|
Equity of public administration is its employees. Since the regaining of independence, human resources of public administration – the people employed in public administration – have been grouped in several “categories” according to labour relations, functions, institutions, salary systems, etc. However, at the same time there has never been a clearly developed and comprehensive conceptual solution that would apply to all persons employed in the public sector.
Neither have been developed unified principles of personnel management – how and what staff to select, how to assess their work and calculate salaries, how to stimulate them in other ways to maintain good quality of work. There are some personnel management principles (for instance, annual performance evaluations) concerning public servants, which are only a part of all persons employed in the public sector.
At the beginning of 2003, when the function of development of civil service policy and public administration personnel policy was assigned to the State Chancellery, an opportunity arose to plan the development policy of human resources of the whole public administration in a coordinated and unified manner.
At the moment the State Chancellery is working in the following directions in the field of personnel policy and development of human resources: Creation of a unified development policy of employees of the public sector, promotion of common values and organizational culture, improvement of the overall image of public administration; Development of a competitive, fair, motivating, input- and qualification-related unified salary and social guarantees system in the pubic sector (in cooperation with the Ministry of Finance) close to labour market average; Promotion of the quality of education and professional development of people working in the public sector, by developing cooperation with universities, planning of coordinated training that corresponds to the needs of the state; Introduction of the system of competencies in the personnel management system of public administration, in order to select, train, motivate, reward and assess public administration staff on the basis of clear understanding of the basic competencies necessary for a particular position – knowledge, skills, qualities, capabilities; possibility to compare labour conditions of employees in similar positions working with different institutions; Introduction of the newest information technologies in the management of processes of public administration, by developing and implementing a unified IT system of management of public administration institutions, personnel and salaries.
In 2004 the State Chancellery started developing a new model for performance evaluation in public administration and Human Resource development. It is based on a system of competencies – tasks performed in public administration are grouped in certain categories (families) of associated jobs (positions) (for instance, action policy planning or administrative management); each category is assigned specific competencies and knowledge, and qualification requirements for the position. This job classification system can be used as a methodology basis for further elaboration of the Human Resource development policy by stipulating specific skills and knowledge needed for certain jobs and groups of associated jobs and including them within a performance evaluation system, and designing plans for training needs.
In accordance with international practice and private sector practice with regard to performance evaluation methods, a Catalogue of Public Administration Jobs was developed, including evaluation and classification of public sector jobs. This classification system is a basis for indicating salary groups and planning further development of a uniform salary system, which would ensure salaries amounting to 75-80% of private sector salaries for the respective jobs. In order to develop a legal basis for this uniform salary system, on 21 February 2005 the Cabinet of Ministers approve the Concept Paper on the Uniform Salary System of Public Sector Employees, but on 20 December 2005 – Regulations on the Salaries, Benefits and Compensations for Employees of Direct Administration Institutions. Gradual implementation of the salary reform is planned during next five years, starting from 2006.
|
