scholarly journals PENGUATAN SIKAP INTEGRITAS MELALUI PELATIHAN DASAR CALON PEGAWAI NEGERI SIPIL

2020 ◽  
Vol 3 (2) ◽  
pp. 275
Author(s):  
Amat Budiman
Keyword(s):  
Civil Service ◽  
Organizational Management ◽  
Civil Servant ◽  
Work Climate ◽  
Civil Servants ◽  
Basic Training ◽  
Organizational Goals ◽  
Moral Principles ◽  
The Status ◽  
Positive Work

Civil Servants (PNS) are part of the State Civil Service (ASN). Before being sworn in to become part of the ASN, PNS had the status of Civil Servant Candidates (CPNS). CPNS are then required to take Basic Training (Latsar) in order to have an attitude of integrity at work. Integrity is a mess to ensure consistency in the work of civil servants so that the organization moves towards a positive work climate. This article aims to describe the importance of strengthening the integrity of the CPNS through basic training. This article uses a literature approach to describe a topic in a systematic manner. Integrity behavior shows how a person has consistency in moral principles that are used as a guide in making decisions. Integrity is able to provide learning regarding work dedication. Strengthening integrity can be done gradually. Thus, integrity is expected as a form of organizational management that moves groups of individuals to achieve organizational goals.

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.

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

scholarly journals The current state of legal regulation of the release of civil servants: positive and negative aspects

Social Law ◽  
2019 ◽  
pp. 118-125
Author(s):  
А. Kutsevich
Keyword(s):  
Final Stage ◽  
Civil Service ◽  
Labor Relations ◽  
Civil Servant ◽  
Legal Regulation ◽  
Civil Servants ◽  
Current State ◽  
Labor Legislation ◽  
The Law

The specificity of the legal regulation of passing civil service in Ukraine (labor relations with civil servants) is that it is at the same time implemented by the rules of labor legislation and the rules of special legislation on civil service. The dismissal from the civil service is the final stage of its passage, which is accompanied by the loss of the civil servant status. Legal regulation of the order of civil servants dismissal is carried out taking into account the priority of special norms over the general ones, that is, first of all, the provisions of the Law of Ukraine “On Civil Service” apply. This article explores the current state of regulation of dismissal of civil servants. It has been established that it is a dismissal of civil servants and what are the grounds for it. It is determined how the dismissal of civil servants at each stage of this process is regulated. Positive and negative aspects of the current state of legal regulation of the dismissal of civil servants are highlighted.

scholarly journals Theoretical-legal analysis of the provisions of encouragement of civil servants

2020 ◽  
pp. 71-75
Author(s):  
O.V. Seletskyi
Keyword(s):  
Civil Service ◽  
Civil Servant ◽  
Legal Regulation ◽  
Civil Servants ◽  
Legal Analysis ◽  
Professional Activities ◽  
Public Recognition ◽  
Definition Of ◽  
Correct Understanding ◽  
State Body

One of the main factors for ensuring effective and honest work of civil servants is the formation of proper motivation and remuneration for the performance of tasks. Officials, along with other employees, strive public recognition of the results of their work. Encouragement of civil servants promotes the development of initiative, responsibility, confidence in their actions, a conscious attitude to work, mobilization to overcome difficulties and increase their credibility. Measures of material and moral support of civil servants help to realize the correct understanding of their labor obovyazkiv, helps to increase labor activity and improve the performance of the state body. The article analyzes the views of scholars on the interpretation of such a legal category as "encouragement". The provisions of the Law of Ukraine "On Civil Service" and bylaws regulating the grounds, types and procedure for applying incentives to civil servants are analyzed. It is established that the following types of incentives can be applied to civil servants: 1) announcement of gratitude; 2) awarding a diploma, a diploma, other departmental awards of a state body; 3) early assignment of the rank of civil servant; 4) presentation for awarding by government honors and awarding with a government award (congratulatory letter, thanks, diploma); 5) submission for state awards. The author proposes to expand the existing list of types of incentives for civil servants with such incentives as rewarding with a valuable gift and paying a bonus. The article also draws attention to the imperfections of the legal regulation of the procedure for applying certain types of incentives in the civil service. The author's definition of the term "encouragement of a civil servant" is proposed. It is concluded that the incentives for civil servants play an important role in enhancing their professional activities and are aimed at forming in them a conscientious attitude to work. However, some issues in this area still need significant refinement at the legislative level.

scholarly journals Implementasi Pancasila di Kalangan PNS Generasi Milenial dalam Menghadapi Pandemi Covid-19

2021 ◽  
Vol 6 (1) ◽  
pp. 25-34
Author(s):  
Tarmujianto Tarmujianto ◽  
Keyword(s):  
Millennial Generation ◽  
Descriptive Analysis ◽  
Civil Servant ◽  
Provincial Government ◽  
Civil Servants ◽  
Single Variable ◽  
Basic Training ◽  
Quantitative Descriptive Analysis ◽  
The Face ◽  
Quantitative Descriptive

The purpose of this research is to explain the practice of the values contained in Pancasila, which consists of the value of One Godhead, Just and Civilized Humanity, Indonesian Unity, Democracy led by Wisdom in Representative Consultations and the value of Social Justice for all Indonesian people. among the millennial generation of Civil Servants in the Provincial Government of the Special Capital Region of Jakarta, in the face of the Covid-19 pandemic. Civil Servants who are the population in this study are alumni of basic training for Civil Servant Candidates (CPNS latsar) in 2019. This study uses quantitative descriptive analysis with a single variable, namely the implementation of Pancasila values. Data collected using google form. The results showed that the practice of the practical value of Pancasila among the millennial generation of civil servants of the DKI Jakarta Provincial Government was very good, this is reflected in the average presentation results of the implementation of Pancasila values of 96%. Based on the results of the research that has been done, it is hoped that it can become a source of data regarding the level of practicing Pancasila values in state life among the millennial generation of Civil Servants of DKI Jakarta Province.

scholarly journals PENJATUHAN HUKUMAN DISIPLIN TERHADAP PEGAWAI NEGERI SIPIL YANG DIVONIS PIDANA DI KABUPATEN KEPULAUAN MENTAWAI

2019 ◽  
Vol 18 (1) ◽  
pp. 129
Author(s):  
Sari Dewi
Keyword(s):  
Education Policy ◽  
Employment Status ◽  
Civil Servant ◽  
Civil Servants ◽  
Mentawai Islands ◽  
The Status ◽  
District Government ◽  
Legal Consequences

<p><strong><em>Abstract : </em></strong><em>Civil servants are required to be obedient and obedient to the applicable invitation rules. Without prejudice to the provisions in the written-invitation rules, a civil servant who is convicted of a criminal sentence and must process employment regulations. There were 12 civil servants in Mentawai Islands District who were sentenced to different cases, but not all were disciplined. The imposition of disciplinary punishment on civil servants convicted was carried out by the Regent of Mentawai Islands based on recommendations from MPP. Of the 12 civil servants who were convicted, only 5 civil servants were sentenced to discipline.The legal consequences of the status of civil servants who are not sentenced are still active and receiving a full salary. This condition led to the payment of salaries of civil servants who were convicted not in accordance with the provisions. For officials related to Prince PNS, there are no further provisions that are not related to education policy, so as to enable the Mentawai Islands District government to make regional regulations and adjust MPP institutions and improve competencies, there must be a process needed so that every civil servant convicted certainty of employment status.<strong></strong></em></p>

RIGHTS AND GUARANTEES OF A CIVIL SERVANT

2021 ◽  
Vol 6 (10) ◽  
pp. 20-28
Author(s):  
Doniyor Yuldashev ◽  
Keyword(s):  
Legal Status ◽  
Civil Service ◽  
Civil Servant ◽  
Legal Regulation ◽  
Civil Servants ◽  
Legal Studies ◽  
Administrative Reforms ◽  
Public Servant ◽  
Foreign Countries ◽  
Soviet Space

The article analyzes the legal status of civil servants in terms of the rights, state guarantees andbenefits. These elements of the legal status are presented through the prism of comparative legal studies of the legislation of more than a dozen foreign countries, taking into account the experience of legal regulation of public civil service issues both in the post-Soviet space and in foreign countries. The system of state guarantees for civil servants is currently in a state of instability, which is caused by administrative reforms, the lack of a unified state personnel policy. The system of material and financial guarantees today is an operating system that enhances the prestige of the civil service as a social and legal institution.Keywords: public servant, civil servant, legal status,rights, state guarantees, social security

Ministers and their Mandarins

1977 ◽  
Vol 12 (2) ◽  
pp. 135-149 ◽  
Author(s):  
Douglas Allen
Keyword(s):  
Civil Service ◽  
Civil Servant ◽  
Civil Servants ◽  
Short Term ◽  
The Future ◽  
Working Together ◽  
Democratic System ◽  
The Relationship ◽  
Actual Relationship

TYPICAL STATEMENTS ABOUT THE RELATIONSHIP BETWEEN CIVIL servants and ministers include the following which I have come across myselc ‘it is the Civil Service mandarins who really run the country’, ‘a strong minister must frequently reject his department's advice to prove he is master’; ‘all decisions by government are based not on the merits of the case but whether they are likely to attract votes at the next election’. The first of these implies that a minister is powerless in the grip of his department and the last that a minister ignores all departmental advice unless it suits his short-term political objectives. The actual relationship between politician and civil servant cannot be explained in such simple and extreme terms. It is also in most cases a relationship which develops and improves as those concerned get used to working together. This is fortunate because if any of the above statements was entirely true, it would be difficult to have much confidence in the future of our particular democratic system.

scholarly journals Development of Civil Servant Resources at the Silian Raya District Office, Southeast Minahasa Regency

2021 ◽  
Vol 21 ◽  
pp. 176-183
Author(s):  
Julex Wanga ◽  
Goinpeace Tumbel ◽  
Jeane Elisabeth Langkai
Keyword(s):  
Higher Education ◽  
Data Collection ◽  
Civil Servant ◽  
Civil Servants ◽  
Recruitment Pattern ◽  
Organizational Goals ◽  
District Office ◽  
Work Tasks ◽  
Education Levels ◽  
District Government

This study aims to analyze the development of Civil Servant resources at the Silian Raya District office, Southeast Minahasa Regency. The focus of research in research is the development of Civil Servant resources through a). through education b). training, c) seminars, d). courses, and e). upgrading. Data collection techniques are through: PNS planning documents, observations, and interviews on a). 6 employees of Silian Raya District, b). Section Head, c). Head of Planning Sub Division, d). Secretary to the sub-district head, e). Camat. The results showed that: a). The recruitment pattern for filling positions at the Silian Raya District Office has not been carried out based on the work tasks needed to achieve organizational goals, b. The form of education carried out to improve civil servants' performance is left to the decision of civil servants to develop higher education levels, c). The training provided to civil servants depends on the availability of district government funds. Based on the results of these studies, it is recommended that: a). The recruitment pattern for filling positions at the Silian Raya District Office is based on achieving organizational goals in the District, b). The form of education carried out to improve civil servants' performance is provided in the form of educational scholarships., c). The training provided to civil servants is adjusted to the needs of the work or position held.

scholarly journals FEATURES OF DISMISSAL OF CIVIL SERVANTS FOR CORRUPTION OFFENSES

2020 ◽  
Vol 73 ◽  
pp. 65-70
Author(s):  
Ihor Shulzhenko ◽  
Keyword(s):  
Human Rights ◽  
Civil Service ◽  
Labor Law ◽  
Civil Servant ◽  
Civil Servants ◽  
Court Decision ◽  
Professional Service ◽  
Scientific Analysis ◽  
Comprehensive Study ◽  
Administrative Responsibility

The article is devoted to a comprehensive study and scientific analysis of the current anti-corruption legislation, which regulates the bringing of civil servants to disciplinary responsibility in the form of disciplinary dismissal for committing corruption offenses. Civil servants are persons who, while in the civil service, perform the tasks and functions of the state. The human rights and freedoms in Ukraine depend on how honestly they are in the performance of official duties and adhere to the current anti-corruption legislation. Disciplinary liability of civil servants has its own specifics associated with a special subject of liability, which carries out not just labor, but professional service activities. Thus, bringing a civil servant to criminal or administrative responsibility for committing corruption offenses leads to disciplinary liability in the form of disciplinary dismissal from the civil service.Based on the analysis of regulations governing legal relations in the field of bringing civil servants to justice for corruption offenses, proposals were made to improve the current legislation in this area, and it was concluded that the dismissal of civil servants for corruption offenses has its own features, which are in that: first, the procedure for dismissal of a civil servant for a corruption offense is regulated by labor law; secondly, the disciplinary responsibility of a civil servant for committing corruption offenses is manifested in the form of disciplinary dismissal; thirdly, an official authorized by law to appoint and dismiss civil servants must, in a mandatory manner, apply to a civil servant a disciplinary sanction in the form of dismissal in the event of the entry into force of a court decision on the recruitment of a civil servant. to administrative liability for corruption offenses; fourth, a disciplinary sanction in the form of disciplinary dismissal for a corruption offense shall be applied no later than three days from the date of occurrence or establishment of the entry into force of a court decision to bring a civil servant to administrative responsibility.

Sign in / Sign up

Export Citation Format

Share Document