Journal articles on the topic 'Civil service Australia Officials and employees'
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1
Shumylo, Mykhailo. "Judicial assistant: current state of legal regulation and review of court practice." Yearly journal of scientific articles “Pravova derzhava”, no. 32 (2021): 323–30. http://dx.doi.org/10.33663/0869-2491-2021-32-323-330.
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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.
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Gurdon, Michael A. "Divergent Paths: Civil Service Employment Relations in Australia and Canada." Articles 42, no. 3 (April 12, 2005): 566–76. http://dx.doi.org/10.7202/050336ar.
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This article describes the legislated strengthening of employee involvement in decision-making within the federal civil service in Australia. While the quite distinct differences between the two industrial relations Systems must be recognized, particularly the resulting distribution of power between the government as employer and its employees, aspects of the general philosophy underlying the Australian model may find some useful applications as the Canadian public sector Systems continues to evolve.
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Iqbal, Muhammad. "Is Good Governance an Approach to Civil Service Reforms?" Pakistan Development Review 45, no. 4II (December 1, 2006): 621–37. http://dx.doi.org/10.30541/v45i4iipp.621-637.
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The Civil Service refers to the body of officials who carry out functions of government under the direction and supervision of the head of government [Rahman (1998), p. 2]. Excluded in this definition are employees of state-owned enterprises, the army, teachers, the judiciary and the police who, together with civil servants, collectively constitute the public sector. It is the civil service, and not the public sector, which will be the focus of this paper. Civil Service arrangements have emerged as important mediating institutions which interface between the state and its citizens. Traditionally these were monolithic, centralised, powerful structures with immense power over the management of the affairs of a nation, and often not very responsive to the changing needs of governance and public management.
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Selitubun, Yakobus Yosias. "Motivation of public service at the department of population and civil registration (Dukcapil) of Merauke Regency." International journal of social sciences 5, no. 4 (October 11, 2022): 262–68. http://dx.doi.org/10.21744/ijss.v5n4.1982.
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This study aims to analyze the motivation of public services at the Department of Population and Civil Registration (Dukcapil) Merauke Regency. The method used in this research is a qualitative research research. The results of this research show 1) The level of interest of officials in the Department of Population and Civil Registry of Merauke Regency in making public policies that make it easier for the community to provide services. 2) The commitment of all employees at the Department of Population and Civil Registry of Merauke Regency to the public interest is very good. But peru must be improved again. 3) Lack of sympathy or compassion for the employees at the Population and Civil Registry Office of Merauke Regency, because there are still many complaints from the community regarding difficulties and taking care of family cards and birth certificates and their complaints are not responded to by employees at the Population and Records Office Merauke Regency Civil. 4) The lack of self-sacrifice that is owned by the Merauke Regency Population and Civil Registration Service employees because there are many complaints from the community where in community service they feel dissatisfied.
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Jafar, M. Ulfatul Akbar, M. Taufik Rachman, and Dedy Iswanto. "PERSEPSI PEGAWAI TERHADAP KEHADIRAN CALO LAYANAN ADMINISTRASI PADA DINAS KEPENDUDUKAN DAN CATATAN SIPIL KABUPATEN BIMA." Journal of Government and Politics (JGOP) 2, no. 2 (December 22, 2020): 166. http://dx.doi.org/10.31764/jgop.v2i2.3147.
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Public interest in the community is the main target in public service providers. Officials of the Office of Population and Civil Registry as a bureaucrat at the regional level are required to be able to handle the constraints faced in the government's promoted development efforts. Officials of the Office of Population and Civil Registration must be able to carry out its first function is to provide services to the community well, deft, effective and efficient. Another problem that often arises is the discipline of employees in providing services this proved many employees who come not on time, start the service not on time, rest not in time, and employees also home before the time to go home. This also greatly affects the service because if the shortage of employees then the counter service that will be opened also a little, so that the impact of many people who are not served. The purpose of this research are; 1) To know Employee Perception Against Attendance of Administration Service Bureau at Department of Population and Civil Regent of Bima Regency; 2) To know the Factors that may affect the Presence of Calo Administration Services At the Department of Population and Civil Registration Bima District.This research uses qualitative approach method with technique of determination of informant use Purposive sampling, meaning intentionally intake technique. Methods of data collection ie observation, interview (Interview) and documentation. Data type is qualitative data and sourced from secondary and primary data with data analysis technique Data Reduction, Data Presentation (Data Display), and Conclusion drawing / verification.The result of research shows that: The distance of the Office of Population and Civil Registry of Bima Regency is far and there is no public transportation passing through it. So that has a private vehicle that many do service in the Department of Population and Civil Registry Bima District, for people living in remote areas usually take care of services, especially the service of birth certificate by handing someone close to his relationship with bureaucracy or brokers even if they have to pay more. The presence of brokers is difficult to separate from public services. But now their existence began to decrease, because the government increasingly simplify the process of document management and licensing.)
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Aksa, Rahadian. "DISCRIMINATION OF PUBLIC SERVICE IN POPULATION AND CIVIL REGISTRATION AGENCY NORTH LAMPUNG REGENCY." NATAPRAJA 6, no. 1 (August 6, 2018): 11. http://dx.doi.org/10.21831/jnp.v6i1.20702.
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The objective of this research is to determine the forms and causes of discrimination in the services delivery provision of North Lampung population and civil registration agency. The research was a descriptive qualitative. Research results showed the prevalence of discriminatory practices in the delivery of services in the Population and Civil Registration agency in North Lampung Regency. Dissemination took forms of time required, and cost incurred to obtain services, attitude of service providers, and procedures that differed between those that applied to ordinary citizens (long and tedious) and for others (short and quick) that included the rich, officials, community leaders and relatives or acquaintances of population and civil registration agency. However, there was no evidence of discrimination in service delivery that was based on race and religion. Culture, as manifested in paternalistic form and bureaucratic hierarchy was the main cause of discrimination in the services delivery in population and civil registration agency. Thus, paternalism and bureaucracy culture underlie favoritism accorded to officials and rulers, individuals in key positions of government and society, and relatives and acquaintances of employees in the agency as opposed to other members of society.
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Wen, Bo, Shui-Yan Tang, and Carlos Wing-Hung Lo. "Changing Levels of Job Satisfaction among Local Environmental Enforcement Officials in China." China Quarterly 241 (September 2, 2019): 112–43. http://dx.doi.org/10.1017/s0305741019000791.
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AbstractAs a result of multiple waves of administrative reforms in the past three decades, China's civil service has become more professionalized. Yet public employees appear to have become increasingly dissatisfied in recent years. Based on questionnaire surveys and interviews with environmental enforcement officials in a southern city, this paper traces changes in the job satisfaction levels of these officials between 2000 and 2014. It shows that satisfaction with the extrinsic rewards received and overall job satisfaction declined during this period. These downward trends partly reflected the increasingly challenging institutional environments faced by the officials: rising political and societal demands, inadequate fiscal and personnel resources, and limited enforcement authority. In addition, as the officials became more highly educated and professionalized, mission match became a stronger antecedent of job satisfaction. These findings suggest the importance of meeting the motivational needs of a more professionalized workforce.
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Olijnyk, A. M. "Basic principles in the mechanism of assessment of employees of the organs of incomes and charges in Ukraine." Public administration aspects 6, no. 9 (October 19, 2018): 73–79. http://dx.doi.org/10.15421/151856.
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The article analyzes the issues of principles in the mechanism of assessment of employees of the organs of incomes and fees, as the main, initial ideas, guidelines used in the evaluation process of officials of the fiscal services. It is revealed that the principles are an important part of the civil service, and the definition of their content during the assessment is a determining factor in a stable personnel policy in the system of organs of the fiscal service.The normative list of principles of civil service, consisting of rule, lawfulness, professionalism, patriotism, integrity, efficiency, ensuring equal access to public service, political impartiality, transparency and stability are considered.It is determined that the list of evaluation principles is contained in the «Typical evaluation procedure for the performance of civil servants» and consists of the principles of objectivity, authenticity, accessibility and transparency, interaction and respect for dignity. However, this list of principles does not cover the whole assessment procedure, therefore, we propose to include the following principles of civil servants’ assessment of the revenue and expenditure of the organs of government as follows: legality, equality of all before the law, objectivity, transparency and openness, humanism, interaction of sub objectives of evaluation, professionalism. The principles of evaluation of employees of the organs of incomes and fees are considered and characterized, attention is paid to their normative content and the mechanism of their implementation.It is concluded that the principles in the mechanism for assessing employees of the organs of income and fees determine certain patterns in the system of organization of service in the fiscal services, highlight the general provisions of the civil service in these organs, establish their organizational and legal ties.
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Rengifurwarin, Zainal Abidin. "Analysis of Public Service Professionalism at the Department of Population and Civil Registration Ambon City." International Journal of Science and Society 2, no. 4 (October 10, 2020): 383–403. http://dx.doi.org/10.54783/ijsoc.v2i4.223.
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Public services by local government officials are currently required to be carried out professionally is a tough task to improve the expected quality. In reality, the service quality has not been satisfactory, including at the Ambon City Population and Civil Registry Service (Hereinafter known as DISDUKCAPIL). This research aims to analyze and explain the description of how the quality of public services in this department, and the dimensions of employee service professionalism, are determinants of support and obstacles. The number of informants in this research was 11 people. The research data were collected through interview techniques, observation and documentation, and analyzed using qualitative descriptive analysis techniques. The findings of this research indicate that the level of service quality in the field of population administration at the research location is in quite good condition. This is a contribution from several dimensions of the professionalism of employees' work.
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Johnson, Tim, and Gregory B. Lewis. "Inspecting the Merit System’s “Pivotal Idea”: Does Competitive Examination Increase the Qualifications and Quality of the U.S. Federal Service?" Review of Public Personnel Administration 40, no. 2 (August 30, 2018): 202–21. http://dx.doi.org/10.1177/0734371x18794808.
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According to its designers, the U.S. merit system centered on a “pivotal idea”: The civil service would use “open, fair, honest, impartial, competitive examination” to find the people “best fitted to discharge the duties of the position.” Officials would announce job openings to the widest-possible applicant pool and assess that pool on uniformly applied, job-relevant criteria. Over time, however, alternative hiring mechanisms have increased in popularity as means to improve the speed or flexibility the hiring process, with limited research on their impact on the federal service. To understand their effects, we examine all federal, nondefense employees hired between 1983 and 2013 to assess whether four alternative hiring procedures affect the educational attainment (a proxy for qualifications) and career advancement (a proxy for quality) of new hires. We find that employees hired through competitive examinations possess more education upon entry than employees selected through two of those alternative procedures; however, employees hired through all four alternative procedures advance in their careers at least as rapidly as those selected via competitive examinations.
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O’Brien, Margaret. "Public Employees Restrictions on Political Activity in Canada, Australia, and the United Kingdom." ICL Journal 15, no. 3 (July 27, 2021): 319–56. http://dx.doi.org/10.1515/icl-2021-0003.
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Abstract The political rights of public employees vary greatly in scope and depth across democratic societies. While some countries balance the need for a neutral government with the rights of its employees, others fail to provide meaningful avenues for expression of political activities. As the civil service has grown and become more vocal, the government’s desire for an impartial government has grown with it. Canada, Australia, and the United Kingdom, three Westminster-style governments who evolved from a once singular legal system, have adopted laws and regulations to address their employees’ political activities with varying effectiveness and form. This Article will analyze each country’s legal framework for these restrictions, within their larger free speech regime. In particular, this Article will use candidacy and social media activity as a lens to examine these restrictions and provide examples for how these restrictions most commonly effect civil servants’ political activities. Although each regime has successes and failures at balancing the government’s need for impartiality with the civil service’s rights to expression, Canada has most successfully established a balance between the government’s interests in neutrality with their employee’s rights to political expression.
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Supriyanto, Hery. "Discipline Development Of Civil State Employees In Improving Community Services In Pemalang District." Law Development Journal 1, no. 2 (September 14, 2020): 47. http://dx.doi.org/10.30659/ldj.1.2.47-54.
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Civil servants as servants of the state and servants of the community in carrying out their duties to provide services to the community must be equitably distributed with the ability to carry out their duties in a professional and responsible manner, by obeying their obligations and avoiding prohibitions stipulated in statutory regulations and or official regulations. Based on the above facts, it is necessary to have a scientific study in a study with the title: Fostering Discipline of Civil Servants (PNS) in Improving Community Services Based on Government Regulation Number 53 of 2010 in Pemalang Regency. The approach method used or used in this research is to use a sociological juridical approach (socio legal research). This research is a descriptive analysis research, that is, this research is a descriptive analysis research, which describes the existing situation more clearly, based on legal theory. Data analysis was carried out using qualitative analysis methods, namely an analysis carried out on the Discipline Development of Civil Servants in improving community services in Pemalang Regency.In Fostering Discipline for Civil Servants in Improving Community Service in Pemalang Regency, in general, Civil Servants as State Servants and Servants of the Community in carrying out their duties to provide services to the community must be disciplined, namely the existence of good Discipline Development for Civil Servants will create harmonious interactions, both between Civil Servants themselves and fellow bureaucratic officials as well as between employees and community members. Constraints faced Not exactly the promised time, Lack of quality of community services. in making Identity Cards (KTP) and Family Cards (KK), and for solutions to overcome Constraints / Obstacles are as follows: Implement services on time, Improve the quality of services to the community.Keywords: Civil Servant Discipline, Service to Society
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Destiningsih, Rian, and Evi Lestari. "Analisis Kinerja Satuan Polisi Pamong Praja (Satpol PP) Kota Magelang Dalam Penanganan Pedagang Kaki Lima." Jurnal STEI Ekonomi 29, no. 02 (December 21, 2020): 78–87. http://dx.doi.org/10.36406/jemi.v29i2.291.
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The Civil Service Police Unit is one of the local government officials tasked with enforcing regional regulations, maintaining public order and public peace. The Civil Service Police Unit is also an institution located in every Province as well as Regency and City. The Magelang City Civil Service Police Unit is faced with various problems of order, especially Street Vendors (PKL). Street vendors have become commonplace in big cities. The purpose of this study is to provide an overview of how the performance of Satpol PP in Magelang City and how the impact or consequences of Satpol PP's actions in handling street vendors. The method used is a case study with a qualitative approach by means of purposive sampling. Data collection techniques used are interviews, observation, and study documentation. The results of this study indicate that the performance of the Magelang City Satpol PP is quite good. The performance of the Satpol PP is said to be good in terms of accountability, effectiveness, efficiency and performance responsibility of the Magelang City Satpol PP employees who have tried to deal with street vendors.
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Ivanov, Vitaly A. "Reasons for Refusing Employees of Civil Institutions of the Kaluga Gubernia in Receiving Class Ranks in 1849–54: Based on Materials of Short Records of Service." Herald of an archivist, no. 2 (2021): 356–66. http://dx.doi.org/10.28995/2073-0101-2021-2-356-366.
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In the article draws on the complex of short records of service of officials and clerical servants of various departments revealed in the State Archive of the Kaluga Region and introduced into scientific use, to establish reasons for refusing local government officials in receiving class ranks. It is to be noted that during the reign of Nicholas I, when producing class ranks, it was necessary to take into account not only the length of service in the previous rank, but also to maintain strict adherence to other legislative norms: i.e. correspondence of rank to class of the position held, positive review of the superiors, correct compilation and timely submission of the award documentation. Analysis of retrospective information contained in short records of the employees of gubernia, uezd, and town institutions reveals real reasons for rejecting petitions for awarding class ranks to the employees of the Kaluga institutions in 1849–54. For the most part, it was due to failure to comply with elementary rules of clerical work: not including all necessary information in formal and short records, incorrect paperwork. It was also in no small part due to violation of established deadlines for receiving official documents from the employees themselves or to absence of some documents. The study has registered no cases of refusal of requests for promotion to class rank bypassing the most important requirement of the legislator – production to the rank according to the class of position. The author believes that the heads of institutions, prior to allowing the awarding of employees with class rank, established how it would correspond to the class of their post and whether or not it would conflict with the current rules. It may be concluded that the legislation of Nicholas I in rank promotion in the daily practice of local institutions in the late 1840s – first half of the 1850s was well observed, reasoning from formal documentary and partly legal requirements, without taking into account other factors that played an important role in this case.
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Semin, Aleksei. "The Soviet period of development of legal regulation of the civil service grade structure." Административное и муниципальное право, no. 2 (February 2021): 1–9. http://dx.doi.org/10.7256/2454-0595.2021.2.34879.
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This article examines the evolution of approaches towards creation and regulation of the civil service grade structure in the Soviet Unions. The author describes the logically differentiated stages, as well as the general provisions of the approaches, namely the refusal to separate the official of the state apparatus from all employees of the sectors of the national economy, and simultaneous substitution of the state apparatus for the party apparatus. The author outlines the trajectories of development of the civil service system as a whole and the state civil service as its part. Special attention is given to the attempts of creating a hierarchical system of personal ranks. The development of the institution of nomenclature is reviewed separately. The conclusion is made on underdevelopment of the administrative legal institution of the civil service in the Soviet Union, due to the absence of uniform approach towards regulation of the civil service grade structure. The attempt to create the civil service grade structure were unsystematic, did not distinguish between the officials of the state apparatus and the servants employed in the national economy; there were also no fundamentally different approached towards understanding the grade structure – on various stages, the base unit of building a hierarchical system were the categories “post” and “personal rank/title”. The author indicates no correlation between the personal ranks, military ranks, and ranks of the internal affairs bodies.
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Kamaludin, Kamaludin, Jasman Jasman, and Taufik Irfadat. "AKUNTABILITAS KINERJA PEGAWAI PADA KANTOR CAMAT LAMBU KABUPATEN BIMA." JURNAL DINAMIKA 2, no. 1 (June 26, 2022): 18–23. http://dx.doi.org/10.54895/dinamika.v2i1.1475.
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Employee at the Lambu sub-district office that is the importance of public accountability in order to improve the quality of service by the government bureaucracy as a manifestation of good governance. In the end, it will be able to establish harmony and harmonious relations between the government, the private sector and civil society. The performance of employees at the Lambu sub-district office is a manifestation of the implementation of activities as reflected in the achievement of performance in accordance with the established Vision, Mission, Goals and Targets. Employee performance has very important benefits, besides being the implementation of Strategic Tactical Planning, it is also to show the success of the implementation of the Strategic Plan (Renstra) at the Head of Lambu Office. Performance accountability for employees of the Head of Lambu Office includes the obligation to present and report all actions and activities especially in the field of personnel administration to higher parties/superiors. Employees are one of the vital elements in service. The volume of work and the number of employees are two factors that influence each other in performance accountability. The state of structural officials at the Head of Lambu Office as many as 23 people and staff as many as 22 people
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Meyer-Sahling, Jan-Hinrik, Barbara Janta, Iveta Reinholde, and Christian Van Stolk. "Hidden costs of cuts: Austerity, civil service management and the motivation of public officials in Central and Eastern Europe after the crisis." European Journal of Government and Economics 5, no. 2 (January 5, 2017): 120. http://dx.doi.org/10.17979/ejge.2016.5.2.4320.
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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.
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Ahmad, Rohana, Wan Naqiyah Wan Abdul Majid, Md Aris Safree Md Yasin, Suhaili Arifin, and Siti Hajar Kamaruddin. "Stress among staff in public service organizations: Mapping the relationship between team conflict, personality, and job demands towards job stress." International Journal of ADVANCED AND APPLIED SCIENCES 9, no. 12 (December 2022): 152–61. http://dx.doi.org/10.21833/ijaas.2022.12.019.
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Since the beginning of time, we have had to deal with stress. Stress has been reported to be on the rise in the public sector because of new work strategies and a demand for excellence. According to the Congress of Unions of Employees in the Public and Civil Service of Malaysia (CUEPACS), nearly 400,000 civil servants in Malaysia have been identified as experiencing many types of stress. This study investigated the influence of team conflict and personality on job stress, as well as the mediating role of job demands in the context of stress in public service organizations (PSOs). The data for this study was gathered using a questionnaire survey administered to 656 public officials in seven PSOs in Putrajaya, Kuala Lumpur, Malaysia. The findings suggested a statistically significant association between personality and job demands and job stress. Additionally, this research exposes the mediating role of task demands in the relationship between team conflict, personality, and employee job stress in the public sector.
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Jisman, Jisman, and Debi Purnawan. "Disiplin Kerja Aparatur Sipil Negara Pada Dinas Pangan Provinsi Sulawesi Tengah." Jurnal ADMINISTRATOR 3, no. 1 (October 25, 2021): 13–18. http://dx.doi.org/10.55100/administrator.v3i1.19.
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Employee discipline at the Central Sulawesi Provincial Food Service has not been implemented optimally. The purpose of this research is to find out how the Discipline of the Work of the State Civil Apparatus at the Food Service is, which causes the less than optimal discipline of the Work of the State Civil Apparatus at the Food Service. The type of research used was qualitative and purposive informant selection technique with 5 selected informants. Data collection techniques were carried out through interviews, observation and documentation. Data analysis techniques through the stages of data editing, categorization, interpretation of the meaning of the data and drawing conclusions. The theory used is the George C Edwards III policy implementation model with the variables in the form of communication, resources, disposition and bureaucratic structure. The results show that the implementation of disciplinary policies at the Food Service has not been carried out properly due to the lack of optimal work discipline of the State Civil Apparatus at the Food Service, the lack of socialization, communication methods or techniques that are built so that they are less effective, lack of leadership commitment to consistently and consistently apply discipline , lack of exemplary leadership in implementing discipline, lack of strict application of rewards and punishments, lack of coordination and collaboration in implementing discipline among structural officials or direct supervisors of employees, and lack of understanding of SOPs for implementing Government Regulation No. 53 of 2010 by State Civil Apparatus at the Food Service.
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Sirait, Novianti Diva Nilakrisna, Warjio Warjio, Dumasari Harahap, and Abdul Kadir. "Analisis Kinerja Aparatur Sipil Negara dalam hal Disiplin Kerja di Kantor Kecamatan Tanjungbalai Utara Kota Tanjungbalai." Strukturasi: Jurnal Ilmiah Magister Administrasi Publik 1, no. 2 (September 3, 2019): 165–75. http://dx.doi.org/10.31289/strukturasi.v1i2.34.
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The research objective is to describe the performance of the State Civil Apparatus in terms of work discipline, to describe the obstacles in improving the performance of the State Civil Apparatus in terms of discipline and to describe the efforts made in improving the performance of the State Civil Apparatus in terms of work discipline in the Tanjungbalai District Office of North Tanjungbalai City. With descriptive qualitative research methods, this type of research is descriptive qualitative by making direct observations or observations, interviews and documentation. The results of the research show that the application of disciplinary regulations within the scope of the North Tanjungbalai Sub-district office in Tanjungbalai City still implies that the regulations apply but in reality there are some things that have not been carried out optimally, there are still employees who cannot be invited to collaborate in routine Kecamatan activities and often leave offices during office hours such employee attitudes hamper service performance for the community. As for the obstacles faced in disciplinary regulations, namely the Lack of awareness of employees in carrying out their duties and responsibilities, the lack of professionalism and responsibility of Civil Servants in carrying out their duties, the lack of strict Sanctions given by the Authorized Officials and the Fading of Discipline of Regional Civil Servants.
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Plekh, Olesya A. "Composition of the Archangelsk Governorate officialdom in the first half of the 19th century." Historia provinciae – the journal of regional history 5, no. 1 (2021): 16–63. http://dx.doi.org/10.23859/2587-8344-2021-5-1-1.
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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.
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Novogrebelskaya, Irina. "MODERN INTERPRETATION OF "COMPETENCE" CONCEPT AS THE HIGHER CORPUS OF THE UKRAINE STATE SERVICE." International Journal of Legal Studies ( IJOLS ) 5, no. 1 (June 30, 2019): 287–300. http://dx.doi.org/10.5604/01.3001.0013.3238.
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The article highlights the results of the current study of the modern interpretation of the concept of "competence" in relation to the higher civil service corps. It is established that in Ukraine the notion of "competence" is defined as the combination of knowledge, skills, and practical skills, personality qualities or the ability of a person to use special knowledge, skills and abilities and personal qualities within the limits of powers determined. At the same time, there is a mismatch between the competences of the mas-ter's level of higher education and the requirements for persons who are applying for the post of senior civil service, as well as these requirements and key indicators of the evalua-tion of the results of the service activity. International standards indicate that the modern interpretation of the concept of "compe-tence" is based on the activity approach: as demonstrated the ability to apply in practice that knowledge and skills, which affect the quality and in a manner that will lead to quality improvement. That is, the competence of employees, in particular, the senior civil service, should be demonstrated during their activities on the positions and contribute to the im-provement of the quality of public administration. It is proved that further research should relate to the activity approach in applying the concept of "competence" and scientifically grounded proposals as to the definition of the components of competence of senior civil service officials and the criteria for evaluating their activities.
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Pronevych, O. "THE INSTITUTE OF COUNSELOR IN THE DOMESTIC SYSTEM OF PUBLIC SERVICE: THE STATE AND PROBLEMS OF LEGAL FIXING." Bulletin of Taras Shevchenko National University of Kyiv. Legal Studies, no. 118 (2021): 106–12. http://dx.doi.org/10.17721/1728-2195/2021/3.118-19.
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The article is devoted to understanding the specifics of the social mission and the state of legal consolidation of the administrative legal personality of councilors in public authorities and local governments. It is emphasized that the problem of selection of candidates for the positions of advisers to the heads of public authorities is the subject of lively discussion, as a rather controversial collective image of the adviser has formed in the public consciousness. This is due to his belonging to officials who hold a particularly responsible position and perform official duties in the presence of a high level of corruption risks. It is established that the commitment of candidates for advisers is carried out in the context of providing scientific support for the formation and implementation of public policy, implementation of best management practices, finding optimal management and legal algorithms for resolving conflicts, improving the quality of management decisions. The urgent need to improve the domestic service legislation by adopting a special law on patronage service in order to unify the legal framework for the organization and operation of patronage services. First of all, it is necessary to normatively enshrine the right of specific public authorities to establish a patronage service, to provide an exhaustive list of patronage service positions for each of these bodies, to provide the right of equal access to patronage service, to introduce a single mechanism for selection and appointment of patronage service employees. professional achievements and personal business qualities, to differentiate their powers depending on the specifics of public authority of individual officials, which create patronage services. There is also a need to specify the functions, main tasks and powers of advisers to heads of public authorities, articulation of basic qualification requirements for candidates for advisers, clear definition of legal bases of interaction of advisers with career civil servants and communication with civil society institutions, articulation of moral and ethical imperatives. official activity of advisers. Keywords: public service, patronage service, adviser in state authorities and local self-government bodies, staff adviser, advisor on a voluntary basis.
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Putra, Agung Praja, Iskandar Iskandar, and Jonny Simamora. "THE COMPLIANCE LEVEL OF OFFICIALS FOR STAFF DEVELOPMENT IN LAW ENFORCEMENT OF STATE CIVIL APPARATUS DISCIPLINE AT THE GOVERNMENT OF BENGKULU PROVINCE." Bengkoelen Justice : Jurnal Ilmu Hukum 9, no. 2 (January 2, 2020): 147–61. http://dx.doi.org/10.33369/j_bengkoelenjust.v9i2.9976.
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Government of Bengkulu Province is strongly committed to improve the quality of the bureaucratic reform of Apparatus Resourcesparticularly apparatus resources reform at the environment of Local Government of Bengkulu Province. Based on Attachment 1 of Regulation of the Head of the Civil Service Agency No. 21 of 2010 concerning the Implementing Regulations of Government Regulation No. 53 of 2010 on Discipline of Civil Servants, it is known that the employee dismissal procedures that violate discipline begins by calling the concerned continued with the establishment of inspection team. The results of the examination if proven to do violation, then the competent authorities impose disciplinary punishment. There have been many advances experienced by the government in the field of employment, which previously civil servants performance was rated based on patronage system where the presentation and work are preferred switched to merit systemin which the competence and performance of employees are preferred. However, there are still some violations occurred both violations of discipline and criminal.
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Leshchina, E. L. "Competition of Procedural Forms of Court Consideration of Public Service Disciplinary Disputes." Actual Problems of Russian Law 17, no. 1 (December 20, 2021): 49–59. http://dx.doi.org/10.17803/1994-1471.2022.134.1.049-059.
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The paper examines the features of the legal regulation of consideration of administrative disputes and public service disputes as one of their types by the courts of general jurisdiction. It is shown that, despite the public and managerial nature of state-official, disciplinary relations, public service disputes between civil servants and an authorized manager about the legality of disciplinary sanctions, as well as disputes between employees and their employers, are dealt with by the courts under the rules of the Code of Civil Procedure of the Russian Federation, since the legislation does not establish special jurisdictional rules for claims arising from public service disputes. The author substantiates the opinion that for administrative cases challenging (appealing) the decisions, acts (or omissions to act) of state authorities and other state bodies and their officials on the ground of their nature and content of legal relations underlying them, administrative proceedings constitute the preferred procedural form for their consideration. Currently, administrative proceedings do not have any legitimate possibility to consider a dispute complicated by civil claims. Based on the analysis of existing approaches to the choice of procedural forms of consideration of public service disputes, it is suggested that the court can consistently consider within one administrative case, first, the legality of an administrative act, and then the claims against the state body, which will require the revision of the concept of the Code of Administrative Court Procedure in the RF.
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Mirgorod-Karpova, V. V., and O. S. Bezvin. "Legal bases of electronic declaration of incomes and expenses of civil servants in Ukraine and the developed countries of the world." Legal horizons, no. 25 (2020): 7–13. http://dx.doi.org/10.21272/legalhorizons.2020.i25.p7.
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The article is devoted to defining the legal aspects of electronic declaration of civil servants as the main mechanism which is one of the most effective means of combating corruption not only in Ukraine but also in developed countries. The main internal problem of Ukraine, which is mentioned in various contexts, is corruption. One of the most effective methods of preventing corruption in the civil service is to strengthen measures of financial and other control of persons authorized to perform state and other functions equated to them. Electronic declaration is one of the most important tools for ensuring public accountability and trust in employees, on which depends the stability of the political system and the development of the state. It is a mechanism of cohesion between the state and civil society, which, despite all its positive aspects, definitely needs serious changes. Currently, electronic declaration in Ukraine is in an ambiguous situation. It is very common for officials to hide their uncontrollable income from society and the state, allow themselves to spend huge sums on vacations abroad that ordinary citizens can only dream of, pay their children to study at the best universities in the world, they can be seen every month at new cars. And this is just the tip of the iceberg. However, we cannot keep track of this information in the declarations, because the officials do not declare it "in full force" and are not even afraid of responsibility for their illegal actions. At the same time, we do not know where employees take so much money, because living on a single salary, their luxurious life would be impossible. But given that Ukraine seeks to become a democratic and civilized state, an integral part of it should be a refined and improved system of electronic declaration of income and expenditure, which will allow our country to eradicate corruption.
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HORDIICHUK, Mariia, and Nadiia KOTENKO. "The problem of forming the image of a public servant." Economics. Finances. Law, no. 3 (March 20, 2020): 33–36. http://dx.doi.org/10.37634/efp.2020.3.7.
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Introduction. With the implementation of public sector reforms in Ukraine, issues of increasing public confidence in the civil service as a whole and its representatives - civil servants - in particular, are updated. Ethical education measures for both existing and future civil servants (which over time must be filled by the ranks of state bodies - students and cadets of specialized universities) are highlighted. From the very beginning, future civil servants have the need to form and maintain a positive image of the representatives of the state apparatus, using the best examples of service to the people and the state, patriotic, highly professional and conscientious civil service. In Ukraine, as in all EU countries, the assessment of the effectiveness of public authorities is directly linked to the level of trust in relations between society and government, in the formation of which the image of public servants formed in the public consciousness is of paramount importance. In turn, personal experience of interacting with specific officials is often equated with the image of the public service as a whole. Thus, the image of a particular civil servant depends largely on the image of the entire public service. Purpose. This scientific article focuses on the problem of forming the image of the modern Ukrainian civil servant as one of the indicators of the effectiveness of the civil service as a whole. Results. It is established that the positive image of a civil servant in Ukraine is not so much in an unstable position as it is in general unformed. Even the creation of new government bodies and the practice of recruiting individuals after numerous competitions and inspections have failed to create a positive image of these bodies and their employees in the population. Conclusion. To create and maintain a positive image of a civil servant, it is advisable to use the following measures: setting up public relations, increasing the openness of civil servants; cooperation with non-governmental organizations, public institutions; control over the performance of their duties by the state enhancement of ethical education of civil servants, starting with high school; rigorous selection for the civil service, taking into account the competence, communication skills and external qualities of the future civil servant; providing services to coaches specializing in management, etc.
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Suslova, L. N., and I. V. Yarkova. "Formation of a Pension Allowance system for Civil Servants of the Tobolsk Province of the 19th - early 20th Centuries." Nauchnyy Dialog, no. 1 (January 30, 2020): 484–94. http://dx.doi.org/10.24224/2227-1295-2020-1-484-494.
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The article is devoted to the study of historical experience in the formation of pensions for employees of the Tobolsk province in the XIX - early XX centuries. The authors of the article associate their interest in the indicated problems with its poor knowledge, as well as the reform of pension provision in modern Russia. The source of the study was the legislative, clerical and statistical documents of the funds of the School Directorate, City Council, Tobolsk Provincial Board, Tobolsk State Chamber, Tobolsk Gymnasium, Tobolsk State Bank, Tobolsk Post and Telegraph Office, Tobolsk Notary Archive and others. The most significant of these are the lists of pensioners living in the Tobolsk province, the Tobolsk Treasury Chamber statements on pensioners, documents that fix the number and size of pensions issued and not issued, and cases regarding the assignment of pensions. The authors of the article note the absence in the period under review of a single pension provision practice for all social categories of the population. The author analyzes pension payments accrued to officials from the treasury, and funded payments from public emmeritial cash desks. It is concluded that the formation of the pension provision of civil servants can be attributed to the end of the first quarter of the XIX century. The circle of persons entitled to receive a pension is designated, the sources of pension financing are identified. It was concluded that for the provision of pensions to officials of the period under review, the dependence of the pension salary on the size of the annual salary, the rank and length of service of the civil service was characteristic.
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Madhovi, Trust. "The Impact of Social Accountability Mechanisms on Fiscal Management Challenges Facing Goromonzi Rural District Council, Zimbabwe." Journal of Public Administration and Governance 10, no. 2 (May 24, 2020): 141. http://dx.doi.org/10.5296/jpag.v10i2.16825.
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This paper examines the impact of social accountability mechanisms on the fiscal management challenges facing local government bodies in Zimbabwe. The paper hypothesises that there is a positive relationship between the use of social accountability mechanisms or tools by local authorities and the effectiveness of their fiscal management policies to mobilize more revenue for service delivery. In this study, both quantitative and qualitative methods are adopted in gathering and analysing data from central government officials, Goromonzi Rural District Council employees and members of the public. The results of the study reveal that the local government body faces a number of fiscal management challenges that include a shrinking tax base, non-payment of taxes, resistance to successive budgets; lack of implementation; lack of monitoring and evaluation. Council has implemented participatory budgeting to deal with some of these challenges. While results show a significant improvement in tax collection, some of the challenges have persisted. The paper proposes some recommendations useful to central government, policy makers, civil society organisations, local government officials and the general public. The paper manages to demonstrate that the implementation of social accountability tools can have positive impacts on the fiscal management challenges facing local governments.
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Rusdi, M. Fikro, Jeane Langkai, and Charles H. S. Tangkau. "CIVIL SERVANTS 'COMPETENCE AS PUBLIC SERVICES." SEIKO : Journal of Management & Business 3, no. 2 (April 12, 2020): 114. http://dx.doi.org/10.37531/sejaman.v3i2.561.
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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
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Kositsin, Igor A., Alex Maile, and Yurii P. Shevchenko. "Features of the Application of Measures of Public Coercion in Relation to Persons With Special Legal Status." Vestnik Tomskogo gosudarstvennogo universiteta, no. 470 (2021): 235–41. http://dx.doi.org/10.17223/15617793/470/29.
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In the Russian Federation, there are categories of public and civil service positions that provide officials with certain legal immunities. These immunities protect their bearers from interference in their activities by external authorities. The President of the Russian Federation, members of the Federation Council, deputies of the State Duma, and judges are protected on the basis of the Constitution of the Russian Federation. Federal laws grant immunities to a significantly larger number of government officials and public servants. These include: the Commissioner for Human Rights in the Russian Federation, the President of the Russian Federation, who has terminated his powers, jurors, arbitrators, the Chair of the Court of Accounts, the Deputy Chair of the Court of Auditors, the auditors of the Accounts Chamber, prosecutors, the Investigative Committee staff, legislative (representative) deputies of the government bodies of the constituent entities of the Russian Federation, deputies, members of elected local government bodies, elected local government officials, registered candidates for the representative bodies of local self-government, and elected officials of local self-government in the Russian Federation. Separate elements of such protection are provided for certain categories of officials who are on duty: employees of the Federal Security Service of Russia, the Federal Guard Service of Russia, Rosgvardiya. The declared special procedure for detention (or its prohibition), bringing, record, search, etc., as well as the special procedure for bringing to administrative and criminal liability, is either absent at all or is incomplete, fragmented, and specific, without any reason, for each of the listed categories of persons. The obligation of the police to immediately release an these persons without any proceedings, explanations, or searches entails serious adverse and, most importantly, irreparable consequences. Particular attention should be paid to departmental rulemaking. The by-law must not be contrary to the law. Nevertheless, some administrative regulations, approved by orders of federal ministers, restrict the rights granted by laws. It is proposed to develop a unified procedure for special conditions for the application of coercive measures and administrative responsibility to these persons and its inclusion in the form of an independent chapter in the new code on administrative offenses. Based on a study of foreign legislation, the idea is expressed that it is undesirable to preserve the institution of immunity in Russian legislation, and it should be abolished for most entities.
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Pathak, Anshul. "India\'s Administrative Training for Civil Servants Includes Environmental Sustainability." International Journal for Research in Applied Science and Engineering Technology 10, no. 3 (March 31, 2022): 654–58. http://dx.doi.org/10.22214/ijraset.2022.40373.
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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
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Andreev, Vasyl Nikolayevich. "PROBLEM OF FORMATION OF QUALIFICATION-PROFESSIONAL REQUIREMENTS FOR PUBLIC OFFICIALS AS THE BASIS OF SELECTION OF PUBLIC SERVICE PERSONS IN UKRAINE: METHODOLOGICAL APPROACH." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 12 (February 14, 2018): 73–82. http://dx.doi.org/10.31618/vadnd.v1i12.50.
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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.
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Andreev, Vasyl Nikolayevich. "PROBLEM OF FORMATION OF QUALIFICATION-PROFESSIONAL REQUIREMENTS FOR PUBLIC OFFICIALS AS THE BASIS OF SELECTION OF PUBLIC SERVICE PERSONS IN UKRAINE: METHODOLOGICAL APPROACH." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 11 (January 24, 2018): 73–82. http://dx.doi.org/10.31618/vadnd.v1i11.15.
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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.
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Suryadilaga, Muhammad Alfatih. "NIKAH SIRRI DALAM PERBINCANGAN MEDIA MASA." Musãwa Jurnal Studi Gender dan Islam 12, no. 1 (January 29, 2013): 103. http://dx.doi.org/10.14421/musawa.2013.121.103-119.
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Sirri marriage is a growing phenomenon in society. The apparently large number of sirri marriages is due to widespread reporting by mass media, printed and electronic. As a part of religious teachings, marriage is a holy institution to humanize mankind. The purpose of marriage cannot be achieved if there is an effort to subvert its core values. One of the things which may reduce the essence of marriage is sirri marriage, as it is not recorded by the Office of Religious Affair and thus does not carry the same legal force as official marriages. From the various cases of sirri marriages, most of them involve people in a public office and are economically well off, such as politicians, government officials and well off government and private employees. This means, that economic stability drives people to marry again to avoid sin, thus sirri marriage. On the flip side, poverty often coerces victims into sirri marriages. It seems that the reasons why people resort to sirri marriages include: prohibition to marry during civil service, the partner is not yet of age, polygamous civil servants fearful of superior reprimand and polygamous men fearful of their wives.
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Petukhov, Nikolai, Ekaterina Ryabtseva, Yuri Tuganov, and Vladimir Aulov. "Preventing Corruption in the Judicial System of the Russian Federation: Opportunities for Corruption Connected with the Discretionary Powers of the Court Chairperson." Russian Journal of Criminology 14, no. 6 (December 30, 2020): 823–33. http://dx.doi.org/10.17150/2500-4255.2020.14(6).823-833.
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At the present moment, corruption crimes committed by civil service employees not only interfere with the work of public officials endowed with authority, but they also undermine the credibility of state power, the trust and respect of people for state institutions and, primarily, for equitable justice. The article describes the experience of counteracting corruption in the practice of courts and judicial bodies, including the High Qualification Board of Judges, the Councils of Judges of the Russian Federation and of its regions. Adhering to the requirements of international law and taking into consideration the national law systems, the authors based their research on the inter-disciplinary systemic approach, which is necessary for the effective prevention of corruption in the court system. The theoretical results of the research were reflected in determining both the general regularities of combating corruption in the court system and the specific characteristics that take into consideration the structural and functional features of court power and the legal status of public officials. The practical results include suggestions on optimizing the organization of corruption prevention in the court system, the cooperation of courts and judicial bodies with other state bodies and public institutions on counteracting corruption while preserving the independence of the judicial power. The practical conclusions could be used for optimizing the work of courts and judicial bodies connected with the organization and implementation of anti-corruption measures.
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Seletskyi, O. V. "Theoretical-legal analysis of the provisions of encouragement of civil servants." Legal horizons, no. 21 (2020): 71–75. http://dx.doi.org/10.21272/legalhorizons.2020.i21.p71.
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One of the main factors for ensuring effective and honest work of civil servants is the formation of proper motivation and remuneration for the performance of tasks. Officials, along with other employees, strive public recognition of the results of their work. Encouragement of civil servants promotes the development of initiative, responsibility, confidence in their actions, a conscious attitude to work, mobilization to overcome difficulties and increase their credibility. Measures of material and moral support of civil servants help to realize the correct understanding of their labor obovyazkiv, helps to increase labor activity and improve the performance of the state body. The article analyzes the views of scholars on the interpretation of such a legal category as "encouragement". The provisions of the Law of Ukraine "On Civil Service" and bylaws regulating the grounds, types and procedure for applying incentives to civil servants are analyzed. It is established that the following types of incentives can be applied to civil servants: 1) announcement of gratitude; 2) awarding a diploma, a diploma, other departmental awards of a state body; 3) early assignment of the rank of civil servant; 4) presentation for awarding by government honors and awarding with a government award (congratulatory letter, thanks, diploma); 5) submission for state awards. The author proposes to expand the existing list of types of incentives for civil servants with such incentives as rewarding with a valuable gift and paying a bonus. The article also draws attention to the imperfections of the legal regulation of the procedure for applying certain types of incentives in the civil service. The author's definition of the term "encouragement of a civil servant" is proposed. It is concluded that the incentives for civil servants play an important role in enhancing their professional activities and are aimed at forming in them a conscientious attitude to work. However, some issues in this area still need significant refinement at the legislative level.
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Gorokhova, Svetlana Sergeevna. "Using the trust management mechanism as a way to prevent conflicts of interest in the public service: the US experience." Юридические исследования, no. 7 (July 2022): 14–31. http://dx.doi.org/10.25136/2409-7136.2022.7.38520.
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The subject of the study is the legislative and law enforcement experience of the United States in the field of using special types of trust management of property of civil servants and officials as a tool to overcome conflicts of interest in the public service. The relevance of this study is confirmed by the fact that the United States, one of the few states that uses this tool, as well as the Russian Federation. However, in our country, the legal regulation of this institution is still not perfect enough, therefore, it is important enough to study the experience of those states where there is such a practice. The work was prepared as part of the state assignment to the Financial University under the Government of the Russian Federation for 2022. The scientific novelty of the research is determined by the fact that currently there are practically no works containing an analysis of the institute in question. In the course of the study, the following conclusions were made.The most developed, from the point of view of the legal regulation of the institution of trust management of the property of civil servants, is the legal regulation in the USA, where, in addition to the legislative consolidation of the very possibility of placing their assets in a trust (as an alternative to sale), there are detailed administrative regulations for the actions of employees, including, among other things, developed forms forms of documents for each stage of the procedure. For Russian legislation, a detailed regulation of the actions of civil servants in the situation with the transfer of property to trust management also seems very reasonable, since the current reference to the norms of civil legislation obviously does not satisfy the necessary regulatory need, which leads to significant difficulties in law enforcement.
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Usatiy, Grygoriy. "Features of the subject matter of crimes in the sphere of official activity." Slovo of the National School of Judges of Ukraine, no. 3(32) (December 18, 2020): 125–32. http://dx.doi.org/10.37566/2707-6849-2020-3(32)-11.
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The article is sanctified to realization of criminal law analysis of individual issues, in particular: the concept of an official as a subject of a crime; categories (types) of officials; legislative definition of government representatives, interpretation of organizational and administrative and administrative and economic functions (responsibilities); definition of the content of the concept of “subordination”, etc. as circumstances subject to further proof.In the article the argued elucidations are given in relation to that, or there were deputies of Head of Administration of President of Ukraine in a period from 22.07.2014 for by 11.05.2019 official persons in understanding a century 18, century 364 or century 367 the Criminal code of Ukraine. Administration of President of Ukraine is an auxiliary, constantly operating body that is created by President of Ukraine on the basis of the article of a 106 Constitution of Ukraine. Thus, Administration does not make decision, obligatory for other subjects, does not carry out state imperious administrative functions, and it is not had to jurisdiction that spreads to certain territory, but thus is not a public organ in understanding of Law of Ukraine «About prevention of corruption». In according to the position of the Supreme Court, the Deputy Head of the Administration of the President of Ukraine is not an official of a state body. The position of the Deputy Head of the Administration of the President of Ukraine also does not belong to any of the categories of civil service positions defined by Article 6 of the Law of Ukraine «On Civil Service». The foregoing allows us to conclude that the Deputy Heads of the Presidential Administration of Ukraine in the period from 07.22.2014 to 05.11.2019 were employees of a permanent subsidiary body formed by the President of Ukraine with consultative and advisory functions. And they also did not perform organizational and administrative or administrative functions, and therefore were not officials in the understanding of Articles 18, 364, 367 of the Criminal Code of Ukraine. Key words: the subject of the crime, executive, government representative, organizational and administrative and administrative functions (responsibilities).
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Bakievska, Florina, and Mimoza Bakievska. "THE SALARY OF PUBLIC SERVANTS IN MACEDONIA (DE LEGE AND DE FACTO)." Knowledge International Journal 31, no. 1 (June 5, 2019): 351–54. http://dx.doi.org/10.35120/kij3101351b.
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The subject of this paper is the salary of public servants as an institut of economic and legal nature, the manner of its establishment, the basis, as well as the legal criteria on which the calculation is based. The general assumption is that administrative officials in our country are divided into two large groups depending on whether they are employed in state bodies and local government bodies (civil servants) or in a public sector institution that performs public service (public servants). Considering the fact that it is the same type of employees who perform public interest matters, the assumption is the existence of de lege equal salary for an equal qualification level and title. The legal treatment of this institute refers to the conclusion that there is no imbalance in the result of all the determined parameters and criteria. But the direct application of the same provisions of the same law shows the presence of practical inconsistencies and different results for the same phenomenon, ie, an unequal salary for the same group of administrative officials. The idea is to perceive the selective approach in the application of such legal provisions and the consequences of such discriminatory potency. This means that there are situations where there is no equitable salary. The occurrence is more frequent when the administrative public official requests de facto application of the legal norms regarding the establishment of his salary according to the status of an official, thus starting the period of application of the right to equal access in determining the amount of salary of the administrative officials in accordance with the law. This research implements the method of analysis of the content of laws and other professional literature, as well as the still small number of filed and completed court cases in labor disputes. The results point to the conclusion that there is an equal legal basis but an unequal approach in calculating the salary of public and civil servants.
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Damm, Irina, Aleksey Tarbagaev, and Evgenii Akunchenko. "A Prohibition to Receive Remuneration (Gifts) in Connection with the Performance of Official Duties as a Measure of Anti-Corruption Criminological Security." Russian Journal of Criminology 14, no. 5 (November 20, 2020): 660–75. http://dx.doi.org/10.17150/2500-4255.2020.14(5).660-675.
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A prohibition for persons holding government (municipal) positions, for government (municipal) employees, and some other employees of the public sphere who are public officials to receive remuneration (gifts) is aimed at preventing bribery (Art. 290, 291, 291.2 of the Criminal Code of the Russian Federation), and could be viewed as a measure of anti-corruption criminological security. However, the existing collisions of civil, administrative and criminal law norms that regulate this prohibition lead to an ongoing discussion in research publications and complexities in practice. The goal of this research is to study the conditions and identify the problems of the legal regulation of receiving remuneration (gifts) in connection with the performance of official duties that prevent the implementation of anti-corruption criminological security. The authors use the legal theory of security measures to analyze the provisions of Clause 3, Part 1, Art. 575 of the Civil Code of the Russian Federation and Clause 6, Part 1, Art. 17 of the Federal Law «About the Public Civil Service in the Russian Federation», examine the doctrinal approaches to defining the priority of enforcing the above-mentioned norms, study the significant features of the category «ordinary gift» and conduct its evaluation from the standpoint of differentiating between gifts and bribes, also in connection with the criteria of the insignificance of the corruption deed. The empirical basis of the study is the decisions of courts of general jurisdiction. The authors also used their experience of working in Commissions on the observance of professional behavior and the resolution of conflicts of interests at different levels. The conducted research allowed the authors to come to the following fundamental conclusions: 1) the special security rule under Clause 6, Part 1, Art. 17 of the Federal Law «About the Public Civil Service in the Russian Federation», which sets a full prohibition for government employees to receive remuneration (gifts) in connection with the performance of official duties, contradicts Clause 3, Part 1, Art. 575 of the Civil Code of the Russian Federation (the existing legal-linguistic vagueness of categories in Art. 575 of the CC of the RF leads to problems in law enforcement and makes a negative impact on the anti-corruption mentality of people); 2) as the concepts «gift» and «bribe» do not logically intersect, the development of additional normative legal criteria for their delineation seems to be unpromising and will lead to a new wave of scholastic and practical disagreements; 3) the introduction of a uniform and blanket ban on receiving remuneration (gifts) in the public sphere by eliminating Clause 3, Part 1, Art. 575 of the CC of the RF seems to be an effective measure of preventing bribery, and its application is justified until Russian society develops sustainable anti-corruption mentality.
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Spichak, Alexandra V. "In Search of a Better Life: Paperwork on Reshuffles in Church Institutions in the Second Half of the 18th - Early 20th Century: A Case-Study of the Tobolsk Spiritual Consistory." Herald of an archivist, no. 1 (2020): 46–58. http://dx.doi.org/10.28995/2073-0101-2020-1-46-58.
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The article studies reasons for moving employees and ministers of ecclesiastical institutions of the Tobolsk diocese in the second half of the 18th – early 20th century and analyses the procedure of the reshuffles. This topic has not been studied yet, it is here disclosed on basis of archival sources that are being introduced into scientific use. The author has studied files of the Tobolsk spiritual consistory stored in the State Archive in the city of Tobolsk. The article reveals content of these cases, examines documents on reshuffles of ministers of church institutions of the Tobolsk diocese. The author determines terms, on which the record keeping procedure depended, identifies its main stages, isolates initiating documents in the files. The most frequent reason for the displacement of church institutions officials and ministers was their inability to support themselves and their families on the salary. When ecclesiastical consistory needed clerical workers, the diocesan authorities preferred to transfer experienced employees from other church institutions, rather than to accept graduates from educational institutions where they were taught nothing of office work. Moreover, most graduates preferred the civil service to the spiritual, so there was a lack of clerical workers, and sometimes freelancer clerks were to be hired. The documents interesting not for dry statement of facts, but for remarks and reflections that are often emotionally colored. The archival documents show that the Russian Orthodox Church took care of all of its servants, even those disabled, in ill health or elderly and found opportunity to find them all a suitable position within their power.
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Ita, Victor E., and David A. Titus. "The Role of Bureaucracy in Democratic Governance in Nigeria: Relevance and Evidence from Akwa Ibom State (1999-2017)." Journal of Public Administration and Governance 8, no. 3 (July 23, 2018): 54. http://dx.doi.org/10.5296/jpag.v8i3.13305.
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The paper examined how bureaucracy, as the legitimate organ for the implementation of state policies and programmes, has enhanced democratic governance in Nigeria using Akwa Ibom State as a reference point. The paper attempted to analyze the interplay between the political concept of democracy and bureaucratic practice in the State. The basic assumption of the paper was that democratic governance can be enhanced through effective and efficient bureaucracy. Based on documentary analysis with a tinge of survey (interview) method, it was observed that bureaucracy in Akwa Ibom has shown reasonable evidence of involvement in the implementation of government policies and programmes towards the welfare of the citizenry in demonstration of good governance. Moreover, the paper noted that the State bureaucracy needed to be repositioned to tackle some negative tendencies such as poor attitude to work, improper postings and placement of employees to positions of responsibilities and corrupt practices among public officials. Given these findings, it was recommended, among others, that the principles of transparency, probity and accountability should be made paramount as a norm and in praxis within and without the State bureaucracy; that meritocracy should constitute the basis for recruitments/appointments and postings within the civil service. These would enhance the effectiveness and efficiency of the bureaucracy towards democratic governance.
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Puspaningtyas, Anggraeny, Tri Pramesti, Ingesti Lady Rara P., and Mita Octaviani. "MENGGAGAS DESA WISATA PLUNTURAN BERBASIS KEARIFAN LOKAL DI KABUPATEN PONOROGO JAWA TIMUR." PEDULI: Jurnal Ilmiah Pengabdian Pada Masyarakat 4, no. 2 (January 30, 2021): 59–69. http://dx.doi.org/10.37303/peduli.v4i2.210.
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Plunturan is one of villages in Ponorogo, East Java Province. The prime product of Plunturan Village is a cultural heritage that is still maintained by the local village community. The various cultural products are Reyog (Reyog Anak, Reyog Perempuan dan Reyog Taruna); Gajah-Gajahan; Jathilan; Ganongan; Tledekan; Karawitan; Wayang Kulit; Coke’an; Metik Desa; Metri Desa; Metri Tandur; Campursari; and Sego Angkruk. Artists come from across generations, passed down through village elders and art groups. Artists today do not consider the potential of art in their village as their main source of income. They have other livelihoods such as farmers, traders, civil servants, government officials, teachers, health workers, private employees. This condition causes a lack of initiative from artists to attract tourists from outside the region. The role of stakeholders in Plunturan Village is very important in developing cultural tourism. The Tourism Awareness Group (Pokdarwis) which is the driving force for cultural tourism development activities must develop a strategy to make Plunturan a tourism village. Therefore, this service uses a SWOT analysis (strengths, weaknesses, opportunities and treath) to find out what strategies should be taken to initiate Plunturan Tourism Village based on local wisdom. So that culture-based development is not only aimed at improving culture, but also in carrying out development it is necessary to base on the culture that is owned, especially regarding value systems, attitudes and customs.
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Кандзюба, С. П. "Regional cloud of public administration as a component of the e-government of Ukraine." Public administration aspects 7, no. 12 (January 20, 2020): 28–37. http://dx.doi.org/10.15421/151962.
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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.
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Lyubimov, A. P., and A. M. Oreshenkov. "On the hierarchy of normative legal acts in the legal system: experience of consular work abroad." Moscow Journal of International Law, no. 4 (December 31, 2020): 95–105. http://dx.doi.org/10.24833/0869-0049-2020-4-95-105.
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INTRODUCTION.The article analyzes the current problems of the consular service. In the practical work of officials of the consular service of the Russian Federation, periodically arise situations in which it is necessary to make decisions taking into account the hierarchy of national legal acts and norms of international law, which are an integral part of the legal system of Russia. The situation complicated by the lack of a normative document that clearly and unambiguously regulates the hierarchy of legal acts that make up this system. The present article, based on the experience of the authors' work abroad, is a comprehensive study for making possible decisions within the framework of the issue under consideration on those non-standard issues that periodically are faced by employees of consular offices.MATERIALS AND METHODS.This article is based on the analysis of the provisions of article 15 of the Russian Constitution (taking into account the recently introduced amendments to the Constitution), on the decisions of the Constitutional and Supreme courts of Russia, laws of the Russian Federation, in particular, of the Civil code of the Russian Federation and the Federal law «On international treaties of the Russian Federation», and also in comparison of the legal systems of Russia, USA and Norway in the question of the primacy of national or international law, as well on real situations that occurred during one of the author's work in the consular service of the Russian MFA. The research method is based on the General scientific method of cognition.RESEARCH RESULTS.The article leads to the conclusion that in the question of the primacy of national or international law in the domestic legal system of a state gives its legislation different degrees of freedom to the Supreme state bodies in a flexible approach to the implementation of international legal obligations within the framework of the generally recognized principle of international law «pacta sunt servanda» – «treaties must be observed». Besides, within the framework of Russian national law, there are legally established opportunities to implement the norms of subordinate normative acts in the presence of a law that regulates the same type of relations in a different way.DISCUSSIONS AND CONCLUSIONS.The article provides a regulatory framework that can be used by Russian foreign offices and the MFA in case of violation by the authorities of the host country of the norms of bilateral and multilateral treaties to which Russia and the country concerned are parties. As a conclusion, it is suggested that a clear understanding of the hierarchy of normative acts in the Russian legal system is necessary for its competent application by officials of Russian foreign offices in solving issues in the field of national legislation, as well as the use of international law by these persons in protecting the rights and interests of the Russian Federation, its legal entities and individuals.
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Sciurba, Michele. "COOPERATION OF INTERNATIONAL INSTITUTIONS ON PUBLIC POLICY FORMATION FOR THE PREVENTION OF MONEY-LAUNDERING." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 11 (January 24, 2018): 321–28. http://dx.doi.org/10.31618/vadnd.v1i11.38.
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This article is devoted to the research of theoretical and practical issues of international institutions concerning the cooperation on the formation of anti-money laundering state regulation. The article provides an analysis of the main activity fields of intergovernmental institutions in the prevention of launder- ing “dirty” money. It is shown that the goal of consolidating the efforts of interna- tional structures is to integrate standards and recommendations into the mecha- nisms of public administration in order to ensure financial stability and integrity of state development as well as better financial supervision and control by the state.It is noted that the problem of money laundering can not be solved only by creating new organizational forms of state control, extraordinary and punitive measures. It requires understanding of this phenomenon as having an economic, political, ethical, managerial and legal background. The process of state regulation of money laundering should apply to all employees of state authorities, adminis- tration, justice, (stipulated by the legislation of a number of countries) and public entities with public service functions, and not just so-called officials. Important regulations for the forms and procedures for monitoring civil servants, the avai- lability and effectiveness of the code of ethics and behavior. It is substantiated that the effectiveness of implementing measures to prevent corruption can not be achieved through single and non-systemic actions at diffe- rent levels, but requires long-term socio-economic, political and legal transforma- tions. This activity should be based on a combination of a number of preventive and repressive measures.Thus, the fight against money laundering and terrorist financing is now consi- dered as a priority direction in counteracting organized crime in most countries of the world and in the world community as a whole.
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Sciurba, Michele. "COOPERATION OF INTERNATIONAL INSTITUTIONS ON PUBLIC POLICY FORMATION FOR THE PREVENTION OF MONEY-LAUNDERING." UKRAINIAN ASSEMBLY OF DOCTORS OF SCIENCES IN PUBLIC ADMINISTRATION 1, no. 12 (February 14, 2018): 321–28. http://dx.doi.org/10.31618/vadnd.v1i12.73.
Full textAbstract:
This article is devoted to the research of theoretical and practical issues of international institutions concerning the cooperation on the formation of anti-money laundering state regulation. The article provides an analysis of the main activity fields of intergovernmental institutions in the prevention of laundering “dirty” money. It is shown that the goal of consolidating the efforts of international structures is to integrate standards and recommendations into the mechanisms of public administration in order to ensure financial stability and integrity of state development as well as better financial supervision and control by the state.
It is noted that the problem of money laundering can not be solved only by creating new organizational forms of state control, extraordinary and punitive measures. It requires understanding of this phenomenon as having an economic, political, ethical, managerial and legal background. The process of state regulation of money laundering should apply to all employees of state authorities, administration, justice, (stipulated by the legislation of a number of countries) and public entities with public service functions, and not just so-called officials. Important regulations for the forms and procedures for monitoring civil servants, the availability and effectiveness of the code of ethics and behavior.
It is substantiated that the effectiveness of implementing measures to prevent corruption can not be achieved through single and non-systemic actions at different levels, but requires long-term socio-economic, political and legal transformations. This activity should be based on a combination of a number of preventive and repressive measures.
Thus, the fight against money laundering and terrorist financing is now considered as a priority direction in counteracting organized crime in most countries of the world and in the world community as a whole.
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Teuku Islahuddin, Dhiauddin Tanjung, and Ramadhan Syahmedi Siregar. "Implementation of Marriage Registration in Aceh Qanun Number 6 of 2008 concerning Administrative Registration (Analysis of Illegal Marriage Practices in Lhoksukon District, North Aceh Regency)." Britain International of Humanities and Social Sciences (BIoHS) Journal 4, no. 1 (February 2, 2022): 70–80. http://dx.doi.org/10.33258/biohs.v4i1.571.
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The implementation of Aceh Qanun Number 6 of 2008 Regarding Marriage Registration in Lhoksukon North Aceh, if analyzed based on the theory of legal effectiveness, is considered not maximally effective, even though this qanun has been enforced since 2018 and marriages carried out with wild qadhi . In addition, there are still many couples who submit Isbat Nikah to the Syar'iyah Court cannot prove their marriage at the time of examination in court. Legally, this qanun is very good. From the aspect of law enforcement, it still has weaknesses because the socialization carried out has not had a significant impact on the community, and the infrastructure is considered adequate, but from the aspect of public awareness it is still very low. Qanun Number 6 of 2008 concerning the Implementation of Population Administration relating to the registration of marriages is stated in several articles, namely Article 3, where the purpose of registering marriages is to ensure the legal status of each resident; protection of the rights of the population; ordered population administration; management of population administration information; and guarantee services for the rights of the population. Marriage registration is more firmly and specifically stated in Article 55 and Article 56. Article 55: (1) Every marriage, whether for residents who are Muslim or other religions, must be recorded. (2) Marriage registration for residents who are Muslim as referred to in paragraph (1) is carried out by marriage registrar employees at the District Religious Affairs Office. (3) The registration of marriages for residents of other religions as referred to in paragraph (1) is carried out by officials of the Regency/Municipal Population and Civil Registry Office. (4) The marriage registrar at the District Office of Religious Affairs shall record the marriage on the Marriage Certificate and issue the Marriage Certificate Quotation. (5) The Civil Registration Officer shall record marriages on the Marriage Certificate Registry and issue a Marriage Certificate Quotation. (6) Data on the results of marriage registration must be submitted by the District Office of Religious Affairs to the Regency/Municipal Population and Civil Registry Service within 10 (ten) days after the marriage registration is carried out. Article 56: Marriage registration as referred to in Article 55 also applies to: a) marriages determined by the court/Shari'ah Court; b) marriages of foreign nationals conducted in Aceh at the request of the foreign nationals concerned.
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Grishin, Dmitry A., and Alexander S. Dugenets. "Dugenets A.S. Administrative liability: features of legal relations involving correctional agencies." Law Enforcement Review 4, no. 4 (December 28, 2020): 115–23. http://dx.doi.org/10.24147/2542-1514.2020.4(4).115-123.
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The subject of the research is the modern administrative law and administrative procedural doctrine shaping the view of the contents and nature of the legal relationship of administrative liability involving correctional agencies. The purpose of the article is to confirm or disprove the hypothesis about significant features of legal relations of administrative liability arising, developing and terminating in the field of execution of criminal penalties. The methodology includes systematic analysis of legal academic literature, interpretation of Russian legislation on administrative offences. The main results. The static (universal for all law enforcement agencies) structure of the institution of administrative liability acquires its qualitative originality in the process of its practical implementation in the law enforcement activities of the relevant bodies and officials authorized by the state to bring to administrative responsibility through appropriate legal relations. The main part of the legal relations of administrative responsibility that develop in the activities of correctional institutions and pre-trial detention centers are of a security nature. These relations are primarily aimed not at implementing the main tasks of the legislation on administrative responsibility, but at achieving the basic goal of the func- tioning of penitentiary institutions, i.e. ensuring the public safety of objects of the Federal Penitentiary Service of Russia. Identification and proper procedural registration of the fact of an administrative offense will be the basis for the emergence of the corresponding protective legal relationship. The authors make proposals aimed at improvement of normative regulation and practice of application of administrative coercive measures, enforced by employees of the Federal Penitentiary Service of Russia. It is necessary to radically change the approach to the administrative and jurisdictional practice of correctional agencies by expanding the application of administrative responsibility to convicted persons and persons held in pre-trial detention centers. Conclusions. Administrative liability relations involving correctional agencies have specific features. The application of such liability is aimed at maintaining the normal legal regime and ensuring the public safety of the relevant penitentiary facility. Administrative responsibility should be applied by correctional agencies to citizens who are located on the territory of the penitentiary institution and pre-trial detention center, civil personnel of the penitentiary system and special agents. A doctrinal definition of the legal relationship of administrative liability involving correctional agencies is formulated by authors.