Relevant bibliographies by topics / Civil servants

Academic literature on the topic 'Civil servants'

Author: Grafiati
Published: 4 June 2021
Last updated: 30 July 2024

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Journal articles on the topic "Civil servants"

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Sandiani, Ni Luh, I. Gusti Bagus Suryawan, and Ida Ayu Putu Widiati. "Penegakan Sanksi Terhadap Aparatur Sipil Negara yang Melakukan Pelanggaran Disiplin di Lingkungan Pemerintah Kota Denpasar." Jurnal Interpretasi Hukum 1, no. 1 (August 20, 2020): 196–203. http://dx.doi.org/10.22225/juinhum.1.1.2210.196-203.

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One of the problems faced by the Indonesian bureaucracy is the violation of discipline by Civil Servants. Therefore, Law No. 5 of 2014 concerning Civil Servantsand PP No. 53/2010 concerning Civil Servant Discipline. Based on this background, this research was conducted with the aim of outlining how the discipline of Civil Servants in Denpasar City Government based on Law No.5 / 2014 concerning ASN and PP No. 53/2010 concerning Discipline of Civil Servants and how to enforce legal sanctions for Civil Servants who commit disciplinary violations within the Denpasar City Government. This research was designed using an empirical approach. This research was conducted directly at the Denpasar City BKPSDM by conducting interviews with the Kasubid Discipline and the Denpasar City BKPSDM Award. The results of this study indicated that the regulation of Civil Servant discipline in the BKPSDM is clearly regulated in the Civil ServantLaw and PP No. 53/2010 concerning Discipline of Civil Servants, and enforcement of legal sanctions at the BKPSDM for ASN who commit violations of discipline are also guided by Law No. 5 of 2014 concerning ASN and PP No 53/2010 concerning Discipline of Civil Servants. These laws and regulations already have clear rules. The causes of discipline violations committed by Civil Servants are that Civil Servantsdo not understand the rules, the leadership does not act firmly, lack of inherent supervision (WASKAT), and lack of appreciation praise for subordinates.
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Awang, Abd Hair, Maslinda Haron, Iskandar Zainuddin Rela, and Suhana Saad. "Formation of civil servants' creativity through transformative leadership." Journal of Management Development 39, no. 4 (February 26, 2020): 499–515. http://dx.doi.org/10.1108/jmd-04-2019-0142.

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PurposeCreativity is the core of digital knowledge-based economic growth and competitiveness. Given the fact that public service is a major contributor to the country's governance system, creativity among civil servants should be enhanced. Effective leadership in public services is necessary to nurture the creativity of high-quality public services. This study aims to examine the effects of transformational leadership on civil servant's creativity.Design/methodology/approachThis study was conducted in six selected public service agencies. A total of 214 questionnaires were distributed to civil servant offices, only 82.2 percent (176 questionnaires) were returned. Data were tested using SMART PLS to determine whether the four transformational leadership dimensions, namely, intellectual stimulation, idealized influence, individual consideration, and inspirational motivation, exhibit a significant effect on creativity of civil servant officers.FindingsFindings showed positive effects of the four transformational leadership dimensions on the civil servant's creativity.Research limitations/implicationsWith small sample size, this study can still be expanded to all available public services sector in urban and rural area to gain a wider perspective.Practical implicationsThis study presents strong managerial implications that can be used by public service to evaluate the consequence of transformational leadership on the creativity of employees, particularly the young civil servants. Through transformational leadership style, public service leaders can foster and improve young civil servants' creativity and share knowledge to achieve high performance.Originality/valueWith genuine verified measurement of transformative leadership and public sector creativity, the path correlation analysis shows that intellectual stimulation, idealized influence, individual consideration, and inspirational motivation have significant direct effects on creativity of the civil servant.
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van der Steen, Martijn, Mark J. W. van Twist, and Daphne Bressers. "The Sedimentation of Public Values: How a Variety of Governance Perspectives Guide the Practical Actions of Civil Servants." Review of Public Personnel Administration 38, no. 4 (October 20, 2016): 387–414. http://dx.doi.org/10.1177/0734371x16671369.

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What defines a good civil servant is not self-evident. In fact, when you ask civil servants what it means “to be a good civil servant” and “to do a good job,” you receive differing responses based on the various values that guide the way each individual approaches their job. The differing values can be traced to well-established perspectives in the literatures of public administration, governance, and political science. Each perspective defines “good government” and “being a good civil servant” in different ways, elevating differing values in the process. These perspectives are institutionalized and internalized in the present-day reality of public administration. Therefore, a present-day civil servant works amid a variety of competing perspectives about what “good government” and “being a good civil servant” mean. It is interesting how various perspectives on “good governance” and “being a good civil servant” play out in the working-practice of civil servants: How do values from the various governance perspectives guide the practical actions of civil servants? To answer this question, we conducted a research project to look for patterns in the values that guide the work of civil servants. We distinguished four governance perspectives from literature on governance. We translated these four governance perspectives into typical value statements that guide practical action, and used Q-methodology to survey civil servants with these perspectives as options. We found four distinct profiles of combined values that apparently guide the practical actions of civil servants. The profiles help us better understand the variety of values that guide practical actions of civil servants.
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Rutyna, Yulia. "Relationship between civil servants' personal characteristics and features of their self-actualization." Організаційна психологія Економічна психологія 2, no. 32 (July 12, 2024): 149–58. http://dx.doi.org/10.31108/2.2024.2.32.13.

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Introduction. An important prerequisite of civil servants' work efficiency in the conditions of social tension is their self-actualization, which largely depends on civil servants' personal characteristics. This problem is poorly highlighted in the psychological literature. Aim. To find out the level of development of civil servants' personal characteristics and to analyze the relationship between civil servants' personal characteristics and the features of their self-actualization Methods: R. McCrae and P. Costa Big Five and E. Shostrom Self-Actualization Test (SAT). Results. In an empirical study, the author measured the levels of development of civil servants' personal characteristics and found that almost every second civil servant had high levels of self-control and affection for people, every fifth civil servant had high levels of expressiveness and extroversion, and the smallest number of civil servants had highly developed emotional stability. A correlational, statistically significant relationship, both positive and negative, was found between a number of civil servants' personal characteristics and civil servants' self-actualization features. The largest number of positive correlations was found between civil servants' emotional stability (emotional instability) and almost all civil servants' self-actualization features. Conclusions. The obtained results can be helpful in designing a civil servants' personal qualities development training program and building a model of individual psychological counseling to optimize civil servants' self-actualization.
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Damima, Mohamad Juffry, and Udin Hamim. "DETERMINING FACTORS IN CIVIL SERVICE CAREER DEVELOPMENT." Public Policy Journal 3, no. 2 (February 15, 2023): 96. http://dx.doi.org/10.37905/ppj.v3i2.1786.

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<p>This research reviews about Career Development of Civil Servants (PNS) in Gorontalo Regency Government (Case Study at the Gorontalo Regency Personnel, Education and Training Agency). This research used qualitative descriptive approach, namely examining, analyzing and decrypting the data. The purpose of this study was to determine and analyze the factors that determine the career development of civil servants in the government of Gorontalo Regency. Research results: The factors that determine the career development of civil servants are, first, human resources include HR management, employee personnel consisting of formal education qualifications, civil servants competence, civil servant track record, civil servant behavior attitudes, integrity, discipline and loyalty; second, the commitment of superiors and teamwork that mutually support each other in the career development of civil servants; third, facilities, infrastructure, and budget; fourth, external factors can be in the form of political relations within the organization; fifth, regulations that support the career development of civil servants; sixth, the work performance of civil servants; and seventh, the motivation of civil servants.</p>
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Lyubimov, К. "LEGAL LIABILITY AS AN ELEMENT OF THE LEGAL STATUS OF CIVIL SERVANTS." Social Law, no. 1 (March 1, 2019): 20–26. http://dx.doi.org/10.37440/soclaw.2019.01.03.

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The article reviews the scientific positions on understanding the concept of "legal responsibility", considers it as a positive and retrospective liability, and also proposes its own definition of legal liability of a civil servant. Emphasis is placed on distinguishing the civil servant's legal liability from the ordinary employee's legal liability, since the civil servant's legal responsibility is at the heart of each official's official activity, follows from the powers conferred, is a guarantee of the civil servants' observance of the law, civil service principles and their proper performance ulcers, etc. The legal responsibility of a civil servant is considered, which is quite complex and multifaceted in contrast to the legal liability of ordinary citizens, since it is connected with the powers of the individual, the performance of their individual actions and functions, the exercise of administrative and administrative-legal influence on public relations in the state. Accountability of civil servants has both general and specific features of legal liability. The scientist has identified a number of features that distinguish the legal liability of civil servants from the legal liability of ordinary workers. Such features include: 1) the legal liability of a civil servant is characterized by an increased level of liability of such persons for similar crimes, offenses or disciplinary offenses as provided by the current legislation; 2) increased possibilities for applying the head of the department, directly subordinate to a civil servant, to have powers to identify disciplinary actions and to bring a civil servant to disciplinary responsibility; 3) the broad effect of the legal liability of a civil servant for the offenses committed; 4) the purpose of legal responsibility consists not only in punishment of the guilty person, restoration of the violated rights and interests of the person, carrying out preventive activity, but also in ensuring in the further proper fulfillment by the civil servant of his official duties, prevention of behavior which could discredit the public service and the public employee as a whole; 5) features of its classification. The author of the article emphasizes that applying to a civil servant a certain type of legal responsibility not only condemns a civil servant by applying to him a state coercion, but also encourages other persons to behave properly and properly perform their official duties, to prevent committing actions that directly prohibited by applicable law.
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Орлова, Valentina Orlova, Тихомирова, and Olga Tikhomirova. "SALARY AS AN ELEMENT OF SOCIAL WARRANTIES IN STATE CIVIL SERVICE." Central Russian Journal of Social Sciences 10, no. 3 (May 29, 2015): 89–97. http://dx.doi.org/10.12737/11680.

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The article discusses current problems of improving the regulatory provision of social guarantees for civil servants, forming a system of payment to civil servants. The authors foresee the creation of highly efficient civil service by improving competence and professionalism of civil servants, establishment of the status of civil servant. It is justified to consider one of the priorities of personnel policy creating a system of social protection of civil servants.
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Yassin, Muhammad. "PERLINDUNGAN HUKUM BAGI WARGA NEGARA DALAM PELAKSANAAN MUTASI PEGAWAI NEGERI SIPIL." Yuridika 31, no. 2 (August 24, 2017): 254. http://dx.doi.org/10.20473/ydk.v31i2.4856.

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Civil servant is the incumbent Government in doing a service to the community. To meet the needs of employees in the Agency-agencies or areas that need or are experiencing a shortage of substitute employees Transfer of civil servants or mutations. The occurrence of a mutation or the transfer of work areas occurs only on civil servants, not government employees with the agreement because the civil servant has no agreement or contract work but hired a public agreement was generally recognized by many countries. In practice, Transfer of civil servants is one of the activities closely associated with the emergence of imbalance between the rights and obligations of civil servants as the civilian apparatus of state and as the citizens. Therefore, it is necessary to have legal protection for civil servants in the implementation of the transfer of civil servants. In relation to the implementation of the mutation, any civil servant who is transferred must be treated equally, whether it is the right or obligation of the civil servant concerned. Mutations are not the cause of the reduced rights, such as salary, leave, opportunities for promotion, even safe and healthy working conditions. Implementation of the mutation should also ensure that the workload and related employee responsibilities will remain the same as those performed in the previous workplace.
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Sui, Mengyuan, Haifeng Ding, Bo Xu, and Mingxing Zhou. "The Impact of Internet Use on the Happiness of Chinese Civil Servants: A Mediation Analysis Based on Self-Rated Health." International Journal of Environmental Research and Public Health 19, no. 20 (October 12, 2022): 13142. http://dx.doi.org/10.3390/ijerph192013142.

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With the rapid socioeconomic development of China, studies related to Internet use and civil servants’ happiness have become a research hotspot in Chinese academia. This study empirically analysed the impact of Internet use on the happiness of Chinese civil servants using a sample of 3793 civil servants in Hunan Province, China. It showed that Internet use significantly enhanced the subjective well-being of Chinese civil servants. Furthermore, heterogeneity analysis revealed significant heterogeneity in the effect of the Internet on civil servants’ happiness, which varied across civil service groups with different education and gender. Moreover, the effect of Internet use on the happiness of the male and better educated civil servant groups was more pronounced than in the female and less educated civil servant groups. Additionally, mediation analysis revealed that Internet use and the happiness of civil servants were not linear, with health having a significant mediating effect. This indicates that Internet use helps civil servants maintain good health, and thereby enhances the happiness of civil servants. In addition, we also use a propensity score matching model (PSM) to address the endogeneity problem due to sample selectivity bias. The results show that the estimates are more robust after eliminating sample selectivity bias. The effect of Internet use on civil servants’ subjective well-being would be underestimated if the sample selectivity bias is not removed.
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Gualezzi, Jean-Pierre. "Les fonctionnaires et la maladministration." Revue française d'administration publique 45, no. 1 (1988): 31–38. http://dx.doi.org/10.3406/rfap.1988.2040.

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Civil Servants and Misadministration. Civil servants sometimes have cold feet about the need to modernize administration in the face of a hostile climate, government austerity policy and compartmentalized civil service structures. Public opinion has divined the causes : in criticizing administrative procedures, its target is not the civil servants themselves, but the tools at their disposal and the slow, complex nature of procedures. Civil servant labor unions have conducted surveys and two-way information campaigns in order to better understand the needs of civil services consumers and to suggest improvements. Modernizing the civil service goes beyond spreading such two-way channels on a routine basis, to include job mobility and personalized career paths for civil servants. at their disposai and the slow, complex nature of procedures. Civil servant labor unions hâve conducted surveys and two-way information campaigns in order to better understand the needs of civil services consumers and to suggest improvements. Modernizing the civil service goes beyond spreading such two-way channels on a routine basis, to include job mobility and personalized career paths for civil servants.
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Dissertations / Theses on the topic "Civil servants"

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Bogg, Janet. "Sources of stress amongst senior civil servants." Thesis, University of Manchester, 1992. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.240530.

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Butt, Yiu-ming Brian, and 畢耀明. "Local terms of employment for expatriate civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266320.

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Hunt, Rosemary E. "Correlates of dietary consumption amongst Whitehall civil servants." Thesis, King's College London (University of London), 1989. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.300801.

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Butt, Yiu-ming Brian. "Local terms of employment for expatriate civil servants /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724364.

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Cheng, Chit-sum, and 鄭哲琛. "The effectiveness of non-civil service contract staff in replacing civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B46772509.

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Bessette, Josee. "Government French language training programs: Statutory civil servants' experiences." Thesis, University of Ottawa (Canada), 2005. http://hdl.handle.net/10393/26852.

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This collective case study explores second language (L2) training experiences from the perspectives of six Canadian statutory civil servants and examines factors that may have influenced their L2 learning experience. Three instruments were used to collect data: a preliminary questionnaire, an in-depth questionnaire, and an interview protocol. Findings reveal that a language and culture connection, opportunities to use the L2, and a short-term intensive cultural and linguistic immersion experience in particular were all associated with more positive L2 learning experiences. Negative comments regarding L2 learning experiences revolved around the anxiety and stress surrounding the one-shot summative nature of the oral exam, and seemingly no link between instruction and evaluation. This research contributes to the growing literature on factors affecting the L2 learning processes and outcomes. Furthermore, it may be beneficial for future candidates, language teachers, L2 program planners and curriculum designers within the Public Service Commission (PSC) and similar contexts.
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Reuben, Mugisha. "Addressing Civil Servants´ training needs through audio-visual content." Thesis, Örebro universitet, Handelshögskolan vid Örebro universitet, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-12558.

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Honda, Takehiko. "Indian civil servants, 1892-1937 : an age of transition." Thesis, University of Oxford, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.308854.

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Liu, Kam-ha Kitty, and 廖錦霞. "An evaluation of government housing policy for civil servants." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1992. http://hub.hku.hk/bib/B31964114.

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Bader, Marcus. "Co-design package for civil servants’ public communication strategies." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21187.

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Today’s emerging Co-design processes between citizens and civil servants in helixes groups, produces multiple challenges for the interaction designer. How can these challenges produce new merging roles and communication strategies for interaction designers for use in Co-design processes? This thesis focuses on the design research process outcomes from Co-design processes between civil servants and citizens in urban development processes. The tangible outcomes will be elicited through the merging of practice-based know-how as seen through the eyes of an interaction designer with a bifocal lens on Social psychology and Behavior economics. This research process produces tangible outcomes in the form of educational material, communication methods and strategies for interaction designers, civil servants in Co-design processes. Additional outcomes are digital communication strategies for city operations based on the need for increased citizen involvement in the urban development process.
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Books on the topic "Civil servants"

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National Council for Civil Liberties., ed. Civil rights for civil servants. London: the Council, 1985.

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European Institute of Public Administration, ed. Are civil servants different because they are civil servants?: Who are the civil servants, and how? Maastricht: European Institute of Public Administration (EIPA), 2005.

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Office, National Audit. Recruiting civil servants efficiently. London: Stationery Office, 2009.

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Neuhold, Christine, Sophie Vanhoonacker, and Luc Verhey, eds. Civil Servants and Politics. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137316813.

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Pakistan. Civil servants service laws. [Fort Abbas]: Lawvision, 2008.

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Mehta, S. M. Civil servants and administration. New Delhi: Deep & Deep Publications, 1988.

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Pakistan Institute of Development Economics., ed. Civil servants' salary structure. Islamabad: Pakistan Institute of Development Economics, 2006.

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Finland. State Civil Servants' Act. [Helsinki]: Ministry of Finance, 1995.

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Uganda. Manpower Planning Dept., ed. Census of civil servants. Kampala, Uganda: Manpower Planning Dept., Ministry of Planning and Economic Development, 1988.

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Office, National Audit. Recruiting civil servants efficiently. London: Stationery Office, 2009.

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Book chapters on the topic "Civil servants"

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Rothacher, Albrecht. "Elite Civil Servants." In The Japanese Power Elite, 168–79. London: Palgrave Macmillan UK, 1993. http://dx.doi.org/10.1007/978-1-349-22993-2_7.

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Amin, SM. "Regarding the Civil Servants." In Understanding the History of the Aceh Conflict, 47–50. Singapore: Springer Singapore, 2020. http://dx.doi.org/10.1007/978-981-15-0867-7_4.

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Theakston, Kevin. "Ministers and Civil Servants." In Governing the UK in the 1990s, 43–60. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-23899-6_3.

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Jones, Bill. "Ministers and civil servants." In British politics, 283–300. Second edition. | Abingdon, Oxon ; New York, NY : Routledge, 2021. | Series: The basics: Routledge, 2020. http://dx.doi.org/10.4324/9780429199509-23.

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Anglin, W. S. "Mathematics for Civil Servants." In Mathematics: A Concise History and Philosophy, 1–6. New York, NY: Springer New York, 1994. http://dx.doi.org/10.1007/978-1-4612-0875-4_1.

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Klimek, Kimberly, Pamela L. Troyer, Sarah Davis-Secord, and Bryan C. KeEne. "Soldiers and Civil Servants." In Global Medieval Contexts 500–1500, 261–98. First edition. | New York : Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9781315102771-10.

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Jeffries, Charles, and Thomas Lloyd. "Ministers and Civil Servants." In The Colonial Office, 116–21. London: Routledge, 2023. http://dx.doi.org/10.4324/9781003369189-13.

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Coxall, Bill. "Ministers, Departments and Civil Servants." In Contemporary British Politics, 138–59. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-19867-2_7.

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Norton, Philip. "Ministers, departments and civil servants." In Politics UK, 504–26. 10th ed. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003028574-31.

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Blackstone, Tessa. "Ministers, Advisers and Civil Servants." In Politics and Consensus in Modern Britain, 65–81. London: Palgrave Macmillan UK, 1988. http://dx.doi.org/10.1007/978-1-349-19178-9_5.

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Conference papers on the topic "Civil servants"

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Garcia, Lisa Ventura. "Civil Servants on Open Data." In ICEGOV 2022: 15th International Conference on Theory and Practice of Electronic Governance. New York, NY, USA: ACM, 2022. http://dx.doi.org/10.1145/3560107.3560205.

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Zhang, Lan. "Evolutionary Professionalism of Civil Servants." In 2nd International Conference on Judicial, Administrative and Humanitarian Problems of State Structures and Economic Subjects (JAHP 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/jahp-17.2017.53.

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Rusliandy, Rusliandy, and Ega Megawati. "Civil Servants Rationalization in Indonesia." In International Conference on Ethics in Governance (ICONEG 2016). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/iconeg-16.2017.110.

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Yuliantini, Tine, Lukertina Lukertina, and Deden Kurniawan. "Determinant Factors of Civil Servants’ Performance." In Proceedings of the 4th International Conference on Management, Economics and Business (ICMEB 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200205.026.

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Karadimas, N. V., V. Loumos, and N. P. Papastamatiou. "Collaborative Support Services For Civil Servants." In 22nd Conference on Modelling and Simulation. ECMS, 2008. http://dx.doi.org/10.7148/2008-0067.

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Klopova, Olga Konstantinovna. "Professional development of state civil servants." In VII International Scientific and Practical Conference. TSNS Interaktiv Plus, 2017. http://dx.doi.org/10.21661/r-463696.

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Suyuti, Muh Rizal, and Maya Kasmita. "Improving Discipline Of Regional Civil Servants." In Proceedings of the 1st International Conference on Social Sciences (ICSS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icss-18.2018.230.

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Zinich, L. V. "Featuring Professional Development Of Civil Servants." In International Forum «Freedom and responsibility in pivotal times». European Publisher, 2022. http://dx.doi.org/10.15405/epsbs.2022.03.128.

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Martseniuk, Olena, and Ella Sergienko. "WAYS OF PREVENTING CIVIL SERVANTS OCCUPATIONAL DISTORTION." In 2nd International Conference on Relationship between public administration and business entities management. Scientific Center of Innovative Researches OÜ, 2022. http://dx.doi.org/10.36690/rpabm-2022-68.

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Çukaj (Papa), Lirime, Iris Pekmezi, and Elsa Miha. "Civil Servant Status and Labor Relations." In 7th International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2023. http://dx.doi.org/10.31410/itema.2023.277.

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Albania, as a signatory of the Stabilization and Association Agreement, is legally obligated to meet European standards, even for pub­lic administration. This modest work attempts to provide a regulatory over­view of the status of public administration employees, the impact of politi­cal forces on sustainability, and the continuity of employment relationships of civilian servants. The primary goal of the entire regulatory system governing the status of civil servants is to establish uniform regulation for all positions related to the ex­ercise of public authority and responsibility for safeguarding the overall in­terests of the state. Simultaneously, it aims to strengthen legal protection, impartiality of civil servants, political independence, job stability, profes­sionalism, efficiency, and the optimal protection of individual rights and le­gitimate expectations of citizens from public administration. This work seeks to highlight these elements as reflected in Law No. 152/2013, as amended, also bringing to light the shortcomings or issues related to the implementation of this law. In the paper, an evolution of public administration has been reflected up to the present day, highlighting the issues related to recruitment, and move­ments within and outside public institutions. Efforts to establish sustainabil­ity in administrative positions through career progression, and staff moti­vation based on job performance, which should be objective and serve the purpose for which such a system has been established, are discussed. We have also endeavored to address these elements related to the status of civ­il servants in this work.
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Reports on the topic "Civil servants"

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Vasilenko, L. A. System and processes of innovative training of civil servants. Education and Society, 2007. http://dx.doi.org/10.18411/vasilenko-1-9.

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VASYUKOV, O. G., V. M. BOLSHAKOVA, and P. YU NAUMOV. THEORETICAL AND PRACTICAL ASPECTS OF FORMING SOCIAL RESPONSIBILITY OF STATE CIVIL EMPLOYEES. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/978-0-615-67324-0-4-12.

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Target. Currently, the development of professional values and official behavior of civil servants are relevant for training personnel for the public authority system. One of the ways to form the personality of a civil servant who is a professional is to increase the real level of his social responsibility. The article is devoted to the study of the phenomenon of social responsibility of civil servants. Method or methodology of the work. The systematic, activity-based and axiological approaches were used as methodological principles in the work. The research methods were analysis and synthesis, movement from the general to the particular, comparison and analogy, movement from the abstract to the concrete, complex generalization and classification. Results. The main results of the study include the concretization of the concept of «social responsibility of civil servants», the identification of the essential properties of social responsibility, the determination of the features of its functioning, the formulation of urgent problems for further research in this aspect. Scope of the results. The scientific results of the article can be applied when conducting psychological and pedagogical research and organizing classes in educational institutions of higher education.
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Medici, André. The Political Economy of Reform in Brazil's Civil Servant Pension Scheme. Inter-American Development Bank, September 2004. http://dx.doi.org/10.18235/0008961.

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This technical note discusses the civil servant pension system in Brazil over the past two decades. Since 1998 the Brazilian government has been implementing reforms to increase the financial sustainability of its pension schemes - seeking to contain pension deficits without hurting acquired rights. Reforms to the civil servant pension system are expected to cut the public deficit by more than 1.0 percent of GDP. These savings imply that while the civil servant system will continue to carry a sizable deficit over the medium term, it should decline over the long term. This note analyzes Brazil's pension systems, focusing on the scheme for civil servants - including the need for and implications of the recent reforms.
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Vasilenko, L. A., N. S. Melnikova, T. A. Melnikova, I. N. Rybakova, O. V. Shirokova, Yu I. Gasanova, and A. V. Guseva. Internet technologies in training of civil servants. In 2 parts. Moscow: Prospect, 2010. http://dx.doi.org/10.18411/vasilenko-2-19.

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Scartascini, Carlos, and Paula Zamora. Do Civil Servants Respond to Behavioral Interventions?: A Field Experiment. Inter-American Development Bank, November 2021. http://dx.doi.org/10.18235/0003753.

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Introducing financial incentives to increase productivity in the public sector tends to be politically and bureaucratically cumbersome, particularly in developing countries. Behavioral interventions could be a low-cost alternative, both politically and financially, although evidence of their effectiveness remains scarce. We evaluate the effect of redesigning the notice requiring civil servants in Buenos Aires to comply with citizens requests under Argentina's freedom of information act. The new notice, sent to the treatment group, attempts to exploit salience, deterrence, clarity, and social norms to increase adherence to deadlines. The results show an increase in the share of requests fulfilled by the second deadline, possibly because of a strong anchoring effect. These findings indicate that behavioral interventions can affect civil servants' actions. The fact that the intervention occurred at the same time as a civil service training program with sessions attended by members of both the control and treatment groups allows us to evaluate spillover effects. The evidence suggests that the time it takes a members of the treatment group to respond to a request increases with her interactions with members of the control group at the workshops. These findings have implications for policy design. First, they indicate that behavioral interventions could affect task compliance and productivity in the public sector. Second, they provide evidence that workshops may not always have the intended consequences, particularly when they increase interactions among employees with high and low incentives for task compliance.
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Vasilenko, L. A., A. V. Kononenko, I. N. Rybakova, and E. K. Romashenko. Innovative Internet technologies in training of civil servants. In 2 parts. Moscow: Prospect, 2010. http://dx.doi.org/10.18411/vasilenko-2-18.

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Scartascini, Carlos, and Paula Zamora. Open configuration options Research Insights: Do Civil Servants Respond to Behavioral Interventions? Inter-American Development Bank, January 2022. http://dx.doi.org/10.18235/0003965.

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Las herramientas de la economía del comportamiento parecen ser efectivas para afectar los incentivos de los funcionarios para cumplir con los pedidos de acceso a la información pública en la ciudad de Buenos Aires. Las notificaciones de los pedidos que incorporan las recomendaciones de la economía del comportamiento hacen que los vencimientos sean más visibles y aumentan el cumplimiento. Otras estrategias tradicionales para mejorar el desempeño, como los programas de capacitación, no funcionan necesariamente según lo planeado. De hecho, algunas sesiones de capacitación sobre la importancia de la legislación provocaron un aumento de los retrasos. Dado que juntan individuos de distintos grupos, los programas de capacitación crearon efectos secundarios: el tiempo que un miembro del grupo de tratamiento tarda en responder a una solicitud aumenta con sus interacciones con miembros del grupo de control en los talleres.
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Leaver, Clare, Owen Ozier, Pieter Serneels, and Andrew Zeitlin. Recruitment, Effort, and Retention Effects of Performance Contracts for Civil Servants: Experimental Evidence from Rwandan Primary Schools. Research on Improving Systems of Education (RISE), September 2020. http://dx.doi.org/10.35489/bsg-rise-wp_2020/048.

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This paper reports on a two-tiered experiment designed to separately identify the selection and effort margins of pay-for-performance (P4P). At the recruitment stage, teacher labor markets were randomly assigned to a pay-for-percentile or fixed-wage contract. Once recruits were placed, an unexpected, incentive-compatible, school-level re-randomization was performed, so that some teachers who applied for a fixed-wage contract ended up being paid by P4P, and vice versa. By the second year of the study, the within-year effort effect of P4P was 0.16 standard deviations of pupil learning, with the total effect rising to 0.20 standard deviations after allowing for selection.
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Strange, Michael, Hilda Gustafsson, Elisabeth Mangrio, and Slobodan Zdravkovic. REPORT#1 PHED COMMISSION ON THE FUTURE OF HEALTHCARE POST COVID-19 SOCIETAL INEQUITY MAKES US VULNERABLE TO PANDEMICS : BASED ON PUBLIC SESSIONS CONDUCTEDOCTOBER TO DECEMBER 2020. Malmö University, 2021. http://dx.doi.org/10.24834/isbn.9789178771387.

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During Fall/Autumn 2020, the PHED project between Malmö and Lund Universities organised a Commission inviting oral and written testimony on the future of healthcare post Covid-19. Focused initially on the Scania region, the discussions expanded to include a wider Swedish national focus, and international comparison with France and the United Kingdom. The inquiry included testimony from healthcare practitioners, civil servants, civil society, as well as researchers. Overall, the testimony pointed to Covid-19 as both a tragedy and a learning moment by which to strengthen society. It identifies several key recommendations for protecting and improving public health.
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Teräs, Jukka, Alex Cuadrado, Mari Wøien Meijer, and Alberto Giacometti. TG2 Innovative and Resilient Regions : Roadshow report. Nordregio, February 2021. http://dx.doi.org/10.6027/r2021:5.1403-2503.

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This document reports on the Nordic TG2 Roadshow, which was commissioned by the Nordic Thematic Group for Innovative and Resilient Regions. The Nordic Thematic Group for Innovative and Resilient Regions 2017–2020 (TG2) was established by the Nordic Council of Ministers as a part of the Nordic Co-operation Programme for Regional Development and Planning 2017–2020. The TG2 group was organised under the Nordic Council of Ministers’ Committee of Civil Servants for Regional Affairs, and Nordregio has acted as Secretariat for the thematic groups.
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