scholarly journals The Need for Civil Service Reform in Lithuania: Civil Servants’ Position

2012 ◽  
Vol 11 (3) ◽  
Author(s):  
Ernesta Visockytė
Keyword(s):  
Civil Service ◽  
Civil Servants ◽  
Civil Service Reform

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 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 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.

Myanmar civil service reform risks a two-tiered system

2015 ◽  
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Civil Servants ◽  
Third Wave ◽  
Civil Service Reform ◽  
Administration System ◽  
Content Type ◽  
The Public ◽  
Tiered System ◽  
The Government

Subject Outlook for civil service reform in Myanmar. Significance On April 21, the government confirmed that permanent secretaries, abolished in 1962, will be reintroduced into the public administration system. The decision is part of President Thein Sein's "third wave" of reforms, following commensurate political and economic measures after the 2010 elections and Myanmar's transition to semi-civilian government. By restoring this most-senior bureaucratic post, Naypyidaw intends to enhance the bureaucracy and signal its intention to modernise public administration. Impacts Further civil service reform will require the government to define the centre-province administrative balance. Until then, civil service reforms may initially be felt in urban centres only. Additional pay may be required for civil servants.

scholarly journals Civil Service Reform in China: Impacts on Civil Servants' Behaviour

2010 ◽  
Vol 201 ◽  
pp. 58-78 ◽  
Author(s):  
John P. Burns ◽  
Wang Xiaoqi
Keyword(s):  
Urban Areas ◽  
Civil Service ◽  
Organization Culture ◽  
Civil Servants ◽  
Civil Service Reform ◽  
Competitive Selection ◽  
Selection Processes ◽  
Government Data ◽  
The Impact ◽  
Empirical Material

AbstractChina's civil service reforms sought to improve the performance of civil servants by introducing more competitive selection processes, incentives to reward performance, and tightened monitoring and supervision. The impact of the reforms was undermined by clashes with other policies being implemented at the time and by a failure to address elements of organization culture that have rewarded various forms of illegal behaviour, such as corruption. Empirical material for our study is drawn from government data and the experience of civil service reform in three Chinese urban areas (Beijing's Haidian district, Changchun and Ningbo) since the 1990s.

scholarly journals Directions of Civil Service Institutional Transformation

Upravlenie ◽  
2017 ◽  
Vol 5 (1) ◽  
pp. 41-54
Author(s):  
Борщевский ◽  
G. Borshchevskiy
Keyword(s):  
Public Sector ◽  
Public Service ◽  
New Public Management ◽  
Civil Service ◽  
Good Governance ◽  
Personal Responsibility ◽  
Civil Servants ◽  
Civil Service Reform ◽  
The Public ◽  
New Public

The concepts of rational bureaucracy, New Public Management and Good Governance were studied. It is indicated that wrongly assume that one of them is more progressive, because all concepts originally aimed at the rationalization of the public service and subordination its own interests according the interests of society. A set of conditions for the participation of citizens in governance exists today. There are a networked organization, a partnership, a production of public goods, and value of public interest. It is proved that in the Concept of the Russian Federation civil service reform (2001) laid the modernization potential for building an open and democratic public service. We postulate the classification of the barriers and challenges that hinder the civil service reform, and we formulate the growth points and the alternative transformation vectors. Then we consider the risks of each alternative in the short, medium and long term, and how to overcome them. It is indicated that the priority should be the harmonization of the legal framework for civil service and public sector. In the first step is need the convergence of the legal content of civil service with other activities in the public sector, and the renouncement the civil servants to serve to politicians, which is aimed at increasing their personal responsibility. It is necessary to implement the new basic legal principle of targeting efforts of the civil servants to achieve economic growth and improve the quality of citizens life. In the next step a new phenomenon – the public service – should be formed. The new public service will include the civil service, municipal service and the public sector organizations, as well as some other types of organizations. This requires some changes in the personnel policy: the formation of a single personnel reserve for the entire public service, improving the qualification requirements for all public positions based on professional specializations, and ensuring the effective public control. A systematic approach to the creation of the public service will increase the efficiency of public institutions and their resilience in the face of global instability. Our conclusions were tested in draft the Strategy of socio-economic development of Russia for the period till 2030.

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