign experience of public administration will accelerate the process of successful reform of the functioning system of public administration in Ukraine and accelerate the achievement of the level of European countries, to which Ukraine is equal in its development. It should also be emphasized that to date in Ukraine a fairly limited number of integrated indicators are used to assess the effectiveness of the civil service, and our country is not included in all international rankings. It is recommended to develop evaluation systems at the national level that take into account the main temporal and regional features. The problematic aspects mentioned in the article significantly depend on the external environment, so their solution is directly related to the prospect of developing democratic principles of civil service control in Ukraine, taking into account the state of democratic processes in the civil service and civil service relations with the public.

Bureaucracy and Government Quality

2021 ◽  
pp. 640-661
Author(s):  
Carl Dahlström ◽  
Victor Lapuente
Keyword(s):  
Public Administration ◽  
Civil Servants ◽  
Service Systems ◽  
Political Connections ◽  
Public Employees ◽  
The Public ◽  
Good Government ◽  
Pros And Cons

How does the way the bureaucracy is organized affect the quality of the public policies delivered? This chapter focuses primarily on the role of human resources in the public sector and its impact on good government. We argue it is specifically important how bureaucrats are recruited, promoted, dismissed, and incentivized; what public administration scholars refer to as “civil service systems.” Building on the more than 75-year-old discussion between Carl Friedrich (1940) and Herman Finer (1941), we explore the pros and cons of having public employees who are directly accountable to their political masters vis-à-vis public employees who are politically autonomous. The review of the available evidence indicates that, all other things being equal, civil servants’ autonomy leads to less corrupt, and more effective governments in comparison with polities where civil servants owe their positions to political connections. The chapter concludes that civil servants should be directly accountable to their professional peers instead of their political superiors.

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