scholarly journals Sobre las posibilidades de reforma del modelo de empleo público español: límites constitucionales y jurídicos al modelo actual y sus sistemas de acceso

2021 ◽  
pp. 52-73
Author(s):  
Andrés BOIX PALOP ◽  
Alba SORIANO ARNANZ
Keyword(s):  
Type Systems ◽  
Legal Framework ◽  
Public Employment ◽  
Inclusion Problems ◽  
Employment System ◽  
Diverse Backgrounds ◽  
Economic Barriers ◽  
Traditional Patterns ◽  
Public Workers ◽  
Strict Equality

Laburpena: Lan honetan, gure herrialdean enplegu publikoaren araubide juridikoa eta, zehazki, sarbide moten araubide juridikoa erorarazi dituzten gidalerro tradizional batzuk berrikustea komeni dela azaltzen da. Pilatutako eskarmentuak erakusten duenez, Espainiako gaurko sistemak zenbait arazo praktiko dauzka. Bada, arazo horiei erreparatuta eta eskarmentu konparatuan inspiratuta, hainbat irtenbide zehatz proposatzen dira hemen. Gure ustez, irtenbideok arazorik gabe bateratu daitezke Konstituzioak gai honetan dituen printzipioekin, eta enplegu publikoaren eredua oro har hobetzen lagunduko lukete; zehazki, enplegu publikora baldintza beretan sartzeko sistemei dagokienez. Hala nola: justifikazio objektiboa dagoenean bakarrik erreserbatzea funtzionarioei lanpostuak; probak aldatzea, gaitasunak erakusteari garrantzi handiagoa emateko; oposaketa tradizional askoren oztopo sozioekonomikoak ezabatuko dituzten BAME motako sistemak ezartzea eta, are, gizarteratzeko arazoak dituzten eta ingurune anitzagoetatik datozen taldeen artean edo praktika-programetatik abiatuta etorkizuneko langileak bilatzeko programekin esperimentatzea. Resumen: En este trabajo se expone la conveniencia de revisar algunas de las pautas tradicionales con las que se ha declinado en nuestro país el régimen jurídico del empleo público y, en particular, de los modos de acceso. A la luz de algunos de los problemas de tipo práctico que la experiencia acumulada muestra que presenta el actual sistema español, e inspirados en la experiencia comparada se proponen diversas soluciones concretas que, a nuestro juicio, serían perfectamente compatibles con los principios constitucionales en la materia y ayudarían a mejorar el modelo de empleo público en general y, específicamente, los sistemas de acceso a este en condiciones de igualdad: limitar la reserva a personal funcionario a puestos de trabajo donde haya una justificación objetiva para ellos, modificar las pruebas para dar más importancia a la demostración de capacidades, sistemas de tipo MIR que eliminen las barreras socioeconómicas de muchas oposiciones tradicionales e incluso la experimentación con programas de búsqueda de futuros y futuras trabajadoras entre grupos con problemas de inclusión y procedentes de entornos más diversos o a partir de programas de prácticas. Abstract: This paper reviews some of the traditional patterns of the Spanish legal framework applicable to public employment and, in particular, to its recruitment systems. In light of some of the practical problems our system presents and inspired by foreign experiences, we put forward a series of specific solutions which, in our opinion, would be perfectly compatible with the Spanish constitutional principles in this field and would help to improve the Spanish public employment system in general and, more specifically, recruitment under conditions of strict equality. These proposals include limiting civil servant positions to those for which there is an objective reason to be classified as such, increasing the weight given to the evaluation of qualitative skills in evaluation processes for access to public employment, MIR-type systems that eliminate some of the socio-economic barriers of traditional competitive examinations and even experimental programs or internship projects so as to enhance the chances of recruiting future public workers among groups with inclusion problems and from more diverse backgrounds.

scholarly journals The Limits to Buying Stability in Tibet: Tibetan Representation and Preferentiality in China's Contemporary Public Employment System

2017 ◽  
Vol 234 ◽  
pp. 527-551 ◽  
Author(s):  
Andrew M. Fischer ◽  
Adrian Zenz
Keyword(s):  
Minority Group ◽  
University Education ◽  
Strong Increase ◽  
Public Employment ◽  
Employment System ◽  
Urban Employment ◽  
Role Of The State ◽  
Tibet Autonomous Region ◽  
Group Empowerment

AbstractBased on an entirely unexplored source of data, this paper analyses the evolution of Tibetan representation and preferentiality within public employment recruitment across all Tibetan areas from 2007 to 2015. While recruitment collapsed after the end of the job placement system (fenpei) in the early to mid-2000s, there was a strong increase in public employment recruitment from 2011 onwards. Tibetans were underrepresented within this increase, although not severely, and various implicit practices of preferentiality bolstered such representation, with distinct variations across regions and time. The combination reasserted the predominant role of the state as employer of educated millennials in Tibetan areas to the extent of re-introducing employment guarantees. We refer to this as the innovation of a neo-fenpei system. This new system is most clearly observed in the Tibet Autonomous Region (TAR) from 2011 to 2016, although it appears to have been abandoned in 2017. One effect of neo-fenpei, in contrast to its predecessor, is that it accentuates university education as a driver of differentiation within emerging urban employment. The evolution of these recruitment practices reflects the complex tensions in Tibetan areas regarding the overarching goal of security and social stability (weiwen) emphasized by the Xi–Li administration, which has maintained systems of minority preferentiality but in a manner that enhances assimilationist trends rather than minority group empowerment.

scholarly journals A közfoglalkoztatás intézményi alakulása 2015-ben

2016 ◽  
Vol 3 (5) ◽  
Author(s):  
József Bagó
Keyword(s):  
Public Employment ◽  
Job Seekers ◽  
Job Interviews ◽  
Core Element ◽  
Employment Benefits ◽  
The Public ◽  
Employment System ◽  
Legal Relationship ◽  
New Public ◽  
Domestic Affairs

A 2011. január 1-től létrejött új közfoglalkoztatási modell lényeges eleme a közfoglalkoztatási jogviszony jogintézménye, amely több vonatkozásban eltér a munka törvénykönyvben szabályozott munkaviszonytól. Meghatározó az állami ösztönző rendszer, ebben a közfoglalkoztatási bér szabályozása, a Nemzeti Foglalkoztatási Alapból finanszírozott közfoglalkoztatási támogatások, továbbá azok más pénzügyi forrásokból működtetett állami kiegészítései. A cikk a hazai közfoglalkoztatási rendszer alakulásának 2015. évi intézményi változásait mutatja be. Így többek között, hogy a közfoglalkoztatási jogviszonyban álló álláskeresők mentesültek a rendelkezésre állási és munkavégzési kötelezettségük alól arra az időre, amíg munkaviszony létesítése céljából történő állásinterjún vesznek részt. A közfoglalkoztatási bér 79 155 forintra, a garantált közfoglalkoztatási bér 101 480 forintra emelkedett. Az intézményesítés további elemekkel bővült, elindult a közfoglalkoztatási portál, megkezdte működését a Belügyi Tudományos Tanács Közfoglalkoztatási Munkacsoportja, megrendezésre került az I. Országos Közfoglalkoztatási Kiállítás. *** A core element of the new public employment model put into force on January 1st 2011 is the legal institution of public employment legal relationship which differs in several respects from the labour relationship regulated by the Labour Code. The governmental motivation system, and within that the regulations on public employment wages, the public employment benefits financed from the National Employment Fund as well as their governmental complements provided from other financial resources are all decisive elements. The article presents the institutional changes that took place in the evolution of the domestic public employment system in 2015. Thus, for example the fact that the job seekers possessing a public employment relationship were exempted from work for the time they spent on job interviews. Public employment wage was raised to HUF 79 155, and the warranted public employment wage to HUF 101 480. Institutionalization was extended with further components, the public employment web site was launched, the Public Employment Working Group of the Scientific Council for Domestic Affairs started operating, and the first National Public Employment Exhibition was organized. 

scholarly journals A Big Win in Smalltown: Demanding Dignity in an Era of Neoliberal Austerity

2018 ◽  
Vol 14 (3) ◽  
pp. 46-66
Author(s):  
Todd E. Vachon
Keyword(s):  
Work Environment ◽  
Real Time ◽  
Great Recession ◽  
Public Employment ◽  
Government Regulations ◽  
The Public ◽  
Collective Voice ◽  
Micro Level ◽  
Public Workers ◽  
Worker Resistance

This article explores the concepts of dignity at work and worker voice in the public workplace during a period of surging neoliberal austerity intended to reduce taxes, government regulations, and public services. I ask how the changing landscape of public employment in the neoliberal era has created new and exacerbated existing threats to dignity at work and how workers have responded to such threats. The question is answered by exploring how and why an unlikely group of workers in Smalltown chose to use their collective voice on the job to organize a union. Using ethnographic methods, I am able to look at the strategies of public workers coping with a changing work environment in real time. The case of Smalltown offers a window into the interplay of the global and the local by examining how macro-level neoliberal forces can shape workers’ micro-level responses to attacks on their dignity at work. The findings reveal how neoliberal attacks on public workers in particular settings can trigger collective responses that confront not merely austerity but other threats to dignity as well. This study informs our understanding of dignity at work and worker resistance in the post-Great Recession economy.

scholarly journals History of the Creation of Hungary’s Unified Public Employment Program and Its Main Characteristics

2018 ◽  
Vol 1 (2) ◽  
pp. 328
Author(s):  
Peter Novoszath
Keyword(s):  
Severe Disabilities ◽  
Public Employment ◽  
Work Skills ◽  
Unemployed People ◽  
The Public ◽  
Employment System ◽  
Long Time ◽  
History Of ◽  
Age Limits ◽  
The Government

<p><em>A previous system of community service in the public interest was replaced in 2011 in Hungary with a “public employment” system, in which the government temporarily employs disadvantaged, unemployed people who are healthy and able to work and who are within the age limits for working, but who, for whatever reason, have not had a stable workplace and have therefore relied on government subsidies, such as welfare without employment. Under the new program, these citizens have been gainfully employed by the government for a set period of time. The goal of public employment is to give a path for those workers who have been unemployed for a long time, and are disadvantaged in some way, to re-enter (or enter) the private job market. Workers are employed under favorable, </em><em>“</em><em>sheltered” conditions, however ones that begin to approach the conditions they can expect in the private market. All this helps the employed workers to improve their employability, as well as to maintain and improve their work skills. Today, the public employment system is not targeted primarily at those with severe disabilities. However, the regulations which establish this program do name members of this group as a target for the program, if they are currently undergoing rehabilitation.</em></p>

scholarly journals Civil Service and Public Employment

2021 ◽  
pp. 205-223
Author(s):  
Christoph Reichard ◽  
Eckhard Schröter
Keyword(s):  
Public Sector ◽  
Collective Bargaining ◽  
Civil Service ◽  
Public Employees ◽  
Public Employment ◽  
Employment System ◽  
Public Sector Employment ◽  
Societal Changes ◽  
German System ◽  
Low Levels

AbstractThe German system of public sector employment (including civil servants and public employees) qualifies as a classical European continental civil service model moulded in traditional forms of a Weberian bureaucracy. Its features include a career-based employment system with entry based on levels of formal qualification. Coordinated by legal frames and centralised collective bargaining, the civil service is, at the same time, decentralised and flexible enough to accommodate regional differences and societal changes. In comparison, the civil service system stands out for its high degrees of professionalism and legal fairness with low levels of corruption or cronyism.

Health Communication: Implications for Diverse Populations

2011 ◽  
Vol 18 (1) ◽  
pp. 12-19
Author(s):  
Amy Hasselkus
Keyword(s):  
Health Care ◽  
Health Communication ◽  
Negative Impact ◽  
Linguistically Diverse ◽  
Good Health ◽  
The United States ◽  
Poor Health ◽  
Health Care Decisions ◽  
Diverse Backgrounds ◽  
Health Related

The need for improved communication about health-related topics is evident in statistics about the health literacy of adults living in the United States. The negative impact of poor health communication is huge, resulting in poor health outcomes, health disparities, and high health care costs. The importance of good health communication is relevant to all patient populations, including those from culturally and linguistically diverse backgrounds. Efforts are underway at all levels, from individual professionals to the federal government, to improve the information patients receive so that they can make appropriate health care decisions. This article describes these efforts and discusses how speech-language pathologists and audiologists may be impacted.

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