Transcript Resursele umane din serviciul public: cadrul normativ

Civil Service in the Republic of Moldova:
HR Management
Tamara Gheorghita,
Senior Consultant,
Government Office
March, 28 2008
Existent Normative Framework
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Legislative Acts: Law on Government no. 64-XII
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Normative Acts: Government decisions on the
of May 31, 1990; Law on Civil Service no. 443-XIII
of May 4, 1995; Law on the Remuneration system in
the Budgetary Sector no. 355-XVI of December 23
2005; Law on the Regulation of Conferring
Qualification Grades to Civil Servants no. 1263-XIII
of July 17, 1997 etc.
functioning of the HR services, classification of public
functions, filling vacant positions through
competition, attestation, remuneration, professional
development of the civil servants, etc.
Identified Problems
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different ways of filling public positions: contracting,
selection, appointment and competition;
formal evaluation of the activity of civil servants by
means of attestation– once in 3 years;
occasional character of the activities for civil servant’s
professional development;
limited possibilities for promotion to higher
qualification grades: 3 ranks with 3 classes each;
lack of an electronic informational HR management
system;
unattractive remuneration system;
a rather technical character of the activity of the HR
services;
a central capacity in charge of the HR management is
missing.
Central Public Administration
Reform Strategy
(Government Decision no.1402 of December 30, 2005)
Component
“HR Management”
Objectives:
• Optimization of the management of public
function and civil servants;
• Improvement of the existing procedures of HR
management;
• Creation of a professional corpse of civil
servants;
• Improvement of the motivation system
(financial and non-financial) of the civil
servants.
Objective “Optimization
of the Management of
the Public Function and Civil Servants”
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Setting up within the Government Office a civil
service unit;
Passing the draft law on public function and
statute of civil servant;
Defining/revising the HR management-linked
duties and responsibilities of the public
administration authorities (including HR services);
Building and Management of the electronic
informational system „Registry of Public Functions
and Civil Servants” etc.
“Improvement of the Existing
Procedures of HR Management”
Objective
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Development/adjustment of the
normative framework needed to put
in place the HR procedures
(recruitment, selection, promotion,
assessment of the civil servants’
performance, etc.), once the law on
public function and statute of civil
servant is passed.
Objective
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“Creation of a professional corpse
of civil servants”
Ongoing training of different categories of civil
servants for the purpose of developing
managerial capacities, strategic planning
capacities, HR management capacities etc.;
Organization of English language courses for
different categories of civil servants;
Developing the mechanism for coordinating the
training of the personnel of public authorities
conducted by different service providers in the
field etc.
“Improvement of the motivation
system of the civil servants”
Objective
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Development and implementation
of a new remuneration system for
the civil servants based on a new
classification of civil servants;
Development of a new guide on
the non-financial motivation of
the civil servants etc.
Achievements (2006-2008)
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Code of Conduct for Civil Servants, adopted by Parliament
on February 22, 2008;
Draft Law on Public Function and Statute of Civil Servant
adopted by Parliament in first reading on March 13, 2008;
Concept on “Registry of Public Functions and Civil
Servants” - in progress (G.D. no.1373 of 01.12.06)
Draft Concept on the Classification of Public Functions and
Remuneration of Civil Servants;
Training courses organized for civil servants, including
English courses with the financial support of the Trust
Fund for the reform implementation;
Study tours in other countries organized for civil servants
etc.
Draft Law on Public Function and Statute of
Civil Servant:
New Elements
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The relations between the public authority and civil
servant are service relations, which differ form the labor
employment;
The draft law specifies activities characteristic to the
public function;
Merit-based employment in the civil service (through
competition);
Compulsory annual assessment of the professional
performances of the civil servants;
Ensuring the ongoing professional development of the
civil servants;
Delimitation of the political functions from the
administrative ones by setting up the cabinet of the
dignitaries, the staff of which will not have the status of
civil servants etc.
In Progress:
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Setting up the civil service unit;
Building and implementing the EIS
“Registry of Public Functions and Civil
Servants”;
Development of the normative framework
on the HR procedures in the context of
the new legislation;
Development of a new remuneration
system based on the new classification of
the public functions;
Improving the professional competence of
the civil servants etc.
Expected Results
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Building an efficient HR
management system;
Creation of a professional corpse of
civil servants able to fulfill tasks
efficiently;
Turning civil servants into stable
and loyal staff;
Ensuring the transparency of a civil
service serving citizens.
Useful Information:
www.rapc.gov.md
Comments, proposals:
[email protected]