scholarly journals Context as a Factor in Senior Civil Service Reform: Opinions and Attitudes of Senior Executives in Lithuania

2016 ◽  
Vol 9 (1) ◽  
pp. 124-152
Author(s):  
Remigijus Civinskas ◽  
Mindaugas Kaselis ◽  
Saulius Pivoras
Keyword(s):  
Empirical Research ◽  
Civil Service ◽  
Service System ◽  
Research Data ◽  
Policy Formation ◽  
Civil Servants ◽  
Senior Executives ◽  
Structured Interviews ◽  
Civil Service Reform ◽  
Role Identities

Abstract This article analyses the contextual factors and their impact on the planned creation of senior civil service (henceforth, SCS) within the Lithuanian civil service system since 2008. Based on a survey of Lithuanian senior executives’ conducted in 2014 and qualitative semi-structured interviews, the aim of this article is to reveal and explain incentives and obstacles of SCS reform in Lithuania. Empirical research data clarifies attitudes of senior civil servants and their role perceptions. Senior executives’ attitudes towards the establishment of the SCS system were clearly positive. However, the research data reveals that supportive attitudes depend on the perception of the roles of senior executives. Senior civil servants who perceived themselves firstly as actors in policy formation and policy implementers were much more favourable towards the creation of SCS than senior civil servants with other role identities.

The Changing Face of Georgia's Merit System: Results from an Employee Attitude Survey in the Georgia Department of Juvenile Justice

2003 ◽  
Vol 32 (2) ◽  
pp. 267-278 ◽  
Author(s):  
Charles W. Gossett
Keyword(s):  
Organizational Commitment ◽  
Juvenile Justice ◽  
Civil Service ◽  
Service System ◽  
Civil Service Reform ◽  
Attitude Survey ◽  
New Employees ◽  
Merit System ◽  
The Impact ◽  
At Will

In 1996, the state of Georgia passed a radical civil service reform law that, in effect, removed all new employees from the traditional civil service system and made them “at-will” employees. Additionally, many functions, such as recruitment and classification, were decentralized to the operating agencies. This study attempts to review the impact of these changes on employees in one of the agencies, the Department of Juvenile Justice. A comparison is made of the attitudes of employees who are covered by civil service regulations and those who are not, principally with respect to organizational commitment and loyalty. The results of the survey suggest that, to date, the impact of these reforms on commitment and loyalty is not significant.

scholarly journals MOTIVATION OF CIVIL SERVICE IN UKRAINE

2021 ◽  
Vol 2021 (1) ◽  
Author(s):  
A. Zhulavskyi ◽  
V. Gordienko ◽  
N. Malko
Keyword(s):  
Public Administration ◽  
Corporate Culture ◽  
Civil Service ◽  
Civil Servants ◽  
Professional Activity ◽  
Remote Work ◽  
Civil Service Reform ◽  
Current State ◽  
Public Servant ◽  
The Government

The article is devoted to the actual issues of the civil service reform in the direction of motivating the civil service, where a personal interest of a public servant is the key to the success of execution of the government tasks that are necessary to perform state functions at the appropriate professional level. An analysis of the existing features of the motivation of the civil service, which are determined in accordance with current regulations in Ukraine, was performed. The possibilities of improving the modern civil service as part of effective public administration by forming effective proposals, which are based on the analysis of the experience of European countries, were identified. The analysis of the legislative and regulatory framework in the field of civil service revealed problematic issues regarding the unequal of the financial remuneration of employees. The current state of ensuring the remuneration of civil servants was assessed. The formation of the salary of employees with mandatory and incentive payments in relation to the minimum wage in the country as of December 2020 was analyzed. Intangible motivations, such as positive honors (awards) for achievements in the professional activity of civil servants, offering remote work, and encouraging employees with corporate culture, which can be used by the head of the civil service office to create a favorable positive atmosphere. Contrary, in certain situations in a public body, negative incentives, e.g. punishment for improper performance of duties or inaction, were investigated. The peculiarities of the motivation of the civil service in Ukraine were identified taking into account experience of France in building a career matrix for the promotion of civil servants in public administration. Shortcomings in the practical components of the application of motivation in working with staff are partially revealed. The directions of reforming and methodical approaches of the civil service in terms of motivation were suggested. The ways of solving and improving the mechanisms of realization of the state policy in the sphere of civil service, namely the improvement of the system of motivation of civil servants were offered. The practical components of motivation were revealed, new mechanisms for improving the implementation of civil service reform were proposed.

scholarly journals Police service in the civil service system: foreign experience of some democratic states

2020 ◽  
Vol 4 (4) ◽  
pp. 29-34
Author(s):  
Andriy Ivanytsya
Keyword(s):  
Police Officers ◽  
Civil Service ◽  
Service System ◽  
Service Selection ◽  
General System ◽  
The State ◽  
Civil Servants ◽  
The European Union ◽  
Organizational Models ◽  
The Republic

he study analyzes the experience of advanced democracies, as well as some postSoviet states that have implemented successful reforms and joined the European Union, on models for building a civil service system and the division of civil servants into categories, types and groups. It is noted that the civil service is classified according to various criteria, in accordance with the division by branches of government service is allocated in the legislative, executive, judicial branches, there is a division into civil, specialized and militarized civil service (the latter include police). It is emphasized that the specifics of the civil service system and, accordingly, the place of service in the police were influenced by a number of factors, namely the historical development of the state, the legal system, the form of the state. In accordance with such traditions, there are three groups of models of foreign civil service: organizational models with a division into centralized and decentralized, a model of openness with a division into career, job or open, Anglo-Saxon and continental (from the standpoint of Western civilization). It is also outlined that due to traditions in the world, the terms "civil service", "public service", "civil service" are interpreted differently. Specific examples of division into different categories of civil servants and the place among such division in France, Germany, Hungary are considered. Particular attention is paid to the legislation of the Republic of Lithuania, which regulates civil service and the place of service in the police in the general system. It is noted that police officers are statutory civil servants who are subject to special legislation determining the specifics of service, selection and dismissal, their system of ranks, etc., and who are not covered by the Law "On Civil Service" of the Republic of Lithuania.

scholarly journals Towards a Managerial Public Service Bargain: The Estonian Civil Service Reform

2018 ◽  
Vol 11 (1) ◽  
pp. 135-154 ◽  
Author(s):  
Cerlin Pesti ◽  
Tiina Randma-Liiv
Keyword(s):  
Empirical Study ◽  
Performance Management ◽  
Public Service ◽  
Civil Service ◽  
Participant Observation ◽  
Research Question ◽  
Analytical Framework ◽  
Civil Servants ◽  
Service Research ◽  
Civil Service Reform

Abstract The aim of this article is to explore and explain the 2012 civil service reform in Estonia. The study builds on the concept of public service bargain, which facilitates the operationalization of changes in the civil service system. Although public service bargain has attracted a lot of interest of public administration scholars, it has not been previously applied in the civil service research in Central and Eastern Europe. The theoretical part synthesizes previous literature on typologies of public service bargain, thus elaborating an analytical framework for the empirical study. The empirical study addresses the following research question: did the civil service reform change the public service bargain in Estonia and if so, how ? The empirical research was carried out by relying on desk research, secondary literature on Estonian administrative reforms and participant observation. The study builds partly on the materials collected for the EUPACK case study on Estonia. The analysis shows that the civil service reform brought along changes in all three components of public service bargain: reward, competency and loyalty, although the agency-type bargain was retained. The shift towards the managerial public service bargain is evidenced in the greater emphasis on flexibility in employment relations, the use of fixed-term contracts, increased private-sector-style practices at all levels of the civil service, an emphasis on performance management, and the reduction of job security. Despite the widespread criticism of NPM, the Estonian civil service reform presents a “textbook case” of managerial NPM-oriented reform. It is argued that substantially diminished rewards may contribute to a vicious circle of temporary civil servants, including problems with recruiting new officials and a further increase in their turnover, ultimately leading to a “temporary state”. The loyalty of civil servants may in turn shift towards instrumental, short-term and easily influenced or changing loyalty, thus challenging the fundamental values of democratic governance.

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

2019 ◽  
Vol 12 (5) ◽  
pp. 15
Author(s):  
Guzel Vasilevna Rakhimova ◽  
Dmitry Evgenyevich Martynov ◽  
Yulia Aleksandrovna Martynova ◽  
Glushkova Svetlana Yurievna
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Service System ◽  
Civil Servants ◽  
Fourth Generation ◽  
Positive Experience ◽  
Selection Processes ◽  
The People ◽  
Adoption And Implementation ◽  
Moral Standards

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

scholarly journals The Causes and Status of Civil Service Reforms in Korea

2002 ◽  
Vol 16 (2) ◽  
pp. 67-76
Author(s):  
Geunjoo Lee
Keyword(s):  
Public Management ◽  
New Public Management ◽  
Civil Service ◽  
Service System ◽  
System Reform ◽  
Civil Service Reform ◽  
New Public ◽  
The Status ◽  
Environmental Causes ◽  
Major Factors

This paper seeks to evaluate the status of civil service reform, which followed the prescription of the so-called neo-liberalism and new public management. The first part of the paper explores the environmental causes that brought about the recent civil service system reform in Korea. Major factors that shape the details of civil service reform are examined. The second part of the paper reviews the reform effort and assesses the outcomes of the reform programs. The tentative evaluation shows that some civil service reform programs produced noticeable achievement while others are in need of continouos attention.

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.

Civil Service Reform Is Dead: Long Live Civil Service Reform

2020 ◽  
pp. 009102602098202
Author(s):  
James R. Thompson
Keyword(s):  
Civil Service ◽  
Service System ◽  
Punctuated Equilibrium ◽  
Small Scale ◽  
Federal Employees ◽  
Civil Service Reform ◽  
Distinctive Features ◽  
Terrorist Incident ◽  
Recent Developments ◽  
Dynamic Element

The federal civil service system is widely regarded as obsolete. The pay of federal employees bears little relation to the market, narrowly defined jobs hamper the assignment of tasks, and byzantine hiring rules impede the procurement of needed skills. The theory of punctuated equilibrium holds that an episode of rapid and dramatic change portends, that the pressures for change will build and that some exogenous event will trigger a reform event similar to what happened in the mid-2000s subsequent to the 9/11 terrorist incident. Does another episode of punctuated equilibrium impend or is change more likely to occur in an incremental manner? Distinctive features of the policy subsystem make evident the improbability of another episode of “grand reform.” Recent developments further highlight a dynamic element whereby small-scale adjustments are being employed to address some of the system’s most dysfunctional aspects.

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