scholarly journals LEGAL RESTRICTIONS ON WOMEN'S PARTICIPATION IN THE TASKS OF PUBLIC ADMINISTRATION IN UKRAINE

2020 ◽  
Keyword(s):  
Public Administration ◽  
Social Protection ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Activity ◽  
Women's Participation ◽  
The Social ◽  
Legal Restrictions ◽  
The Impact

Introduction. The article is devoted to the analysis of the content of the institute of legal restrictions imposed on a woman who is in the civil service and performs tasks in the field of public administration. On the basis of the provisions of acts of international law and the laws of Ukraine on Civil Service, found that for women - civil servants subject to special legal restrictions, which are provided by law bans involvement of women in certain forms of their professional duties and tasks for narrowing their total workload to preserve their health and create conditions for full implementation of the social function of the mother. The main results of the study. It is proved that the relevant legislation on public service both Ukraine imposed restrictions on female civil servant to attract her to the tasks of public administration and, at the same time, it focused on social protection. This approach is contributes to the establishment of a regime of "normal living conditions for civil servants. In particular, under the law relating to limiting women's participation in official missions, limiting working hours for women, limitations associated with the transfer of female civil servant to another location and so on. Particular attention is paid to the specifics of women's performance in the field of public administration of defense and national security. It is established that many legal restrictions for women in these areas are not always observed. In particular, attention is focused on unequal age conditions for concluding a contract for military service for women, the established age limit for female conscripts, regardless of service, and the ability of men to serve in the army for 15 years longer than women. The latest changes in the legislation to correct this situation are also disclosed. Conclusions. It is noted that the legal restrictions provided for in the legislation, which are provided for women involved in public administration, despite their positive impact, narrow in some way the scope of their professional opportunities, as well as limit the actual ability to exercise power. However, their inherent social nature and the state must provide adequate compensatory mechanisms stimulating professional activity of women civil servants and minimize the impact on female civil servant consequences relevant restrictions. In its turn, optimal administration of such measures is intended to increase not only the professional performance of women as public administrators, but also enhance the social effectiveness of public administration in general.

scholarly journals The state personnel in conditions of reform of public administration in Ukraine

2018 ◽  
Vol 6 (3) ◽  
pp. 39-47
Author(s):  
T. Y. Vytkо
Keyword(s):  
Human Resources ◽  
Public Administration ◽  
Civil Service ◽  
Professional Competence ◽  
Human Resources Management ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Activity ◽  
Academic Degree ◽  
Resources Management

The peculiarities of the implementation of the public administration reform have been characterized, focusing on such areas of the reform as modernization of the civil service and human resources management. The article deals with the civil servant, who is the main object of the reform of the civil service, and its subject. The requirements for candidates for entering to civil service have been analyzed, namely, academic degree, general and special qualification, capability.The main aspects of the civil servant career in Ukraine are depicted graphically; the detailed analysis is done considering the provisions of the current legislation and implementation practice in Ukraine and some foreign countries. Some rights, duties and restrictions on civil servants, which are defined in the current legislation, are described. The main problem aspects of professional activity of civil servants in the context of adapting current legislation to European standards (conducting competition for civil service positions, evaluating the results of official activity, promotion, raising the level of professional competence, remuneration of labor, etc.) have been revealed. The analysis of the involvement of public associations and independent experts in personnel processes, as well as the issue of remuneration of civil servants. It is noted that the civil servant must meet the established requirements, actively react to all the challenges of society, act in accordance with the current legislation, and constantly increase his level of professional competence and be a single entity with the system of public administration. The emphasis is placed on the lack of an effective automated human resources management system in the civil service and the importance of its creation for the effectiveness of the civil service of Ukraine and the professional activity of civil servants in particular.

TERMINATION OF CIVIL SERVICE

2020 ◽  
Vol 59 (10) ◽  
pp. 98-100
Author(s):  
Samira Eldar Mehraliyeva ◽  
Keyword(s):  
Key Words ◽  
Public Administration ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
Legal Basis ◽  
The Law

The responsibility of civil servants in public administration in a democratic environment is one of the central issues. The responsibility of civil servants and the grounds and conditions of termination are specified in the Law on Civil Service, which is the main legislative act implementing sectoral regulation, which emphasizes the importance of this issue. The article briefly analyzes the civil service position and civil servant, the legal basis, the concept of responsibility as a legal phenomenon, and the grounds for termination. Key words: civil service position, civil servant, termination, responsibility, restrictions

SALARY AS AN ELEMENT OF SOCIAL WARRANTIES IN STATE CIVIL SERVICE

2015 ◽  
Vol 10 (3) ◽  
pp. 89-97
Author(s):  
Орлова ◽  
Valentina Orlova ◽  
Тихомирова ◽  
Olga Tikhomirova
Keyword(s):  
Social Protection ◽  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
Personnel Policy ◽  
Highly Efficient ◽  
The Status ◽  
The Creation

The article discusses current problems of improving the regulatory provision of social guarantees for civil servants, forming a system of payment to civil servants. The authors foresee the creation of highly efficient civil service by improving competence and professionalism of civil servants, establishment of the status of civil servant. It is justified to consider one of the priorities of personnel policy creating a system of social protection of civil servants.

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 PROFESSIONAL COMPETENCE OF CIVIL SERVANTS AS A FACTOR OF SUCCESS OF PUBLIC MANAGER

2020 ◽  
pp. 152-157
Author(s):  
A. Zhulavskiy ◽  
V. Hordiienko ◽  
N. Malko
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Professional Competence ◽  
Civil Servant ◽  
Civil Servants ◽  
Public Authorities ◽  
Effective Work ◽  
Public Administration Reform ◽  
European Standards ◽  
State Body

The article is devoted to the actual issues of professional competence of civil servants in the system of effective public administration. It was found out that official duties of a state body require professional knowledge and certain competencies of a civil servant how to properly apply them. The analysis of the legislative and regulatory framework in the field of civil service shows that a concept as "professional competence of civil servants." Undergoes formation of its foundations and development. The precondition for the formation of competencies for an employee is determined by the position requirements and job responsibilities. The role of the head of the state body, his/her vision and style of management of the institution and staff, his/her fairness and professionalism in the selection of specialists play an important role. The analysis of the procedure of civil servant evaluation, servant’s activities during the last year and the effectiveness of the tasks set by the head of the civil service indicates a constant need to increase the level of professional competence of the employees. Activities of an HR specialist or service, who is responsible for supporting employees in personal, professional and competence growth through elaborating individual plans and training schemes. Approaches to evaluate activities of civil servants and impact of these activities were identified. The current state of implementation of the system of training and re-training, the basic requirements and types of educational services, platforms, including online, were assessed. Basic requirements to professional competence of civil servants necessary for effective work of public authorities were identified. The ways to solve and improve the mechanisms of realization civil service policies, namely improvement of the system of increase of professional competence of civil servants, were suggested. Considering the long-term public administration reform in Ukraine, the government's focus on the gradual provision of public institutions with competent and professional employees who would meet European standards, was identified.

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.

De-Bureaucratization of Public Administration is a Key Condition for Improving the Efficiency of the National Economy

2018 ◽  
Vol 7 (2) ◽  
pp. 23-26
Author(s):  
В. Столярова ◽  
V. Stolyarova
Keyword(s):  
Public Administration ◽  
Service Management ◽  
Civil Service ◽  
Professional Activity ◽  
Federal State ◽  
The Public ◽  
Successful Solution ◽  
Effi Ciency ◽  
The Impact ◽  
State Body

The article shows some problems of improving the effi ciency of public administration and the impact on it of the professional activity of civil servants. The main reasons for restraining the development of the public civil service due to the lack or insuffi cient scientifi c and economic justifi cation of the necessary socioeconomic mechanisms for the rational regulation of the creation of the necessary conditions for this are identifi ed. Based on the analysis of the results of the implementation of the Concept of reforming the civil service system, the article notes that along with the successful solution of a number of problems in this area, key tasks on these issues have not been solved so far. These include: the absence to date of the Federal state body for civil service management, since 2014 suspended the development and implementation of programs for the development of the public civil service; the principle of interaction between the state and citizens — “de-bureaucratization”, which was defi ned in the above-mentioned Concept in 2001, etc., is completely ignored in the system of public administration. the article off ers some recommendations for solving these problems, as well as for improving the system and structure of Federal Executive bodies.

scholarly journals Scientific interpretation of the essence of the mechanism of dismissal of civil servants

1970 ◽  
pp. 227-232
Author(s):  
Anna Kutsevych
Keyword(s):  
Legal Status ◽  
Civil Service ◽  
General Procedure ◽  
Civil Servant ◽  
General Concept ◽  
Civil Servants ◽  
Public Authorities ◽  
The Social ◽  
Service Legislation ◽  
Final Settlement

Professionalism and competence of the staff of public authorities is one of the most important tasks of our country in the way of development and strengthening of the personnel policy of the civil service of Ukraine. In this article, we set out how to interpret the concept of "liberation" in the scientific literature of our country. It is analyzed what specificity is inherent in this concept in the context of civil servants and how the dismissal of civil servants differs from the dismissal of other categories of employees. It is concluded that the civil service legislation defines special, in relation to the general procedure, grounds for dismissal of civil servants, which is the main criterion for the selection within the mechanism of dismissal of civil servants a number of mechanisms for dismissal of civil servants for each of them. It has been established that the mechanism for dismissal of civil servants is an interconnected concerted procedural action of the civil servant and civil servant aimed at repaying the duties of the civil servant and civil servant to one another. Elements of the mechanism for dismissal of civil servants are a set of mechanisms for each individual ground of dismissal of a civil servant, each of which forms a specific set of tools. It is summed, that general concept of the mechanism of dismissal of civil servants should be reduced to a set of legal remedies, which envisage the interconnected concerted procedural actions of the head of civil service and civil servant, aimed at repaying the duties of the head of civil service and civil servant to each other and legal registration of termination of labor legal relations employee on the grounds stipulated by the current legislation on civil service, including the occurrence of circumstances that cause termination of civil serv the issuance of an order or order by the head of the civil service to terminate the civil service, to issue a properly completed employment record and to make a final settlement, which results in a change in the social and legal status of the parties to the civil service relations with respect to each other.

Evolution of public administration in the post-Soviet. Turkmenistan

2020 ◽  
Vol 22 (5) ◽  
pp. 98-118
Author(s):  
ALYM K. ANNAMURADOV ◽  
◽  
OVEZDURDY B. MUKHAMMETBERDIEV ◽  
MURAD O. HAITOV ◽  
◽  
...  
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
The State ◽  
Civil Servants ◽  
Historical Changes ◽  
Special Place ◽  
Independent States ◽  
World Class ◽  
New Independent States

The article examines the formation of the statehood of modern Turkmenistan through the prism of historical changes that have occurred in the post-Soviet countries. It is noted that after 1991 all former republics of the USSR built new independent states on a fundamentally different basis – interaction between government and society. The authors emphasize that the establishment of trust between the state as an institution and citizens is possible under certain conditions, among which a special place is occupied by a clear organization of civil service and the professionalism of civil servants. The measures that have already been implemented and are being taken by the leadership of Turkmenistan at the present time to solve these problems are considered. It is noted that Turkmenistan acts within the framework and in accordance with the key world-class standards regarding the requirements for the organization of civil service. The measures taken in the country to combat corruption are analyzed.

Administrative elites and the crisis: what lies ahead for the senior civil service in Greece?

2014 ◽  
Vol 80 (4) ◽  
pp. 709-725 ◽  
Author(s):  
Calliope Spanou
Keyword(s):  
Public Administration ◽  
Economic Crisis ◽  
Civil Service ◽  
Civil Service Reform ◽  
The Public ◽  
Administrative Elites ◽  
The Impact ◽  
The Relationship

The nature of the relationship between the public administration and politics and the subsequent role of the administration appear to be incompatible with the emergence of an administrative elite. After analysing the reasons for this incompatibility, the article explores the impact of the measures taken in the wake of the economic crisis on the civil service and its reform, and also the prospects for the development of a senior civil service. The key, and also the challenge, to any change in this direction remains the rebalancing of the relationship between the public administration and politics. Points for practitioners What might interest practitioners is the issue of the conditions of effectiveness of civil service reform in times of economic crisis and significant pressure.

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