Academic literature on the topic 'Civil service positions Victoria'

The article analyzes approaches to the concept of transparency of competition procedures during selection for civil service positions in Ukraine. The author has conducted a thorough analysis of the main competition procedures when selecting applicants for civil service positions. The paper also defines the main problems of ensuring transparency of competition procedures during selection for civil service positions.

The problems of managing the effectiveness of professional service activities of civil servants, expressed in the lack of professionalism and competence of employees, have been investigated. The problems that arise at the stage of attracting personnel to the civil service of the Russian Federation have been considered from the point of view of the established qualification requirements for civil service positions. The cause of the problems at the selection stage has been disclosed in the practice of using methods for evaluating candidates for positions in the civil service.

The article analyzes the approaches to the civil service organization in Ukraine and examines the regulations of the civil service establishment since independence time. The attention is payed to the regulatory uncertainty of the separation of civil and public service in Ukraine. It is emphasized that the legal basis of the civil service in Ukraine is determined by the Law of Ukraine “On Civil Service”, which was adopted in 2015. The first such laws were adopted in 1993 and 2011. The Law of Ukraine “On Civil Service” of 1993 for the first time established a special legal status of civil servants – persons authorized to perform state functions. The Civil Service recognized the professional activity of persons holding positions in state bodies and their staff for the practical performance of tasks and functions of the state, receiving salaries at the expense of state funds. The Main Department of the Civil Service under the Cabinet of Ministers of Ukraine was designated as the civil service government body in the state bodies. At that time, the procedure for serving in local self-government bodies was not legally regulated in Ukraine, which hampered the establishment of the public service institution in Ukraine. With the adoption of the Constitution of Ukraine, there was a division of public service into civil service and service in local self-governments. The Laws of Ukraine “On Local Self-Government in Ukraine” and “On Service in Local Self-Government Bodies” became an additional basis for distinguishing types of public service. In 2011, a new Law of Ukraine “On Civil Service” was adopted, which provided for changes in the legal regulation of the civil service in Ukraine. Civil service was recognized as a professional activity of civil servants in preparing proposals for the civil policy formation, ensuring its implementation and provision of administrative services, ie the categories of political positions and positions of civil servants were distinguished. The current legislation defines the role of the civil service and its features, as well as the conditions of service in local governments, which is actually the basis for the public service system formation in Ukraine. Key words: civil service, public service, service in local self-government bodies.

The article is devoted to the definition of the state-service relations as the subject of a public-legal dispute, and on this basis develop separate proposals for the improvement of the current legislation and the practice of its application. The article determines that the subject of a public-legal dispute is administrative-legal relations, the object of which is: adoption, passing, dismissal from the civil service. The above applies to: state political positions and positions in state collegial bodies; positions of judge and prosecutor; places of work within the military, alternative non-military service, regardless of the power of the rights and obligations provided by the corresponding place of work; places of work within another civil service. Additional criteria for determining the administrative jurisdiction of a public-legal dispute are: direct practical fulfillment of tasks and functions of the state; the existence of labor relations between the civil servant and the body, the institution in which it operates. The jurisdiction of administrative courts includes public-law disputes arising from the relations of acceptance, employment, dismissal from work in public institutions, subject to compliance with the criteria specified in paragraph Such criteria as the existence of a power of attorney within the scope of the labor obligation or the basis for the establishment of the relevant labor relations (contract or oath of a public servant) should not be decisive for the attribution of the public law disputes under consideration to the jurisdiction of administrative courts. It is expedient to publish the Plenary Session of the Supreme Court clarifications regarding the allocation and necessity of applying the above-mentioned provisions and criteria. The expediency of inclusion of relations in connection with activity of persons on political positions to a circle of state-service relations as a subject of jurisdiction of administrative courts, with the exceptions provided by the law, is substantiated. Similar types of relations that arise in connection with the occupation of positions in local self-government bodies are inappropriately attributed to the range of these relations as an object of administrative legal proceedings, since they constitute another type of public service relationship.

The article is devoted to the issues of the development of the personnel capacity of the public service on the example of the Moscow Department of Urban Development. The order of forming of personnel potential in executive bodies at the positions of the public civil service as well as the order of carrying out tender on replacement of the state positions are considered. The authors also pay their attention to the matters of drawing up and stage-by-stage promotion of the talent pool, applying for the replacement of the position of the public civil service of the city. The authors developed the recommendations on the development, advanced training of the personnel at the positions of the public service.

The article reveals the concept of concentration in the content of a civil service position. The methodological significance of the application of concentration in relation to the formation of the content of civil service positions in terms of optimizing and distributing the workload for the civil service position, increasing the level of competence of civil servants is revealed.It is revealed the relationship between the concentration of the content of positions and the competence of civil servants, between concentration as a phenomenon and the public administration system. It was determined that concentration in the field of public administration can be considered a process aimed at increasing the quantity and quality of the provision of public services and the performance of public functions. Possible ways of applying the concentration of the content of posts both in the practice of both civil service and in general in public administration are proposed.

This paper investigates recruitment and mobility patterns, and builds and tests a model that predicts voluntary turnover. The findings include why current employees joined, their motivations and problems in seeking positions once in the public service, and issues in transition management. The model found that promotion stress and commitment were primary causes for seeking new positions. However, this search favored remaining in the civil service. The model also suggested the importance of supervisory support in addressing a number of career issues. Implications are drawn for meeting challenges including recruiting and retaining the “new age” employee, and managing the more calculative relationship between employee and organization.

Introduction. The article explores the problems of the civil service in Ukraine, in particular in the context of significant amendments to the Law “On Civil Service” that were introduced in September 2019 and stipulated by the “reset of power”. The analysis focuses on the possible impact of such innovations as the possibility of dismissal without justification (grounds) of senior civil servants from positions of the category "A"(actually, based on a change of the Government), leveling of competitive procedures for selection on civil service, whereby the subject of appointment is offered for arbitrary selection of “up to 5 candidates” according to results of a competition, introduction of “contracts” in the civil service of Ukraine, simplification of procedures on recruitment and dismissal of civil servants and their approximation to relations in private (commercial) sector. Aim of the article. The aim of the article is to draw attention to the risks posed by the aforementioned changes in the civil service legislation, since such key principles of the civil service as professionalism, stability and public-law regulation of civil service relations are undermined. Results. The results of the research suggest that without protection by the law, civil servants cannot perform their functions properly, as they become vulnerable to pressure. And as a result of instability and arbitrary dismissals, the evolutionary professionalization of the civil service and its political neutrality (impartiality) are destroyed. Conclusions. Therefore, the amendments to the Law “On Civil Service” of September 2019 are extremely threatening to the Ukrainian civil service system. In the case of their negative impact confirmation, it is recommended to correct the errors as soon as possible and to return to building a civil service system on the European principles of good governance and public administration. Ukraine also needs to form a culture not only of the "transfer" of power from "outgoing" politicians, but also of "acceptance" of this power by new political leaders.

This study determined the benefits and risks mentors experience from participating in mentoring relationships.The first research question concluded that mentors experience many benefits from participating in a mentor/protege relationship. These benefits include being part of the protege's successes, mentor recognition, meeting organizational goals, interaction with protege, networking,assessment of the protege's talent, accelerated orientation process, and providing job continuity.Mentors indicated their prestige within the organization increased mainly amongst their superordinates (30%) and least amongst their peers (50%) as a result of participating in a mentor/protege relationship. Additionally, mentors indicated that there were significant gains in influencing the actions (85%), thinking (80%), productivity (60%), and work quality(50%) of proteges. These gains were cited by mentors as both direct benefits to themselves and indirect benefits to the organization in getting the mission accomplished, developing potentialleaders, and influencing others to strive for excellence.Seventy percent (70%) of the mentors did not feel a sense of favors owed to them by their proteges as a result of participating in a mentor/protege relationship. They indicated this was not the intent of a mentor/protege relationship. If suspected, they would address the issue andpossibly terminate the relationship if necessary.Mentors did not experience significant gains in power (75%) or respect (45%) for spotting talent and engineering the protege's advancement for the good of the organization.The second research question concluded that mentors experienced many risks from participating in a mentor/protege relationship. These risks included: wasting limited resources, destroying friendships, harm to the organization and mentor reputation if the protege is promoted into a leadership position and fails, and the perception of favoritism amongst subordinates.Mentors indicated they experienced losses in prestige from amongst superordinates (10%) and subordinates (10%) as well as loss a steady loss in influencing the actions and thinking of the protege as the relationship progressed.Mentors indicated there was a loss in the protege's work quality (60%) and work productivity (25%) during the mentor/protege relationship.Fifteen percent of the mentors experienced a sense of favors owed to them by their proteges. However this sense of favors owed decreased towards the end of the relationship.
Department of Educational Leadership

During the 19th century, defence was a major issue in Victoria as indeed it was in other British colonies and the United Kingdom. To help defend themselves, self governing colonies throughout the Empire enlisted local citizens to serve as part time soldiers on a voluntary basis. The Victorian government in 1859 - 60 took a calculated risk in adopting a Volunteer Force to underpin the whole colonial defence scheme, particularly as the military effectiveness of the citizen soldiers was questionable due to the lack of any real discipline within the Force and the part time nature of the military service. Whilst the savings which resulted (from using Volunteers rather than expensive Imperial troops) were spent on building forts and purchasing ordnance to protect Port Phillip Bay, there were other advantages to be gained from the government decision. It harnessed the considerable groundswell of public patriotism and pride in the Empire to ensure the development of a colonial society with strong links to Britain. The Government also linked Volunteering, stability and patriotism together as part of a less obvious agenda for the goldfields. In a period of lingering unrest only a few short years after Eureka, the Volunteers provided a clear indication of government power and yet another sign (along with the judicial system, education, language) of the importance and expanse of British society. Should there be any civil unrest on the goldfields, the local Corps were ideally suited to the role of civil control. On a number of occasions, the Volunteer Corps were called out to maintain law and order. The thesis studies a major group of over 5,100 men on the goldfields over two decades, particularly with regard to their motives for joining the Volunteers and their demographics such as ages, occupations, addresses, activities and the networks between members. By addressing the Corps demographics it is possible to understand the role played by the Volunteers in the development of goldfields society.

Дисертацію присвячено дослідженню адміністративно-правового статусу державного службовця системи державного управління сфери освіти і науки України, визначенню напрямків його вдосконалення з урахуванням механізму реалізації адміністративно-правового статусу державного службовця та моделі державної служби в системі державного управління в умовах реформування системи державного управління та децентралізації влади. У роботі встановлено, що децентралізація влади на користь органів місцевого самоврядування та інших уповноважених суб’єктів не може мати абсолютного характеру, потрібно чітко розмежувати повноваження між органами державної влади та органами місцевого самоврядування. З’ясовано, що в результаті реформування системи державного управління та адміністративних реформ повинна бути прозора система державного управління. Надано авторське визначення поняття "системи державного управління", визначено ключові елементи системи державного управління та зміст процесу державотворення. Запропоновано вдосконалити історико-правову характеристику еволюції розвитку інституту державної служби в Україні з акцентом на історичних періодах, безпосередньо пов’язаних із визначенням "державної служби як публічної, професійної, політично неупередженої діяльності з практичного виконання завдань і функцій держави", що мали безпосереднє значення (позитивний та негативний вплив) для становлення інституту державної служби України в його сучасному вигляді, враховуючи водночас розвиток сфери освіти і науки. Розкрито зміст державної служби у сфері освіти і науки на основі чинного законодавства про державну службу. Акцентовано на такому ключовому елементі адміністративноправового статусу державного службовця сфери освіти і науки, як цивільноправова відповідальність, окремо виділені корупційні ризики. Запропоновано службову кар’єру державного службовця розуміти як довготривалий організований процес просування по службі державного службовця з урахуванням особистісних якостей державного службовця, його досвіду, професійності, компетенції, кваліфікації, що розпочинається з моменту прийняття на державну службу з подальшим переміщенням працівника по службі шляхом зайняття ним більш високої посади на конкурсній основі або шляхом присвоєння йому більш високого рангу, з урахуванням категорій посад державної служби та рангів державних службовців як виду спеціальних звань, що їм присвоюються, яка закінчується у зв’язку з припиненням державної служби. Акцентовано на принципі "професіоналізму" державного службовця сфери освіти і науки як основі реалізації службової кар’єри у сфері освіти і науки. Запропоновано організаційно-правові засади, на які доцільно звертати увагу під час проведення процедури оцінювання результатів службової діяльності державних службовців у сфері освіти і науки. Узагальнено зарубіжний досвід щодо реалізації адміністративноправового статусу державного службовця сфери освіти і науки як складової частини системи державного управління з урахуванням моделі державної служби, в межах якої доцільно розглядати механізм реалізації адміністративно-правового статусу державного службовця (Франція, Німеччина, Сполучені Штати Америки, Великобританія, Литва). Для вдосконалення адміністративно-правового статусу державного службовця сфери освіти і науки було опрацьовано результати відкритих соціологічних опитувань серед державних службовців: щодо "прав людини в Україні", щодо "виявлення потреб у наданні методичної допомоги у сфері управління людськими ресурсами", щодо "успіхів, проблем та ризиків динаміки реформування державної служби в Україні та організаційної культури", щодо "булінгу на державній службі", на підставі оцінювання результатів опитування та аналізування чинного законодавства про державну службу запропоновано: внести зміни до частини 1 статті 2 "Визначення термінів" Закону України "Про державну службу", доповнивши її 11-м підпунктом, визначенням терміна "психологічне здоров’я", виклавши термін у такій редакції: "психологічне здоров’я – стабільний стан інтелектуально-емоційної сфери, що забезпечує адекватну поведінкову реакцію, з критичною оцінкою самого себе, результату своєї діяльності та їх наслідків, що передбачають: відповідальне ставлення до посадових і службових обов’язків (активність, комунікативність, мотиваційність, самостійність в ухваленні правильних рішень (у рамках чинного законодавства)), протидію конфліктності, емоційну та стресову стійкість із додержанням організаційних та етичних норм і правил поведінки професійної культури на державній службі" Внести зміни до переліку дисциплінарних проступків, викладених у частині 2 статті 65 "Підстави для притягнення державного службовця до дисциплінарної відповідальності" Закону України "Про державну службу", де 16-м підпунктом додати проступок 2булінг (мобінг) на державній службі", що дасть можливість винних осіб у застосуванні цькувань під час виконання своїх службових та посадових обов’язків притягнути до дисциплінарної відповідальності, водночас забезпечити права тих державних службовців, права яких були порушені у зв’язку із застосуванням до них проявів булінгу, і, як наслідок, – зменшення показників прояву булінгу на державній службі. Внести зміни до Порядку проведення конкурсу на зайняття посад державної служби, затвердженого Постановою Кабінету Міністрів України від 25 березня 2016 р. № 246 (у редакції Постанови Кабінету Міністрів України від 18 серпня 2017р. № 648): 1) пункт 20-1 викласти в такій редакції: "Спеціальний структурний підрозділ НАДС або служба управління персоналом державного органу, в якому проводиться конкурс, розглядає інформацію, подану кандидатами для участі в конкурсі, та формує список кандидатів на вакантну посаду, які мають документ про підтвердження наявності відповідного ступеня вищої освіти з відзнакою"; 2) пункт 56 викласти в такій редакції: "Загальна кількість балів кандидата визначається шляхом додавання середніх балів, виставлених у зведеній відомості середніх балів за формою згідно з додатком 8 за кожною окремою вимогою до професійної компетентності, та балів за результатами тестування, до загальної кількості балів кандидата додається 0,5 бала, якщо кандидат має документ про підтвердження наявності відповідного ступеня вищої освіти з відзнакою"; 3) до Зведеної відомості середніх балів (додаток 8 до Порядку) (в редакції Постанови Кабінету Міністрів України від 28 жовтня 2019 р. № 888) додати колонку з таким змістовим наповненням: "Наявність документа про підтвердження відповідного ступеня вищої освіти з відзнакою". Наукова новизна одержаних результатів полягає в тому, що представлена наукова праця є одним із перших у вітчизняній юридичній науці адміністративного права комплексним правовим дослідженням адміністративно-правового статусу державного службовця системи державного управління сфери освіти і науки України, присвяченим визначенню напрямків його вдосконалення з урахуванням механізму реалізації адміністративно-правового статусу державного службовця й моделі державної служби в системі державного управління в умовах реформування системи державного управління та децентралізації влади. У результаті дослідження сформульовані нові висновки і положення, запропоновані особисто здобувачем. Практичне значення, висновки та положення дисертації підтверджується тим, що вони можуть бути використані: 1) у науково-дослідній сфері – основні положення та висновки дисертації можуть стати основою для подальшого розроблення шляхів удосконалення адміністративно-правового статусу державного службовця системи державного управління сфери освіти і науки України; 2) у правотворчості – за результатами дослідження сформульовано деякі пропозиції щодо внесення змін до нормативно-правових актів, що регулюють адміністративно-правовий статус державного службовця системи державного управління сфери освіти і науки України; 3) у правоохоронній діяльності – використання одержаних результатів покращить практичну діяльність та адміністративно-правовий статус державного службовця системи державного управління сфери освіти і науки України; 4) у навчальному процесі – матеріали дисертації можуть бути використані під час занять та підготовки навчальної літератури з дисциплін "Адміністративне право", "Службове право".
The dissertation is devoted to the study of the administrative and legal status of a civil servant of the system of public administration in the sphere of education and science of Ukraine, determination of directions of its improvement, taking into account the mechanism of realization the administrative and legal status of the civil servant and the model of the civil service in the system of public administration in the conditions of reforming the system of public administration and decentralization of power. The paper found that the decentralization of power in favor of local self-government bodies and other authorized subjects cannot have an absolute character. It is necessary to distinguish clearly the powers between state authorities and local self-government bodies. It is clear that as a result of the reform of the system of public administration and administrative reforms, there should be a transparent system of public administration. It is provided the author's definition of the concept of "public administration system" and defined the critical elements of the system of public administration and the content of the state-building process. It is proposed to improve the historical and legal characteristics of the evolution of the civil service institute in Ukraine with an emphasis on those historical periods directly related to the definition of "civil service as public, professional, politically impartial activity on practical fulfillment of tasks and functions of the state", which had a direct impact (positive and negative) on the establishment of the Institute of The Civil Service of Ukraine in its current form, taking into account the development of the sphere of education and science. The contents of the civil service in the field of education and science were disclosed, based on the current legislation on public assistance. It was emphasized on such a vital element of the administrative and legal status of a civil servant in the sphere of education and science, as civil liability, separately allocated corruption risks. It is proposed that the civil servant's career being understood as a long-term organized process of promotion of a civil servant taking into account the personal qualities of a civil servant, his experience, professional skills, competence, qualifications, which begin from the appointment to the post in civil service, with the subsequent promotion of the employee occupying a higher position on a competitive basis or assigning a higher rank, taking into account the categories of public service positions and ranks of civil servants, as a type of special titles assigned to them. The employee will work on this position according to the term of the civil service. The emphasis is on the principle of "professionalism" of a civil servant in the sphere of education and science as the basis of the implementation of service career in education and science. It was proposed the organizational and legal principles, which are essential for evaluating the results of public servants' activities in the field of education and science. It was also generalized the foreign experience, on the implementation of the administrative and legal status of a civil servant in the sphere of education and science, as part of the public administration system it was taken into account the model of public service within which it is advisable to consider the mechanism of realization of the administrative and legal status of a civil servant (France, Germany, United States of America, Great Britain, Lithuania). In order to improve the administrative and legal status of a civil servant in the sphere of education and science, the results of open sociological surveys among civil servants were elaborated: regarding "human rights in Ukraine", "identifying the needs in providing methodical assistance in the field of human resources management", regarding "successes, problems and risks of dynamics of civil service reform in Ukraine and organizational culture", regarding "bullying in the civil service", based on the evaluation of the results of the survey and analysis of the current legislation on the civil service, it is proposed: to amend part 1 of Article 2 "Defining the Terms" of the Law of Ukraine "On The State Service" by supplementing it with 11 sub item, determining the term "psychological health", outlining the period in the editorial "psychological health - a stable state of intellectual and emotional sphere, which ensures adequate behavioral reaction, with a critical assessment of itself, the result of its activities and their consequences, which include: responsible attitude to official and official duties (training, communication, motivation, independence in making the right decisions (within the framework of the current legislation)), conflict counteraction, emotional and stressful stability in compliance with organizational and ethical norms and rules of conduct. To amend the Law of Ukraine "On Public Service" Article 65 "Grounds for bringing a civil servant to disciplinary liability" part 2 to the list of disciplinary offenses 16 sub item to add an offense "bullying (mobbing) in the civil service", which will enable guilty persons to use their duties while performing their staff and official duties to bring disciplinary liability, thereby ensuring the rights of those civil servants whose rights were violated in connection with the application of the manifestations of bullying, thereby ensuring the reduction of the indicators of the manifestation of bullying in the civil service. Amend the Procedure for holding the contest for the occupation of civil service positions approved by the Resolution of the Cabinet of Ministers of Ukraine of March 25, 2016. No. 246 (as amended by the Resolution of the Cabinet of Ministers of Ukraine of August 18, 2017. No. 648): 1) Paragraph 20-1 to present in the editorial "Special structural unit of the NPS or the human resources department of the state body in which the contest is held, examines the information submitted by the candidates for participation in the contest, and forms a list of candidates for vacant positions who have a document confirming the availability of the relevant degree of higher education with distinction; 2) Paragraph 56 instead of the editorial "The total number of points of the candidate is determined by adding the average points set in the summary of average points on the form in accordance with Annex 8 for each individual requirement for professional competence, and points according to the test results, the total number of points of the candidate is added 0.5 points, if the candidate has a document confirming the presence of the corresponding degree of higher education with distinction"; 3) To the "summary information of average points" Annex 8 to the Procedure (as amended by the Resolution of the Cabinet of Ministers of Ukraine of October 28, 2019. No. 888) add a column with such content "availability of a document confirming the corresponding degree of higher education with insignia". The scientific novelty of the results is presented in scientific work as the first complex legal research of the administrative and legal status of the civil servant of the system of public administration of the sphere of education and science of Ukraine according to the national legal science of administrative law. It was also determined the directions of improvement considering the mechanism of implementing the administrative and legal status of a civil servant and model of public service in the system of public administration in conditions of reform. As a result of the study, new conclusions and provisions are formulated and proposed by the applicant. The practical significance, conclusions, and provisions of the dissertation is confirmed by the fact that they can be used: 1) in the scientific and research sphere – the main provisions and conclusions of the dissertation may be the basis for further development of ways to improve the administrative and legal status of the civil servant of the system of public administration of the sphere of education and science of Ukraine; 2) in legal creativity – as a result of the study formulated some proposals on amendments to regulations governing the administrative and legal status of a civil servant of the system of public administration of the sphere of education and science of Ukraine; 3) in law enforcement – the use of the results obtained will improve practical activity and the administrative and legal status of a civil servant of the system of public administration of the sphere of education and science of Ukraine; 4) in the educational process – the materials of the dissertation can be used during classes and preparation of academic literature on disciplines "Administrative law", "Service law".

Em decorrência dos movimentos sociais emancipadores, registrados pela História, o Estado de Direito contemporâneo, democrático e social assumiu inúmeros encargos restacionais, mas realizar os direitos fundamentais é a sua principal missão. O direito à jurisdição estatal pode ser analisado sob vários ângulos e horizontes, no entanto, é inquestionável que o serviço prestado pelo Judiciário, mundialmente e no Brasil, é deficitário. É moroso e angustia a vida das pessoas. Há uma crise, complexa, histórica e crônica, de legitimidade do sistema de justiça e não há soluções milagrosas. Mas, conceber o Judiciário como prestador de serviço público relevante e o magistrado, enquanto responsável pela gestão judiciária, como servidor público lato sensu são novos paradigmas imprescindíveis. O comando administrativo-gerencial da eficiência aplica-se a todos que versam com o dinheiro público. Afeiçoar-se à Ciência da Administração e planejar estrategicamente são encargos (novos) do Judiciário e dos magistrados como condição sine qua non para redução da ineficiência do sistema de justiça, independente de alterações constitucionais e infraconstitucionais. É a reforma silenciosa. Uma adequada divisão de competência, feita pelos próprios tribunais, de forma democrática, permanentemente conectada com a dinâmica social e baseada na audição da gritante voz das estatísticas, pode assegurar agilidade nos trâmites judiciais e administrativos. Foi o que tentamos, com este trabalho, evidenciar

M. Tech. Public Management and Administration.
The aim of the study was to evaluate factors that inhibit or promote the participation of women in decision-making processes. The study also seeks to understand more about the roles that these women play in leadership positions that they hold, and to assess whether these women are fighting for gender issues in representing women and uplifting the society. Prior to 1994, the South African Public Service systematically marginalised women across the colour spectrum. Post-1994, our Parliament has had one of the highest proportions of powerful, outspoken and committed women in the world.

M.. Tech. (Human Resource Management, Faculty of Management Sciences), Vaal University of Technology
In today’s globally competitive and modern environments, organisational plans often fail due to the lack of succession planning. However, numerous organisations often fail to prepare for the inevitable departure of employees, especially in strategically high-level positions. Succession planning is a means of identifying critical management positions starting at lower level management and extending up to the highest position in an organisation. Unlike workforce planning, succession planning focuses more on advancing the employees’ skills in order to achieve the organisational objectives. There is no organisation that can exist forever in its present composition as there must be some form of succession or else the organisation will become obsolete. Succession planning plays an imperative role in today‘s competitive world. There are many factors that influence the stability of an organisational workforce, among which are illness and attrition. Another essential factor, which has taken the world by storm, is the retirement of the baby boomer generation in both in the private and the public sector. This is presenting a challenge within organisations, as they are going to lose talented and experienced employees and makes succession planning more needed more than ever before. Succession planning is an ongoing process that assists the organisation to align its goals with its workforce, as well as preserving the best talent for the future. It makes the organisation ready to face the challenges presented by the vacant key and critical positions. Succession planning is one of those human resource planning strategies utilised to forecast the talent demand that the organisation will require for achieving its future goals. The main purpose of this study was to examine the succession planning current practices and internal succession barriers, and determine their relationship with intentions to leave within the public service of a developing country. The research methodology used to conduct the study is a combination of a literature review and an empirical study. The probability sampling technique, which involves using simple random sampling, was utilised to select the sample for the study. The primary data were collected using a structured questionnaire. The measuringinstrument contained 25 items. The instrument was pilot-tested with 87 respondents one month prior to the main survey. The questionnaire was hand delivered to all the participants. For the main survey, data from 250 respondents were collected and analysed. Participants in the study involve officers, managers and directors in the public service of a developing country. Data were analysed with the Statistical Package for Social Sciences (SPSS) version 20.0. The Cronbach’s alpha coefficients of the various sections of the measuring instrument were computed to establish construct validity. Content validity of the scale was ascertained by pre-testing the questionnaire with employees in the public service. Exploratory factor analysis was conducted for variables in Section B of the research instrument. Convergent validity was assessed through correlation analysis using Pearson’s correlation coefficient in order to establish relationships between succession planning current practices and intentions to leave, as well as between internal succession barriers and intentions to leave the public service. Analysis was done using descriptive statistics on the demographics information of respondents. The results were also interpreted through the exploratory factor analysis, correlation and regression analysis. The results showed that two major factors of succession planning, namely replacement planning and grooming, correlate negatively with intentions to leave. The internal succession barriers also have a negative correlation with intentions to leave. Subsequent to these findings, it is recommended that the public service implement succession planning appropriately and eliminate the barriers thereof in order to retain its workforce. Based on the findings emanating from the empirical survey it was revealed that if succession planning is implemented appropriately and factors such as replacement planning and grooming are taken into consideration, employees holding key positions may be likely to be retained. Therefore, it was recommended that prior to undertaking succession planning a mission, vision and values that accommodate the contributions of employees should be developed. It was recommended also that when implementing succession planning, clear, transparent and objective criteria should be followed to achieve the optimal results. It is further recommended that the following succession planning best practices should be adopted by the public service to ensure that succession planning is implemented and practised successfully: Facilitation of an outside private consultant − for succession planning to be effective and rewarding in the public service it should be facilitated by an outside private consultant. Understanding of factors that influence succession planning − the public service should understand the necessity to know and address factors that influence willingness to share knowledge by employees. The study concludes by recommending that barriers that hinder succession planning should be avoided by adhering to the following suggestions: Longer terms of appointment should be provided for top public service employees Succession planning should be listed as one of the priorities in the public service strategic plan in order to be included in the budget Young vibrant and competent employees be motivated, groomed and prepared to apply for leadership or key positions in the public sector

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist.
Public Administration
M. Admin.

This paper discusses the status of women in leadership position in the Bangladesh Civil Service (BCS) following content analysis. This study argues that although the number of women in the class I position in the civil service has increased, their position in terms of power and influence on decision-making is still insignificant. In particular, the number of women in the leadership position in the civil service does not reflect gender parity that the government of Bangladesh is committed to achieve.

This paper discusses the status of women in leadership position in the Bangladesh Civil Service (BCS) following content analysis. This study argues that although the number of women in the class I position in the civil service has increased, their position in terms of power and influence on decision-making is still insignificant. In particular, the number of women in the leadership position in the civil service does not reflect gender parity that the government of Bangladesh is committed to achieve.

In this paper, the author deals with the issues and challenges regarding the general state of civil service of Serbia, analysing it through the most important institutions – fulfillment of free job positions, assessment and promotion of civil servants, realisation and protection of rights of state civil servants, subordination as an element of civil service relation, conflict of interests, disciplinary responsibility, liability for damage etc. There is also a brief comparative presentation of civil service relations in Germany, Great Britain and Slovenia as other examples of civil service systems.

The Bengal Famine of 1943 was the direct result of British Government policies in the years and months preceding it. The view most widely circulated by politicians and journalists during and immediately after the hunger and disease was that the loss of Burma to invading Japanese forces in the spring of 1942 had led to the cessation of rice shipments to Bengal. However, this chapter reveals that this narrative was a convenient rationale for the British as it deflected attention away from their responsibility and helped to demonize the Japanese enemy. Clow and his ICS colleagues were complicit and even leaders in this practice. Beyond this, the chapter engages with theories of famine and positions the events in Bengal within wider debates about this tragic phenomenon.

The chapter analyzes the main problems that arose as a result of wartime and globalization challenges and dangers. The author substantiates that the basis of the formation of a high-quality and effective state policy is the professionalization of the civil service, which in turn requires the rational use of the spectrum of personnel technologies (starting with career guidance and developing throughout the career of a civil servant). At the same time, applying personnel technologies to each individual official is too difficult both technologically and materially. Therefore, it is currently necessary to develop and implement a rational distribution of positions in the public administration system, which would combine positions that are homogeneous in terms of functional duties and performed functions. Thus, the problem of professionalization of public administration can be solved by developing and implementing a rational distribution of positions in the public administration system. The research proposed an innovative matrix for the distribution of positions in the public administration system.

This chapter highlights the characteristics of the inherited colonial administration and how the mythology of a caring and responsive administration was created and perpetuated in independent India. The members of the civil service who held key positions in the erstwhile colonial administration were hailed as ‘guardians’ with corresponding behavioural attributes. Successive civil service has held those qualities worth emulating. Soon, demands for a new kind of ‘developmentalist’ administrator were raised without any effort to change the administrative system structurally.

The political leadership used the civil service’s predominant role in administration as an instrument to further its own goals. This chapter provides an account of how while Indira Gandhi initiated a debate on its neutrality and commitment, the political leadership struggled to establish the subservience of the civil service. No formal change took place but informally loyalty and reliability became attributes to place bureaucrats to positions that were considered critical, giving rise to a legitimately approved transfer system. This has helped the prime ministers to take a stance critical of the civil service while freely relying on it to implement their policies.

This chapter emphasizes the position of district collector and the role of civil service as a significant legacy of colonial administration. The developmentist administration added more functions and responsibilities to them; thus, embellishing their power and importance in the system. This rising power was challenged by other functional services with demands of service parity and appointments to positions of their specialization. Rivalry and conflicts arose but no change took place in spite of indictments from many reform committees.

Over time, the Maroons separated themselves from the indigenous Africans and allied with the Nova Scotian Loyalists. Some found military and civil service roles in the British establishment of Sierra Leone. They benefited from knowing English, and understanding British manners and customs, including Christianity. As British Africa grew in scope, and as Sierra Leone became a Crown colony by 1808, some Maroons rose to positions of privilege.

The difficulties inherent in the nature of software as an intangible object pose problems for specifying its needs, predicting overall behavior or impact on users, and therefore on defining the ethical questions that are involved in software development. Whereas software engineering drew from older engineering disciplines for process and practice development, culminating in the IEEE/ACM Professional Code in 1999, the topic of Software Engineering Ethics is entwined with Computer Science, and developments in Computer and Information Ethics. Contemporary issues in engineering ethics such as globalization have raised questions for software engineers about computer crime, civil liberties, open access, digital divide, etc. Similarly, computer-related ethics is becoming increasingly important for engineering ethics because of the dominance of computers in modern engineering practice. This is not to say that software engineers should consider everything, but the diversity of ethical issues presents a challenge to the approach of accumulating resources that many ethicists maintain can be overcome by developing critical thinking skills as part of technical training courses. This chapter explores critical pedagogies in the context of student outreach activities such as service learning projects and considers their potential in broadening software engineering ethics education. The practical emphasis in critical pedagogy can allow students to link specific software design decisions and ethical positions, which can perhaps transform both student and teacher into persons more curious about their individual contribution to the public good and more conscious of their agency to change the conditions around them. After all, they share with everyone else a basic human desire to survive and flourish.

In his book The Long Truce (Spence Publishing, 2001) the late A. J. Conyers argues that tolerance, as practiced in western democracies, is not a public virtue; it is a political strat- egy employed to establish power and guarantee profits. Tolerance, of course, seemed to be a reasonable response to the religious wars of the sixteenth and seventeenth centuries, but tolerance based upon indifference to all values except political power and materialism relegated ultimate questions of meaning to private life. Conyers offers another model for tolerance based upon values and resources already resident in pre-Reformation Christianity. In this paper, we consider Conyer’s case against the modern, secular form of tolerance and its current practice. We examine his attempt to reclaim the practice of Christian tolerance based upon humility, hospitality and the “powerful fact” of the incarnation. Furthermore, we bring the late Conyers into dialog with Fethullah Gülen, a Muslim scholar, prolific writer and the source of inspiration for a transnational civil society movement. We explore how both Conyers and Gülen interpret their scriptures in order to fashion a theology and politi- cal ideology conducive to peaceful co-existence. Finally, because Gülen’s identity has been formed within the Sufi tradition, we reflect on the spiritual resources within Sufi spirituality that make dialog and toleration key values for him. Conyers locates various values, practices and convictions in the Christian message that pave the way for authentic toleration. These include humility, trust, reconciliation, the interrelat- edness of all things, the paradox of power--that is, that strength is found in weakness and greatness in service—hope, the inherent goodness of creation, and interfaith dialog. Conyers refers to this latter practice as developing “the listening heart” and “the open soul.” In his writings and oral addresses, Gülen prefers the term hoshgoru (literally, “good view”) to “tolerance.” Conceptually, the former term indicates actions of the heart and the mind that include empathy, inquisitiveness, reflection, consideration of the dialog partner’s context, and respect for their positions. The term “tolerance” does not capture the notion of hoshgoru. Elsewhere, Gülen finds even the concept of hoshgoru insufficient, and employs terms with more depth in interfaith relations, such as respect and an appreciation of the positions of your dialog partner. The resources Gülen references in the context of dialog and empathic acceptance include the Qur’an, the prophetic tradition, especially lives of the companions of the Prophet, the works of great Muslim scholars and Sufi masters, and finally, the history of Islamic civilization. Among his Qur’anic references, Gülen alludes to verses that tell the believers to represent hu- mility, peace and security, trustworthiness, compassion and forgiveness (The Qur’an, 25:63, 25:72, 28:55, 45:14, 17:84), to avoid armed conflicts and prefer peace (4:128), to maintain cordial relationships with the “people of the book,” and to avoid argumentation (29:46). But perhaps the most important references of Gülen with respect to interfaith relations are his readings of those verses that allow Muslims to fight others. Gülen positions these verses in historical context to point out one by one that their applicability is conditioned upon active hostility. In other words, in Gülen’s view, nowhere in the Qur’an does God allow fighting based on differences of faith. An important factor for Gülen’s embracing views of empathic acceptance and respect is his view of the inherent value of the human. Gülen’s message is essentially that every human person exists as a piece of art created by the Compassionate God, reflecting aspects of His compassion. He highlights love as the raison d’etre of the universe. “Love is the very reason of existence, and the most important bond among beings,” Gülen comments. A failure to approach fellow humans with love, therefore, implies a deficiency in our love of God and of those who are beloved to God. The lack of love for fellow human beings implies a lack of respect for this monumental work of art by God. Ultimately, to remain indifferent to the conditions and suffering of fellow human beings implies indifference to God himself. While advocating love of human beings as a pillar of human relations, Gülen maintains a balance. He distinguishes between the love of fellow human beings and our attitude toward some of their qualities or actions. Our love for a human being who inflicts suffering upon others does not mean that we remain silent toward his violent actions. On the contrary, our very love for that human being as a human being, as well as our love of those who suffer, necessitate that we participate actively in the elimination of suffering. In the end we argue that strong resonances are found in the notion of authentic toleration based on humility advocated by Conyers and the notion of hoshgoru in the writings of Gülen.

In recent years, Indonesia has introduced reforms to its bureaucracy in response to critiques of the quality of government policy design and delivery. The Grand Design of Bureaucratic Reform strategy seeks to reduce the number of civil servants employed in administrative or managerial positions (structural appointments) in favour of skills-based recruitment into ‘functional’ positions. Specifically, the introduction of the ‘policy analyst’ position as a functional position in the civil service has sought to improve evidence-based policy making and the quality of policy outcomes, by incorporating merit-based recruitment, appointment and promotion. The role of functional policy analysts (Jabatan Fungsional Analis Kebijakan or JFAKs) is to assist policy makers in identifying policy issues, analyse evidence available on these issues, and ultimately make policy recommendations. This report overviews the recent experiences of different policy analyst cohorts since the role’s creation in 2015. It investigates these experiences to better understand the extent to which policy analysts are playing the role intended for them, and the factors enabling or inhibiting this.

In the decade after the Civil Rights Act of 1964, African Americans made historic gains in accessing employment opportunities in racially integrated workplaces in U.S. business firms and government agencies. In the previous working papers in this series, we have shown that in the 1960s and 1970s, Blacks without college degrees were gaining access to the American middle class by moving into well-paid unionized jobs in capital-intensive mass production industries. At that time, major U.S. companies paid these blue-collar workers middle-class wages, offered stable employment, and provided employees with health and retirement benefits. Of particular importance to Blacks was the opening up to them of unionized semiskilled operative and skilled craft jobs, for which in a number of industries, and particularly those in the automobile and electronic manufacturing sectors, there was strong demand. In addition, by the end of the 1970s, buoyed by affirmative action and the growth of public-service employment, Blacks were experiencing upward mobility through employment in government agencies at local, state, and federal levels as well as in civil-society organizations, largely funded by government, to operate social and community development programs aimed at urban areas where Blacks lived. By the end of the 1970s, there was an emergent blue-collar Black middle class in the United States. Most of these workers had no more than high-school educations but had sufficient earnings and benefits to provide their families with economic security, including realistic expectations that their children would have the opportunity to move up the economic ladder to join the ranks of the college-educated white-collar middle class. That is what had happened for whites in the post-World War II decades, and given the momentum provided by the dominant position of the United States in global manufacturing and the nation’s equal employment opportunity legislation, there was every reason to believe that Blacks would experience intergenerational upward mobility along a similar education-and-employment career path. That did not happen. Overall, the 1980s and 1990s were decades of economic growth in the United States. For the emerging blue-collar Black middle class, however, the experience was of job loss, economic insecurity, and downward mobility. As the twentieth century ended and the twenty-first century began, moreover, it became apparent that this downward spiral was not confined to Blacks. Whites with only high-school educations also saw their blue-collar employment opportunities disappear, accompanied by lower wages, fewer benefits, and less security for those who continued to find employment in these jobs. The distress experienced by white Americans with the decline of the blue-collar middle class follows the downward trajectory that has adversely affected the socioeconomic positions of the much more vulnerable blue-collar Black middle class from the early 1980s. In this paper, we document when, how, and why the unmaking of the blue-collar Black middle class occurred and intergenerational upward mobility of Blacks to the college-educated middle class was stifled. We focus on blue-collar layoffs and manufacturing-plant closings in an important sector for Black employment, the automobile industry from the early 1980s. We then document the adverse impact on Blacks that has occurred in government-sector employment in a financialized economy in which the dominant ideology is that concentration of income among the richest households promotes productive investment, with government spending only impeding that objective. Reduction of taxes primarily on the wealthy and the corporate sector, the ascendancy of political and economic beliefs that celebrate the efficiency and dynamism of “free market” business enterprise, and the denigration of the idea that government can solve social problems all combined to shrink government budgets, diminish regulatory enforcement, and scuttle initiatives that previously provided greater opportunity for African Americans in the government and civil-society sectors.