Journal articles on the topic 'Civil service positions Victoria'
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1
Parkhomenko-Kutsevil, Oksana Ihorivna. "The Principles of Transparency in the Civil Service Employee Recruitment." International Journal of Legal Studies ( IJOLS ) 1, no. 1 (January 1, 2017): 171–82. http://dx.doi.org/10.5604/01.3001.0012.2214.
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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.
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Simutova, D. "ESSENCE OF THE PROBLEMS OF PERFORMANCE MANAGEMENT OF PROFESSIONAL SERVICE ACTIVITIES OF CIVIL SERVANTS AT THE STAGE OF RECRUITMENT AND SELECTION." Vestnik Universiteta, no. 1 (March 15, 2019): 22–29. http://dx.doi.org/10.26425/1816-4277-2019-1-22-29.
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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.
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Nishchymna, S. О. "legal basis of formation of piblic service institution in Ukraine." ScientifiScientific Herald of Sivershchyna. Series: Law 2021, no. 2 (October 5, 2021): 79–88. http://dx.doi.org/10.32755/sjlaw.2021.02.079.
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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.
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Cherniakhovych, I. E. "CIVIL SERVICE RELATIONS AS A SUBJECT OF PUBLIC-LEGAL DISPUTE." Actual problems of native jurisprudence, no. 4 (August 30, 2019): 179–83. http://dx.doi.org/10.15421/391939.
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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.
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Konyagina, L. N., and O. V. Ilyina. "Development of personnel capacity of the Moscow Department of the City Development." Smetno-dogovornaya rabota v stroitel'stve (Estimated and contractual work in construction), no. 12 (December 1, 2021): 69–77. http://dx.doi.org/10.33920/str-01-2112-10.
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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.
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Karpa, Marta, and Oleksandr Akimov. "The content of the public service position: concentration and competence." Публічне управління: концепції, парадигма, розвиток, удосконалення, no. 1 (March 18, 2022): 71–84. http://dx.doi.org/10.31470/2786-6246-2022-1-71-84.
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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.
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Kristiansen, Stein, and Muhid Ramli. "Buying an Income: The Market for Civil Service Positions in Indonesia." Contemporary Southeast Asia: A Journal of International and Strategic Affairs 28, no. 2 (2006): 207–33. http://dx.doi.org/10.1353/csa.2006.0020.
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Kristiansen, Stein, and Muhid Ramli. "Buying an Income: The Market for Civil Service Positions in Indonesia." Contemporary Southeast Asia 28, no. 2 (August 2006): 207–33. http://dx.doi.org/10.1355/cs28-2b.
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Ito, Jack K. "Career Mobility and Branding in the Civil Service: An Empirical Study." Public Personnel Management 32, no. 1 (March 2003): 1–21. http://dx.doi.org/10.1177/009102600303200101.
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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.
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Viktor, Tymoshchuk. "Challenges of civil service ”restarting”." Yearly journal of scientific articles “Pravova derzhava”, no. 31 (2020): 316–24. http://dx.doi.org/10.33663/0869-2491-2020-31-316-324.
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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.
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Firebrace, Shirley, Melinda Hammond, Barbara Bell, Peggy Mathison, Anne Watson, and Bruce Hurley. "Improving Koori Access to Darebin Community Health Service." Australian Journal of Primary Health 7, no. 1 (2001): 120. http://dx.doi.org/10.1071/py01021.
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While Koori Liaison positions have existed in tertiary health settings in Victoria for some time, the employment of a Koori worker in a broad-based primary health care service is a relatively new initiative. The advantages of locating a Koori access worker in a community health service are numerous: the worker is well positioned to work very closely with the local Koori community at a grass-roots level, with multi-disciplinary health professionals within the organisation, and also with external agencies, both Aboriginal and non-Aboriginal. The role of the access worker is to advocate for improved Koori access to Darebin Community Health services, local health and welfare agencies and local general practitioners. An early emphasis of the position was to establish a strong relationship with the local Koori community and to build effective working relationships with and referral pathways to health care providers.
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Semin, Aleksei. "The peculiarities of normative legal regulation of the official structure of civil service of the Republic of Kazakhstan." Административное и муниципальное право, no. 5 (May 2021): 46–57. http://dx.doi.org/10.7256/2454-0595.2021.5.36825.
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This article explores the peculiarities of legal regulation of the official structure of civil service of the Republic of Kazakhstan. The author determines the characteristic of the current stage of development of the institution of civil service, and conducts their assessment from the perspective of the impact of various models of arrangement and functionality of the system of civil service. Particular attention is given to the terminological framework and essential content of the key categories of this institution. The author differentiates the concepts of “state civil service of the Russian Federation”, “state service of the Republic of Kazakhstan, and “civil service of the Republic of Kazakhstan”. The application of comparative- legal and formal-legal methods allow establishing correlation between the political and administrative posts in civil service of the Republic of Kazakhstan on the one hand and state positions and positions of the civil service of the Russian Federation on the other hand; and public office and posts in civil service of the Russian Federation on the other hand. The conclusion is made on the substantial differences not only in the official structure of civil service, but in the official structure of public administration in both countries as well. The article also outlines a range of problems in the normative legal regulation of the official structure of civil service of the Republic of Kazakhstan. It is proven that the direct comparison of the official structures of public administration and civil service of the two countries is impossible due to significant difference in the terminological framework and general principles of formation of the official structures. Taking into account the common historical base – the uniform system of civil service of the Soviet Union, such a difference may testify to multidirectional trends in the development of the systems of civil service in the Russian Federation and the Republic of Kazakhstan.
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Kim, Pan S. "Toward Gender Equality in the Korean Civil Service." Public Personnel Management 22, no. 3 (September 1993): 403–19. http://dx.doi.org/10.1177/009102609302200305.
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This study examines public employment practices in contemporary Korea based on gender. Findings show that women are poorly represented in the Korean civil service. Although the distribution of women civil servants is increasing in the civil service as a whole, women are greatly under-represented in the higher levels. The ratio of females to males in the upper levels of civil service has not changed over time, and higher civil service positions are still overwhelmingly held by men in the General Service. Most women workers are concentrated at lower levels and segregated in traditionally women-oriented workplaces. Thus, it is necessary to recognize the need for equitable solutions to problems experienced differently by men and women in the Korean public sector. In addition, a brief review of the Japanese civil service is included for a cross-national comparison.
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Suray, I. G., and S. M. Grygorieva. "Standardization of the professional training (education) of the civil servants of Ukraine on the basis of the competent approach." Public administration aspects 6, no. 11-12 (February 20, 2019): 93–101. http://dx.doi.org/10.15421/151878.
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In the article is presented the scientific substantiation of standardization of the professional training (education) of the civil servants on the basis of the competent approach as a fundamental part of modernization of the civil service. The research establishes: among the main components of the modernization of the civil service of Ukraine is the reform of the professional training system for the civil servants, and part of it is the modernization of the professional training (education) of the civil servants; the lack of standardization of the professional training (education) of the civil servants of Ukraine; the need to take into account the experience of the developed countries of the world that standardized both the professional activities and appropriate professional training (education) of the employee based on a competent approach and mutually consistent with these standards.It was established that for the modernization of the system of professional training (education) of the civil servants of Ukraine in the conditions of European integration it is necessary: to clarify in the current legislation of Ukraine the concept of “competence” as a demonstrated ability to apply in practice knowledge and skills (in accordance with the standards of ISO 9001); to specify in the National Classifier (of professions) of Ukraine not only senior positions in the public administration, but also other positions of the civil service; to develop and approve professional standards for all the positions of the civil service of Ukraine; development of standards for higher education within the specialty “281. Public management and administration” based on the professional standards and in accordance with the National Qualifications Framework; clarify and legislatively establish a coherent set of competences to be held by higher education recipients (master, bachelor, junior bachelor) and civil servants in positions of categories “A” and “B” (the degree of higher education not lower than the master’s degree), category “C” (the degree of higher education is not lower than bachelor, junior bachelor).
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Utkina, Valeriya V., and Alina V. Efimova. "Career Barriers in Ghana: Evidence from Female Civil Servants." RUDN Journal of Political Science 24, no. 1 (February 25, 2022): 166–74. http://dx.doi.org/10.22363/2313-1438-2022-24-1-166-174.
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Ghanaian civil service is a classic example of a gender pyramid where top positions tend to be occupied by men, while women (more than 50%) face gender discrimination. Gender stereotypes about women are a major barrier to womens career advancement in Ghanaian civil service. Based on a series of in-depth interviews with women in the Ghanaian public authorities, we identified the main problems women face in the Ghanaian civil service, such as patriarchal practices, gender discrimination, and harassment, including sexual harassment. Our study aims to show the practitioners why it is hardly possible to call public service a comfortable job for women in Ghana.
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Mazur, Stanisław, Michał Możdżeń, and Marek Oramus. "The Instrumental and Ideological Politicisation of Senior Positions in Poland’s Civil Service and its Selected Consequences." NISPAcee Journal of Public Administration and Policy 11, no. 1 (June 1, 2018): 63–89. http://dx.doi.org/10.2478/nispa-2018-0003.
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AbstractThe article focuses on the problem of the civil service’s dependence on its political superiors in Poland in 1996–2017. It aims to analyse the motivations of politicians responsible for civil service reforms and to assess the impact of these reforms on the effectiveness of the corps’ functioning. The authors conceptualise the problem of politicisation of the civil service by referring to the theory of politicisation adding an extra dimension of political ideas and institutions as an important factor of change in Poland’s public administration system. The article describes the stages of civil service reform in Poland over the last twenty years, taking into account the political context, the most important postulated changes and the associated controversies with reference to the concepts outlined in the theoretical part. The study also comprises a relevant literature review based on a number of sources, including the reports published by the Head of the Civil Service in Poland, international databases (including Quality of Government) and specialist reports with a particular emphasis on research devoted to Central Europe. The findings paint a multi-layered and nuanced picture of the evolution of the Polish civil service and its strong associations with the issue of the so-called “unfinished transformation”. In addition the article confirms that both the instrumentalisation of institutions by the “camp” of political opportunists and their formal, radical reconstruction by the “ideological contrarians” resulting in the centralisation of power around the ruling parties have had a negative effect on the quality of civil service functioning in Poland.
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Breach, Rayleen, and Linda K. Jones. "Victorian maternal child health nurses’ knowledge, attitudes and beliefs towards national registration changes." Journal of Hospital Administration 6, no. 3 (March 26, 2017): 1. http://dx.doi.org/10.5430/jha.v6n3p1.
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In 2010 National Registration for nurses was established which was likely to impact the role of the maternal and child health nurses (MCH) in Victoria. This study explored the perceived impact of the national changes to the MCH nurse workforce in Victoria following the implementation of national registration and a proposed national service framework. A qualitative exploratory descriptive design was employed with the purpose of exploring the knowledge, attitudes and beliefs of Key Stakeholders (KSH) to the recent changes and perceived impact to Victorian MCH nurses. The significance of this study lies with understanding the gaps in current knowledge of KSH to the national changes. Outlined briefly in this paper will be main findings from the KSH. This involved interviewing 12 KSH from management positions, including Local Government Coordinators, Policy Advisors to the Department of Education and Early Childhood Development, the Municipal Association of Victoria, along with academics from Universities that provide postgraduate Child and Family Health education programs for the MCH nurse qualification. Date was transcribed verbatim and content analysis used. Categories were developed by identifying recurrent patterns from the data, labels were then chosen which reflected the participant’s words: “common standard”; “losing our identity”; “universal service”; “we do it well” and “imposed from above”. Overall the KSH were concerned how the disparity in education and qualifications would be resolved and the effect this would have on the service. Findings from this study highlight the importance of comprehensively investigating services offered by all jurisdictions and using collaboration, communication and leadership to effectively introduce change.
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Faiz, Ahmad, Endang Larasati, and Teuku Afrizal. "Revitalisasi Merit system dalam Pengangkatan Jabatan Fungsional di Badan Kepegawaian Daerah Jawa Tengah." Journal of Education, Humaniora and Social Sciences (JEHSS) 4, no. 1 (June 24, 2021): 306–13. http://dx.doi.org/10.34007/jehss.v4i1.658.
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Changes in the management of human resources of the State Civil Apparatus (ASN) demand a policy based on the Merit system, namely the selection of the quality of the State Civil Apparatus (ASN) who has qualifications, competence and performance. This is particularly so in the appointment and filling of functional positions. However, in its implementation the merit system has not been implemented thoroughly due to employee competencies that are not in accordance with the requirements. Therefore, it is important to revitalize the merit system to rearrange employees according to their duties and functions, especially in functional positions. This research focuses on the revitalization of the Merit system in the appointment of functional positions to government employees. This study refers to Stahl's (1962) theory of merit systems by comparing qualifications, competencies and achievements that affect human resource selection. With a qualitative approach, this research was conducted in the Civil Service Agency of Central Java Province. Primary data collection is carried out through in-depth interviews and observation techniques, in addition to secondary data through archives and documentaries. The results showed that; (i) the process of filling and appointing Functional Positions is in accordance with the principles of the merit system, namely in accordance with the qualifications, competencies and formations required by the organization and the required job description assignments; . (ii) there is inpassing functional positions originating from administrative positions, especially those from executive positions and supervisory positions. This study concludes that the Merit Revitalization system in the Appointment and distribution of Functional Positions in the Central Java Regional Civil Service Agency has been implemented according to qualifications, competencies and formations. Research suggests (i) distribution of filling and appointment of functional positions to fill all areas or parts (ii) of tethering functional allowances for functional positions.
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Moroń, Dorota. "WYNAGRADZANIE CZŁONKÓW KORPUSU SŁUŻBY CYWILNEJ." Studia Iuridica, no. 92 (January 22, 2023): 145–63. http://dx.doi.org/10.31338/2544-3135.si.2022-92.9.
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Civil service is a key human resource for government administration. Members of the civil service corps are responsible for the professional, reliable, impartial, and politically neutral performance of state tasks. Requirements in terms of qualifications and the scope of tasks in civil service should be correlated with an adequately high remuneration. The aim of the article is to analyse the renumeration of the members of civil service corps from the legal perspective and administration practices. The article presents legal issues related to the regulation of civil service remuneration and the results of the performed analysis of payments. It has been shown that legal regulations do not ensure adequate payment for functionaries and enable a significant diversification of remuneration of people in similar positions.
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WÓJCICKA, Ewa. "The New Model for Filling Senior Positions in the Civil Service in Poland." Transylvanian Review of Administrative Sciences Special issue, no. 2018 (December 31, 2018): 111–28. http://dx.doi.org/10.24193/tras.si2018.7.
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Keeton, Kato B. "WOMEN'S ACCESS TO FEDERAL CIVIL SERVICE MANAGEMENT POSITIONS: THE ISSUE OF VETERANS‘ PREFERENCE." Southeastern Political Review 22, no. 1 (November 12, 2008): 37–49. http://dx.doi.org/10.1111/j.1747-1346.1994.tb00319.x.
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ANIKIN, VIKTOR. "Categories and criteria for differentiation in the legal regulation of the status and social protection of civil servants." Public Administration 23, no. 3 (2021): 13–19. http://dx.doi.org/10.22394/2070-8378-2021-23-3-13-19.
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The article examines several categories to determine the objective criteria of differentiation in the legal regulation of civil servants’ status and social protection. Looking into the category of justice, the author concludes that it is necessary to take into account the criteria for the conformity of the level, nature, and scope of powers and responsibilities for each position in the civil service, the adequacy of the corresponding prohibitions and restrictions during the period of service to the nature and scope of the powers of an official, the equivalence of similar positions when considering the content and nature of the service. While considering the category of balance between private and public interests, the author speaks of the need to take into account the criterion of the consistency of private and public interests when determining the performance indicators of civil servants, with respect to the functions they perform; in addition, the author defines a set of criteria for further research of this category. Speaking on the category of authority, the author proposes to create a hierarchical system of positions in the civil service, which links the level of social protection of civil servants for exercising their powers with prohibitions and restrictions imposed on them by anti- corruption legislation.
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Борщевский and G. Borshchevskiy. "Directions of Civil Service Institutional Transformation." Administration 5, no. 1 (March 16, 2017): 41–54. http://dx.doi.org/10.12737/24701.
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The concepts of rational bureaucracy, New Public Management and Good Governance were studied. It is
indicated that wrongly assume that one of them is more progressive, because all concepts originally aimed
at the rationalization of the public service and subordination its own interests according the interests of
society.
A set of conditions for the participation of citizens in governance exists today. There are a networked
organization, a partnership, a production of public goods, and value of public interest. It is proved that in the
Concept of the Russian Federation civil service reform (2001) laid the modernization potential for building an
open and democratic public service.
We postulate the classification of the barriers and challenges that hinder the civil service reform, and we
formulate the growth points and the alternative transformation vectors. Then we consider the risks of each
alternative in the short, medium and long term, and how to overcome them. It is indicated that the priority
should be the harmonization of the legal framework for civil service and public sector.
In the first step is need the convergence of the legal content of civil service with other activities in the public
sector, and the renouncement the civil servants to serve to politicians, which is aimed at increasing their
personal responsibility. It is necessary to implement the new basic legal principle of targeting efforts of the
civil servants to achieve economic growth and improve the quality of citizens life.
In the next step a new phenomenon – the public service – should be formed. The new public service will
include the civil service, municipal service and the public sector organizations, as well as some other types
of organizations.
This requires some changes in the personnel policy: the formation of a single personnel reserve for the
entire public service, improving the qualification requirements for all public positions based on professional
specializations, and ensuring the effective public control. A systematic approach to the creation of the public
service will increase the efficiency of public institutions and their resilience in the face of global instability.
Our conclusions were tested in draft the Strategy of socio-economic development of Russia for the period
till 2030.
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Cohn, Helen M. "Watch Dog over the Herbarium: Alfred Ewart, Victorian Government Botanist 1906 - 1921." Historical Records of Australian Science 16, no. 2 (2005): 139. http://dx.doi.org/10.1071/hr05009.
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Alfred Ewart was Government Botanist in the service of the Victorian Government from February 1906 to February 1921. He was concurrently foundation Professor of Botany at the University of Melbourne, both positions being part-time. As Government Botanist he was in charge of the National Herbarium of Victoria, which had fallen into a slump after the death of the first Government Botanist, Ferdinand von Mueller, in 1896. Ewart was determined to restore the Herbarium to its former position as a leading centre of research on the Victorian and indeed the Australian flora. In doing so he enlisted the aid of the many capable botanists who were members of the Field Naturalists' Club of Victoria. The Herbarium being in the Department of Agriculture, Ewart had duties in relation to the business of that Department. These had mainly to do with weeds, impure seeds and providing advice to departmental officers. Of particular importance was his taxonomic work as Government Botanist. He published a series of papers and books on the flora of Victoria and the Northern Territory, and engaged in debates with colleagues both interstate and overseas. Ewart ceased to be Government Botanist when the professorship was made a full-time appointment in response to increased teaching loads.
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Borshchevskiy, G. A. "Ex-post evaluation of regional bureaucracy development programs." Voprosy Ekonomiki, no. 1 (January 28, 2018): 45–70. http://dx.doi.org/10.32609/0042-8736-2018-1-45-70.
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We study the influence of the program-targeted planning mechanisms on the civil service efficiency in the subjects of the Russian Federation. Our hypothesis is that the criteria for assessing effectiveness of civil service development programs are to increase the efficiency of its functioning and focus on solving problems of socio-economic development. The research methodology is based on the generalization of statistical data on the regions of the Central Federal District (CFD) of Russia in 2003-2016, and on the construction of some indices for civil service and socio-economic development. We have analyzed 67 programs of civil service development. Due to lack of financing Russian regions are forced to abandon many measures of the civil service reform. The average values of efficiency coefficients do not reach 30%, which indicates the existence of significant reserves for increasing the civil service development programs effectiveness. We have revealed that a crisis condition of socio-economic development resists the effective civil service development in the regions. At the same time, the region’s advanced positions in the economy do not automatically lead to a comparable high level of civil service development. This conclusion is important for extrapolating to regions of other federal districts and to the federal level in Russia.
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O.G., Tkachenko, and Razumeiko N.S. "Concepts and characteristics of conflict of interest during civil service in Ukraine." Scientific Herald of Sivershchyna. Series: Law 2020, no. 2 (December 18, 2020): 63–74. http://dx.doi.org/10.32755/sjlaw.2020.02.063.
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Today no one doubts that the special responsibility in the development and functioning of Ukraine is given to civil servants, who, based on the constitutional enshrinement of their rights and responsibilities, are obliged to represent the state and perform its tasks and functions. Among the large number of corruption grounds, the conflict of interests takes an important place, which is reasonably due to the problematic historical past that took place in Ukraine, when citizens subconsciously established the rule of solving problems with the help of so-called “their” people, when the distribution of positions was carried out on the principle of "family ties", and important decisions were made in favor of the interests of individuals. All this had a very negative impact on the effective activities of civil servants, undermined the authority of public administration, destroyed the trust of citizens in the state as a whole, and therefore is an extremely important issue in the current implementation of anti-corruption policy, building civil society and bringing Ukraine closer to European norms and standards. The civil service is a special institution of power and law, which performs the functions of public administration in the preparation and implementation of management decisions through which the implementation of public policy. As a complex and specific type of managerial activity, the civil service makes specific requirements for future civil servants depending on their positions for which they apply and the nature and content of the work they will perform. The legislation provides a fairly wide list of professional, organizational, moral and ethical, cultural qualities, norms and principles of conduct, which should be the image of a civil servant. Key words: civil service, conflict of interest, regulation, corruption, anti-corruption mechanism, official.
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Rafif Rabbani, Ismet Sulila, and Rizal. "STATE CIVIL SERVICE PLACEMENT SYSTEM (ASN) THROUGH ANALYSIS BASED SELECTION (BERLIAN) IN THE GOVERNMENT OF GORONTALO DISTRICT." Journal of Economic, Business, and Administration (JEBA) 2, no. 3 (June 26, 2022): 39–47. http://dx.doi.org/10.47918/jeba.v2i3.239.
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The objectives of this study are: 1) knowing and analyzing the process of placing state civil servants through an analysis-based selection of positions within the Gorontalo District government; 2) knowing and analyzing the determining factors in the process of placing state civil servants through an analysis-based selection of positions within the government. Gorontalo District.
This research is a research with a qualitative descriptive approach, namely examining, analyzing and decrypting data.
Results of the study: 1) the system of placing state civil servants through a selection based on job analysis in the Gorontalo District government is seen from the placement in one SKPD has been implemented properly, however, there are still some ASN who still have limitations in terms of expertise and skills in positions that are held. just occupied. Judging from the placement between SKPD has been carried out in accordance with the process, however, there are several ASN that have not met the requirements to be transferred. Furthermore, from the point of view that moving in and out of the region has been running according to the provisions, but it does require a fairly long process and takes quite a long time; 2) the determining factors in the placement of ASN are: Education, Work Experience, Work Knowledge, Work Skills.
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Nur Salma, Adyesha, Taufan Fajar Riyanto, and Ira Alia Maerani. "Juridical Review of Notary Positions Based on the Law on Notary Positions in Welfare Aspects." Sultan Agung Notary Law Review 4, no. 3 (August 15, 2022): 756. http://dx.doi.org/10.30659/sanlar.4.3.756-770.
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Notary as a public official who is not paid, either by the state, ministry, or any other party according to UUJN. Sociologically, notaries are stigmatized as one of the respectable professions in society. On the other hand, the presence of a notary in the community has also increased in quantity, so that it is correlated with competition in the task of a notary.This study aims to determine and analyze the responsibilities of a notary in carrying out the position of a notary, to find out and analyze the role of the Indonesian Notary Association in implementing the welfare of a notary in the city of Semarang, and to find out an example of a Sale and Purchase Binding Agreement. The research approach method used in this thesis is an empirical juridical legal research method with descriptive analysis research specifications.Data sources and data collection methods used primary and secondary data which were analyzed qualitatively.The results showed that: First,The position of a notary in Article 1 point 1 UUJN, namely a public official authorized to make authentic deeds and other authorities as referred to in the law. While the term public official is translated from openbare ambtenaren as in Article 1868 of the Civil Code that, "An authentic deed is a deed made in the form determined by law by or before public officials who have power for that, at the place where the deed is. made." On the other hand, Act No. 25 of 2009 concerning Public Services also applies to notaries, because according to Article 15 of the UUJN, the authority of a notary in addition to the UUJN applies, other laws also apply. This means that the Civil Code and the Public Service Law or other laws also apply.Second,Regarding the uncertainty of the minimum honorarium limit from the notary service fee, the Semarang City regional association organization once agreed on a reference regarding the minimum limit for the notary service fee, however, this reference could not last long or was not effectively enforced because after all the economic demands that made notaries compete in getting clients for the sake of to support himself, his family and of course for the operational costs of the office. Meanwhile, as a form of attention from the government, for example, the provision of incentives for the position of a notary has never been proposed to the government.
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GONCHAROVA, ELENA. "Innovations in legal regulation of the state civil service of the Lipetsk region." Public Administration 23, no. 4 (2021): 29–35. http://dx.doi.org/10.22394/2070-8378-2021-23-4-29-35.
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The legal aspects of implementating personnel policy are an integral part of the successful work for the regional administration. The article examines the legal mechanisms used by the state civil service of the Lipetsk region administration, aimed at forming a model of qualification requirements to fill positions in civil service and developing the system for material and non-material motivation, increasing efficiency in state-service relations. Currently, to reform and improve the effectiveness of the state civil service, we need to create a flexible system of incentives for employees; since the effectiveness of their activities largely depends on their personal interest in the performance of official duties at a high level. The Lipetsk region administration monitors the regulatory legal framework on civil service in real-time. This method of quality control contributes to the improvement of personnel policy, standardization of personnel processes, and their uniform application in all governmental bodies of the region.
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Groeneveld, Sandra. "Careers in the Dutch civil service: a gender perspective." International Review of Administrative Sciences 75, no. 3 (September 2009): 493–507. http://dx.doi.org/10.1177/0020852309337685.
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This article focuses upon gender differences in the satisfaction with career opportunities of civil servants in the Netherlands. Women have become better represented at all levels in the Dutch civil service in recent years, but they are still underrepresented in the higher level positions. Nevertheless, women are slightly more satisfied with their career opportunities than men are and they seem to be increasingly so. Their relatively positive evaluation of extrinsic aspects of their work situation is one of the explanations of this finding, as is their higher intrinsic work motivation compared to that of men. It is suggested that the career orientations and aspirations of women better fit the changing context of career formation in the Dutch civil service and the accompanying new psychological contract. Points for practitioners The Dutch civil service has set ambitious targets with respect to the representation of women at all levels in the service, but insight into the determinants of women’s careers in the public sector is still very scarce. The findings in this article show that there are gender differences in the weighting of intrinsic and extrinsic aspects of the work in evaluating one’s career opportunities. Besides, the article may assist human resource management practitioners in anticipating the impact of changing career trajectories on the career satisfaction of male and female civil servants.
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Rahayu, Amy Yayuk Sri, and Krisna Puji Rahmayanti. "The Tendency of Transition from Structural to Functional Positions in National Civil Service Agency and the Ministry of Environment and Forestry." Policy & Governance Review 2, no. 3 (February 28, 2019): 191. http://dx.doi.org/10.30589/pgr.v2i3.96.
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This study aims to highlight the phenomenon of transition from structural to functional positions in government bureaucracy in Indonesia. Since in this modern era, an environmental change strongly influences public organizations which encourage public organizations like bureaucracy must be adaptive. In line with the issuance of Law No. 5/2014 on State Civil Apparatus (ASN), public organizations such as bureaucracy have undergone reform to be structurally lean and functionally rich. Consequently, there is a gradual change that government institutions change from structural to functional positions. The methodology applied is post-positivism. The concept of job analysis in the structure of public organizations is deductively downgraded into its indicators and then used as guidance in qualitative data collection. The result found that, firstly, job analysis is still applied and relevant to determine Administrative and Functional Positions in both government institutions, yet it is not carried out systematically and optimally. Secondly, the trend in the tendency of transition from structural to functional positions in both government institutions is due to the misperception of the employees towards Functional Positions.
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Smalskys, Vainius, Svitlana Khadzhyradieva, and Sergii Slukhai. "THE CURRENT STATE AND PROSPECTS OF PUBLIC ADMINISTRATION REFORM AFTER 2014 YEAR." Public Administration and Regional Development, no. 7 (April 7, 2020): 217–33. http://dx.doi.org/10.34132/pard2020.07.10.
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As for the civil service in Ukraine, we can identify a number of innovations aimed at improving the performance and ensuring the quality of civil service, namely: separation of administrative and political positions; clarification of the legal status of a civil servant; separation of civil service from political activity; establishing an exhaustive list of persons who are not subjected to the civil service legislation; introduction of a new approach to the classification of civil servants’ positions; a competency-based approach to the selection of candidates for the civil service; defining legislatively common approaches to entry, performance and separation from civil service; improving professional skills and professional training of civil servants, their labor remuneration, bonus payments and encouragement, as well as disciplinary responsibility.
Reforming the civil service legislation has become the most important step towards the public administration reform. Constant changes and amendments to the newly adopted legislation signify about it imperfection. Nevertheless, it should be noted that legislators and reformers are moving in the right direction.
The data analyzed in the article show that Ukraine has come a long way from the Soviet civil service legacy. However, it is still in the middle of the road: these achievements must be supported by continuous efforts to render them irreversible and significantly improve the efficiency of public administration.
The analysis of the sources in the article shows that the ideal picture of a public servant should correspond to his real perception. In fact, the public perception of civil servants in Ukraine is quite negative, as people see a striking difference between the reality and the ideal mentioned above. It turned out that the public servant, according to public perception, lacked almost all the necessary features. This demonstrates the enormous problems with civil servants in Ukraine due to the mismatch between public perception and the ideal image of a public servant. Thus, statistics show that the majority of respondents (about 70 percent) said that a Ukrainian civil servant is poorly qualified, tends to avoid solving complex cases, impatiently violates the law, demonstrates low respect for customers, is not trustworthy, is biased and interested in his own interests (puts one's own interests ahead of the public), non-result oriented, etc.
The article concludes that public service reform in Ukraine should be supported not only by political measures that enhance the professionalism of employees, but also include procedures for changing public attitudes towards them. The negative perception of civil servants can be closely linked to the civil service itself: Ukrainians perceive it as a corrupt and bureaucratic institution that breaks innovation, does not care about cost-effectiveness, and does not perceive positive change.
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Obolonsky, Yuri V. "LEGAL REGULATION OF PUBLIC SERVICE." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 8/3, no. 128 (2022): 95–100. http://dx.doi.org/10.36871/ek.up.p.r.2022.08.03.011.
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The work is a comprehensive consideration of the issues of legal regulation of the civil service of the Russian Federation. The prospects for the development of this sphere are formulated. The analysis of the theoretical and legal foundations, system and internal structure of the civil service is carried out. Its legal regulation, constitutional norms and federal legislation on it are investigated. The measures of systematization and improvement of the legal regulation of public service in the Russian Federation are presented: it is proposed to develop a unified code of public service of the Russian Federation, approve a specific list of positions of other types of public service and fix them in the Federal Law of the Russian Federation “On Public Service of other types”. The methodology and methodology of the research consists in a systematic approach to the analysis of the object of research – the totality of public relations regulated by legislative and subordinate normative legal acts, which develops in the process of legal regulation of the legal institute of the civil service of the Russian Federation, as well as a complex of scientific methods of cognition: comparative legal and other private dialectical methods of cognition. Formal and logical analysis of the conceptual apparatus, a comprehensive analysis of the legal basis of this legal institution were also applied.
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Balamush, M. A., and N. V. Dobrovolskaya. "THE PROBLEMS OF DETERMINING THE ADMINISTRATIVE AND LEGAL STATUS OF EMPLOYEES OCCUPYING POLITICAL POSITIONS IN THE EXECUTIVE AUTHORITIES." Constitutional State, no. 43 (October 26, 2021): 22–27. http://dx.doi.org/10.18524/2411-2054.2021.43.240947.
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The article analyzes the opinions presented in scientific sources regarding the definition of political positions in the executive branch and the administrative and legal status of employees holding these positions. Instead, the specifics of the implementation of the administrative-legal status of employees holding political positions in the executive branch are studied in administrative science piece by piece. Particular attention is paid to the fact that administrative law consistently and persistently considers all aspects of the acquisition and implementation of the administrative and legal status of civil servants and employees of local self-government bodies. A terminological distinction is made between the terms «professionalism» and «qualifications». Professionalism means that a position in the executive branch is associated with a specific profession. For a candidate applying for the relevant position, additional requirements are imposed regarding his professional abilities. On the other hand, professionalism means that the person applying for the position must be qualified enough to carry out their duties effectively. Thus, “professionalism” is characteristic of all employees holding administrative positions in the system of executive bodies, and “professionalism”, in our opinion, is a common criterion for all categories of civil servants. It is proposed to highlight the following features of the civil service performed by persons holding political positions in executive bodies: 1) provides for the constitutional and legal procedure for entering and passing political service (constitutional and legal status of employees holding political positions); 2) the powers assigned to political positions in executive bodies require the availability of appropriate administrative and legal forms and mechanisms for their implementation (administrative and legal status of employees holding political positions); 3) employees holding political positions are not subject to disciplinary responsibility, and therefore the structure of their administrative and legal status does not provide for legal responsibility; 4) the professionalism of political figures in the system of executive authorities is manifested in a harmonious combination of their political and administrative activities.
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Іваниця, А. В. "CONCEPTS AND SIGNS OF CIVIL SERVICE AND SERVICE IN THE NATIONAL POLICE OF UKRAINE." Juridical science, no. 1(103) (February 19, 2020): 132–39. http://dx.doi.org/10.32844/2222-5374-2020-103-1.17.
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The relevance of the article is that in the conditions of constant changes and development of legislation the issue of analysis of new legislation on the conceptual apparatus, features and characteristics of new state institutions, civil service in general and service in the national police in particular is quite relevant. The purpose of the article is to establish the peculiarities of the interpretation of the concept of civil service and service in the police, as well as to present the features of such service. The study analyzes the scientific achievements, which includes the definition of the concepts, features and content of civil service and police service. There is an interpretation of the concept of «service» in the scientific literature and encyclopedic or dictionary publications, it is argued that due to the diversity of the interpretation in the literature there are many examples of interpretation of this definition. The opinions of M. Bilynska, O. Yevmeshkina, I. Surai on the definition of the term «service» and its inherent features are noted, the position on these issues is also highlighted by M. Tsurkan. The article analyzes the concepts of «civil service», proposed by V. Malinovsky, N. Sidorenko, A. Britko, Y. Bytyak, S. Dubenko, Y. Obolensky, M. Inshin, T. Pakhomova, V. Averyanov, L. Stelmashchuk. The erroneous identification of the civil service with the public service is pointed out, as there are so-called political positions that do not belong to the civil service, but are an element of the public service. Emphasis is placed on the features of the civil service (activities to perform the tasks and functions of the state; activities are professional, public, politically neutral and carried out at the expense of the state budget). It is emphasized that the concept of «civil service» is also interpreted in a narrow and broad sense. The study reveals whether police service belongs to the general system of civil service, as well as signs of service in law enforcement (a specific type of human activity, which is implemented in the interests of society; the state determines the boundaries, forms and methods of this activity such a service is a professional activity, etc.). These are laws that define the definition of civil service and police service («On Civil Service» and «On the National Police»).
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Чаннов, Сергей, and Syergyey CHannov. "Law Enforcement Public Service: to Be or not to Be?" Journal of Russian Law 4, no. 11 (October 31, 2016): 0. http://dx.doi.org/10.12737/21989.
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The article discusses the current state of the law enforcement public service legislation. It is noted that the development of the legal regulation of law enforcement service over the past decade shows that legislators don’t understand to the full extent its specificity and differences from other types of public service. The author criticizes the refusal to use the term “law enforcement service” in the Federal Law “On the public service of the Russian Federation”, according to author´s opinion the service at specific positions in law enforcement service has a number of features in comparison with civil and military service and is characterized by a certain internal unity. The article compares approaches to the legal regulation of service at certain positions in different law enforcement agencies. The author notes that taken in recent years legislative acts concerning the service in law enforcement agencies mostly contain overlapping rules. This situation violates one of the principles of legal technique - maximum economy of norms in the presentation of legal regulations, prevention of their repetitions.
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Semchuk, R. I. "COMPETENCE APPROACH IN FORMATION OF PERSONNEL POTENTIAL CIVIL SERVANTS ON THE EXAMPLE OF CIVIL LABOR." Labour protection problems in Ukraine 37, no. 2 (June 30, 2021): 51–57. http://dx.doi.org/10.36804/nndipbop.37-2.2021.51-57.
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In this article provided an analysis of the personnel potential in the Head Department of State Labor Service of Ukraine in Kyiv region according to the following criteria: level of basic education, professional experience, number of inspections and investigations performed by an average inspector per year. There have been studied the requirements for civil servants operating in Ukraine and the EU. Conclusions are drawn on the need to develop a professional standard for civil servants, taking into account the specifics of supervisory activities. In particular, in the field of occupational safety and health, taking into account the international experience in developing a professional standard in the relevant field. It is also determined that the competencies in occupational safety for the level of "Civil Servant" is the fifth step of the competence level in this area, which requires the development of basic, technical and behavioral qualities. The formation of these competencies can be implemented during the formation of a long-term plan for professional development and development of an individual program of civil servant’s professional development. The Ukrainian civil service system is currently adapting to EU standards. Creating a single professional standard based on job descriptions of civil servants, professional qualifications of positions, professional competencies, on the basis of a number of laws and regulations governing personnel processes in the civil service, is a necessary way to create conditions for civil servants to perform their professional duties effectively. The development and implementation of EU standards in the field of civil service has become a necessary precondition for strengthening the role of supranational governance as a necessary component of the political integration of different states. Further addition of standards to the achievements and technologies of modern management based on informal cooperation of member states within the EU, only complement the statements, conclusions and trends to deepen cooperation in the field of civil service.
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Raadschelders, Jos, and Frits M. Van der Meer. "Administrative elites in the Netherlands from 1980 to 2011: making the invisible visible." International Review of Administrative Sciences 80, no. 4 (November 4, 2014): 726–45. http://dx.doi.org/10.1177/0020852314533454.
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The Dutch top civil service level has seldom been described in ‘elitist’ terms; befitting a country with a strong egalitarian social culture. Though formally open to outside recruitment, in practice the (top) civil service in central government is a rather closed system. There is relatively little occupational mobility between these civil servants and political officeholders, and virtually none between the public and the private sectors. However, some initiatives have recently been taken to improve this external mobility. New Public Management has had little impact upon the structure and functioning of the Dutch administrative elites. More important for the positioning and functioning of these civil servants has been the creation of the Senior Executive Service, and, within the SES, the top management group. By creating this career system at the very top of the civil service at the central level, the elite nature of the top civil servants has been reinforced. Points for practitioners The structure and functioning of the Dutch civil service has not been influenced by New Public Management (NPM). The rotation of positions at the top, through the Senior Public Service, is mainly inspired by the effort to decrease the compartmentalization of government departments. What has changed is the environment in which higher civil servants work, with Parliament, media and citizens demanding fast and tangible results.
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Gadowska, Kaja. "Constitutional values and civil servant recruitment: The principles for filling revenue service positions in Poland." Communist and Post-Communist Studies 51, no. 3 (August 6, 2018): 257–71. http://dx.doi.org/10.1016/j.postcomstud.2018.07.003.
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The functioning of public administration should be consistent with the general interest, common to all citizens, and independent from the particularized interests of changing political forces. A condition for the proper functioning of administration is the selection of appropriate personnel to perform the duties defined by the state. According to the premises of this paper, the recruitment of personnel based upon objective criteria is of fundamental importance for the effective realization of the administration’s mission. This article analyzes the weaknesses of personnel policy in fiscal administration in Poland after 1989 against the background of the broader process of creating a Polish civil service. The study aims at determining the extent to which the actual relations between politics and administration reflect legal regulations. The article focuses on personnel policy with regard to senior positions in fiscal administration, whose occupants have leverage over decision-making processes and human resources policy in various agencies. It turns out that after every parliamentary election there is major turnover in the personnel occupying senior positions in the fiscal administration offices, that is, the persons associated with the previous governing team are replaced with individuals enjoying the confidence of those who have just come to power. In light of these findings one can infer that, contrary to the constitutional principles guiding the functioning of the government administration in Poland, its politicians have deliberately designed legal regulations in such a manner as to enable them to assume control over fiscal administration.
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Brasileiro, Danilo Fernandes, and Maria Cristina Sanna. "Instructions from the administrative department of public service's first civil service examination for nursing: revelations from 1941." Texto & Contexto - Enfermagem 24, no. 2 (June 2015): 415–23. http://dx.doi.org/10.1590/0104-07072015000452014.
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The aim of this study was to describe the primary norms and instructions for the first civil service exam for nurses administered by the Administrative Department of Public Service. This is a descriptive and historical-documentary study. Sources included publications about the event in the Diário Oficial da União, Brazil's Federal Official Gazette. Analysis and construction of results adhered to the sequence of presentation of norms and instructions of the process. Three were decrees that regulated the first civil service exam: two were generalized (n. 661 and n. 1411) and one was specialized (n. 1360). The specific instructions contained in the specialized decree were highlighted, and distributed in three chapters: I-Conditions; II-Exams; and III-Evaluations. In the Vargas Era, a substantial number of public servant positions for nurses were filled by way of public civil service exams administrated by the Administrative Department of Public Service, underpinned by rigorous normative structure, and translated into detailed selection criteria.
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Timpal, Willians Gratiano, Evi Elvira Masengi, Selpius R. Kandou, and Tartius Timpal. "Policy of Local Head of Post Election (Study at The Office of Cooperatives and SMEs Regional Tomohon)." Journal of Sosial Science 3, no. 2 (March 25, 2022): 423–38. http://dx.doi.org/10.46799/jss.v3i2.323.
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This study aims to describe the Post Regional Head Policy (Study at the Tomohon Regional Cooperative and SMEs Service). This study uses qualitative research methods and uses data collection techniques: Interview, Observation and Documentation. The primary data sources in this study were the results of direct interviews and observations conducted by researchers on state civil apparatus at Tomohon Cooperative and SMEs Regional Office, and secondary data sources were official government documents, books, journal articles and internal organization records in this case the Cooperatives and Cooperatives Office. Tomohon Regional SMEs. The results of the study indicate that: The policy of the regional head greatly affects the running of the government, in this case the Tomohon Regional Cooperative and SMEs Office. What happened at the Cooperatives and SMEs Regional Office of Tomohon was that the assignment of state civil apparatus positions was not in accordance with applicable regulations or rules based on elements of subjectivity and politics. What should be done based on the State civil apparatus performance assessment by prioritizing the achievement system and career system, in practice it is contrary to what is expected. The element of subjectivity and politics has a very high role in making regional head policies to determine the position of state civil apparatus in this service, in this case related to the granting of structural positions or dismissal from structural positions or even job transfers.
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Smirnov, A. V. "The concept and the administrative-legal nature of public service in the prosecutor’s office of the Russian Federation." Penitentiary Science 14, no. 3 (2020): 394–99. http://dx.doi.org/10.46741/2686-9764-2020-14-3-394-399.
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Based on the analysis of various scientific positions, the article reveals the administrative-legal nature and essence of state-service relations in the prosecutor’s office of the Russian Federation. It is noted that the uniqueness of the prosecutor’s service is due, among other things, to the execution of various law enforcement, human rights, control and supervisory and other functions by prosecutors, which indicates the multifunctionality of this type of public service. Such characteristics of the service in the prosecutor’s office, in turn, lead to increased requirements for the service itself, for the business and moral qualities of employees. On the basis of the methodology of integrative legal thinking, the author’s concept of civil service and service in the prosecutor’s office is given. The latter, in particular, is disclosed as a special type of professional activity carried out on behalf of the state by its citizens holding positions of the federal public service in the prosecutor’s office of the Russian Federation, in order to fulfill in accordance with the law on the prosecutor’s office and the rules establishing special moral and ethical requirements for their official and off-duty behavior of the duties assigned to the prosecutor’s office, carried out in order to ensure the supremance of law, unity and strengthening the rule of law, protect human and civil rights and freedoms, the interests of society and the state protected by law, as well as related to the performance of the functions of internal management of the prosecutor’s office, organizing and service in these bodies.
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Didong Suherbi, Amir Tengku Ramly,. "Personality Type Based Pumping-HR Model Toward Working Targets of The Civil Service." Jurnal Manajemen 24, no. 1 (March 2, 2020): 109. http://dx.doi.org/10.24912/jm.v24i1.629.
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Personality is one of the factors that will affect employee performance. Civil Servants (PNS) who have individual personalities such as introverts and or extroverts can affect employee performance at certain levels. This study shows that employee personality affects their performance. Also, to examine the effect of employee personality on performance based on SKP (Employee Performance Targets). The results showed that there were significant differences between personality types on employee performance. It is found that the kind of personality Extrovert = Introvert produces the best average return based on the SKP evaluation results. In contrast, Extrovert's personality type provides the lowest average in the performance of Civil Servants, in the Agriculture Office of the City of Bogor. The excellent performance in the Regional Work Unit (SKPD), it is recommended to place employees with extrovert = introvert personality types, especially in essential positions.
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Vytkо, T. Y. "The state personnel in conditions of reform of public administration in Ukraine." Public administration aspects 6, no. 3 (April 8, 2018): 39–47. http://dx.doi.org/10.15421/15201814.
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The peculiarities of the implementation of the public administration reform have been characterized, focusing on such areas of the reform as modernization of the civil service and human resources management. The article deals with the civil servant, who is the main object of the reform of the civil service, and its subject. The requirements for candidates for entering to civil service have been analyzed, namely, academic degree, general and special qualification, capability.The main aspects of the civil servant career in Ukraine are depicted graphically; the detailed analysis is done considering the provisions of the current legislation and implementation practice in Ukraine and some foreign countries. Some rights, duties and restrictions on civil servants, which are defined in the current legislation, are described. The main problem aspects of professional activity of civil servants in the context of adapting current legislation to European standards (conducting competition for civil service positions, evaluating the results of official activity, promotion, raising the level of professional competence, remuneration of labor, etc.) have been revealed. The analysis of the involvement of public associations and independent experts in personnel processes, as well as the issue of remuneration of civil servants. It is noted that the civil servant must meet the established requirements, actively react to all the challenges of society, act in accordance with the current legislation, and constantly increase his level of professional competence and be a single entity with the system of public administration. The emphasis is placed on the lack of an effective automated human resources management system in the civil service and the importance of its creation for the effectiveness of the civil service of Ukraine and the professional activity of civil servants in particular.
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Budiyanti, Hety, Shine Pintor siolemba Patiro, and Akhmat Yamin. "Public Service Motivation Measurement: A Test of Perry's Scale in Indonesia." JKAP (Jurnal Kebijakan dan Administrasi Publik) 23, no. 1 (May 29, 2019): 16. http://dx.doi.org/10.22146/jkap.39653.
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This article proposes and tests a ‘shorter version of the instrument for public service motivation based on Perry’s (1996) exploratory 24-item scale for Indonesia civil servants in five big cities, inter alia, Jakarta, Surabaya, Semarang, Makassar, and Medan. Of 1200 respondents, 904 completed the questionnaire, and 800 questionnaires were determined to be feasible for further analysis. Thus, the response rate was 88.50% the results indicated support for the shortened scale of Perry’s original work on investigating the Public Service Motivation (PSM) of Indonesia civil servants in sample cities. The 10-item scale was based on four factors PSM, inter alia Attraction to Policy Making (APM), Commitment to the Public Interest (CPI), Compassion (COM), Self-Sacrifice (SS). Results also showed that, generally PSM for civil servant with basic positions in city government offices, in five cities tends to vary. The research results are expected to enhance our understanding about the importance of factors that influence the motivation of civil servants in providing public services to the general public. However, the limitation of the study lies in the small sample which is drawn from only five large cities in Indonesia.
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Vladovska, K. "On the legal nature of the concept of «public service» in the legislation of Ukraine and in the administrative and legal doctrine." Analytical and Comparative Jurisprudence, no. 2 (July 24, 2022): 124–28. http://dx.doi.org/10.24144/2788-6018.2022.02.23.
Full textAbstract:
In the scientific article the author conducted a scientific review of the legislative and doctrinal foundations of the definition of «public service», the formation on this basis of its own definition of public service, its content and defining features. It is determined that the main criteria for determining public service, its separation from corporate and public services is: implementation as a result of relevant employment of persons holding relevant positions in the structures of the state and municipal sector tasks and functions of the state and local governments; regulation of the content and features of such activities by the Constitution of Ukraine and laws of Ukraine (they cannot be regulated by an act of corporate formation or public organization, and local regulation of public service is of a secondary nature). Based on the above research on the legal and doctrinal basis of the definition of «public service», the author notes that the concept of «public service» in its essence is broader than the term «civil service»: if the civil service includes administrative and specialized service , including service in law enforcement agencies and military formations, the public service additionally includes service in political, including elected positions, service in corporate formations and public formations, subject to the delegation of powers of state bodies or local self-government bodies in accordance with the provisions of the laws of Ukraine. Considering the concept of public service can be defined as a specific activity of political and administrative entities, within which the implementation of tasks and functions of a public nature, ie those concerning the rights and interests of the community - the population of the state, administrative-territorial unit, a certain social group or territorial community, which is carried out on the basis of financing the relevant activities from the state or local budget; public service, except political, carried out on a professional and politically neutral basis, its formation takes place on the basis of an administrative act of appointment or election.
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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.
Full textAbstract:
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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Pugacheva, Natalia V. "Candidate pool as an element of legal mechanism of personnel recruitment and assignment in public civil service." Russian Journal of Labour & Law 12 (2022): 193–204. http://dx.doi.org/10.21638/spbu32.2022.115.
Full textAbstract:
One of the main purposes for creating a candidate pool for the civil service is to ensure timely filling of vacant positions by individuals whose professional and personal qualities guarantee proper performance of their official duties and thus the continuous and efficient functioning of the state apparatus. At the same time, legal regulation of this aspect of public activities should provide citizens with equal access to public service in order to ensure they enjoy their constitutional rights. An analysis of legislation on public civil service proves that rule-making bodies pay close attention to including civil servants and citizens into the candidate pool, and their relationship was subject to regulations that were not flawless, but still quite detailed. The main array of problems appears while working with the candidate pool, as the law-maker formulates rules of assignment of those from candidate pool in a very nonspecific manner and gives considerable discretion to law-enforcers, which endangers the principle of equality. For instance, the order of actions of an employer’s representative when a vacancy opens, and the order of assigning an individual from candidate pool to a civil service position are neglected by the law-maker. Therefore, exposing f flaws in legal regulation to improve it is a pressing task for guaranteeing enjoyment of the right to choose profession, including civil service, as well as in regard to ensuring public interest of forming highly competent personnel of public bodies.
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Yuraida, Nizma. "Analisis Penempatan Aparatur Sipil Negara pada Dinas Perikanan Kabupaten Lumajang." Majalah Ilmiah Dian Ilmu 21, no. 2 (July 2, 2022): 205. http://dx.doi.org/10.37849/midi.v21i2.288.
Full textAbstract:
This study aims to determine the level of suitability of job specifications and the factors that influence the placement of State Civil Apparatus at the Fisheries Service of Lumajang Regency. This research uses descriptive qualitative method. This study explains the analysis of the distribution of employees who do not refer to the principle of placing the right person in the right position based on sources derived from scientific journals, books and official websites. The results showed that the placement of State Civil Apparatus at the Fisheries Service of Lumajang Regency using the theory proposed by Schuller and Jackson, namely knowledge, skills, abilities and personality were at a good level (appropriate) but not yet optimal, because of the influencing factors, namely leadership, human resources, regulations, and political positions.
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Paramarta, Wayan Arya, Ni Made Gunstri, Ni Ketut Laswitarni, and I. Gede Januana Tegmini. "Effect of Leadership and Work Discipline to Employee Performance through the Job Satisfaction as Intervening Variable in National Civil Service Agency Regional Office X Denpasar." Journal of Economics and Business Letters 1, no. 3 (October 31, 2021): 34–43. http://dx.doi.org/10.55942/jebl.v1i3.121.
Full textAbstract:
The purpose of this study was to determine the performance of employees at the National Civil Service Agency Regional Office X Denpasar which is influenced by leadership and work discipline through job satisfaction. The population in this study was employees in executive positions within the National Civil Service Agency Regional Office X Denpasar. The number of samples used in this study was 56 as determined by purposive sampling.
The results from this research shows that leadership has a positive and significant effect on job satisfaction, work discipline has a positive and significant effect on job satisfaction, leadership has no significant effect on performance, work discipline has a positive and significant effect on performance, job satisfaction has a positive and significant effect on employee performance, the indirect effect of leadership on performance through job satisfaction has a positive but not significant effect, the indirect effect of work discipline on performance through employee job satisfaction at National Civil Service Agency Regional Office X Denpasar has a positive and significant effect.