IMPACT OF ORGAN FAILURE TO ACT CONSTITUTING LOCAL GOVERNMENT UNITS FOR THE REMUNERATION OF VOIVODSHIP, COUNTY AND COMMUNE AUTHORITIES

2021 ◽  
Vol specjalny II (XXI) ◽  
pp. 299-319
Author(s):  
Tomasz Miśkowicz
Keyword(s):  
Local Government ◽  
Organ Failure ◽  
Government Employees ◽  
Legal Situation ◽  
Council Of Ministers

The article is devoted to the legal situation in which local government unit heads find themselves with regard to remuneration due to them in the situation when, during their term of office, the Ordinance of the Council of Ministers on the remuneration of local government employees lowering the maximum rates of their remuneration in the situation of inactivity of the bodies constituting local government units with regard to the change of remuneration, its reduction to the rates determined by virtue of the above Ordinance, among others, of village heads, mayors or starosts.

EMPLOYMENT IN LOCAL GOVERNMENT SOCIAL WELFARE UNITS AS A SOCIAL WORKER AND MANAGERIAL OFFICIAL POSITIONS IN THESE UNITS

2021 ◽  
Vol 2 (XXI) ◽  
pp. 253-271
Author(s):  
Roksana Pytlik
Keyword(s):  
Local Government ◽  
Social Welfare ◽  
Social Worker ◽  
Social Assistance ◽  
University Education ◽  
Professional Experience ◽  
Government Employees ◽  
Applicable Law ◽  
Organizational Unit ◽  
Council Of Ministers

The possibility of internal promotion to the position of the head of a local government organizational unit of social assistance requires the interpretation of the following provisions: Act of 21 November 2008 on local government employees, in particular art. 20 internal promotion, the Act of 12 March 2004 on social assistance, in particular art. 122 sec. 1 requirements for persons managing social assistance organizational units and the Regulation of the Council of Ministers of May 15, 2018 on remuneration of local government employees. Each of the aforementioned legal acts regulates other obligatory requirements that must be met in connection with internal promotion. Therefore, under the applicable law, the following should be indicated: the correctness of the internal promotion procedure; compliance with the statutory requirements in the field of seniority: 5 years of professional experience, 3 years of professional experience in social assistance; meeting the qualification requirement: university education, completed specialization in the organization of social assistance.

PREREQUISITES FOR THE PROFESSIONAL PROMOTION OF SOCIAL WORKERS IN THE LIGHT OF THE APPLICABLE LAW

2021 ◽  
Vol specjalny II (XXI) ◽  
pp. 417-435
Author(s):  
Roksana Pytlik
Keyword(s):  
Professional Development ◽  
Local Government ◽  
Social Workers ◽  
Social Worker ◽  
Career Advancement ◽  
Social Assistance ◽  
Government Employees ◽  
Applicable Law ◽  
Council Of Ministers ◽  
Appropriate Education

The regulations on the entitlement to practice the profession of a social worker are set out in Art. 116 of the Act of March 12, 2004 on social assistance. When assessing qualifications for employment as a social worker, the key is to meet the requirement of appropriate education. Employment in local government social welfare units is regulated by the provisions of the Regulation of the Council of Ministers of May 15, 2018 on the remuneration of local government employees. A social worker has the opportunity to raise professional qualifications by participating in specialization in the profession of a social worker. In the process of social assistance reform, which seems to be going on, the important issue of professional development of social workers in the context of career advancement was overlooked. The Act on Social Assistance does not define any path to promotion. The regulation on remuneration of local government employees also does not regulate the possibility of professional promotion. The Act on Local Government Employees does not contain such regulations either.

Exploring the Application, Dimensionality and Factor Structure of Organizational Citizenship Behavior Scale among Local Government Employees in Lagos, Nigeria

2020 ◽  
Author(s):  
Fariha Azalea
Keyword(s):  
Local Government ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Sampling Technique ◽  
Citizenship Behavior ◽  
Public Organization ◽  
Government Employees ◽  
Systematic Random Sampling ◽  
Behavior Scale ◽  
Reliable Scale

Previous studies have observed a paradigm shift in the debate concerning the dimensionality of organizational citizenship behavior. Building on organizational citizenship behavior literature, the present study in intends to validate the dimensionality of the organizational citizenship behavior (OCB) scale developed by Smith et al., (1983) who proposed a 2 dimensional16-item instrument. Data was collected through a survey questionnaire using systematic random sampling technique to employees of local government in Lagos State, Nigeria. A total of 400 questionnaires were administered and 393 valid responses were obtained over a period of 4-weeks. Factor analysis and reliability analysis were conducted to confirm that the instrument is valid within the context of local government employees. The implication of this current study is that OCB scale developed by smith et al., (1983) has revealed two-dimensional structures comprising of; altruism and generalized compliance. The instrument was found to be valid and reliable scale for OCB measurement among employees of public organization, particularly Local Government employees in Lagos, Nigeria.

scholarly journals Red tape and psychological capital: a counterbalancing act for professionals in street-level bureaucracies

2020 ◽  
Author(s):  
A Dudau ◽  
G Kominis ◽  
Y Brunetto
Keyword(s):  
Local Government ◽  
Organizational Behavior ◽  
Psychological Capital ◽  
Negative Impact ◽  
Practical Implication ◽  
Well Being ◽  
Government Employees ◽  
Street Level ◽  
Red Tape ◽  
The Impact

Abstract Assuming that red tape is inevitable in institutions, and drawing on positive organizational behavior, we compare the impact of individual psychological capital on the ability of street-level bureaucrats (SLBs) with different professional backgrounds to work within the confines of red tape. The two SLB professions investigated here are nurses and local government employees; and the work outcomes of interest to this study are well-being and engagement. The findings show that red tape has a different impact on each professional group but, encouragingly, they also indicate that psychological capital has a compensatory effect. Implications include nurses requiring more psychological resources than local government employees to counteract the negative impact of red tape. A practical implication for managers is that, if perception of red tape in organizations is set to increase or to stay constant, enhancing the psychological capital of professionals in SLB roles, through specific interventions, may be beneficial to professionals and organizations alike.

scholarly journals Pozycja prawna wojewody w procesie przemian II Rzeczypospolitej

2021 ◽  
pp. 9-53
Author(s):  
Krystyna Wojtczak
Keyword(s):  
Local Government ◽  
Interwar Period ◽  
Legal Status ◽  
Local Administration ◽  
Head Of State ◽  
Legal Situation ◽  
State And Local Government ◽  
The Republic ◽  
State And Local ◽  
The Government

The article considers the legal status of the voivode during the interwar period, the time of the difficult restoration of the Polish identity and the creation of the Polish state in the post-Partition lands with three separate systems of territorial division and local administration. The legal situation of the office of the voivode is closely related to the establishment of the systemic foundations of the highest Polish authorities (legislative and executive) and local administration (initially, on the territory of the former Kingdom of Poland and then on the gradually annexed former Polish territories). The author refers to both spheres of legal activity of the Polish state at that time. She discusses the primary political acts, i.e. the March Constitution (1921), the April Constitution (1935) and the Constitutional Act (1926), as well as regulations concerning county administrative authorities of the first instance, situated in the then two-tier (ministries – county offices) administrative apparatus. Attention is primarily focused on the acts directly concerning the position of the voivode, i.e. the Act of 2 August 1919, the Regulation of the President of the Republic of 19 January 1928, and executive acts issued on the basis of these, and against whose background the importance of the legal institution of the voivode is presented: during the time of attempts to unify the administrative system (1918–1928), and in the period of changes leading to a uniform organisational structure of voivodship administrative authorities (1928–1939). The analysis makes it possible to state that successive legal conditions strengthened the political position of the voivode. In both periods covered by the analysis, the voivode was a representative of the government (with broader competences in 1928–1939), the executor of orders from individual ministers, the head of state and local government authorities and offices (1918–1928), the head of general administrative bodies subordinate to him, and the supervisory body over local government (1928–1939). The position of the voivode in the interwar period was unquestionably very strong.

scholarly journals NON-SALARY INCENTIVE FACTORS IN ORGANISATIONS CARRYING OUT LOCAL GOVERNMENT TASKS

2016 ◽  
Vol 38 (4) ◽  
pp. 368-383
Author(s):  
Andrzej Józef Kozłowski ◽  
Iwona Zofia Czaplicka-Kozłowska
Keyword(s):  
Local Government ◽  
Educational Institutions ◽  
Government Employees ◽  
Work Quality ◽  
Factors Affecting

In this article, reference will be made to the challenge of the motivation of local government employees, based on survey conducted in educational institutions and municipal enterprises in Warmia and Mazury. The main goal was to point out what non-wage motivators occurs in this institutions and which primarily affect the quality of the execution of tasks. Surveys were conducted among more than two thousand local government employees. According to respondents used motivators are: good atmosphere at work, clearly described goals and tasks, stability of employment and ability of professional trainings. To more important factors affecting to work quality respondents indicated: stability of employment and ability of professional trainings, clearly described goals and tasks and promotion opportunity.

scholarly journals ACHIEVING EFFECTIVE SERVICE DELIVERY BY LOCAL GOVERNMENT EMPLOYEES THROUGH STRATEGIC TRAINING PROGRAMMES

2020 ◽  
Vol 2 (1) ◽  
pp. 131-141
Author(s):  
Love Arugu ◽  
Keyword(s):  
Local Government ◽  
Service Delivery ◽  
High Performance ◽  
Government Employees ◽  
Continuous Training ◽  
Design Data ◽  
Analytical Technique ◽  
Ex Post ◽  
Strategic Training ◽  
Effective Service

The thesis of the study is that effective service delivery by the local government employees is a function of a strategic training framework. Extant literature examined captured the importance of training and development programmes in the local government and stated among other things, that training increases employees productivity, reduce costs, boost morale, promote stability, flexibility and service delivery at the grassroots. The arguments are substantiated with the training and high-performance theory advanced by Gallie and White (1993). The study adopts ex post facto design. Data are obtained from secondary sources and analysed using the content analytical technique. Empirical analysis of literature provides the framework for conclusion and policy recommendation. The study advocates for a strategic continuous training plan to enhance the capacity of local government employees and service delivery in Nigeria.

scholarly journals Potential invalidity of the decision of a public administrative body as a result of the conviction of a person performing a function

2019 ◽  
pp. 159-168
Author(s):  
Piotr Szulc
Keyword(s):  
Employment Relationship ◽  
Government Employees ◽  
Government Employee ◽  
Legal Situation ◽  
Legal Position ◽  
Administrative Body ◽  
Polish Law

The article presents the reflections on the potential invalidity of an administrative decision of a public administrative body as a result of the conviction of a person performing a function for an offence under Polish law. Firstly, the author analyses the legal situation of a person convicted for an offence under the Election Code (Kodeks wyborczy), the Act on Self-Government Employees (Ustawa o pracownikach samorządowych) and the Labour Code (Kodeks pracy). He examines in detail the discrepancies between the three legislative acts which may influence the legal position of a convicted person. The conclusion is that a person with the final and valid judgment for intentional offence prosecuted by public indictment to a fine or to penalty of imprisonment retains a passive electoral right in the elections for the mayor, however it seems that under the Act on Self-Government Employees it will not be possible to establish an employment relationship with such a person to work in the capacity of a self-government employee based on election. Secondly, the author analyses the potential invalidity of administrative decisions issued by a person convicted for an offence. The two conditions that could be taken into account as grounds for declaring the invalidity of an administrative decision in the context of the conviction are: a lack of jurisdiction of the authority as a condition of declaring the invalidity of a decision and a gross breach of law as a condition of declaring invalidity of a decision. The analysis of the selected conditions leads to a conclusion that there are no grounds for declaring the invalidity of a decision, as the regulations on jurisdiction will not be breached and the decision will not be issued in gross breach of law. Therefore, even if one were to consider that under the Act on Self-Government Employees a given person cannot be a self-government em­ployee, it seems that this does not prevent the issuance of administrative decisions.

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