Academic literature on the topic 'Civil service Australia Officials and employees Training of'

Abstract: There is no way to anticipate what India's environmental impact will be in the next years. It is undeniable that climate change has had an impact on India in terms of difficult climatic conditions, availability of water and energy, agricultural challenges, natural disasters, and other factors. India is particularly vulnerable to climate change due to the fact that it is a major source of carbon dioxide emissions. According to the objectives of this study article, the causes for the lack of environmental sustainability as an intrinsic structure of the environment in administrative training colleges in India will be identified and explored in this article. In order to be effective, an environmental manual for training officers must be wellorganized and put into effect immediately rather than later in the future. During the United Nations Conference on Climate Change (COP-26), India committed to increasing renewable energy generation to 500 gigatonnes (GW) by 2030. Promoting solar energy, on the other hand, involves the provision of subsidies for domestic solar panel makers, which has prompted solar panel manufacturers in the United States to submit objections with the WTO. During such times, the task of senior civil servants involved in policymaking across a wide range of ministries and departments becomes more complex than it has ever been. Indian civil service training has traditionally focused on teaching administrative principles and legal requirements, filing-drafting abilities, the fundamentals of public administration, and more recently, computer training and e-governance to civil servants in the country. As part of this effort, the article seeks to emphasise the need of environmental sustainability training for public employees during their foundational pre-service training, mid-service training, and executive training development programmes for senior bureaucrats and officials. The purpose is to gain a better understanding of the existing condition of administrative training in India, including how much emphasis is placed on environmental sustainability and what additional curricular modules and programmes are required. Keywords: Climate change, Pollution, Sustainable Environment, Administrative Mechanism, District Training Institute (DTI), Disaster Management, Skill Training

The implementation of austerity measures presents a dilemma for governments. While austerity measures such as cutbacks aim to reduce costs and enhance public sector efficiency, the same measures might undermine the motivation of employees and, consequently, the prospects of effectively implementing austerity programmes. Based on a survey of ministerial officials in Poland and Latvia, this article finds that the scale of cutbacks explains a larger decline of staff motivation in Latvia than in Poland. The article further shows that motivation was more likely to decrease after the crisis if austerity measures involved cutbacks such as staff reductions, recruitment freezes, and a reduction of training opportunities.

The article deals with the problems of staffing local institutions of Arkhangelsk Governorate in the first half of the 19th century. Based on the materials of systematic recording of officials (group records of service from the collections of the Russian State Historical Archive), the staff composition was analyzed according to three main parameters: social background, age, and level of education. The identified characteristics made it possible to see specific features in the development of the local bureaucracy and the results of the governmental personnel policy. The obtained statistics reflected the peculiarities of governmental policy in the field of forming the social basis for Arkhangelsk bureaucracy. It was found out that in the first half of the 19th century the composition of Arkhangelsk Governorate officials could not meet the expectations of the government in full since the internal resources of this non-nobility-related territory were quite restricted, and the conditions of service did not attract officials from other governorates. The measures taken (appointing officials from other regions, filling police vacancies with retired military personnel, and introducing service privileges) had a certain effect but were not enough to solve all personnel problems and, primarily, to overcome the shortage of clerical employees, which was most pronounced during the entire period. The analysis of social background of the officials revealed a high proportion of representatives of the nobility, hereditary civil servants, and persons from taxable classes. The indicators of age structure reflect general Russian tendencies: there were two Arkhangelsk Governorate went through two alternations of generations among officials: during the first quarter of the 19th century, personnel was becoming younger, and in the following decades it was aging, which had stopped by 1850. The available information on education indicates a general low level of professional training. Despite the fact that the measures taken by the government, which linked the level of education with promotion in rank, increased the interest of future officials in obtaining certificates from higher and secondary educational institutions, in the middle of the century most officials were still persons with primary or home education.

Patronage service(executive support service)is a type of service and employment relations that arise, change and terminate to ensure effective, proper and quality performance of their duties by officials who are legally entitled to have a patronage servant. The term “patronage” comes from “patronatus” in Latin- the state or rights of the patron. In the national legislation, the patronage service is a quite new category and was first introduced in 1993 with the adoption of the Law on Civil Service, and therefore has no old traditions. The change in the status of the patronage service in Ukraine indirectly indicates its formation. There is no single approach to the principles of patronage service in foreign countries, for example, in Italy and Germany patronage service does not stand out as a separate concept, but such kind relationships are included in the public service, while in Australia, Britain, Georgia, Canada, Lithuania and Poland patronage service conceptually stands out as a category of public service with a number of special rules. The establishment of a patronage service in Ukraine was an objective necessity and today it operates in the system of legislative, executive and judicial branches. The labor functions of patronage service employees are directly correlated with the labor functions of public law official to whom they are assigned (subordinated). The patronage service includes advisers, assistants, commissioners, press-secretaries of the President of Ukraine, employees of the secretariats of the Chairman, First Deputy Chairman and Deputy Chairman of the Verkhovna Rada of Ukraine, employees of patronage services of the Prime Minister of Ukraine and other members of the Cabinet of Ministers of Ukraine, advising assistants of People's Deputies of Ukraine, judicial assistants and scientific advisers to judges of the Constitutional Court of Ukraine, judicial assistants, advisers to the Chairman of the Supreme Court and chairmen of cassation courts, as well as positions of patronage servants in other state bodies. At the same time as for judiciary, part 4 of Article 92 of the Civil Service Law (2015) states that the specifics of patronage service in courts, bodies and institutions of the judicial system are determined by the legislation on the judiciary and the status of judges. Judicial assistants are an integral part of the judiciary. Despite their legal status, whether civil or patronage servants, the lion's share of work is performed by judicial assistants. It can be concluded, directly or indirectly, that effective work of a court or a judge is not possible without the effective work of judicial assistants (judges' offices) and this interdependency is obvious. It should also be noted that a significant number of assistants later become judges, or if we take a look at the biographies of judges of all levels we can find out that many of them took their first steps in the legal profession as judicial assistants. This might lead to the conclusion that “judicial assistants environment” is a kind of a personnel reserve of the judiciary.

This study aims to describe the analysis, and interpret the Competencies of Civil Servants in carrying out governmental duties as a public service at the Bolaang Mongondow Utara Regency Secretariat. This type of research is Qualitative with a case study approach. The results showed that: The implementation of competency standards for Civil Servants in carrying out government duties as a public service at the Regional Secretariat of North Bolaang Mongondow Regency has not run as expected. This can be seen from the results data (1) the processes and procedures carried out have not fully met the process in accordance with the guidelines for rolling position in North Bolaang Mongondow Regency which is in accordance with the Minister of Administrative Reform and Bureaucracy Reform (PERMENPANRB) Number 38 of 2017 concerning Position Competency Standards State Civil Apparatus. (2). The procedure for rolling has already been stated in the Regent's decree, but the process is not yet understood and follows the stages and indicators that must be met that have not gone well as expected. (3). in the placement process there are officials who are not in accordance with their competencies to occupy the position because if viewed from the rules not in accordance with the guidelines the Managerial Competency indicator is measured from the level of education, structural training or management, and leadership experience this is contained in PP 11/2017 Article 55. ( 4) employee qualifications although it is recognized that the fulfillment of qualifications and competencies is still around 60% -70% according to the requirements. (5) meryt system is also not fully implemented, the quality factor of HR (Human Resources) seen from the level of education still needs to be improved especially at the S2 level , and the level of skills of employees who must follow Diklatpim according to the level of position they occupy must be appropriate and get attention. Keywords: Public Policy, Public Services, PNS Competence

The article analyzed regulatory documents of Ukraine, which regulate the issues of determining the professional qualification requirements for employees, and find out that these documents establish requirements that are non-systemic and can be applied to any managerial position. The author proposes, taking into account the tendencies of the development of the public service system, to identify seven types of competencies of public servants: political, legal, economic, social, psychological, managerial, moral and ethical. Political competence and moral legitimacy implies an understanding of the nature of the basic social functions and organizational structure of the modern state, the principles and forms of democracy, the nature of the interaction between different branches of government, the role of political parties in the life of society. Legal (legal) competence of civil servants is formed in the course of basic vocational training, which relates to the main branches of law and is based on the skills of its professional application in various spheres of activity. Economic competence is differentiated depending on the specialization of civil servants and within the framework of a general for all level should include an assessment of the ability to apply a comparative analysis of key economic concepts. Sociological competence is related to the awareness of civil servants of the concept of the social structure of modern society, its dynamics and its impact on political and socio-economic processes. Psychological competence is the basis for effective communication contacts, when it is necessary to understand people, their interests, motives and intentions, to find an individual approach to them. Management competence includes knowledge of management methods, value-orientation regulation, integrated management of labor motivation, development of creative potential, etc.

The article analyzed regulatory documents of Ukraine, which reg- ulate the issues of determining the professional qualification requirements for employees, and find out that these documents establish requirements that are non-systemic and can be applied to any managerial position. The author propos- es, taking into account the tendencies of the development of the public service system, to identify seven types of competencies of public servants: political, legal, economic, social, psychological, managerial, moral and ethical. Political compe- tence and moral legitimacy implies an understanding of the nature of the basic so- cial functions and organizational structure of the modern state, the principles and forms of democracy, the nature of the interaction between different branches of government, the role of political parties in the life of society. Legal (legal) compe- tence of civil servants is formed in the course of basic vocational training, which relates to the main branches of law and is based on the skills of its professional application in various spheres of activity. Economic competence is differentiated depending on the specialization of civil servants and within the framework of a general for all level should include an assessment of the ability to apply a com- parative analysis of key economic concepts. Sociological competence is related to the awareness of civil servants of the concept of the social structure of modern so- ciety, its dynamics and its impact on political and socio-economic processes. Psy- chological competence is the basis for effective communication contacts, when it is necessary to understand people, their interests, motives and intentions, to find an individual approach to them. Management competence includes knowledge of management methods, value-orientation regulation, integrated management of labor motivation, development of creative potential, etc.

The implementation of modern technologies will allow to get the maximum effect from the functioning of the e-government system and to overcome technological backwardness of Ukraine from other countries of the world. The development of information and communication technologies is very rapid, so their research, analysis and formulation of proposals for use is an urgent task. The theoretical bases of creation of regional cloud of public administration, examples of its use are considered.Suppliers of cloud services and information resources to the regional cloud are identified: central authorities, regional authorities and IT companies. Unlike the first two cloud service delivery channels, the third channel is booming around the world and offers a wide variety of software. The most well-known software vendors as services (SaaS) are Google and Microsoft.Possibilities of Google services are considered in two examples: organization of public servants' collective work through online office and creation of unified information and educational space for training and raising qualification of civil servants and local government officials of the region.In the first example, it is noted that in most Ukrainian electronic document management systems, opportunities for teamwork on a draft document are very limited. This requires an online office. Possibilities of Google services, in particular the G Suite, for public servants teamwork due to availability an online office are enormous.The second example draws attention to the fact that the ability to share corporate services beyond the cloud means that educational materials can be accessed, if necessary, to users who do not have a Google corporate account but have a Google individual account. This opens up great opportunities for involving public servants, employees of communal organizations, institutions and enterprises in distance learning through the use of educational service in the regional cloud of public administration.The implementation of a regional cloud of public administration with the help of multicloud is proposed.

<p><em>Civil service is the major instrument through which government; federal, state or local manage development. However, Nigerian civil service has for long been engulfed with poor service delivery. Reforms in the civil service have often centered on structure and deemphasized work content. Specifically, attention is paid to the powers of officials, inter-unit conflict, and delegation of authority, training and accountability. Regardless of emphasis on these factors, work in the civil service remains dull, slow, and monotonous, and a high degree of employee idleness is nothing to write home about. Within the framework of labour productivity theory and using primary data collected from highly-skilled professionals in three states of South-East Nigeria. The paper concludes that the conspicuous lack of activity among many civil service employees’ is primarily a function of low work content in service occasioned by overstaffing. To achieve sustainable development in Nigeria, job enrichment and decongestion of the civil service by alternative employment (DAE) is therefore recommended. </em></p><p><strong> </strong></p>

The article analyzes the experience of foreign countries in ensuring personnel security in the public administration system. However, abroad, personnel security is not considered as the basis for the formation of an effective public service system. At the same time, there are personnel procedures and mechanisms that ensure the protection of the public administration system from unprofessional, dishonest employees, at the same time there is a whole set of procedures for personnel development and improvement. The institution that provides personnel security in the US public service is the Bureau of Civil Service Personnel Management, which is tasked with ensuring the centralization and coordination of personnel work in the administration of public administration. The competence of the Bureau includes the appointment of employees to positions and their promotion, evaluation of their work, training, promotion and punishment, development of recommendations for improving staffing. For most American officials, promotion is based on the principle of the merit system - the selection of the best candidates for promotion in competitive exams, as well as on the basis of an annual assessment of their performance. In the very center of personnel security of public administration in France is the principle of distinction between rank and type of work. For the development of professionalism, the civil service provides for the development of mobility among civil servants. In order to introduce elements of comparison between different tasks (different types of work) and help to organize a real career growth based on the capitalization of different professional experiences enriched with mobility, as well as continuous training, it is necessary to create a system of interconnection. This is what in France is called a "grid" of qualifications and awards. Personnel security of the Spanish public administration system is organized on the principle of the so-called career or closed system, the main feature of which is the recruitment of staff to public authorities (announcements and administrative processes) for a separate position at the basic level, within which career advancement is possible. promotion) and salary increase.

The aim of the study was to investigate why it was deemed necessary to train and localise the public and private sectors by the Swaziland government. The efforts began shortly before Swaziland attained independence in 1968. Many of the initiative to localisation started in pre-colonial Swaziland in 1966 leading to independence. The study also examined the drawbacks to training and localisation and how these were overcome. Swaziland inherited and was strongly dependent upon a strongly entrenched cadre of top-level public service and private administrators who were expatriates. The study also examined how far localisation has gone to date.

This quantitative study documents, analyses and discusses the accident experience of Commonwealth employees in Western Australia from 1 July 1993 to 2 December 1995 as recorded on 1663 accident report forms. The research addresses the problem of lack of knowledge of accidents in the Commonwealth sector of the Western Australian work force. Its purpose is to identify possible areas of health and safety improvement and highlight where accident frequency may be reduced. Risk management is adopted as a conceptual framework to explore categories of accident related data, including month of year, time of day, day of the week of accidents, number of years of job experience, age and gender of the worker, accident frequency and severity. Where applicable accident related data was subjected to Chi-square statistical tests. Important findings, amongst others, include the identification of the month of August as having a higher frequency of accidents, inexperienced Commonwealth workers incurring 80.5% of accidents, and 64% of accidents involving men. Such findings are of importance to the Commonwealth so that prevention strategies targeted at these areas can be developed. Additional research utilising national data is recommended.

Thesis (MPA (Public Management and Planning))--University of Stellenbosch, 2010.
ENGLISH ABSTRACT: The provision of Public Administration education and training has been under the spotlight by Higher Education Institutions (HEIs) since the early 1990’s and has received further prominence by the South African government in recent years. The 1994 democratic elections has brought about challenges and opportunities for educational and training institutions, among others, to reflect on their programme content, methodology and clientele and to gear themselves towards the needs of a “developmental state”. In response to these challenges and opportunities, South African HEIs of various types and sizes have attempted to introduce or reform Public Administration education and training programmes to both fit into the new political dispensation and help transform its public service. However, the emergence of these new education and training programmes have not been without difficulties. Notable efforts have been the emergence of schools of governments or public management at various tertiary institutions all of which purport to educate and train public officials for a democratic service. The euphoria that accompanied the institutional reforms might suggest that all is well, but the reality records that not all programmes have lived to their ideals. In the light of the above context, this study focuses on the School of Government (SOG), University of the Western Cape (UWC). The school has been selected due to its formal commitment to the provision of public service education and training for the post-apartheid civil service. The study focuses on the role of the school, its leadership, structure, content and processes of education and training programmes for the public service in the country. The study explores the broad global and national role of HEIs in general, and their particular role in the provision of Public Administration education and training. The study traces the global and national debates with respect to how public servants ought to be educated and trained, and illustrates the Public Administration education and training challenges faced in South Africa. The study also explores the legislative and policy framework governing HEIs and public sector education and training in South Africa. The evaluation of the UWC School of Government is based on the adaptation of the IASIA/UNDESA Standards of Excellence model to measure the role and performance of the case. The case study is measured through the application of institutional and programmatic criteria. In addition to the institutional criteria, the programme criteria focuses on the SOG’s programme development and review processes, its programme content, programme management and administration, and the performance of its programmes. The analysis of the case study is preceded by a historiography and background of the SOG and its education and training programmes. A critical analysis of the case study is undertaken in relation to the institutional and programmatic criteria mentioned above. Based on the findings of the study, the thesis concludes with recommendations relevant to the case study and provides more general recommendations applicable to institutions involved in the provision of Public Administration education and training.
AFRIKAANSE OPSOMMING: Die voorsiening van Publieke Administrasie onderrig en opleiding is onder die vegrootglas by hoër onderwys instellings (HOIs) sedert die vroeë 1990’s en het in onlangse jare verdere prominensie verkry by die Suid Afrikaanse regering. Die 1994 demokratiese verkiesing het uitdagings en geleenthede vir onderrig en opleiding instellings teweeg gebring om, onder andere, te besin oor programinhoud, metodologie en kliëntebasis en om hulself in rat te kry vir die behoeftes van die ontwikkelingstaat. In reaksie op hierdie uitdagings en geleenthede poog Suid Afrikaanse HOIs van verskillende tipes en groottes om Publieke Administrasie onderrig en opleidings programme in te stel of te hervorm sodat dit by die nuwe politieke bedeling inpas en help om die publieke diens te transformeer. Die ontwikkeling van nuwe onderrig en opleidings programme sou egter nie sonder sy eiesoortige probleme wees nie. Die ontstaan van Skole vir Openbare Bestuur (SOB) by verskeie tersiêre instellings was aan die orde van die dag en kort voor lank was voormelde instellings almal daarop uit om staatsamptenare vir ‘n demokratiese staatsdiens op te lei. Die euforie wat met hervorming gepaard gegaan het, sou die skyn wek dat alles goed en wel is, maar die realiteit toon dat nie alle programme aan die ideale wat gestel is voldoen het nie. In die lig van voormelde, fokus hierdie studie op die Skool vir Openbare Regering (SOR) aan die Universiteit van Wes-Kaap (UWK). Die SOR is gekies vanweë sy formele toewyding tot die onderrig en opleiding van studente vir die publieke sektor in post-Apartheid Suid-Afrika. Voorts sal die ondersoek fokus op die rol van die Skool, leierskap struktuur, onderriginhoud asook programprosesse vir onderrig en opleiding in die openbare sektor. Die studie ondersoek die globale en nasionale rol wat HOI’s in die algemeen speel en in besonder die voorsiening van onderrig en opleiding in Publieke Administrasie. Verder volg die studie die globale en nasionale diskoerse oor hoe staatsamptenare opgelei en onderrig behoort te word en illustreer, aan die hand hiervan, die uitdagings waarmee die onderrig en opleiding van Publieke Administrasie in Suid-Afrika te kampe het. Die studie ondersoek ook die wetlike en beleidsraamwerk waarbinne HOI’s en die publieke sektor in Suid-Afrika gereguleer word. Die SOR aan die UWK word dan geevalueer aan die hand van die IASIA/UNDESA Model van Standaarde van Uitsonderlikheid wat ook die rol en vordering in die gevallestudie meet. Meting van gevallestudie geskied met behulp van die toepassing van institutionele en programmatiese kriteria. Addisioneel tot die institutionele en programkriteria word daar ook gefokus op; programontwikkeling en hersieningsprosesse, programinhoud, programbestuur en administrasie en program vordering binne die SOR. Ontleding van die gevallestudie word voorafgegaan deur ‘n historiese oorsig en agtergrond van die SOR; en sy onderrig en opleidingsprogramme. In verhouding tot sy institutionele en programmatieka kriteria, soos vermeld, word die studie onderwerp aan kritiese ontleding en ondersoek. Gebaseer op die bevindings van die ondersoek, maak die tesis direk-verwante aanbevelings asook algemene aanbevelings gerig op instellings in die breë wat betrokke is by die onderrig en opleiding van Publieke Administrasie.